Frequently the failure and success of organizations is related to leadership. Leaders communicate the vision and philosophy of organizations, they support organizations by achieving goals efficiently, leaders guide employees and keep them motivated, in other words leaders are the cornerstone of organizations. Therefore, it is important to give leaders the right tools and adequate academic training to ensure that they are prepared for the challenges that they might face in organizations. One of these challenges is to deal with employees diversity and one of them is generational diversity. Nowadays, in the Peruvian labor market, three different generations are working side by side, sharing the same workplace in organizations, the Baby Boom generation, Generation X and Generation Y. This thesis focuses on leadership attributes that can be specifically attributed to members of the Peruvian Baby Boom generation but not the Peruvian Generation Y and vice versa, as well as leadership characteristics that are shared by members of both generation cohorts.
In the first chapter the author offers a short introduction to this diploma thesis. The following Chapter 2 offers the reader theoretical insights into the leadership and generational field. The methodology of this thesis is described in Chapter 3. The mixed-method approach of this thesis involves first a quantitative evaluation followed by a qualitative one. The findings and analysis of both quantitative and qualitative data are presented in Chapter 4. Finally, this thesis ends with a conclusion chapter.