The Refractive Thinker®: Vol. XXVI Dynamics of Power

Ch 4: How Generational Forces Affect the Workplace

The Refractive Thinker® Volume XXVI: Dynamics of Power explores one of the most influential and misunderstood forces in modern society: power. This peer-reviewed doctoral anthology brings together diverse scholars and practitioners to examine how power shapes leadership, organizational culture, ethical decision-making, generational behavior, social influence, and human connection.

Guided by Managing Editor Dr. Cheryl A. Lentz, this 26th edition of the award-winning Refractive Thinker® series refracts academic research through a practical lens—translating complex theory into actionable insight for leaders, educators, business executives, and change makers.

Across nine chapters, this volume explores topics including:

• Contextual and relational leadership
• Transformational leadership and change agency
• Cybersecurity awareness amid global instability
• Generational forces that shape workplaces
• Cultural and gendered dimensions of power
• Ethical leadership, authority, and influence
• Resilience and social impact leadership
• The refractive role of silence in leadership

Designed to make scholarship accessible beyond academia, each chapter bridges doctoral research with practical business and leadership applications. This edition continues the mission of The Refractive Thinker®—bringing scholarly insights out of the ivory tower and into the hands of those who can use them to lead, inspire, and create meaningful change.
Ideal for leadership professionals, consultants, doctoral learners, educators, HR executives, organizational development specialists, and anyone interested in understanding the dynamics that shape modern leadership.

Chapter 4: Summary
In all industries, younger generations continue to quietly challenge the long-held notion that management is the pinnacle of professional success. As managers try to fill leadership pipelines, they find that management and leadership training may need to be redefined to address the unique generational expectations in the workforce (EgonZehnder, 2019).

There is a shift of power dynamics in the current multi-generational workforce, highlighting the rising influence of younger generations and the challenges it creates for organizations. With four generations— Baby Boomers, Generation X, Generation Y/Millennials, and Generation Z—working together, management and leadership must navigate diverse values, communication styles, and expectations. The young generations prioritize work-life balance, mental health, flexibility, and purpose, while Baby Boomers value loyalty, hard work, and results. These differences may lead to misunderstandings, especially in remote hybrid settings where communication is strained.

Using the Refractive Thinker® approach, the authors emphasized that all generations seek meaningful work but differ in motivation and how they define success. HR departments must adapt by rethinking recruitment, retention, and leadership strategies to balance generational needs. Organizations must embrace generational diversity to build cohesive, productive teams and stay competitive in a changing workforce landscape.