Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders. Do you agree or disagree? hay nhất giúp bạn có thêm tài liệu tham khảo để viết bài luận bằng Tiếng Anh hay hơn.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders

Đề bài: Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders. Do you agree or disagree?

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 1

Whether young people or seniors are better leaders in organizations has become a heated topic of discussion. In my opinion, even though younger people possess certain qualities for leadership, older people are more likely to succeed in managerial positions.

On the one hand, having young leaders can offer organizations certain advantages. First of all, thanks to their open-mindedness, young directors can facilitate more groundbreaking innovations. A prime example of this is the fact that most conglomerates in the technology industry nowadays were founded by young people: Snapchat was introduced by 21-year-old Evan Spiegel; Google was established by the 25-year-old duo - Larry Page and Sergey Brin. Moreover, young leaders are more sensitive to trends, which could be advantageous for the organization’s image. These managers can come up with creative ideas to boost the brand’s popularity and thus establish a firmer position in the market for the company.

On the other hand, I contend that organizations will be operated better under the guidance of older leaders. First, as veterans, older managers will enjoy the advantage of experience. The indication of this is that they will be able to assess the situation more thoroughly and make more informed decisions. For example, most multinational companies now are led by older managers, such as LVMH, which is still guided by 73-year-old Bernard Arnault. Thanks to his rich knowledge, the conglomerate has flourished. Secondly, older leaders are more respected by fellow employees as a result of their seniority. A key to a director’s success is regard and respect from their colleagues and subordinates, and being seniors, older managers enjoy this as a natural advantage, whereas younger leaders have to prove themselves in order to earn respect.

To conclude, even though there are young directors who bring vision and innovation to the organization, I believe that senior managers are more likely to find success in leading positions.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 2

People have different views about whether older or younger individuals are more suitable for important positions in organisations. While I accept that old people have significantly important qualities, I believe younger ones are more likely to become good leaders.

On the one hand, elderly people can be good leaders for some reasons. Firstly, as old people have worked for many years, they have accumulated much more work experience compared to younger workers. This might allow them to make wiser decisions and bring success to the company they work for. Secondly, older people are often more respected by others. Therefore, they can have a more powerful voice within the company, and people are more likely to listen to them. If leaders are young, they might find it hard to influence other employees.

On the other hand, I believe it will be better if young people take up important positions. The first reason is that young individuals tend to be physically stronger, so they can handle big responsibilities and much work. Being a leader requires people to work with much pressure, and old people are often not capable of doing that. Additionally, younger people are usually more creative, so they are more likely to find newer and better improvements which benefit the entire organisation. For example, a young manager can come up with a new advertising strategy for a product, which contributes to the increasing sales of the company.

In conclusion, while I accept that old individuals can be good leaders of an organisation, I believe these important positions should be given to younger people.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 3

The world is indeed witnessing a wave of young talented powerful leaders in various fields. Therefore, it is argued that more and more young people should be promoted to be leaders given the fact that it is customary for older leaders to lead companies and organizations. From my perspective, although young leadership can offer some freshness and innovation to a company, more experienced senior employees are more suitable to be in the decision-making positions.

Admittedly, what a young leading employee offers to the company is his endless spirit and excitement. These people are thirsty for success and therefore may work hard to show their capabilities. Young leaders often bring fresh perspectives, energy, a technological know-how that can push the company to another level. However, their decisions are often driven by emotion, so they are often quickly made and risky concerning the fate of the company. Therefore, young people should be guided by senior ones, who used to be young and fresh, but now calmer and much more experienced with higher EQ.

One good explanation for organizations to choose older and senior employees to be their manager or leader is the fact that these people often work for the company for a long time during which they have proven their loyalty, creditability, ability and built up their experience through hardships and failures. Another reason for choosing older experienced leaders is that they have more authority which is needed to lead the team and others. They also sound much more convincing, and reliable when dealing with complex situations like complaints from customers or riots from competitors. Last but not least, older leaders usually show a deeper sense of responsibility, which is often lacking in the young, when leading people.

