The McCrindle Blog
Engaging with today’s emerging generations can be a foreign undertaking. From interpreting ‘swag’ or ‘yolo’ to deciphering the social media obsession with selfies, trends amongst today’s Generation Z – those born between 1995 to 2010 – are fast-moving and ever-changing.
These screenagers interact with technology 10 hours and 19 minutes each day. They are the most educated generation the world has ever seen, with future trend lines indicating that 1 in 2 will have a university degree (compared to 1 in 3 Gen Ys and 1 in 4 Gen Xs).
There are almost 2 billion of them worldwide, the largest, most technologically supplied, materially endowed, and globally connected generation in history. They will live longer, work later, earn more, consumer more, travel more, move home more frequently, and in their lifetime work 17 different jobs, some of which don't yet exist.
The oldest cohort of Generation Z are already beginning to enter the working world, and within just 7 years they’ll comprise 12% of the total workforce. The year they retire they will be earning a disposable income of $222,000 and the average capital city’s house price in Australia will be $2.5 million.
We've just launched our GenerationZ.com.au resource, a clearinghouse of research-based information on this emerging generation that exists to help you understand today’s school student and university entrant. From media consumption to technology trends, learning styles to leadership preferences, motivation factors and workforce retention, GenerationZ.com.au provides social trend and demographic insights in an easy-to-access format.
Visit GenerationZ.com.au for a database of Gen Z trends, insights, and future forecasts, and check out our latest Gen Z infographic while you're there!
Generation Y women have grown up in a world knowing nothing but equality of opportunity in leadership and career. They live in a world where more women attend university than men and they have grown up in a culture which has empowered them and equipped them well for this 21st Century.
The word that defines Generation Y today is "options." Consequently women are delaying and in many cases bypassing the traditional adult milestones of marriage, children, mortgage, and a life-long career. The median age of having a first child is now a few months short of 31. Women are starting families almost a decade later in life than a generation ago, and return to the workforce more quickly. They are global in outlook, technologically equipped, formally educated and optimistic about their future.
The data below shows an empowered generation of women – a generation that is more likely to have finished Year 12 and gained a university degree than their male counterparts, and is healthier, living longer, working harder and volunteering more. However, the gender gap in terms of leadership roles and earnings is still evident, although slowly being bridged. It is likely that it will be Generation Y women, who at the oldest edge are moving through their early 30’s, that will be the cohort to continue these transformations.
They are a generation with expectations of leadership roles early in life. After all, they were equipped with leadership opportunities and training even in their school years.
What sort of leaders will Generation Y be? According to our research, they will be highly effective. They lead in less structural, authoritarian, command and control styles. They are more collaborative, consultative and communicative than espoused by 20th century management models. Generation Y are re-balancing the leadership equation with a productivity focus and a people centricity – the head and the heart are being effectively engaged to manage diverse teams in these fast-moving times.
The new generation of women: More educated, healthier, living longer, working harder, and volunteering more
Life expectancy (Years, at birth)
Overweight and obese
Education: Completed Year 12
Attained university degree (Those aged 25-34)
Hours worked per day (All work, paid and unpaid)
7 hrs 25mins
7 hrs 34 mins
Hours per day caring for children (All parents)
3 hrs 55 mins
8 hrs 33 mins
Volunteering rate (All adults)
Gender gap in terms of leadership roles and earnings is still evident
Labour force participation rate (Aged 20-74)
Employed persons: % working full time
Average annual earnings before tax (Median)
Public service: % of senior executives
Judges & magistrates (Commonwealth)
Federal parliament: % parliamentarians
Private sector: % CEO’s of ASX 200 companies
For related statistics, see our infographic Gender Pay Gap: Male and Female Average Salary by Career and Industry.
ABS, McCrindle Research 2013
A recent McCrindle Research report, Australia: The Digital Media Nation, reveals that Australians are spending 10 hours and 19 minutes each day on digital media platforms.
While over 10 hours of media consumption per day might seem like an incredibly long period of time, social researcher Mark McCrindle in this live radio interview, explains that it is not, in fact, almost an entire day.
Chronologically the time is in fact more like 7 hours, created by multiscreening behaviours. Australians might spend time on their smartphone while watching TV, or answer phone calls while browsing the internet.
