A Study On The Leadership Style Of First-line Managers In LH Company

Since the post-90 s generation officially entered the workplace,they have gradually become the important new force for various types of enterprises.For a long time,the growth of the post-90 s generation has attracted the attention of all sectors of society.They have been labeled as rebellious and self-styled,but in the meantime,they also have distinct personalities,active thinking and excellent learning ability.However,due to the differences in age,experience,growth environment and values,many enterprise managers have the doubt that the post-90 s employees are difficult to manage.More and more scholars and managers begin to invest in the research on the management of post-90 s employees.Practice has proved that some state-owned enterprises,to some extent,have problems such as rigid system,inflexible management mode and imperfect incentive mechanism.Therefore,for post-90 s employees,there is a certain degree of contradiction between their own characteristics and values and the management mechanism of state-owned enterprises.LH company,for example,has the problems such as decreased work enthusiasm,job burnout and rising turnover rate appeared in their groups.However,it is difficult to make breakthrough changes in organizational setup,organism of production,salary system and institutional system that are more suitable for the post-90 s employees in LH company.Therefore,this thesis tries to start from the leadership style of the managers of state-owned enterprises,especially the first-line managers who are most closely connected with the post-90 s employees,to find a better management style.Based on the comparative analysis of six typical leadership styles,including transformational leadership,paternalistic leadership and shared leadership,this thesis generalizes several leadership style factors,such as moral modeling,care and respect.Through the daily observation and typical interview of the post-90 s employees in LH company,this thesis finds out the new leadership style factors except the traditional ones that may influence the post-90 s employees.Through further questionnaire survey,it is determined that among the factors of traditional leadership style,two factors--moral modeling,care and respect have a strong positive incentive and influence on the work status and psychological state of the post-90 s employees;Empowerment and teamwork,Fault-tolerant and motivation,performance and contingent reward have a slightly weaker positive effect than the first two;Authoritarian leadership may have the opposite effect;Role leading,feedback and transposition these three new factors have relatively strong positive incentive and influence effect;It is also found that in the practices of the first-line managers of LH company,there are some problems that are not conducive to the management of the post-90 s employees,such as the lack of management of "people",the stereotype of the post-90 s employees,the lack of feedback on the mandatory management,and the excessive attention on the mistakes.In view of these problems,this thesis offers suggestions for optimizing the leadership style of first-line managers.For example,strengthen moral influence and behavior exampling,truly achieve empathy,change mandatory management to care and respect,motivate employees to create through error management.And in the meantime,offer management advice such as building feedback platform,extracting excellent experience and promoting it,strengthen the training of first-line managers and so on.