Gen X is the Key: Management Essay on Generational Conflict in the Workplace (original) (raw)

The Issues of Generational Conflicts in Workplace and Solutions for it

As the increasing growth of new generation and the deterioration of old generations are occurring currently in companies and organizations in all industries. Leaders and executives will witness the changes of policies and corporate cultures as a whole. However, as companies gradually and slowing changes their corporate ways; the issues of the article will discuss the generational conflicts in workplace as the new and the old will collide. As well as, discussing solutions and methods to understand these diverse cultures of generations and applying to resolve workplace conflict.

Solutions for Generational Conflict in the Workplace

Since the digital revolution began, value differences between generations have been greater than in past generations. The perceptual differences from generation to generation about expected behaviors in the business environment can cause conflict, decrease company morale and affect efficiency and profit margins. Understanding the key motivational differences between the Silent Generation, Baby Boomer, Generation X, and Millennials is key to creating an effective business. Since people tend to identify themselves with their generational group, they can develop a group bias towards their own values and consider other generations as an outgroup. By utilizing traditional intergroup conflict resolution tools in team building programs, these differences can be bridged to form complementary teams. Utilizing general contact theory, re-categorization, and empathy the various members of generational groups learn to work with each other more effectively.

The challenge of generation gap within organization

2017

Organizations are facing the retirement of many older workers and the challenge of recruiting and retaining young talent. However, few studies have empirically substantiated generational differences in work values.The differences generation representing Silent, Traditional or Veterans Generation, Baby Boomers, Generation X (Gen X) and Generation Y (Gen Me, also known as gen Y, or Millennials). Each generation is shaped by economic, social, historical and contemporary politics.This will create a conflict of generation gap in an organization that requires immediate action from the management and the workers themselves between which can be done to address this problem is to understand the nature and the characteristics of each generation in order to reduce the existing public perception of every generation and introduce appropriate measures to be taken by the management of the organization. Each generation and their unique perspective should be acknowledged and incorporated through the...

Capturing the Nature of Generations at Workplace

International Journal for Advance Research and Development, 2017

Generation is considered as one factor of many that show ‘what we are’. “Every generation of employees is unique, valuable, and special, in reality, each tend to view the other differently based on their own life experiences and expectations”(Angeline, 2011). Currently originations are the place of employment for almost three generations (Baby boomers, generation X and generation Y). And in organizations workforce management is the major issue. To manage these workforces understanding their attitudes, work beliefs, characteristic and values are essential. The objective of the present study is a theoretical revision that aims to broaden the understanding of generations in workplace on different variables to apprehend the nature and characteristics of existing generations. The findings of the work guide the managers and organizations on how to utilize different generation for the effectiveness and efficiency& for developing organizations and also eliminates the perception and misunder...

A Study of Generational Conflicts in the Workplace

European Journal of Business and Management Research, 2022

This article reviews research around generational differences and examines the causality between these differences and conflicts usually happening at the workplace. The conflicts can be defined as value-based, behaviour-based, or identity-based. These generational differences also affect managers’ strategies when dealing with conflicts at work. Morton Deutsch’s theory of cooperation and competition is often used for organisations to understand the nature of conflicts, and the Conflict Process Model can be used to examine how conflicts can evolve. Studies show that once a generational conflict is identified and understood, organizations can mitigate and resolve the conflict by developing mentorship between the parties involved to embrace generational diversity. Various components of the HR activities should also be altered to adapt generational differences for an organization to attract and retain talents. As events and developments that caused generational differences are chronologi...

THE AGE OF UNDERSTANDING: RETHINKING GENERATIONS IN THE WORKPLACE

IAEME PUBLICAITON, 2024

The contemporary workforce is characterized by an unprecedented confluence of generational cohorts, each with distinct values, work styles, and technological proficiencies. This article explores the challenges and opportunities presented by this multigenerational landscape. Drawing on current research and workplace examples, it examines how organizations can foster a collaborative and productive work environment by acknowledging the multifaceted nature of generational diversity. The discussion highlights the importance of technological adaptability, effective leadership styles, work-life balance initiatives, and dismantling generational stereotypes. An integrative approach that acknowledges the intersection of generation, culture, and individual experiences is advocated as key to maximizing organizational outcomes. This article provides actionable strategies for crafting an inclusive workplace where employees from all generations feel empowered to contribute their unique skills and perspectives, ultimately leading to a more engaged and productive workforce.

How do organizations create and sustain vitality in a multigenerational workforce

2018

The purpose of this qualitative research study was to examine and identify the best practices and strategies for human resource managers and organizational leaders to utilize to decrease the generational gaps amongst the four generations currently employed in the labor force, and to create and sustain a vital, multigenerational workforce. The four generations currently working side-by-side in the United States are the Traditionalists, the Baby Boomers, Generation X and Generation Y, better known as the Millennials. Each generational cohort brings unique variables to the workplace such as behaviors, expectations, personal values, communication styles, and motivational factors that create challenges for organizations. Learning how to overcome these challenges will assist in creating connectivity among the cohorts, benefiting organizations in numerous ways, including greater operating efficiency and retention of employees. By understanding the different characteristics and needs of the...

HR PERCEPTION TOWARDS MULTI GENERATION WORKFORCE

We are entering a new era in the workforce where the generation of baby boomers and generation x will be gradually and continuously replaced by the latest generation z and generation alfa (from 2010 the kids of now). Multigenerational symbiosis is an often researched yet not fully understood the aspect of Human Resources. Numerous researches have been carried out in various ways on this subject but Arsenault (2004, p.124) argues that generational differences topic is 'plagued by erroneous misconceptions' and as such numerous scholars (Callanan and greenhaus,) have called for additional research in this field. So, there is a need for understanding the differences in work values of employees from generation to generation and identify what is changing to better equip HR practices for it. This research is committed to finding the perception of HR personnel towards various generations in the organization and also to identify the differences in the workplace behavior of multi-generations. The study also suggests best practices for stronger performance of employees of Gen X & Gen Y.