The Leadership Positions

The Leadership Positions

The leadership positions being taken by Baby Boomers, who are at their retiring phase poses as a challenge because the roles are not passed to successive generations adequately and successfully (Broadbridge, Maxwell, & Ogden, 2007).  The generations cannot adequately share the knowledge, networks, and experience required in the leadership positions (Deloitte Consultation, 2008).  This has come out as a challenge for Generation X who in turn does not have the power to handle these pressures something that Terjesen, Vinnicombe, and Freeman (2007) justified as resulting to the high turnover rates of employee because of the dissatisfaction. Generation X is not equally proficient at tapping the knowledge base of the Baby Boomers especially when without the appropriate guidance (Wong, Gardiner, Lang, & Coulon, 2008).  Therefore, the argument is that without the appropriate relations  between generations, the leadership skills remain inadequate among the later (Lyons, Higgins, & Duxbury, 2007).  Therefore, Generation Y falls short of ideas and information. They also are inadequate of the required skills in leadership and networks, something that fails them concerning holding these positions (Macky, Gardner, & Forsyth, 2008). 

With Generation X being neglected at the workplace brings the argument that the existent leadership styles present in that given organization is vague and this is something that needs to be taken serious. Organizations planning on developing more commitments at the workplace or increasing the productivity within their practice need to develop a better approach to styles of leadership (Terjesen, Vinnicombe & Freeman, 2007).  Servant leadership style has in this case being deemed as the best practiced within any given workplace. As noted, coercing Generation X members is not a good approach for any given organization to take.

The requirement is for the organizations to seek a better understanding of each generation and particularly seek the Generation X preferences in terms of leadership if it is to progress in the right way and succeeding in accomplishing its mission and vision (Broadbridge, Maxwell,, & Ogden, 2007).  In summary, three theories are discussed in this section to give a better understanding of what impact Leadership style would have on Generation X turn over in business. Servant- leadership theory, self-discrepancy theory and cohort theory are indeed arguable that they explain in detail the relationship between the turnover of Generation X in business and the existent leadership styles (Andrew, 2007). 

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