To conclude, not because we are seeing some world-renowned young leaders with impressive success means that young leaders are more suitable to be leaders in organizations than older ones. Though the young minds can offer freshness, innovative ideas, energy, older leaders are more reliable, responsible and experienced in managerial and leading positions. I believe that companies should take advantage of the young employees’ input and initiatives, but reserve the leading roles for senior experienced, time-honoured personnel.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 4

In today's world, it is not uncommon for the management of an organization to be comprised of mostly older people. While some people argue that younger employees are better suited to these positions, I completely disagree with this thinking for the reasons provided below.

Older people, more often than not, make superior leaders for a number of reasons. First of all, a person who has worked in an industry for a long period of time is naturally more seasoned about that particular industry. Notwithstanding the importance of academic qualifications, when it comes to making managerial decisions, experience always serves as a better guideline. Bill Gates and his tech behemoth perfectly exemplify this principle. While it is irrefutable that Mr. Gates' credentials are impeccable, it is his tried-and-true experience in the computer industry to which Microsoft's colossal success should be attributed. Another reason why older people should be in charge instead of young ones lies in the former's better judgment. Expertise is not the sole factor that guides a leader's decision-making process; rather, it is one's life experience that provides him with discernment when he is met with options.

It is for the very arguments above that the younger generation ought to be spared from top posts in an organization. A number of young people nowadays take too much pride in their academic success or creativity. This way of thinking has made them fail to realize their lack of experience would do more harm to the organization than good. These young ones are also typically imprudent in making decisions, which disqualifies them from the job of a leader. Good leadership is often rooted in the ability to make careful considerations, which is a rarity among younger people.

In conclusion, I firmly believe that older people provide infinitely better leadership than the one that young people can offer.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 5

It is true that higher positions are usually held by older members in many organizations these days. While some people believe younger people would demonstrate better leadership, it is in my opinion that senior managers possess more advantages over their younger counterparts in leading a company.

To begin with, it is usually difficult for the young to compete with the old in terms of experience. Those who have gained adequate experience can more effectively manage to lead the individuals of an organization than those who do not. The reason for this is that business matters often require the people in charge to have not only the knowledge of coping with problematic situations but also strong nerves to calmly find a feasible solution. As a result, years of experience in a relevant position tend to make the elderly better candidates than those who are relatively young and new to the tasks.

Another advantage belonging to aged people is that they are likely to receive more support from the people in an organization. As the time spent working with the staff of the senior is often longer, they can understand their colleagues better, achieving more popularity. It is interpersonal communication skills and approval of other people that can tremendously affect the success of a leader. Younger members, on the other hand, will need more time to make contributions over time to prove themselves worthy.

In conclusion, I believe that critical positions of authority should be given to senior staff members for the certain reasons mentioned rather than the young.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 6

The leading individuals of many companies and big organizations are elderly most of the time. Albeit few believe that the young generation is much better than older individuals in terms of leading companies. Nevertheless, I personally do not agree with the opinion of these individuals, and I think that obviously there are many perks of young bosses. However, the grey-haired experience overrules all the perks of the younger generation, which I will discuss in the upcoming paragraphs.

Rules in companies are changing nowadays, and many organizations are willing to give a chance to the new generations to be leaders. This is because there are many advantages of having young leaders, such as they are more enthusiastic, and they love to face challenges. Moreover, they are more technologically friendly than the older ones, which helps to reach more individuals. For instance, young leaders focus on marketing the same as they focus on their company’s products. This kind of attitude is helpful in expanding business. Hence, a plethora of organizations believes in younger more than older.

On the other hand, there are companies that trust elders more as the leading face of their group. This is because they value the experience of old people in the field. They believe that experience is definitely greater than bookish knowledge. To cite an example, Tata Group is still led by ratan tata, and his vision changed the companies which were in debt at one time into profit-making companies, and this vision can only be achieved by experience in the field. This is why many still prefer to give the command to older individuals.

