Each employee values and desires different benefits at work. Some people want more time off. Some people want a more flexible work schedule. Some people simply value just being treated with respect. In the situational approach, it describes that different situations call for different leadership behaviors (Northouse, 2016). Leaders should change their leadership behavior contingent on their environment, situation and followers (The Pennsylvania State University, 2020). This will allow them to connect with their followers in a way that is highly valued and effective not only for the followers but for a business.
“Effective leaders are those who can recognize what followers need and then adapt their own style to meet those needs” (Northouse, 2016). A lot of people feel super burnt out at their jobs and are not satisfied with their work. The younger generations like Generation X and Millennials want a flexible schedule to not feel as stressed and gives them work-life balance (Lesonsky, 2019). Some people may want to feel a sense of purpose at their job. Baby Boomers seem to want a sense of purpose at their job but they will usually work hard even if they do not feel a sense of purpose.
Salary is a big factor in what people want within a workplace. Salary is second on Baby Boomers list of wants right behind sense of purpose (Lesonsky, 2019). Salary is the number one thing Generation X and Millennial focus on and it acts as a big motivator at work. A sense of purpose is not far behind salary though. Another trend that seems to be very desirable now a days is having a flexible work schedule where employees can work from home. Millennials enjoy this idea of working from home where as Generation X and Baby Boomers may enjoy going into work.
The environment of a workplace also plays a big factor of how people feel at work. An open floor set and a lot of light coming into an office space is very desirable to workers of all generations. Taking breaks at work is very important since it refreshes the mind and creates more productivity. A lot of employees aren’t allowed to take regular breaks since they are over loaded with work. I believe this is a big problem because having a healthy mind helps with productivity at work. Wellness programs for the body and mind is something all generations desire to have at a workplace (Lesonsky, 2019).
No matter what the generation, having benefits that are appealing will draw employees to a business and keep them there once their hired. Medical insurance, flexible hour/work from home, vacation time or even tuition assistance are all benefits that may be highly desirable to people. As a leader, shifting behaviors for each employees desires will help keep employees happy and hardworking each day. Using a situational approach can help with the happiness of employees while also still focusing on the production of the business.
Reference:
Lesonsky, R. (2019). What Different Generations Want From Work. Retrieved from https://www.score.org/blog/what-different-generations-want-work
Northouse, P. G. (2016). Leadership: theory and practice. Thousand Oaks, CA: SAGE Publications, Inc.
The Pennsylvania State University. (2020). Leadership in work: PSYCH 485 [Online course lesson]. Retrieved at: https://psu.instructure.com/courses/2045005/modules/items/28166514
kkp5297 says
Every leader is going to assess each situation differently before finding out the best solution to help individuals involved. It is true that every employee at all the organizations desire different types of benefits at work on whichever that benefits them the most. Since every situation is specific to every individual, their choice of benefits also depends on the current situation or future situations.
Due to this specific reasons, the situational leadership leaders behave differently after evaluating the circumstances around. Leaders should change their specific behaviors based on the environment and how it affects everyone else around (PSUWC, 2020). Situational approach leadership focuses so much about the situation at hand rather than having only one best way to lead others in the situation. It is emphasized that a leader’s style and behavior are very important to evaluate.
I have personally been witnessed to situations that surrounded on how a leader had to choose their actions properly before jumping into a solution. It is understood that a set of values and attitudes that are assigned with each individuals and leaders involved, the process of dealing with activity and planning the results.
Situational influences focuses on the leadership style who takes emotional approach to then help with developing the other side to truly understand the situation before any leadership decision has been made.
Leadership should always be looking at every situation as its brand new to understand the perspective from all different individuals to ensure understanding but also to obtain all the facts. There should never be same decision for multiple different types of situations where the result is one solution. Since every situation is unique, so should be the solution that is being based on.
Reference
Northouse, P. G. (2016). Leadership: Theory and Practice. Thousand Oaks, California: Sage Publications, Inc.
Spencer Ritchey says
I agree with you that having a strong benefit package is important in keeping employees satisfied with their work. Having ample breaks and scheduled lunch breaks can be beneficial to the staff especially during stressful times at work. I have been in scenarios where lunch breaks were rare and there were no other breaks permitted throughout the day. Those work situations were very taxing mentally and led to long draining days. I did find that having the right leadership in place made more of a difference for me overall. If the leader was inspiring, emphasizing both task and relationship aspects of the style approach, they were able to manage through the tough months without breaks and still retain a satisfied staff (Northouse, 2016).
I found that working under those scenarios wasn’t awful if the leader was willing to lead from the front and work along with the team to accomplish the task at hand. This leader was open, clear with direction and enjoyed doing what they did and that attitude was contagious despite the lack of benefits throughout the day. They were always quick to recognize good work and celebrate successes along the way and it really made everyone feel like they were working together as part of a team. This manager was most like the Team Management style described in Blake and Mouton’s Managerial Grid. “These leaders emphasized both task and relationship. They require that employees are involved in and committed to their work. These leaders simulate participation, are determined, get issues into the open, make priorities clear, follow through, behave open-mindedly, and enjoy working” (The Pennsylvania State University, 2020). So, while I agree that benefits and breaks can make or break employee morale, sometimes a great leader can overcome those challenges and still inspire great work and a satisfied staff.
References
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Los Angeles, CA: Sage Publications.
The Pennsylvania State University. (2020). Leadership in work: PSYCH 485 [Online course lesson]. Retrieved at: https://psu.instructure.com/courses/2045005/modules/items/28166514