Literary Analysis Essay on Leadership by Engagement

Introduction

Leadership is an aspect that transcends the management and operational processing in an organization. However, the application of leadership is faced with many challenges associated with technology, generational differences and social changes among others. The research paper will explore a shift in the workforce as the most pressing leadership issue of today as leaders find it difficult to realize the changes in the workforce and how to address the emerging concerns from these variations.

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A Shift in the Workforce as the Most Pressing Leadership Issue of Today

There is a generational shift in the workforce today and leaders have a role in empowering all workers to make decisions promptly. Just as the world outside comprises of generational changes, the workforce needs to include employees who can handle people in similar new generations. For instance, a millennial wants to buy a product from a store at a 30% discount as seen in another online shop. The millennial convinces the employee to sell the item at the desired price if not the case, then; the millennial will purchase it from the other vendor. Given such a situation where there are generational shifts in the broader population, it requires leaders to recognize these changes and approach to buying items. In a news article presented by Forbes, leading the difference in the workforce towards empowerment is hard (Hagemann, 2018). The workforce needs to be empowered to make decisions fast. Wasting time because an employee cannot make a decision will mean that the business will lose customers as the worker consults with a supervisor or manager.

According to Wilson (2009), individuals develop their core values during childhood, through high school, and beyond college. Therefore, at the time a person enters the workforce, there are inbuilt values that are held throughout the person's life. The differences in what the leader wants from the employee and what the worker poses lead to a gap in skills. When leaders cannot recognize the importance of empowerment towards employees, it means that today's leadership lacks leaders who are not ready to serve or teach and nurture those behind them. Cultivating the fundamental ideas of leadership to workers will lead to consistent execution of duties without the need for supervision or consultation with supervisors or senior managers. It is not possible for leaders to enrich or change the world if they do not know how to empower workers in today's' job environment.

Recommended Solutions

The ability to empower workers and fill the gap in today's' shift in the workforce requires a leader in understanding oneself, the capabilities and gifts they possess, where and how to position these aspects in improving the life of employees through empowerment. Empowering workers requires leaders to mentor the employees in a friendly environment, through involvement, giving them flexibility and freedom to make choices and make the job a place to learn for the employee. The shifts in the workforce will require leaders to empower millennials through personalized work, provision of a structured and supportive environment, creating interactive relationships and allow them to get prepared for high expectations and demands within the organization (Wilson, 2009).

Leaders should view the issue of a shift in the workforce as a diversity issue and handle every employee depending on their generation. They need to realize that having a vision for the organization is crucial (Hageman, 2018). It will be easy to manage and value generation differences and perspectives while obtaining a common background. Empowerment is the only similarity that will bring these workers from different generations at a common understanding. Approaching the shift in the workforce as a diversity issue in the workplace today should incorporate generation differences that consider the generational differences and stakeholder differences.

Addressing the challenge of a shift in the workforce calls for leaders to share their vision for the organization and let the workers serve in a way that directs their path to achieve the vision. Leaders are hired to provide knowledge on how to do things in the business. Hageman (2018) quotes the works of Steve Jobs who said that "It does not make sense to employ people who are smart and start telling them of what they should do, smart leaders should tell others in the company what to do." Based on these assertions, all leaders need to embrace the challenge of the shift in the workforce and realize empowerment as a critical tool for making employees understand the goals of the organization. One of the significant leadership goals is to enable employees to make decisions on their own and the spot. Such employee capabilities will assist the organization in beating the competition and meeting consumer needs.

Conclusion

In his book, Redmond (2009) asserts that there is a shifting diversity in the workforce today calls for organizations and leaders to lead through engagement. It would be a practical solution to the pressing issue of shifting workforce in leadership today. By practicing authentic character, leaders should engage workers in teams, continuous monitoring, and effective communication. The lack of a leadership model and leaders who are ready to replicate their skills to others actively makes it difficult to achieve authentic leadership. The new generation of workers needs empowerment through authentic leadership that values the need for promoting the improvement of people all over the place.

References

Hageman, G. (2018). The two complex challenges confronting leaders today. Forbes. Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2018/02/13/the-two-complex-challenges-confronting-leaders-today/#228594184128

Redmond, K. (2009). Leadership by engagement: Leading through the authentic character to attract, retain and energize. CCL Engagement Publishing.

Wilson, L. (2009). Generations at work: The problems, power, and promise explored. American Water Works Association Journal, 101(5), 46-54.