Question 1: Leadership is said to be a vital quality which is becoming very rare in the

organisations. It would not be wrong if we say that it is a progression where an individual

solicits the backing of other entities for the completion of mutual objectives. The leaders
are the visionaries and also act as a catalyst in terms of influencing and inspiring others. Based on the
above statements discuss the significance of leadership in any organisation.
Conclude by answering that how the organisation would fare if leadership is not right?

What is leadership? This is a question which is widely asked in todays corporate world.

Leadership is a quality that distinguishes an individual from the rest; it is an ability which bestows
responsibility of the people under him to achieve the desired goals.

Leadership exists from the stone-age, it exists in all forms of life; in humans and in animals too.

For eg: Elephants in the jungle are usually seen in herd or for that many other species of animals
generally are found in herd. They have a leader who ensures their safety and at the same time make
them get to their goals which are the most basic necessities which they need. Similarly we human
beings also look up to such influential entity or individual who can guide us to achieve our goals with
the maximum utilization of the available resources and in minimal time.

Definition:

Leadership is a process by which an executive can direct, guide and influence the behavior and work
of others towards accomplishment of specific goals in a given situation. Leadership is the ability of a
manager to induce the subordinates to work with confidence and zeal.
Leadership is the potential to influence behaviour of others. It is also defined as the capacity to
influence a group towards the realization of a goal. Leaders are required to develop future visions, and
to motivate the organizational members to want to achieve the visions.
According to Keith Davis, Leadership is the ability to persuade others to seek defined objectives
enthusiastically. It is the human factor which binds a group together and motivates it towards goals.
Characteristics of Leadership

1. It is a inter-personal process in which a manager is into influencing and guiding workers

towards attainment of goals.
2. It denotes a few qualities to be present in a person which includes intelligence, maturity and
personality.
3. It is a group process. It involves two or more people interacting with each other.
4. A leader is involved in shaping and moulding the behaviour of the group towards
accomplishment of organizational goals.
5. Leadership is situation bound. There is no best style of leadership. It all depends upon
tackling with the situations.

Importance of Leadership

Leadership is an important function of management which helps to maximize efficiency and to

achieve organizational goals. The following points justify the importance of leadership in a concern.

Initiates action- Leader is a person who starts the work by communicating the policies and plans to the
subordinates from where the work actually starts. It has been said that without leadership, all other
business elements lie dormant. Strong leaders can help an organization to maximize productivity and
achieve business goals, whereas weak leadership can hurt productivity and put the health of the
business in jeopardy. Leadership is not one blanket characteristic that cures all ills, however, there are
many different elements that must be present for an organizations leadership to be considered
adequate.

It should also be considered that there are many different effective-and ineffective-leadership styles.
Just because one manager is jovial while another is refined doesnt mean that either style will be more
effective than the other. To rate the leadership capabilities of the managers in your organization,
consider how well each manager does the following.

Motivation- A leader proves to be playing an incentive role in the concerns working. He motivates
the employees with economic and non-economic rewards and thereby gets the work from the
subordinates.

Providing guidance- A leader has to not only supervise but also play a guiding role for the
subordinates. Guidance here means instructing the subordinates the way they have to perform their
work effectively and efficiently.

Creating confidence- Confidence is an important factor which can be achieved through expressing the
work efforts to the subordinates, explaining them clearly their role and giving them guidelines to
achieve the goals effectively. It is also important to hear the employees with regards to their
complaints and problems.

Building morale- Morale denotes willing co-operation of the employees towards their work and
getting them into confidence and winning their trust. A leader can be a morale booster by achieving
full co-operation so that they perform with best of their abilities as they work to achieve goals.

Builds work environment- Management is getting things done from people. An efficient work
environment helps in sound and stable growth. Therefore, human relations should be kept into mind
by a leader. He should have personal contacts with employees and should listen to their problems and
solve them. He should treat employees on humanitarian terms.

Co-ordination- Co-ordination can be achieved through reconciling personal interests with

organizational goals. This synchronization can be achieved through proper and effective co-ordination
which should be primary motive of a leader.

There are multiple personalities that exist with us and hence that many styles of leadership.

