GENERATIONS AND EFFECTIVE LEADERSHIP
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Abstract
The main objective of this study was to examine the perception of public employee in each generation about Effective leadership roles of their middle managers. The research questions are: (1) What is effective leadership role in the expectations of each generation of public employee? (2) Are there any different between generations? Quantitative study was employed by using questionnaires to measure the level of effective leadership role based on Quinn’s Competing Values Framework (CVF) approach. The sample was randomly drawn from government organizations, a total of 227 respondents.
The findings revealed that:
the viewpoints of effective leadership roles are similar among generations of employees. The 1st and 2nd score levels that were expected for both Gen X and Gen Y were Director and Producer role. Also, 3rd-5th scores levels; the Facilitator, Coordinator, and Innovator role are the same in each generation, but in Generation X, innovators are ranked 5th, in Generation Y, innovators move up to 3rd, and the last group in 6th-8th that are the Mentor, Monitor, and Brokers, also be the same. Meanwhile, both generations had the same expectations of Brokers as the last. The results of this research can be used to help create strategies for enhancing organizational effectiveness and in planning for the training course of middle-level executives in the organization.
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