Leadership Theories and Generational Gap

This assignment compares the views of Anderson and Elizabeth on leadership, with Anderson highlighting the impact of generational differences and Elizabeth emphasizing the importance of mindfulness in leadership. The discussion reveals that different theories can affect leaders, followers, organizations, and society, and that positive mentality is key to motivating employees and increasing productivity.

LEADERSHIP THEORY IN THE
CONTEXT OF PERSONAL
EXPERIENCE

TABLE OF CONTENTS
INTORDUCTION...........................................................................................................................1
CRITICAL ANALYSIS..................................................................................................................1
General overview of author regarding leadership theory............................................................1
Author's stance for leaders, followers, organizations and society..............................................2
Learning experience from articles...............................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Leadership plays an important role in every individual’s life. It is an action that aids in
leading a group of people in right way so that there can be development in an organization
(Spector, 2014). The present report will understand meaning of leadership and through critical
analysis of two articles, it will emphasis on theories, values and assumptions. Critical analysis
will be based upon nature of leadership and arguments by authors on which they are trying to
raise in theoretical perspectives and assumptions.
Here, I will also compare and contrast points of leadership and determine its relevant
theories which shows its relationship as a practice. It also identifies learning experience which
can be concluded from the article by using practical examples. It will explain how this learning
can be implemented as a leader and provide suggestions to improve practical leadership in a
particular workplace.
CRITICAL ANALYSIS
General overview of author regarding leadership theory
Arguments raised by authors
Anderson gives a leadership theory on the basis of generation gap, as the author realizes
that there is a wide gap between his generation and young generation. They also show that new
generation brings new ideas, behaviour and different ways of looking many problems which past
people did not. A recent review has been analysed that attitudes and values are also changed as
per generations (Anderson and et.al., 2017). For example, alteration also includes increases in
desires for comfort and life of balance. However, it has been critically evaluated that another
king argued that for leadership, mindfulness is that positively model that is directly related self-
mastery of leadership. He also says that when the work is dynamic, complex and uncertain
leaders cannot be trust on experienced person (Leaders Need to Bridge The Generation Gap,
2015). He argued that as future changes rapidly, leaders’ performance must be altered as per job
requirements.
Theoretical perspectives
By Anderson, three theories of leadership have been analysed i.e. Transformational,
information processing and leader- member- exchange theories. He particularly focusses on these
theories which are based upon changing work area. These three theories help to identify
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generational gaps and implements those by leaders in an organizations, to re- evaluate ideas
about leadership to recognize those gaps and further this Journal provided suggestions for future
research regarding leaders who would face changing workforce (Offermann and Coats, 2018).
While on the other side, Elizabeth King argued that for leaders, personality traits impact
the effectiveness of a leadership and there is a need to forecast performance by creating operative
behaviour for success of groups. Many observations and theories of success also suggested that a
leadership may be uncertain with different circumstances; therefore, to evaluate the performance
level, 360-degree evaluation must be provided by leaders for well communication and for
effective team motivation.
Underlying assumptions and implicit arguments
For leadership, various theories and observations have been analysed but from
Anderson’s article, he mainly focusses on generation gap between him and current generations
which show various kinds of new ideas and innovative tricks which can be applied in their work
areas.
But on the other hand, another theory by Elizabeth says that mindfulness and leadership
behaviour are quite interrelated with each other. Such that a positive mind-set directly influences
performance by raising other leadership skills such that self- reflection, emotional intelligence is
influenced the outcomes of performance (King and Haar, 2017). He further also argued that
reduction of stress will results from positive mentality and this can be seen to increase slow brain
wave activity. To overcome this, leaders must be creative and problem solver and adopt
cognitive style which lead to innovations and learnings for an organization.
Conclusions drawn by authors
Anderson drew conclusions that due to high generation gap, the recent leaders have been
bringing in new ideas and have successfully applied it in their work practices. He states that they
do not believe in basic leadership theories and it is more important for them to have skills and
competence to be good leaders. While Elizabeth concluded that leadership is based on an
individual's thought process and intelligence (Landis, Hill and Harvey, 2014). It is the
personality of leaders that matter, as they do not have to learn how to motivate others and have
the abilities to communicate efficiently.