Listing below the styles of leadership:

Authoritarian

The authoritarian leadership style keeps main emphasis on the distinction of the authoritarian leader
and their followers. These types of leaders make sure to only create a
distinct professional relationship. Direct supervision is what they believe to be key in maintaining a
successful environment and follower ship. Authoritarian leadership styles often follow the vision of
those that are in control, and may not necessarily be compatible with those that are being led.
Authoritarian leaders have a focus on efficiency, as other styles, such as a democratic style, may be
seen as a hindrance on progress.
Examples of authoritarian leadership: a police officer directing traffic, a teacher ordering a student to
do his or her assignment, and a supervisor instructing a subordinate to clean a workstation. All of
these positions require a distinct set of characteristics that give the leader the position to get things in
order or get a point across. Authoritarian Traits: sets goals individually, engages primarily in one-way
and downward communication, controls discussion with followers, and dominate interaction.
Several studies have confirmed a relationship between bullying, on the one hand, and an autocratic
leadership and an authoritarian way of settling conflicts or dealing with disagreements, on the other.
An authoritarian style of leadership may create a climate of fear, where there is little or no room for
dialogue and where complaining may be considered futile.[3]

Paternalistic[edit]
The way a paternalistic leader works is by acting as a parental figure by taking care of their
subordinates as a parent would. In this style of leadership the leader supplies complete concern for his
followers or workers. In return he receives the complete trust and loyalty of his people. Workers
under this style of leader are expected to become totally committed to what the leader believes and
will not strive off and work independently. The relationship between these co-workers and leader are
extremely solid. The workers are expected to stay with a company for a longer period of time because
of the loyalty and trust. Not only do they treat each other like family inside the work force, but outside
too. These workers are able to go to each other with any problems they have regarding something
because they believe in what they say is going to truly help them.[4]
One of the downsides to a paternalistic leader is that the leader could start to play favorites in
decisions. This leader would include the workers more apt to follow and start to exclude the ones who
were less loyal. In todays market paternalism is more difficult to come by according to Padavic and
Earnest who wrote business dimensional and Organizational Counseling. They believe this because
there have become more lay-offs and stronger unionization. This affects paternalistic leaders because
the co-workers may not believe that their jobs are 100% ensured. When this happens, workers begin
to look for bigger and better job opportunities instead of staying at one company for a longer period of
time. Because of this, the leader may be thinking that you could be leaving and not fully believe you
when you tell them something about a job opportunity. This could put the workers and leader at risk
for a bad situation.[4]
According to B. M. Bass who wrote Leadership and Performance Beyond Expectations, workers who
follow paternalistic leadership also have better organization skills. The leader encourages organization
because they allow the workers to complete tasks so that they can stay on top of their work. The
workers complete tasks this boosts self-confidence and it makes them work harder to reach a goal and
exceed the goal to prove to their boss they are working hard. Having this style of leadership can also
help implement a reward system. This system will allow their workers to work even better because
there is something for them at the end of the tunnel. While doing this they will also be able to
accomplish more work in a set time frame.[4]

Democratic[edit]
The democratic leadership style consists of the leader sharing the decision-making abilities with group
members by promoting the interests of the group members and by practicing social equality.[5]
The boundaries of democratic participation tend to be circumscribed by the organization or the group
needs and the instrumental value of people's attributes (skills, attitudes, etc.). The democratic style
encompasses the notion that everyone, by virtue of their human status, should play a part in the
group's decisions. However, the democratic style of leadership still requires guidance and control by a
specific leader. The democratic style demands the leader to make decisions on who should be called
upon within the group and who is given the right to participate in, make and vote on
decisions.[6] Traits of a Good Leader compiled by the Santa Clara University and the Tom
Peters Group:

