Business leaders of the past and present often agree on some of the core business principles established within a company establishment and principle values. However, the different generation of leaders do differ in opinions on how to transpose a company’s workforces as they move into the future. Most of these core disputes are noted in the trends that occur during that generations tenured. As the work environment changes it is increasingly difficult to obtain the happiness of many employees, without compromising the productivity and moral of the company. It is essential that leaders acknowledge the differences and create mechanisms that provide a cohesive working environment.
The previous expectations of a business leaders were centered on the principle of fairness, recognition, and cost. Their primary responsibility was to ensure that the employees were as comfortable as needed to ensure that profits stays constantly afloat. They simple provided guidance and motivational factors that promoted profitability and economic benefits. When complaints from disgruntled employees arise, the previous business leaders leaned towards fairness and what best benefited the company. There were little to no concerns about environment, society and cultural affairs. Within the “previous generation, the prevailing attitude was that it was the role of political and civil society leaders to address the big societal challenges of the day, not business leaders”. (Gitsham) However, in today’s society “business leaders are expressing a different attitude: that it is essential for business leaders to have a nuanced understanding of the major societal challenges shaping the world, that many of these challenges can best be tackled through government, business and other actors working in partnership, and that doing so is not a distraction and source of cost, but core to creating value.” (Gitsham) Their core responsibility is not simply to the business, but to the civil society as well as the political leaders. …show more content…
(Gitsham) Their major goal to partner with others to engage in core business as well as address societal challenges in creating a balance for the workforce and the company as a whole. The current generation of leaders want to ensure that they are part of major societal forces, and are aware of where and how to respond in a ways that benefits their business and wider society. (Gitsham) These essential leadership changes have to be constructed in order to meet the necessary assets that modern companies need to survive within the modern business world. Companies of today, now require business leaders that believe that playing a leadership role, is based on the ability to understand and address the major forces shaping society – far from being a source of cost. (Gitsham) This is now the central principal needed to create value and cohesiveness within the workforce. (Gitsham) Although, the older generation of business leaders, still exist within the market they are normally placed within positions where they manage employees and/or accounts. They are no longer the face or the presents that communicates new business with companies. This is sad but often occurrence, however to be able to lead the future generation it is critical that leaders reconsider and revamp the old methodology to that which meets the unique needs of current day. As companies move ahead and incorporate change within the workforce they normally find it, difficult to embark upon change in the workforce. …show more content…
With the constant change and focus need to understand, adapt and envision the new working generation is without question an expediential task that requires careful research and understanding. As the millennial leaders, enter the workforce there needs, goals, and purpose for employment is extremely different from that of the previous generation. It is critical that a company utilize differentiated strategies to stimulate and motivate the millennial generation of leaders. With the prevision to the previous generation through new direction, which requires careful and precise communication and better opportunities for advancement and pay. This often difficult analytical process, must be conducted to ensure stability within the working environment. Not ensuring the cohesive behavior of the millennial generation and that of the previous generation, may cause situational restraints that could become economic and productivity downfalls within a company. Within the United States, there are about 73 million people age 18 to 34 in the Workforce (Inc.). These millennial employees
The previous expectations of a business leaders were centered on the principle of fairness, recognition, and cost. Their primary responsibility was to ensure that the employees were as comfortable as needed to ensure that profits stays constantly afloat. They simple provided guidance and motivational factors that promoted profitability and economic benefits. When complaints from disgruntled employees arise, the previous business leaders leaned towards fairness and what best benefited the company. There were little to no concerns about environment, society and cultural affairs. Within the “previous generation, the prevailing attitude was that it was the role of political and civil society leaders to address the big societal challenges of the day, not business leaders”. (Gitsham) However, in today’s society “business leaders are expressing a different attitude: that it is essential for business leaders to have a nuanced understanding of the major societal challenges shaping the world, that many of these challenges can best be tackled through government, business and other actors working in partnership, and that doing so is not a distraction and source of cost, but core to creating value.” (Gitsham) Their core responsibility is not simply to the business, but to the civil society as well as the political leaders. …show more content…
(Gitsham) Their major goal to partner with others to engage in core business as well as address societal challenges in creating a balance for the workforce and the company as a whole. The current generation of leaders want to ensure that they are part of major societal forces, and are aware of where and how to respond in a ways that benefits their business and wider society. (Gitsham) These essential leadership changes have to be constructed in order to meet the necessary assets that modern companies need to survive within the modern business world. Companies of today, now require business leaders that believe that playing a leadership role, is based on the ability to understand and address the major forces shaping society – far from being a source of cost. (Gitsham) This is now the central principal needed to create value and cohesiveness within the workforce. (Gitsham) Although, the older generation of business leaders, still exist within the market they are normally placed within positions where they manage employees and/or accounts. They are no longer the face or the presents that communicates new business with companies. This is sad but often occurrence, however to be able to lead the future generation it is critical that leaders reconsider and revamp the old methodology to that which meets the unique needs of current day. As companies move ahead and incorporate change within the workforce they normally find it, difficult to embark upon change in the workforce. …show more content…
With the constant change and focus need to understand, adapt and envision the new working generation is without question an expediential task that requires careful research and understanding. As the millennial leaders, enter the workforce there needs, goals, and purpose for employment is extremely different from that of the previous generation. It is critical that a company utilize differentiated strategies to stimulate and motivate the millennial generation of leaders. With the prevision to the previous generation through new direction, which requires careful and precise communication and better opportunities for advancement and pay. This often difficult analytical process, must be conducted to ensure stability within the working environment. Not ensuring the cohesive behavior of the millennial generation and that of the previous generation, may cause situational restraints that could become economic and productivity downfalls within a company. Within the United States, there are about 73 million people age 18 to 34 in the Workforce (Inc.). These millennial employees