Mark also explains that Australians don’t segment their time – that is why Australians have the ability to package such a large number of digital media hours each day. We don’t plan on setting aside 7 hours per day on digital media, but might use social networking at lunchtime or browse the web sporadically throughout the day. Timeshifting and multitasking are adding to our digital media hours of consumption.
Mark delves into the differences in findings across the generations from the McCrindle Research report. Older generations tend to prefer the TV, while the younger generations prefer online browsing via PCs and their smartphones.
While there are a number of benefits with the range of digital media channels available, Australians also seem to be addicted to digital media consumption – people can lose time for reflection and forward planning, and a hyper-drive pace of life can be created which can interfere with sleep and normal patterns of life.
Mark comments on the changing face of media including the fragmentation of digital mediums – while broadcast media has struggled as individuals move to new platforms, viewers are being empowered to interact with programs at a whole new level – tweeing while watching television or reposting news articles to social media platforms.
Listen to the full interview as Mark McCrindle discusses Australia’s digital media consumption on Brisbane’s 96.5 FM on 13 August 2013.
Technology is changing faster than ever, and with that, our daily electronic media consumption. While the growth of these new technologies has had a fragmentation effect on media consumption, it has also had an accumulation effect, with the average Australian now spending 10 hours and 19 minutes each day on electronic media. However, because of the multi-screening behaviours of consumers, like browsing the internet while watching TV, or watching a DVD while being on a smartphone, these total hours spent on technology are not the same as total time chronologically.
This McCrindle Research study surveyed 961 Australians on the number of hours they spend each day viewing, browsing, interacting, engaging, playing, and listening to electronic media channels. The results are not only astounding but markedly similar across the generations.
Over 10 hours of media each day
Young Australians are not the only ones spending an extended period of their day on electronic media. In fact, Australia’s Builder generation, those aged 68 and older, are spending more time on electronic media than the Baby Boomers and Gen Xs, almost as much as Gen Y!
Internet usage top of the list
It is of little surprise that Australians spend the largest proportion of their media consumption on internet usage, currently spending an average of 3 hours and 49 minutes each day online via personal computers. While Gen Ys and Gen Xs are slightly below average in their internet usage via PCs, the Baby Boomers and Builder Generation are leading the way in online web browsing. Today’s Baby Boomers spend just short of 4 hours (3 hours, 58 minutes) online each day, while the Builder Generation also spend a surprising 3 hours and 50 minutes on personal computers browsing the internet.
The generational divide
The 1990’s were determinative in shaping Australia’s generations. Those who entered adulthood prior to the ‘90’s, while consuming new media extensively, mostly consume traditional broadcast media. However the generations who were still in their formative years in the 1990’s and so were shaped by the advent of the world wide web, spend more time online than watching broadcast television. In fact for Generation Y, television is not even second in time use, as they spend more time on mobile media platforms (tablets and smartphones) than television.
Television ranks second, just behind internet usage
Whether young or old, Australians have a strong liking towards television, with hours spent watching television almost on par with internet browsing – an average of 3 hours and 14 minutes for the everyday Australian. The older generations – the Baby Boomers and Builders – spend nearly twice as much time watching television as Gen Y and Gen X Australians. Gen Xers watch television the least, devoting just 2 hours and 2 minutes each day to the tube, while the Builder generation watch the most television at 4 hours and 16 minutes.
Smartphone usage a dominant third
The third most popular electronic media channel among Australians are smartphones – from apple to android, Australians love the multipurpose function available to them through their smartphone. Whether through texting, calling, web browsing, navigating, reading the news, checking the weather, listening to music, gaming, or interacting with a range of apps, Australians can’t get enough of them.
Nearly as much time is spent on PC gaming as watching dvds and movies
Australians spend nearly as much time gaming on their personal computers as they do watching DVDs and movies each day. In fact, when gaming via portable game consoles is taken into consideration, Australians spend more time gaming than watching DVDs or movies.
The amount of movie and DVD watching Australians do decreases with age, but the story is not the same for gaming. Australia’s Builder generation spends more time computer gaming than Gen Xs and Baby Boomers – nearly as much as Gen Ys!