Honest Display sincerity, integrity, and candor in all your actions. Deceptive behavior will not
inspire trust.
 Competent Base your actions on reason and moral principles. Do not make decisions based on
childlike emotional desires or feelings.
Forward-looking Set goals and have a vision of the future. The vision must be owned
throughout the organization. Effective leaders envision what they want and how to get it. They
habitually pick priorities stemming from their basic values.
Inspiring Display confidence in all that you do. By showing endurance in mental, physical, and
spiritual stamina, you will inspire others to reach for new heights. Take charge when necessary.
Intelligent Read, study, and seek challenging assignments.
Fair-minded Show fair treatment to all people. Prejudice is the enemy of justice. Display
empathy by being sensitive to the feelings, values, interests, and well-being of others.
Broad-minded Seek out diversity.
Courageous Have the perseverance to accomplish a goal, regardless of the seemingly
insurmountable obstacles. Display a confident calmness when under stress.
Straightforward Use sound judgment to make a good decisions at the right time.
Imaginative Make timely and appropriate changes in your thinking, plans, and methods. Show
creativity by thinking of new and better goals, ideas, and solutions to problems. Be innovative!
Research has found that this leadership style is one of the most effective and creates higher
productivity, better contributions from group members and increased group morale. Democratic
leadership can lead to better ideas and more creative solutions to problems because group members
are encouraged to share their thoughts and ideas. While democratic leadership is one of the most
effective leadership styles, it does have some potential downsides. In situations where roles are
unclear or time is of the essence, democratic leadership can lead to communication failures and
uncompleted projects. Democratic leadership works best in situations where group members are
skilled and eager to share their knowledge. It is also important to have plenty of time to allow people
to contribute, develop a plan and then vote on the best course of action.[7]

Laissez-faire[edit]
The laissez-faire leadership style is where all the rights and power to make decisions is fully given to
the worker. This was first described by Lewin, Lippitt, and White in 1939, along with the autocratic
leadership and the democratic leadership styles.[8]
Laissez-faire leaders allow followers to have complete freedom to make decisions concerning the
completion of their work. It allows followers a self-rule, while at the same time offering guidance and
support when requested. The laissez-faire leader using guided freedom provides the followers with all
materials necessary to accomplish their goals, but does not directly participate in decision making
unless the followers request their assistance.[9][unreliable source?]
This is an effective style to use when:

Followers are highly skilled, experienced, and educated.

Followers have pride in their work and the drive to do it successfully on their own.
Outside experts, such as staff specialists or consultants are being used.
Followers are trustworthy and experienced.
This style should not be used when:

The leader cannot or will not provide regular feedback to their followers.[9]

Transactional[edit]
Main article: Transactional leadership

Transactional leaders focus their leadership on motivating followers through a system of rewards and
punishments. There are two factors which form the basis for this system, Contingent Reward and
management-by-exception.[citation needed]
 Contingent reward provides rewards, materialistic or psychological, for effort and recognizes
good performance.
Management-by-exception allows the leader to maintain the status quo. The leader intervenes
when subordinates do not meet acceptable performance levels and initiates corrective action to
improve performance. Management by exception helps reduce the workload of managers being
that they are only called-in when workers deviate from course.
This type of leader identifies the needs of their followers and gives rewards to satisfy those needs in
exchange of certain level of performance.
Transactional leaders focus on increasing the efficiency of established routines and procedures. They
are more concerned with following existing rules than with making changes to the organization.
A transactional leader establishes and standardizes practices that will help the organization reach:

Maturity
Goal-setting
Efficiency of operation
Increasing productivity.
Effect on work teams[edit]
Survey done by Jun Liu, Xiaoyu Liu and Xianju Zeng on the correlation of transactional leadership
and how innovations can be affected by team emotions. The research was composed of 90 work
teams, with a total of 460 members and 90 team leaders. The study found that there is a relationship
between emotions, labor behavior and transactional leadership that affect for the team. Depending on
the level of emotions of the team; this can affect the transactional leader in a positive or negative way.
Transactional leaders work better in teams where there is a lower level of emotions going into the
project. This is because individuals are able to

Think freely when setting their emotions aside from their work.
Have all of their focus on the given task.
A transactional leader is:

1. Negatively affected when the emotional level is high.

2. Positively affected when the emotional level is low.
Transactional leadership presents a form of strategic leadership that is important for the organizations
development. Transactional leadership is essential for team innovativeness.

Transformational

A transformational leader is a type of person in which the leader is not limited by his or her followers'
perception.[10] The main objective is to work to change or transform his or her
followers' needs and redirect their thinking. Leaders that follow the transformation style of leading,
challenge and inspire their followers with a sense of purpose and excitement.[11]Transformational
leaders also create a vision of what they aspire to be, and communicate this idea to others (their
followers).[citation needed] Schultz and Schultz identify three characteristics of a transformational leader:
Charismatic leadership has a broad field of knowledge, has a self-promoting personality, high/great
energy level, and willing to take risk and use irregular strategies in order to stimulate their followers
to think independently

Individualized consideration
Intellectual stimulation
How the organisation would fare if leadership is not right?

