PurposeThe purpose of this paper is to identify the challenges posed to business leaders from major global demographic changes expected in the workforce composition, such as higher participation of women and more active involvement of elder and more experienced people in the future workforce.Design/methodology/approachThe authors ran a survey among 733 middle managers, focusing on their ideal leadership behavior. The Global Leadership and Organizational Behavior project methodology was applied for data collection and analyses.FindingsSeveral significant differences were established in leadership ideals according to gender, age and managerial experience. The differences based on gender had higher practical significance than the ones based on age and experience of the respondents.Research limitations/implicationsThe paper adds up to the pertinent in the implicit leadership approach dialogue over the existence of stable, global and unchanging aspects of leadership.Practical implicationsLeader behaviors traditionally deemed as positive, such as the participative and charismatic/value-based leadership, are shown to be critical for the future business leader. Leadership development in organizations should focus on these two aspects.Social implicationsLeaders who can meet the expectations of diverse groups of people will be able to achieve inclusion of least privileged groups at the business level, leading to higher inclusion at the social, aggregate level.Originality/valueThe paper is the first to explore how documented demographic trends could affect the way that leadership will evolve in the near future.
Evidence-based HRM: a Global Forum for Empirical Scholarship – Emerald Publishing
Published: Dec 4, 2017
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