Tablet usage evident across the generations
Since the first iPad hit the market in 2010, Australians have already grown to love tablets and use them, on average, for almost half an hour every day. Tablets are not just being used by younger generations – the Baby Boomers and Builders have also taken a strong liking to the user-friendly interfaces made available and the multi-function capacities of such technologies.
While having the lowest media consumption than any other generation, Gen Xs trump the use of the tablet, utilising a tablet device for an average of 36 minutes each day.
The consensus: Australia as a digital media nation
Australians love digital media, and devote over half of their waking hours to interacting with digital media channels. While different generations engage with different mediums, such as Gen Ys preferring the use of smartphones and tablet usage over TV consumption, one thing is clearly evident: Australians are a digital media nation.
Download The Digital Media Nation Report: Click here to download the report.
From the Baby Boomers and Generation X and Generation Y, it is now Generation Z and Generation Alpha that are emerging.
These new generations are global, social, visual and technological. They are the most connected, educated and sophisticated generations ever. They are the up-agers, with influence beyond their years. They are the tweens, the teens, the youth and young adults of our global society. They are the early adopters, the brand influencers, the social media drivers, the pop-culture leaders. They comprise nearly 2 billion people globally, and they don’t just represent the future, they’re creating it. To understand the trends, to respond to the changes, and to be positioned to thrive in these changing times, it is essential to understand these next gens.
Who are Today’s Gen Zs?
Gen Zs are demographically changed – growing up in an era of Australia’s largest baby boom since the birth of the Boomer generation, and are living in an era of changing household structures. They are generationally changed – shaped in a society with an increasingly ageing population. They are digitally transformed – seamlessly integrating technology into their everyday realities. They are globally focused through the emergence of global pop culture, global brands, and a borderless virtual reality. They are educationally transformed – moving past structural and linear learning – and they are socially defined, connected to and shaped by their peers.
Gen Zs at Work: How to attract, retaining, managing & training emerging generations
While Generation Z are still largely in the education system and only just beginning to emerge into the workforce, within a decade they will comprise almost 1 in 5 workers. The oldest cohort of Gen Zs are now 19 years old, many of whom are entering the workforce for the very first time. How can employers understand and engage with the needs of these new employees?
Over the last couple of years the realities of massive generational change have dawned on many business leaders. While the issues of an ageing population and a new attitude to work have literally been emerging for a generation, it has been a sudden awakening for many organisations. In fact dealing with these demographic changes and specifically recruiting, retaining and managing the new generations has emerged as one of the biggest issues facing employers today.
Armed with her research methodologies, business acumen and communication skills, Claire effectively bridges the gap between the emerging generations and the business leaders and educators of today. Claire is a social researcher and a next-gen expert, fluent in the social media, youth culture, and engagement styles of these global generations, and a professional in interpreting what this means for educators, managers and marketers. Visit clairemadden.com for more info.
Generation Y is the most educated, entertained and materially endowed generation in history, with a novel perspective on work that makes attracting, engaging and training them a challenge for employers to get right. High turnover rates among the emerging generations have posed questions around remuneration and how much is right to engage this flighty cohort.
The global outlook of Generation Y and their desire to travel, fused with their focus on lifestyle and priority focus on work-life balance give insights into how managers can best engage with them. Remuneration remains a key factor in the equation, but it is just one of many retention factors, and by no means the primary one.
Getting remuneration right:
a critical issue
Even in the aftermath of the Global Financial Crisis, the attraction and retention of good staff is still a key issue and a growing one as we face growing labour demand in a recovering economy and declining labour supply with an ageing demography.
The ageing of populations and with that, workforces is a challenge across many developed countries. The median age in Japan, Germany and Italy is 44; in France and the UK it is around 40, and in Australia and the United States it is hovering around 37. In Australia we are approaching the point of “peak labour” - where there will be more full time employees retiring from the workforce than there will be younger people entering it. Indeed Australia’s population is growing by more than 300,000 per annum however the increase in the working age population is less than half of this.
Therefore filling skills shortages, ensuring talent recruitment is taking place, dealing with leadership succession, and developing young staff are all essential functions for managers wishing to “future proof” their businesses.
