Background: A new generation are entering the labor force and will soon make up 20% of the labor market, Generation Z. Individuals from Generation Z had a unique upbringing featuring modern technology, economic well-being, and overprotective parents. The literature depicts that there are fundamental differences in generations’ experiences and events faces during their developing years which can lead to different preferences and expectations of work and leadership. Thus, Generation Z’s expectations or what they value may significantly differ from previous generations’ measures. Therefore, it is essential for organizations to understand the new generation entering the labor force to be able to structure the working conditions, human resources, compensation policies, and leadership to attract and retain individuals from Generation Z in their labor force. 

Purpose: The purpose of our study is to understand and explore the process of integrating individuals that possesses different characteristics that those already integrated in the labor force and what implications it can have for the leaders in the context of an organization. We want to create a deeper understanding of if and how leaders adapt their leadership to these individuals.

Method: To fulfill the purpose, a qualitative case study with an explorative research designwas applied where the data was gathered through in-depth, semi-structured interviews. 9interviews were conducted with formal and informal leaders, working within the case company. The data analysis was then conducted through thematic analysis with an inductive approach. 

Conclusion: The findings in this study suggest that while many characteristics of Generation Z align with existing literature, this study identified additional traits recognized by organizational leaders. Furthermore, it is evident that the integration of individuals that possesses different characteristics have an impact on the organizational leaders in terms of their leadership in various ways, prompting a need for enhancement of leadership capabilities, refinement of integration processes, implementation of follow-up support and support mechanisms.