Purpose

The purpose of this paper is to focus on the leadership competencies of the Z generation (born after 1997) in the VUCA business environment. In today’s scenario, the business works differently than it used to previously. The young workforce wants not just to contribute their energy to the organisation but to their colleagues and themselves too, with the leading global sceneries.

Design/methodology/approach

An unstructured questionnaire was prepared by testing the reliability and validity of the data. Multiples linear regression analyses were used to derive results and to check whether the competencies are dependent on the VUCA skill sets. Entrepreneurial leadership, enabling leadership, operational leadership and architectural leadership are chosen to be the independent variables for this study.

Findings

The findings reveal that the dependability is on all the four factors for the VUCA business environment and hence the need is to practice the same in the organisation.

Research limitations/implications

The test has been done on a sample having 260 respondents. This study reveals data of the workspace environment only and not how Gen Z will behave to the conditions as individuals. Gender-perspective is not taken into account in this study.

Practical implications

The implications can be seen for the organisations’ understanding of how to deal with generation Z and empower them. The organisation-structure and processes that were developed previously will not be limited now just to making the organisations function but also impact self-development for Gen Z, the development that is focussed on work-teams of Gen Z and so the global market eventually.

Originality/value

The originality is in the variables that have been taken for this study. As the world is growing rapidly, the mind-set and the style in which the manager works are changing. Therefore, it is necessary to take into account what leadership style will affect the current business environment.

中文翻译：

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Z一代在VUCA商业环境中的领导能力

目的

本文的目的是关注VUCA商业环境中Z代（1997年之后出生）的领导能力。在今天的场景中，业务运作与以前不同。年轻的员工不仅希望为组织贡献自己的力量，而且还希望借助全球领先的景观为他们的同事和自己作出贡献。

设计/方法/方法

通过测试数据的可靠性和有效性，准备了一个非结构化的问卷。多元线性回归分析用于得出结果并检查能力是否取决于VUCA技能。企业家领导力，扶持性领导力，运营领导力和架构领导力被选为本研究的独立变量。

发现

调查结果表明，可靠性取决于VUCA商业环境的所有四个因素，因此需要在组织中进行实践。

研究局限/意义

该测试是在有260名受访者的样本上完成的。这项研究仅揭示了工作空间环境的数据，而没有揭示Z世代作为个体在条件下的行为。本研究未考虑性别视角。

实际影响

对于组织对如何与Z代打交道并赋予他们权力的理解，可以看出其中的含义。以前开发的组织结构和流程现在不仅限于使组织运转，而且还会影响Z世代的自我发展，Z世代的发展侧重于Z世代的工作团队，最终是全球市场。

创意/价值

独创性在于本研究采用的变量。随着世界的快速发展，经理的思维定式和工作方式正在发生变化。因此，有必要考虑哪种领导风格会影响当前的商业环境。