RELATIONSHIPS. ENVIRONMENTAL VARIABLES LEADER ORGANIZATIONASSOCIATESFOLLOWERS SITUATIONAL VARIABLES...

RELATIONSHIPS

ENVIRONMENTAL VARIABLES

SUPERVISORS

JOB DEMANDS

SITUATIONALVARIABLES

FOLLOWERS

ASSOCIATES

ORGANIZATION

LEADER

STYLE AND EXPECTATIONS

STYLE IS THE CONSTANT BEHAVIOR PATTERNS USED BY LEADERS WHEN THEY ARE WORKING THROUGH OTHER PEOPLE, AS PERCEIVED BY THOSE PEOPLE. STYLE IS INFLUENCED BY THE LEADER’S VALUE SYSTEM, CONFIDENCE IN THE EMPLOYEES, PERSONAL INCLINATIONS, AND FEELINGS OF SECURITY

EXPECTATIONS IS THE PERCEPTIONS OF APPROPRIATE BEHAVIOR FOR ONE’S OWN ROLE OR POSITION OR ONE’S PERCEPTION OF THE ROLES OF OTHERS WITHIN THE ORGANIZATION. IF EXPECTATIONS ARE TO BE COMPATIBLE, IT IS IMPORTANT TO SHARE COMMON GOALS AND OBJECTIVES

STRATEGIES TO DEAL WITH THE ENVIRONMENTAL VARIABLES ASSESS THE SITUATION THAT YOU ARE

DEALING WITH

TAKE INTO CONSIDERATION WHAT TYPE OF ORGANIZATION YOU ARE WORKING FOR

TAKE INTO CONSIDERATION WHAT TYPE OF SUPERVISORS YOU HAVE

TAKE INTO CONSIDERATION WHAT STYLE OF LEADER YOU ARE

ASSESS THE FOLLOWERS THAT YOU ARE LEADING AND SEE WHAT LEADERSHIP STYLE BEST ACCOMMODATES THEM

TAKE INTO CONSIDERATION THE SUPERVISORS AND HOW THEY FUNCTION AS LEADERS

ASSOCIATE’S STYLES AND EXPECTATIONS CAN BE TAKEN INTO CONSIDERATION WHEN DEVELOPING STRATEGIES TO FIT THE ENVIRONMENT.

ORGANIZATIONAL GOALS AND THE ORGANIZATION’S STYLE ARE IMPORTANT IN ACCOMPLISHING OBJECTIVES

DON’T FORGET OUTSIDE EXTERNAL VARIABLES

GENERATION “G”

THE GREY GENERATION: AGES 54 AND OLDER DEMONSTRATE CORE VALUES

DEDICATION SACRIFICE HARD WORK CONFORMITY LAW AND ORDER RESPECT FOR AUTHORITY PATIENCE DELAYED REWARD DUTY BEFORE PLEASURE ADHERENCE TO RULES

LIKE CONSISTENCY, UNIFORMITY THINGS ON A GRAND SCALE DIVISION OF LABOR

STRATEGIES FOR “G”

SIT DOWN AND DISCUSS EXPECTATIONS AGE IS NOT AN ISSUE; ATTITUDE IS LOOK FOR WAYS TO CUT RED TAPE AND

BUREAUCRACY KEEP UP WITH TECHNOLOGY

GENERATION “B”

THE BABY GENERATION: AGES 35 TO 53 SECURITY IS THE CRITICAL ISSUE PERCEIVED AS A GENERATION OF

COMMITMENT BELIEVES IN:

GROWTH EXPANSION BEING STARS OF THE SHOW COLLABORATIVE AND COOPERATIVE PURSUE PERSONAL GRATIFICATION STRIVE FOR HEALTH, OPTIMISM, WELLNESS,

INVOLVEMENT AND PESONAL GROWTH

“YUPPIES” ARE THE FIRST HALF OF THE BABY BOOMERS AND TEND TO BE MORE IDEALISTIC, AMBITIOUS WITH A WORKAHOLIC NATURE DRIVING THEM IN WAYS TO SUCCEED IN WAYS THAT INCREASE STATUS, PRESTIGE, AND OPPORTUNITIES FOR CONTROL AND POWER.

THE LATTER PORTION OF BOOMERS ARE LESS MATERIALISTIC, SPEND MORE TIME WITH FAMILIES, AND ARE MORE CYNICAL ABOUT GOOD WORK HABITS AND POSITIVE MENTAL ATTITUDE WILL YIELD REWARDS.

BOOMERS WORRY ABOUT BEING REPLACED BY MANAGEMENT

STRATEGIES FOR “B”

LET BOOMERS KNOW THEY ARE VALUED, RESPECTED, AND WILL BE GIVEN CREDIT FOR ACCOMPLISHMENTS

CHALLENGE THESE INDIVIDUALS TO EXCEL

THEY ARE UNIQUE CONTRIBUTORS TRAIN IN STRATEGIC PLANNING,

BUDGETING, AND COACHING SKILLS FOR PERSONAL GROWTH

GENERATION “X”

Xers: AGES 23 TO 34 HACKERS, BUSINESS PEOPLE, VOLUNTEERS,

AND POLITICIANS THAT RUN THE COUNTRY JOB SATISFACTION IS IMPORTANT FACTOR WANTS THEIR WORK TO MATTER WANT WORK RELATIONSHIPS TO BE POSITIVE

EXPERIENCES VISION IS VERY IMPORTANT THEY WANT TO CONTRIBUTE AND MAKE A

DIFFERENCE

WANT FLEXIBLE HOURS WANT INDEPENDENCE FUN AND HUMOR ARE INTEGRATED

INTO WORK ENVIRONMENT CASUAL DRESS IS THE STANDARD WILL WALK AWAY FROM JOBS IF NOT

SATISFIED LAPPING THEIR SUPERVISORS IN TERMS

OF TECHNOLOGY

STRATEGIES FOR “X”

PROVIDE JOB SHARING, CROSS TRAINING, FLEXIBLE SCHEDULING, RELAXED DRESS CODE

CONDUCT REGULAR STAFF MEETINGS AND INVOLVEMENT SESSIONS

KNOW WHERE THEY ARE WEAK AND STRONG STRESS THAT QUALITY OF WORK IS MORE IMPORTANT

THAT THE NUMBER OF YEARS OF EXPERIENCE PROVIDE FREEDOM TO GET THE JOB DONE CREATE AVAILABILITY FOR TRAINING PROVIDE MULTIPLE RESOURCES AND MEDIA PROVIDE RESPONSIBILITY FOR SIMULTANEOUS TASKS

AND PROJECTS

GENERATION “Y”

YES GENERATION: AGES 12 TO 22 GREW UP WITHOUT STRONG NUCLEAR

FAMILY ACKNOWLEDGE AND TALK OPENLY

ABOUT ADULT ISSUES ADVOCATES FOR THE ENVIRONMENT GREATER ACCEPTANCE OF

MULTICULTURALISM

STRATEGIES FOR “Y”

SPEND MORE TIME ORIENTING AND SUPERVISING THESE INDIVIDUALS

ESTABLISH MENTOR PROGRAMS SHARE RESPECT FOR ENVIRONMENT