In my view, other than experience, older people have one more valuable quality that most young individuals lack patience. Young ones want everything at a fast pace, and in their enthusiasm, they forget that big achievements also require patience. For example, many young invested in the stock market, but when the market went down, instead of waiting, they sold their shares while individuals like Warren Buffett waited for the market to rise again. This quality of patience made him a billionaire today. This is why I believe that experience and patience can beat the enthusiasm of young ones.

To conclude, in the 21st century, many things are changing, and individuals are choosing young leaders, but the impact of experienced elderly leaders is, of course, more than younger ones. Whilst there are many benefits of having young leaders, the old is-gold formula still applies in many cases, doesn’t it?

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 7

It is observed that senior people take significant leadership positions in most companies these days. At the same time, some people believe that young minds could be more apt for these roles. I partially agree with this statement as I see the fit according to the requirement of the job and not with the relevant age range suitable for the job.

On the one hand, where the job professions or business companies have huge workforces that need senior people having the sound experience to be good leaders because they often have stronger people skills than younger ones. Older employees bring skills, ideas, work experience, and a depth of knowledge that adds value to the organization and business growth. They are more likely to develop time management, planning, and decision-making skills over the course of their careers, making them more stable and reliable bosses.

On the other hand, some popular career choices like advertising, promotions, and digital marketing, to name a few, require millennials or youth to lead as they follow innovative approaches to plan the tasks with great enthusiasm and passion. In all these professions where market research, digital platform, and creativity are involved, young minds do not hesitate to take up any challenges and adequately tend to take risks at the cost of opportunity and innovation, making them competent leaders to stimulate success at a faster rate.

To conclude, the argument says that the leaders of most organizations tend to be older people than younger ones; however, suitable job requirements and responsibilities become deciding factors for the lead role among the age groups.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 8

Whether young people can become the leader of big companies and organizations instead of elder people is a matter of rising dispute nowadays. Nonetheless, I would vouch for those young and enthusiastic people as I consider them qualified to take vital positions in this modern and fast-paced world.

On the one side, there is no denial of the view that aged people possess more edges being mature.

Primarily, their intellectual abilities make them unrivaled if compared to their younger counterparts. They have skills like long-term vision and assuming the big picture with their years of work experience and failures in their early working career and these are considered critical for the improvement of companies. Young people, however, do not possess such skills which lead them to make shortsighted judgments which might prove costly for the given organization. To add more, adjustment with bigger difficulties is another issue where young people may make errors whereas old people have a very low possibility to make erroneous choices as they can adjust quickly in those cases.

On the flip side of the coin, a few logistic reasons compel me to believe that young managers and CEOs can lead a company to its peak of success. Initially, compared to their old counterparts, young leaders nowadays are more educated with advanced knowledge and modern outlooks in their own fields, and this makes them far better alternatives. They can realize cultural differences easily and adapt to modern problems as they grow up with these issues and so they can empathize with other employees and potential clients more quickly. Furthermore, young leaders can apply technology in their work without facing many problems due to the fact that they are millennials or Generation Y who have a sheer volume of knowledge about state-of-the-art technologies. This can improve the productivity and promotion of companies rapidly.

In summary, as the selection of leaders for a company is a critical issue, age should not come here as a criterion and, in my opinion; young people should be preferred by companies due to their modern attitudes, in-depth knowledge of company cultures and latest technologies.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 9

In any institution, the responsibilities of the leaders are always high, and their performance usually has great impacts on how well the whole organization works. There are people who have voiced their concerns that people of old age, who currently hold the majority of authority positions, might not be as suitable for the job as younger leaders. Personally, I also believe that while mature leaders may have their strong points, organizations nowadays could work better under the leadership of younger people.

Firstly, it has to be said that older people have their own advantages in managing the affairs of an organization. With old age comes maturity, and in many cases, the experience accumulated through many years of working can allow elderly leaders and directors to see patterns and come up with solutions that younger people may not be able to think of. Another great side of old people is that they often can manage to stay calmer than the younger ones in times of crisis, which is greatly important for a leader.