Favoritism is exactly what it sounds like: favoring someone not because he or she is doing a great job,
but for reasons outside of the job performance. For instance, a manager consistently offers an
employee the best and most highly-regarded projects, even though that employee does not perform
well enough to deserve them. Or perhaps an employee is offered a promotion over someone else who
has been at the company longer and has more experience.

Oftentimes, favoritism occurs when a manager and an employee have developed a friendship beyond
the workplace. Perhaps they worked together previously and have a shared history, or maybe they
have bonded over common outside interests, like sports or music.

Another form of favoritism is nepotism. From the Italian word for nephew, nipote, nepotism is
showing favor to family members. In a work situation, family members may be hired, promoted, or
otherwise unfairly favored over other candidates, simply because theyre part of the family.

When either favoritism or nepotism takes place in the workplace, the effect is usually the same. It
leads to a number of negative results, such as:

Lower morale. When employees perceive that there is favoritism in how they are treated by
management, a sense of unfairness creeps in. It raises the question, Why didnt I get that
project/promotion/corner office? This brings down company morale, because favoritism is
understood to mean that no matter what you do, your efforts wont be rewarded if youre not one of
the favored few.

Resentment. What then follows is resentment towards the manager who is unfairly favoring an
employee who may not be the most deserving, as well as towards the favored employee who is taking
advantage of the situation.

Desertion. If the resentment reaches a certain point, your company may be at risk of losing some
potentially excellent employees who wont want to stick around where theyre not appreciated.

Overlooked potential. When a manager continually favors one or a few employees over the others, he
or she may be missing out on the talents and skills the others bring to the table. This can lead to
promoting someone who is not ready for more responsibilities over someone who is ready and able to
take on a challenge.

Stunted growth. With a decline in morale, growing resentment, and overlooked potential, a manager
who unfairly favors one employee is also hurting the company overall by stunting the growth that
would come from moving the best employees forward to management positions. This also is a
consequence of losing employees who may have been of great value.
Legal implications. Last but certainly not least, the practice of favoritism may lead to legal action if an
employee feels that he or she was discriminated against or was forced to work in a hostile
environment. A managers favoritism could end up costing your company a lot of money in attorneys
fees.

Now that you know how damaging favoritism and nepotism can be to your employees and your
company, your next step is to recognize it and deal with it when it occurs. Heres how.

Foster professionalism. At its very core, favoritism is unprofessional behavior. A first step to avoiding
it is to foster and promote professionalism in your organization. They say the best offense is a good
defense. Defend your company from potential favoritism by creating a professional environment that
actively discourages any kind of unfair treatment.

Offer training. Educating and informing managers and employees alike is another way to help avoid
favoritism in your workplace. Offer a training session on what favoritism is, why its detrimental, and
what employees should do if they spot it in the office. If your employees are clear on what to look for,
theyll be more likely to report it if they see it.

Facilitate communication. Along the same lines as training, its important that employees know they
have an open avenue for reporting favoritism confidentially. Unchecked favoritism is harmful, but
employees wont risk reporting it if theyre not sure how to go about it, or if they fear it will come
back to negatively affect them.

Get to the bottom of it. If you discover that favoritism is taking place in your company, the most
important thing is to make sure it stops. It can be a very delicate situation, to be sure, but the damage
it poses is much too great to be ignored. If someone comes forth with an accusation of favoritism,
dont ignore it. Gather the facts and get to the bottom of it.

Hence we conclude that leadership can play a very important role in a company and can make or
break the future of the company and its employees working with it.
Question 2: Politics is said to be an inevitable evil at any workplace, no matter how much
one tries to be away from it, would always find to be embroiled in it. It is a proven fact that
politics cannot be avoided at any cost but has to be coped. It becomes imperative to be well
aware of the elements contributing to politics at workplace. Keeping in view the above
statements introduce the concept of workplace politics. Also, list factors contributing to
workplace politics. Give concluding remarks on the importance of workplace politics.

What is politics at workplace we would ask?, would it not be just going to work and finishing
the given task and achieving it as a team. This is the same thing that each and every employee
does on a daily basis, one would wonder where would politics come in to picture? All the
employees work as a team to achieve a common goal hence each and every employee seems
to form a integral part of the organization.

