La Adaptación del Liderazgo al Entorno Laboral de la Generación Z: Un Análisis Teórico

Abstract

Generation Z, made up of individuals born between 1999 and the mid-2010s, has grown up in a context of technological advances and rapid digitalization, which has influenced the way they communicate, relate and work. Several of these individuals have been entering the labor market showing unique characteristics that impact on leadership, leading managers to understand and adapt to their particularities. This article aims to analyze how leadership can adapt to and effectively manage Generation Z. Based on this theoretical review, it will seek to identify strategies, contexts, specific appointments that promote leadership adapted to generation Z. The study highlighted the distinctive characteristics of Generation Z, such as their preference for face-to-face communication, valuing financial stability and the search for balance between personal and professional life, all derived from their exposure to technological advances. In addition, studies emphasize specific strategies such as inclusive leadership, two-way mentoring programs and the promotion of generational diversity. In this sense, the ability to adapt to clear and open communication styles, evaluate performance based on results and objectives, as well as provide flexible work arrangements, emerge as essential practices outlined in this study.