Adding to this strain of attracting employees are the retention challenges faced by many employers, with Generation Y leading the revolution of job churning and career changing. In Australia, our annual turnover rate of 15 per cent per annum means that the medium length of time people stay in their roles is three years and four months. If this trend continues throughout the worklife of Generation Y, they will have 17 different employers and five separate careers during their lifetime (that’s allowing for Gen Y workers entering the workforce at 19-20 and finishing work at 79-80 years of age). In this climate, it’s not only the recruitment and retention that is important, but also re-recruitment. Keeping in contact with departing talented workers has proved very useful for many managers who have been able to re-employ members of this boomerang generation.
Attracting the new generations
Generation Y don’t seek a job as much as they seek an opportunity. They have multiple expectations of an organisation. It isn’t just the job description, but the workplace culture, the variety, fun, training, management style, and flexibility that drives them. In light of this, it is not enough to focus only on financial benefits as a tool of attraction and retention.
We have conducted many studies of young job seekers, we have surveyed thousands of working Australians and conducted dozens of focus groups and interviews with Generation Y investigating the employment factors which attract and retain them and the results of the different studies concur: the size of the employer and or the recognition of the employer brand did not define an employer of choice but rather the job opportunity and challenge, varied role and career pathway, workplace culture, lifestyle benefits, management style, and work-life balance. These were factors often offered by small employers and non-profit organisations, not just larger corporates. Interestingly, salary alone wasn’t the main drawcard, and out of the many interviews remuneration was mentioned less than these non-monetary factors and rewards.
Moving past traditional incentives: retaining Generation Y
Generation Y has grown up in a world where everything is incentivised. Customer loyalty is bought with frequent buyer programs, points, or discounts. And accordingly, so is employee loyalty. By understanding and meeting their needs, motivating through relevant reward and recognition strategies, better retention can be achieved.
Flexibility to study, travel and achieve work-life balance is a basic expectation of new job seekers.
Flexibility to study
Generation Y is the most formally educated generation in history – a title they are set to keep long term with many predicted to return to formal study multiple times in their lifetime. Indeed, the 21st century life is rarely linear and sequential. Life stages were once clearly defined, starting with education, followed by work and perhaps after a career change or two, retirement. Today, the education phase extends well into adulthood, and throughout the work life. The multiple career paths taken by Generation Y will lead them to retrain several times, with an increasing likelihood to take their careers overseas. Flexibility to study is therefore crucial for this cohort.
Flexibility to travel
Having grown up in culturally diverse landscape, where 1 in 4 Australians were overseas-born, it is no surprise that Generation Y is globally connected. New technology and social media allows them to network with friends around the globe, while cheap travel allows them to travel overseas not just interstate.
With a focus on lifestyle rather than just wealth accrual, Generation Y is spending more time living at home, delaying some of the traditional benchmarks of adulthood such as buying their first home, marrying, or starting a family. Nearly 1 in 4 Australians (23%) aged between 20-34 continue to live in the parental home. Of these, nearly half have moved out and returned again with most (52%) lasting less than two years before returning home. For the majority of these, their decision to move back in is often financially motivated.
Flexibility and work life balance
Workers today look to have multiple needs met at work. Of course, working is about achieving task outcomes and receiving financial rewards, but for Gen Y it is also about fun, social connection, training, personal development, greater fulfilment and even environmental sustainability. A job for Gen Y is more than just delivering a fair day’s work for a fair day’s pay. They have an expectation that it will also help them achieve social, training, and lifestyle goals as well.
Gen Y employees need to feel that their jobs are equipping them for the future, that they are being invested in and valued. The increase in workplace ping pong tables, lunchrooms equipped with coffee machines and sandwich makers, and work meetings held in the local cafe highlight the recognition of staff wellbeing, team engagement and activity-based working in achieving better retention and commitment. The favour is likely to be returned as well – with the advent of technology Generation Y is likely to be found checking their work emails frequently out of hours, as well as working on the weekends as well.
It is self evident that every business, team and brand is just one generation away from extinction. Only by recruiting and engaging with the next generation of employees will we maintain an innovative outlook, a relevant workplace culture and a future proof organisation. Oh, and it will probably be a dynamic and fun place to work too.