Well we can say out of these there still exists a few favorites of the manager who generally
gets most of the accolades for doing the same kind of work which others are doing.

So what are they doing to get this special favor? Are they doing more work or giving more
output? Or are they doing extra tasks as well for the manager or if there is such a thing as one
behaves as a super human who can do things swiftly than the normal?

Well these are just few reasons due to which politics evolves at any workplace

Workplace politics is the process and behavior in human interactions

involving power and authority.[1] It is also a tool to assess the operational capacity and to
balance diverse views of interested parties. It is also known as office
politics and organizational politics. It is the use of power and social networking within an
organization to achieve changes that benefit the organization or individuals within
it. Influence by individuals may serve personal interests without regard to their effect on the
organization itself.[2] Some of the personal advantages may include access to tangible assets,
or intangible benefits such as status or pseudo-authority that influences the behavior of
others. On the other hand, organizational politics can increase efficiency,[citation
needed] form interpersonal relationships, expedite change, and profit the organization and its
members simultaneously.[citation needed] Both individuals and groups may engage in office
politics[3] which can be highly destructive, as people focus on personal gains at the expense
of the organization. "Self-serving political actions can negatively influence our social
groupings, cooperation, information sharing, and many other organizational
functions."[4] Thus, it is vital to pay attention to organizational politics and create the right
political landscape. "Politics is the lubricant that oils your organization's internal
gears."[5] Office politics has also been described as "simply how power gets worked out on a
practical, day-to-day basis.

"Office politics" are the strategies that people play to gain advantage, personally or for a
cause they support. The term often has a negative connotation, in that it refers to strategies
people use to seek advantage at the expense of others or the greater good. In this context, it
often adversely affects the working environment and relationships within it. Good "office
politics", on the other hand, help you fairly promote yourself and your cause, and is more
often called networking and stakeholder management.

The elements that contribute to the workplace politics are as below:

The political landscape[edit]

Political landscape is a set of hierarchies that link the political players together. In other words, political landscape is what defines
relationships between colleagues at a given time. Drafting of this landscape begins with the leaders of the organization influencing
the formal hierarchy; which defines the reporting structure and indicates the political setup of the organization as it was initially intended.
Organizational hierarchies, each with its own unique political challenges, depend on many factors of the given organization. Said factors
include organizational goals, size of the organization, number of resources available and the type of leaders within the organization.
Political landscape will change as individuals are introduced into the organizational mix. During the process of working together
an informal hierarchy is established. The main link between individuals on a political landscape is the access to-in addition to-the flow of
information. This hierarchy can be identified by applying numerical values to relationships in proportion to how much two individuals rate
and value one another. The sum value of these relating to an individual establishes the place on the hierarchy. Two or more people
estimating relationships and merging results can produce more certain results. People quickly realize who the boss is, whom they
depend on for valuable information, and who knows all the office gossip. It is very important to recognize where you fit in this landscape
and what power and influence you have within the organization. It is important not only to use that power in pursuit of the organization's
goals, but also to ensure others do not abuse it. "Each player in the organization has a role in the politics that grease the wheels of
getting things done." [5]

Gossip[edit]
Office politics differs from office gossip in that people participating in office politics do so with the objective of gaining advantage,
whereas gossip can be a purely social activity. However, the two are somewhat related. Office gossip is often used by an individual to
place themselves at a point where they can control the flow of information, and therefore gain maximum advantage. The secretive
nature of organizational politics differentiates it from public gossip and thus, may be more harmful to the organization. Both can cause
one to doubt the intentions of co-workers, which creates a hostile work environment. Office politics also refers to the way co-workers act
among each other. Employee interaction holds the potential to be either positive or negative (i.e. cooperative or competitive).

Manipulation[edit]
At the root of office politics is the issue of manipulation. Manipulation can be present in any relationship where one or more of the
parties involved uses indirect means to achieve their goals. In the workplace, where resources are limited, individuals often have an
incentive to achieve their goals at the expense of their colleagues. For example, if six people apply for one promotion, they might expect
the selection to be made purely on merit. If one of the candidates were to believe that this would put them at a disadvantage, they may
use other means of coercion or influence to put themselves into an advantageous position. When those who have fallen subject to the
manipulation begin to talk to each other directlyor when other evidence comes to light such as financial resultsthe manipulator will
have an explanation ready but will already be planning their exit, as they are driven to stay in control, not to face a revelation which
would expose their behavior.