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Author's stance for leaders, followers, organizations and society
Comparison and contrast of points and discussion of conclusion drawn
Anderson stated that millennials have different approaches towards leadership and they
try to adapt or modify old theories as they feel that it is outdated and not suitable for present
organizations. He stated that there is effectiveness in how leaders choose to guide employees and
millennials prefer to work under those that are well experienced and mostly from the older
generation.
Elizabeth King, on the other hand, states that leadership has to be defined and measured.
It includes analysing performances of different leaders so that it is easier to understand
complexities in behaviours and their contribution towards results (Scott and et.al., 2018). She
made a point that positive mindfulness ensures that there is increased productivity in employees,
which automatically leads to good work performance. It also helps in enhancing leader's
psychological well-being according to Elizabeth.
Both author's points differ from one another. They have a different mind-set and attitude
towards leadership in organisations. Anderson stated that leadership is an art that has to be learnt
and no individual is born a leader. As per Elizabeth, leaders are born and their main job is to
guide and lead employees. Their positivity and motivational spirit is what makes them succeed in
leadership. Overall, it is their mind-set which ensures that employees can be influenced and can
work efficiently towards achieving organisational goals.
Therefore, Anderson's article can conclude that new generation of leaders have to acquire
skills and knowledge that various leadership theories provide, while Elizabeth's article infers that
leaders already have required skills and only need to learn how to improve their mind-set, so that
they can ensure that there is positivity present in their followers.
Identification of relevant leadership theories and their relationship to practice
The study of Anderson's article shows that transformational leadership theory is
necessary for new leaders to learn as there is constant change in work force. The new generation
can gain leadership skills from this theory as its main purpose is to motivate through inspiration.
Leaders have to promote their vision and mission of organisation, which will give meaning and
value to their followers (Offermann and Coats, 2018). Each employee has to be taken into
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consideration when working as a team. This allows leaders to exercise flexibility with their
subordinates, which is beneficial for the organisation as well as society.
While Elizabeth's article states that transformational leadership theory can increase
positivity in mindfulness of leaders. She feels that this is an important aspect when followers are
being guided as it will create a positive environment. It can be substituted as transformational
theory because they both are alike is different ways. Leaders that have a positive mind-set can be
attentive which will directly increase awareness and productivity of employees. Each leader has
required skills that can easily be applied when working in a team.
Therefore, both Anderson and Elizabeth have correct assumptions towards their mind-set
of leadership. Their application of transformational theories in their perspective can be
successful in organisations. It will help leaders in working efficiently and effectively regardless
of the changing environment (Schyns and Riggio, 2016). They can measure their overall
performance in analysing their areas of strengths and weaknesses, along with how they can make
improvements while working.
Learning experience from articles
Opinion about authors
Anderson's theory stated that there is a huge generation gap and these new leaders do not
give much importance to leadership theories. I do not agree with Anderson, as it is not age gap
that matters, but rather skills and knowledge that leaders possess, which aid them in successfully
guiding their employees. I believe that it is important for leaders to motivate themselves and this
positivity must be present in their personalities. They will not be able to learn how to motivate
others, if they are not enthusiastic about leading employees.
But according to Elizabeth, mindfulness is key when it comes to leadership and they do
not require the usage of such theories (Chow, Salleh and Ismail, 2017). She stated that leaders
already have skills, to lead their followers.
I agree with Elizabeth, as I believe that guiders need to have a positive and peaceful mind
to successfully guide employees. Leadership theories are merely tools that can aid leaders to
learn and enhance their knowledge, so that they can impart new ideas and techniques of
motivation towards their subordinates. Therefore, I can say that I agree with the opinions that
Elizabeth has presented in her article.
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Practical examples of implementing learnings as leader and follower
As a leader, I can implement learnings of Elizabeth, by imparting my mindfulness to my
followers and treat them with positivity, so that we, as a team can work together and achieve
organisational targets. I will be able to motivate my subordinates by providing my knowledge
and skills, which will in return, train them to be enthusiastic while working.