However, I believe that there are important aspects of leadership that can be handled more efficiently in the hands of a young person. Since the job of leading and managing an organization can often be very demanding, it is the younger leaders, who have more energy and enthusiasm, that are more suitable to carry this great burden. Younger leaders can compensate for their lack of experience with vigor, energy and dedication to their work that often surpass those of their older counterparts. Additionally, elderly members can still act as advisers, combining their wisdom with the vitality of the young leaders in order to best advance the interests of the whole organization. Finally, in this rapidly changing modern world, a leader is required to occasionally take risks and make big changes. In these cases, the younger leaders appear to be the more suitable choice since they are more likely to take risks and challenge the status quo.

In conclusion, it is my belief that in this modern world, young people should assume the responsibility of leading our organizations, because older leaders, who have spent years focusing on only some certain approaches to problems, may be hesitant to abandon what have worked well for them in the past in favor of new, untested methods. They have characteristics and qualities that help them work better and more efficiently in their jobs than older leaders.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 10

It is true that many leaders and senior executives in global companies are elderly people. However, I would argue that those superb young people are also eligible to take important positions in today's world.

On the one hand, compared to the young generation, elderly people possess more edges. First and foremost, they have better cognitive skills, such as big-picture thinking and long-term vision. This is because years of work experience and failures teach them to take every aspect into consideration before making important decisions. By contrast, due to alack of social experience, young leaders seem to make shortsighted decisions sometimes. Moreover, since the old have already overcome countless difficulties and challenges prior, they can quickly adjust their mood in turmoil and lift the morale of the whole organisation.

On the other hand, there are two reasons why younger directors are also competent to be leaders in important positions. In the first place, with well-educated backgrounds, young leaders are more likely to have a deep understanding of cultural differences, and they can empathize with other employees and clients much better. Today, empathy plays a key role in retention of talents. For example, it is easy to misunderstand others in a cross-cultural dialogue. When good employees resign, they might take the company's knowledge with them, which is a brain drain for the company. Secondly, compared with the senior leaders, young directors can apply the latest technology and theory into practice, and this can counteract negative stereotype of management and greatly improve the productivity.

In conclusion, in my opinion, age should not be the criterion when selecting the leader of a company. Anyone who has the leadership can play his or her role in the organization.

Leaders and directors in organizations are normally older people. Some people think that younger people could be leaders - mẫu 11

Decisions made by the leaders and initiatives taken by them often determine the fate of an organisation and that is why selecting the right people for the senior decision-making positions in a company is an important step. It is customary that employees in directorship and managerial positions often require years of experience while some people opine that young should be given the chance to lead a company. I cannot agree with this group of people as I believe that those decision-making positions are more suitable for experienced people.

To start with, directors or managers of an organisation were not directly appointed to these positions in most cases. They had to work for the company for several years, prove their worth, show their loyalty, establish their credibility and express their ability to be promoted to those senior positions. With time, they have become quite experienced and learned from their mistakes. Thus, their experience and expertise have taught them when to take a risk and when not to and how to tackle complex situations like riots or rivalry from the competitors. Due to this, decisions made and initiatives taken by those senior employees are more trustworthy and proven than any inexperienced employee, no matter how energetic or innovative he is!

Furthermore, young people have endless spirit, fresh perspectives, technological know-how and innovative ideas which are more fitting for producing better output than leading others. They should be guided by senior leaders who had once been young and fresh but now have more experience than energy. To cite an example. most of the IT firms have young employees but their team leads are mostly seniors. Again, young people are often driven by emotion and make quick decisions. This might be quite handy in facing some minor issues but when a large organisation's fate is concerned, the decisions should come from experienced executives. This, however, does not mean that a manager should not listen to young employees and take input from them.

Finally, leading a small team in an organisation and being an executive director in a large company are not the same thing. Young adults who have some leadership qualities should be allowed to lead a team but major decisions making positions should be held by deserving experienced personnel.

To sum up, I am not against letting young people take on some responsibilities or lead a small team. But from a more logical perspective, I believe that only experienced adults with a proven track-record should be in higher positions in an organisation.

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