Post by social researcher Mark McCrindle.
Choosing a name for a child is no easy feat. While Australians gather inspiration from names within their own families and those who have been of great personal significance to them, it is without doubt that celebrities, and what they name their children, have a significant influence on Australian baby name trends.
The original category of celebrities – the royals – have not only captured the loyalty and affections of modern Australians but have significantly influenced their choices of baby names. In fact, 1 in 10 of the current Top 100 girls’ names and 1 in 8 of the current Top 100 boys’ names are linked directly to British royal names.
Click here to download the full Research Summary.
Royal names peak at Queen Elizabeth II's inauguration
In the 1950s, the era of Queen Elizabeth’s inauguration, the names Margaret, Anne, and Elizabeth topped Australia’s names of choice, all ranking in the Top 5 women’s names. Males had an even a stronger royal connection. The top boy’s name in the 1950s, John, as well as 4 other names in the Top 10, can all be linked to British royalty. Philip was a common name of the royals, starting with Prince Philip, then his son Prince Charles (full name Charles Philip Arthur George), and then grandson Prince Williams (full name William Arthur Philip Louis).
Royal presence amongst current top baby names
In recent years, the royals continue to influence baby name trends. Prince William’s popularity first placed William in the Top 10 in 2001, growing in popularity ever since. In 2011, the year of the royal wedding, William became the most popular boy’s name Australia-wide, and has maintained this position ever since. William is the most popular name in New South Wales, Tasmania, and Northern Territory, and is in the Top 3 in all the other states and territories.
Kate, the Duchess of Cambridge, is slowly have an impact on baby name trends, with Kate entering the current Top 100 list in Tasmania, featured 90th, and in Queensland, featured 96th. Her middle name Elizabeth, already features at number 46 in the Top 100 girls’ list. The top girl’s name, Charlotte is also linked to royal heritage, stemming from the name Charles.
Top 5 most popular Australian royal names
|46||Elizabeth||Queen Elizabeth II|
|52||Charlie (Charles)||Prince Charles|
|29||Henry||King Henry I - VII|
|71||George||King George I - VII
A name is one thing, a title another
While Australians have done well to adapt British royalty names, there is one thing that they can’t do. Of the number of rules in effect prohibiting certain names across the states and territories, naming a baby cannot include or resemble an official title or rank recognised in Australia such as King, Lady, Duke, Prince, or Princess.
Slang and language varies from one region to another. Even in one nation, people use different words to describe the same thing. A number of regions, cities, and schools have their own slang terms which baffle people even from neighbouring areas! Words that are understood more or less nationwide can be much more prevalent or popular in some parts than elsewhere.
To illustrate, the afternoon in the east coast (ViC, NSW, and QLD) is arvo whereas in South Australia it is aftie. The kid’s chasing game – i.e. being ‘safe’ – is bar in New South Wales, whereas it is barleys in Western Australia, South Australia, and Victoria.
Similarly, an unsophisticated person in the outer suburbs of Sydney and Melbourne is a westie, whereas in the more affluent areas of Brisbane’s western suburbs this person is called a bogan or bevan, and in places where the western suburbs are coastal (i.e. Perth and Adelaide) such a person is called a boonie.
For more than a decade, author Mark McCrindle has been researching the emerging generations and the words they use, which both create and define their sub-cultures. For further linguistic analysis, check out Word Up – a comprehensive lexicon of 21st century youth slang featuring an overview of the factors shaping language, literacy, manners, and social interactions, and a guide to bridging communication gaps.
Click here to purchase your copy.
Technology is changing fast than ever, and with that, the job market. With Australians changing jobs more frequently than ever (averaging 3 jobs per decade), and with new industries and careers emerging faster than ever (social media, digital advertising, and the apps industry’s emergence in the last decade), it is an interesting challenge to future-proof careers.
As this ever-changing career market responds to emerging technologies and demographic shifts, some jobs become obsolete as others emerge. Employees today need to be innovative and observe the trends, collaborate and learn from others, and be proactive in up-skilling and retraining to remain relevant.