The learnings of Anderson, can be implemented as a leader, but it would not be as
effective as there is not much difference between new and old generation (Spector, 2014).
On the other hand, as a follower, I can understand that everyone has a different opinion
about how work has to be done, and I must listen to the advices my leader gives me. This will aid
me in gaining new and different perspectives. Being a follower and learning from Elizabeth, I
will be able to embrace the mindfulness of my leader and gain positivity as well. It can help me
to work efficiently and achieve targets that should be completed. This will also aid in peacefully
working as a team and gain wisdom from our leader.
Practical examples of utilisation of theory/research/model to improve leadership
I can use various theories to improve my leadership with learnings of Anderson and
Elizabeth. I can use an example of transformational leadership theory; in which I can find
methods through which I can become a successful leader in my organisation. I will be able to
create a relationship with my leaders by constantly communicating with them. I can listen to
their ideas and opinions as well as exercise flexibility with my employees.
With the help of this theory, I will be able to increase motivation and morality of my
teammates. I can also impart my knowledge and skills to them, so that they become competent
enough to efficiently manage tasks that I have assigned to them. Followers will have increased
confidence and will be motivated to perform better, which will lead to increase in productivity
(Leadership theories, 2010). Therefore, this theory will help me in being the best leader possible,
as I can impart my mindfulness to employees, so that they can work with positivity and
enthusiasm.
CONCLUSION
This report on leadership theory on personal experience concluded that Anderson and
Elizabeth have very different opinions on leadership. While Anderson believed that there is a big
generation gap between new and old leaders, which creates a difference of opinions between
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them. He also stated that leadership theories must be used so that leaders can successfully
achieve their targets.
On the other hand, Elizabeth stated that mindfulness is what makes leadership successful.
She said that leaders must have a positive mind set, so that they can motivate their subordinates.
Their thoughts on leaderships can conclude that different theories can impact leaders, followers,
their organisations in which they work as well as the society where they live. Anderson and
Elizabeth helped in understanding that their theories can be used by every leader, so that they can
improve themselves, and guide their followers successfully. Hence, it can be concluded that,
leadership is based on personality and behaviour of individuals. Their positive mentality is what
motivates employees to perform better and increase their productivity.
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REFERENCES
Books and Journals
Anderson, H.J. and et.al., 2017. What works for you may not work for (Gen) Me: Limitations of
present leadership theories for the new generation. The Leadership Quarterly. 28(1).
pp.245-260.
Chow, T.W., Salleh, L.M. and Ismail, I.A., 2017. Lessons from the Major Leadership Theories in
Comparison to the Competency Theory for Leadership Practice. Journal of Business and
Social Review in Emerging Economies. 3(2). pp.147-156.
King, E and Haar, JM 2017, 'Mindfulness and job performance: a study of Australian
leaders', Asia Pacific Journal of Human Resources, vol. 55, no. 3, pp. 298–319.
Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and
styles. Journal of Management Policy and Practice. 15(2). p.97.
Offermann, L.R. and Coats, M.R., 2018. Implicit theories of leadership: Stability and change
over two decades. The Leadership Quarterly. 29(4). pp.513-522.
Schyns, B. and Riggio, R.E., 2016. Implicit leadership theories. Global Encyclopedia of Public
Administration, Public Policy, and Governance. pp.1-7.
Scott, C.P. and et.al., 2018. The impact of implicit collective leadership theories on the
emergence and effectiveness of leadership networks in teams. Human Resource
Management Review. 28(4). pp.464-481.
Spector, P., 2014. Introduction: The problems and promise of contemporary leadership
theories. Journal of Organizational Behavior. 35(5). pp.597-597.
Online
Leadership theories. 2010. [Online]. Available through:
<https://managementhelp.org/blogs/leadership/2010/04/21/leadership-theories/>
Leaders Need to Bridge the Generation Gap. 2015. [Online]. Available through:
<https://www.forbes.com/sites/rogertrapp/2015/03/31/leaders-need-to-bridge-the-generation-
gap/>
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