Aims[edit]
The aims of office politics or manipulation in the workplace are not always increased pay or a promotion. Often, the goal may simply be
greater power or control for its own end; or to discredit a competitor. Office politics do not necessarily stem from purely selfish gains.
They can be a route towards corporate benefits, which give a leg up to the company as a whole, not just an individual. "A 'manipulator'
will often achieve career or personal goals by co-opting as many colleagues as possible into their plans."[8] Despite the fact that the
hidden agenda is a personal victory, allying with unsuspecting co-workers strengthens the manipulator's personal position and ensures
that they will be the last person accused of wrongdoing.

Issues[edit]
Office politics is a major issue in business because the individuals who manipulate their working relationships consume time and
resources for their own gain at the expense of the team or company.
In addition to this problem, the practice of office politics can have an even more serious effect on major business processes such as
strategy formation, budget setting, performance management, and leadership. This occurs because when individuals are playing office
politics, it interferes with the information flow of a company. Information can be distorted, misdirected, or suppressed, in order to
manipulate a situation for short-term personal gain.[9]
Games[edit]
See also: Mind games

One way of analyzing office politics in more detail is to view it as a series of games. [10] These games can be analyzed and described in
terms of the type of game and the payoff. Interpersonal games are games that are played between peers (for example the game of "No
Bad News" where individuals suppress negative information, and the payoff is not risking upsetting someone); leadership games are
played between supervisor and employee (for example the game of "Divide and Conquer" where the supervisor sets his employees
against each other, with the payoff that none threatens his power base); and budget games are played with the resources of an
organization (for example the game of "Sandbagging" where individuals negotiate a low sales target, and the payoff is a bigger bonus).[9]

How to cope office politics?

Dealing with organizational politics[edit]

Organizational politics is itself similar to a game, one that requires an assumption of risks just like any contact sport. "It must be played
with diligence and a full understanding of the landscape, players and rules."[5] "The dynamics of the situation should always dictate a
reexamination of the players and how they fit into the landscape."[5] One must be careful relying on alliances made on previous
circumstances; once the situation changes, alliances need to be reassessed. Building strong alliances will maximize the efficiency of the
collective political radar and alert you before conflicts arise. In time of conflict, data-driven employees who rely on hard facts will have an
easier time diffusing political conflicts. Always looking out for the best interests of your company is a certain way to insure that your
motivation will remain unquestioned. L.A. Witt, from the University of New Orleans, through his findings, believes that if supervisors
were to mold employee values to match their own, it would protect employees from the negative effects of organizational politics and
help improve their performance.[11]
Workplace politics is the process and behavior in human interactions involving power and authority.[1] It is also a tool to assess the
operational capacity and to balance diverse views of interested parties. It is also known as office politics and organizational politics.
It is the use of power and social networking within an organization to achieve changes that benefit the organization or individuals within
it. Influence by individuals may serve personal interests without regard to their effect on the organization itself.[2] Some of the personal
advantages may include access to tangible assets, or intangible benefits such as status or pseudo-authority that influences the behavior
of others. On the other hand, organizational politics can increase efficiency,[citation needed] form interpersonal relationships, expedite change,
and profit the organization and its members simultaneously.[citation needed] Both individuals and groups may engage in office politics[3] which
can be highly destructive, as people focus on personal gains at the expense of the organization. "Self-serving political actions can
negatively influence our social groupings, cooperation, information sharing, and many other organizational functions."[4] Thus, it is vital to
pay attention to organizational politics and create the right political landscape. "Politics is the lubricant that oils your organization's
internal gears."[5] Office politics has also been described as "simply how power gets worked out on a practical, day-to-day basis."[6]

Question 3: Sanjay and Sam are co-workers. They both are working in the same project
but their work values are quite contrast to each other. Sanjay belongs to GenX (The X
Generation) and relies a lot on the team-work as well as its (teams) upliftment, whereas
Sam is from GenY (The Y Generation) or the Millennial and for him self-reliance is more
important. Though they share a great personal rapport but they always find dissonance at
work.
a) Explain the reason for their dissonance? It is natural to have such dissonance, give
concluding remarks for the same (5 Marks)
b) Introduce the value system of your generation. Discuss the rest of the generations and
their values?