CAREERS OF THE PAST
On 30 June, 2013, we saw Sydney’s last ever cash payment being taken from a toll booth cash collector, when the M5 Southwest Motorway’s cash booths closed. While this career has been relevant for centuries, it is now on the brink of extinction.
A number of other careers have become obsolete over the last century:
1. Switchboard operator
While today’s phones are connected through satellite connections and tower signals, but calls until the 1960s were manually connected by switchboard operators who connected each call by inserting a pair of phone plugs into the appropriate jacks.
2. Bowling alley pinsetter
Pinsetters were most often teenage boys who would work for low pay to clear fallen pins, reset them into correct position and return the bowling balls to the players. In 1936 the mechanic pinsetter was invented, negating the need for this job.
3. Elevator operator
This role involved manually operating an elevator by controlling a level that stopped and started the machine on the correct floors and regulated its speed. Lift operators were trained in operation and safety and were also utilised as greeters and tour guides, but their vanished as electric elevators because more widespread in the 1950s.
4. Radio actors
Before television became a household commodity, families would huddle around radios, entertained by light-hearted skits put on by comedians and voice actors. While radio shows still exist, they are no longer as elaborate as those of the 1800s and early 1900s.
Before street lamps were automated, lamplighters would climb ladders to manually light the gas lamps that lit the streets of towns and cities. This was phased out in the middle of the 20th century through electric lighting.
While a number of jobs are no longer needed, here are several which have come into existence over the last decade:
1. Sustainability officer
This is a person put in charge of an organisation’s environmental programmes, formalising that organisation’s commitment to the environment by developing sustainability initiatives that build community resilience and reduce environmental impact.
2. Teleworking coordinator
This person is an advisor to teleworking personnel, ensuring telework policy and procedures are correctly applied and that employees are adequately trained in their organisation’s teleworking implementations.
3. Medical nanotechnologist
With nanotechnology advances and greater testing into the field of medicine, particularly with the intention to manipulate properties and structures at the nanoscale such as in the treatment of cancer cells, the demand for experienced scientists in the development and application of such technology will increase.
4. App developer
Smartphones have only been around for 5 years, and tablet computing took off with the first iPad in 2010, yet there are already over 1 million apps developed for these devices.
5. Cyber security professional
An individual who protects computer-based equipment, information, services and communications systems from damage, unauthorized use or modification, or exploitation.
DRIVERS OF EMERGING JOB MARKETS
What factors lead to the decline of some industries and jobs and create new sectors, giving rise to new careers? There are 5 factors that are redefining the world of work, and an understanding of these drivers will assist in future-proofing careers:
1. Technological influences
From manufacturing becoming automated, robotic processes replacing jobs, driverless vehicles and the emergence of unmanned aerial vehicles (UAVs) replacing human navigation, and automated pickers reducing the demand for some plant operators, new technologies are replacing old roles. However, technology also creates new careers and opportunities. For example, in less than a decade, cloud computing, social media, and wireless devices have created some of the roles outlined above such as teleworking coordinators, app developers, social media managers, and digital analysts.
2. Demographic changes
The ageing population is creating new demand and opportunities, not just in the aged care sector but also for retirement services agents. Australia’s record birth rates and more affluent parents are creating new childcare services and carer roles. From cultural diversity to changing family structures, population shifts create new demands and industries.
3. Regulatory opportunities
From the new Workplace Health and Safety (WHS) regime to the Working with Children Check and environmental sustainability legislation, new legislative frameworks create whole new industries. Examples of this include appliance test and tag assessors, workplace noise, air quality and safety assessors, carbon compliance auditors, and product and procurement assessors who can check on fair trade and environmental claims.
4. Global opportunities
Globalisation and particularly the growth of emerging economies creates great opportunities for Australians who are located close to the fastest growing part of the world, Asia, which is also home to 60% of the global population. Education is already Australia’s third biggest export earner (after iron ore and coal), but Australia is increasingly a provider, not only of raw materials but also of expertise as booming economies grow their cities, upgrade their infrastructure, and implement systems and procedures to develop to world standards.
