Effective Leadership to Lead and Understand Generation Z
Effective Leadership to Lead and Understand Generation Z
Ge Yang | 2022
Abstract
Generation Z comprises those born from 1996 through 2012, and they can be named Gen Z, iGeneration, iGenners, and generation Now. Generation Z will have more than one-third of the world’s population counting themselves (Gomez, Mawhinney & Betts, n.d.). Generation Z is raised with the internet; they are digital-centric, and technology is their individuality. This generation will be entering the workforce, and they will be significant consumers in the coming years. Leaders need to know Gen Z their characteristics, values, attributes, and expectation of work style. Their attitude, behavior, and thought process will have a different perspective toward work than the previous generations. With a proper understanding of this generation, organizations can find new methods to hire and retain Gen Z and sustain the organization’s growth. By understanding their values and needs, the organization can improve its recruitment and maintain a higher retention rate by paying attention to what this generation sensible in the workplace. The dominant strength in the workforce by 2030 will be Gen Z which will become the majority of consumer spending with forecasts of reaching $3.1 trillion of spending (Team Snap, 2021). As Gen Z members prepare to enter the workforce, an organization must understand Gen Z’s critical concerns and help them to be successful. Mobile phones and social media have changed how GenZ communicates, socializes, and receives information (Moscrip, 2019). These technologies will be a demanding skill that requires transforming most jobs into advanced digital skills. These skills emphasize agility, inquisitiveness, innovation, critical thinking, and problem-solving (Team Snap, 2021). In addition, there are other values that Gen Z considers essential to them when they consider joining the organization. These values must align with their many dimensions, such as diversity, race, gender, identity, and orientation (Moscrip, 2019). Attracting and keeping the best and brightest generation Z workforces require a different mindset. Employers need to understand their behaviors and tendencies that expect more personalization in their employer’s treatment. (Gomez, Mawhinney & Betts, n.d.). This book will examine Generation Z’s characteristics and preferences from which organizations can foresee and build a suitable workplace that will impact organizational’s performances (Singh & Dangmei, n.d.).