5. Lifestyle changes
Two decades ago, outsourcing of home services took off in Australia, from paying people to mow lawns or clean houses to more recently mobile dog-washers, wheelie bin sanitisers, and even oven cleaners. However, the opportunities will grow as the lifestyle expectations of 21st century families change – from meal preparation services to the evolution of childcare services, from professional organisers to personal concierge services, and from professional party organisers to styling and image consultants.
An effective leader is someone who can communicate rationally, connect relationally, manage practically and lead directionally and strategically. Effective leaders demonstrate not just IQ but EQ – they share knowledge and information yet understand emotion and connection.
A recent McCrindle Research study surveyed over 580 Australian on their desired leadership styles and the characteristic values they would like to see in their ideal leader.
Leadership : Most important factors in growth or decline
When asked to comment on the factor which has the largest impact on determining whether a business grows and flourishes or struggles and declines, the number 1 response of Australians, given by 38% of respondents, was that leadership and management determine these outcomes.
The tasks of direction setting, leading the team, and managing business movements that determine the success or failure of the business are primarily dependant on the leadership and management team, Australians noted. 34% of Australians stated that employees – particularly their attitudes and work ethics – have the largest impact on determining business growth or decline, followed by products and services (17%), suppliers and clients (7%), and systems and procedures (5%).
Leader authority versus team participation and ownership
Australians prefer greater levels of team participation and ownership over leadership authority. 57% of Australians surveyed indicated that they prefer a high level of team participation and ownership, compared with 45% who prefer a high level of leader authority.
The ideal Australian leadership is an environment in which team participation is encouraged and direction is given by strong leadership – only 3% of Australians indicated a preference for low levels of leadership involvement, and only 2% indicated a low level of team participation. In fact, when asked about flexible working options in the workplace, 96% of Australians deemed it necessary to gather and collaborate in order to achieve maximum output and develop cultural cohesion.
Ideal leadership values
When Australians were asked to rank the leadership values of their ideal leader, competence was ranked as the highest priority. Australians prefer a leader who is driven towards outcomes and objectives, with ambitious being the second-ranked ideal leadership value. Broad-mindedness was next on the list, with Australians desiring to be led by individuals who are open to new ideas, innovation, and change. Australians ranked caring as fourth, showing a desire for empathy in their working environment. Cooperation also made it into the Top 5 ideal leadership values, showing the Aussie desire for mutual teamwork.
Find out more in the full report on the Top Leadership Styles and Characteristics:
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We have a passion for research that tells a story, that can be presented visually, that brings about change and improves organisations. And we hope these resources help you know the times.The McCrindle Team :)
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Last 100 Articles
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- Data Visualisation: Research You Can See
- Sounds, Syllables & Spellings [Baby Names]
- Social Business: Emerging Technologies, New Strategies
- Baby Name No Nos
- Mark McCrindle Professional Presentations
- Australia's Population at 23 Million [in the media]
- Australia's Population Milestone [VIDEO]
- Top Australian Baby Names [in the media]
- Anzac Day: Second Only to Christmas
- Mark McCrindle defines Australia's population growth at 23,000,000 [VIDEO]
- Top 10 Baby Names
- Top 5 keys to worlds-best research visualisation [RESOURCE]
- Australia Turns 23 (million)! [INFOGRAPHIC]
- What we do and how we do it at McCrindle Research
- Australia to hit 23 million. Mark McCrindle on ABC News 24
- 23 million on 23 April 2013
- Public Speaking Tips 101 [RESOURCE]
- 5 tips for an effective online survey [RESOURCE]
- 23,000,000 on 23 April, 2013
- Youth In Australia: A Demographic Analysis during National Youth Week
- Social class systems in Australia & the UK [MEDIA]
- Australia's demographics in a bite sized piece
- Working hours, population boost, good manners, social trends in marriage and divorce [MEDIA]
- Church Attendance in Australia [INFOGRAPHIC]
- Easter, Australians and Christianity [INFOGRAPHIC]
- Losing It: Aussie Etiquette on the Wane
- Population growth rate of Australia & the world [VIDEO]
- The Water Report: 20 Years of World Water Day [INFOGRAPHIC]
- Managing Generation Y: Top 5 Attraction and Retention Factors [RESOURCE]
- Education in Australia McCrindle Research Future Forum [RESOURCE]
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