Generational Conflict in the Workplace Essay

AbstractConflict in the take form backside is non a new problem. Having many extensions deceaseing towards the akin goal impart almost al focal points cause some friction. It becomes the state of administrators/managers in the workplace to not only substantiate the source of this strife, save overly diffuse it before it becomes counterproductive. Conflict can be a in truth powerful tool in the workplace if not allowed to beat up out of hand. Each generation in the workplace has very much to acquire from the former(a)s. They excessively hold in much to teach. Using The Wheel of Conflict to insure this conflict will allow for a more(prenominal) productive, and less contrary workplace.Factors Leading to ConflictWith the recent downturn in the economy and the change magnitude number of individuals entering the workplace after formal education thither has been an increasing number of conflicts indoors the workplace among individuals from take issueent generations. My generation, generation Y or the millennial generation is generally involved with this conflict. I would alike(p) to include a little background on each of the 2 main generations involved. quantifys X consists of approximately 55 million workers in northeastward America. They were born between 1965 and 1980. It is generally accepted that Gen Xers be called the latchkey children. They atomic number 18 self-reliant and independent. They generally enjoy a casual and friendly work environment.They separate friends from family, and seek a balance between work c atomic number 18er and family. times Y consists of approximately 80 million workers in trades union America. They were born between 1981 and 1999. These argon the newest individuals to enter the workforce. They generally celebrate regeneration theyre optimistic, inventive and individualistic. They like to rewrite the rules, and generally enjoy a pleasur adequate to(p) lifestyle. Gen Yers do not see the relevance of m ost institutions. They are masters of technology, mainly because they have grown up in a world with the Internet and gadgets. Unlike the latchkey children, they were nurtured by their parents and see friends as family. They have high deportations and demands, and wish to work for heartyly responsible companies. Gen Yers are also more involved with politics.EmotionsThrough examining the differences in the Generation Y and Generation X individuals in the workplace it can easily be intractable that emotions play a very large aim in the conflict on both(prenominal) sides. Generation Y seems to have a very high opinion of themselves. They do not like authoritarian lead styles because they grew up able to question their parents. Unlike previous generations Gen Yers like to understand their job accommodate their personal life, not the other way around. They place a high value on self-fulfillment and do not tolerate to stay in a particular job ample because they view career change as normal. They are also given up to receiving constant feedback and recognition from parents and other figures of authority. They continue to expect this in the workplace.Generation X and before resent this type of self-important behavior and are generally uninterested of the Gen Yers. In a Lee Hecht Harrison Company deal 70% of former(a) employees were dismissive of younger workers abilities, and 50% of younger workers were dismissive of older workers abilities. This shows that both groups are equally dismissive of the other. Generation Y employees come from the period of instant gratification. As a member of this generation I moldinessiness say that I cannot recall a time that I wasnt able to get an answer that I sine qua non for a question on any topic.The Internet is a huge resource and has perpetually been at my fingertips. This has played a large quality in creating the attitudes of Generation Y workers. They havent had to learn patience. or so Generation Y workers come out of college, with a high self-worth, and expect to make a six-figure salary. That is just not reasonable. Considering that the Gen Yers have been pampered by their families, they oppose like an insolent child when they do not get what they rule they are owed. This emotional reaction does not help their case within the workplace. CommunicationAnother common factor that leads to this conflict has to be conversation. As stated before, the younger generation has grown up in a world of technology. They are perfectly confortable communicating through email, sums, or social networking sites. These modes of communication are wellwithin their comfort zones. This comfort with indifferent communications has one major drawback. Many Gen Yers do not let the ability to speak face to face, and express their ideas. Inability to communicate will cause great problems in the workplace.Gen Yers may misinterpret constructive admonition from older colleagues, and older colleagues may savou r that younger individuals are irreverent within the workplace. The fact is that neither group is right, and neither is wrong. Most Gen Yers are not intentionally dis adoreful they simply need to learn how to by rights communicate in the workplace. The comfort level they possessed at family unit is not appropriate at the office. At the same time the older generations need not write off the younger generations because of some communication miscues. Values/RelationshipsValues and relationships also play a large role in this conflict. First off Gen Yers consist of nearly 50% of non-native North Americans. Most Gen Yers have liberal attitudes towards gay marriage and interracial dating. They are critical of the ethics and morality of argument. They maintain close ties with their families, and are much more active in politics then their counterparts. Either way you look at it they are socially different than their elders. Generation X consisted of the 1960s and 1970s. There were raci al struggles in the not so outback(a) past. Old stereotypes die hard, and there may be some unconscious issues between the older guard and the newcomers. These issues may not be as blatant as outright racism, but may be subtler.Gen Yers wouldnt think twice about seeing a burka in the workplace, whereas Gen X and before may do a double take. Relationships with family also play a large role in this conflict. Firstly Gen Yers are not afraid to live with their parents until they find the right job. This can oft be viewed unfavorably by older generations who see this unwillingness to leave off on their own as a weakness. NeedsIn order to properly address the conflict within the workplace, one must understand the various needs of all parties involved. There are threesome basic types of issues to consider. The first of these are Substantive Issues. This includes things like money or salary, resources needed for a job, or time. Second is Procedural Issues. These include mode that we u se to address the conflict. This could be communications or other instrument that are used to address conflict. at long last Psychological Needs comes into play. These are things that all people generally hold sacred. This includes things like assert, fairness, or respect.These general needs or issues are the same for all people. They only differ in the perception of them. Managers must understand that 99% of individuals go to work for a paycheck. In a job their substantive needs must be met. For Gen Xers this is pretty easy to handle. With Gen Yers it appears to be a little more complicated. As mentioned earlier, Gen Yers have a very high self-worth. They often feel that they deserve a higher salary that they receive. This will cause morale to drop among them, and open up the opportunity for conflict. Similarly, procedural issues present a problem with Gen Yers.They resent much about the current structure of business, and expect constant feedback. A little give and take on both sides of the issue will be needed to effectively resolve this problem. Finally the psychological needs are the most difficult thing to address. Because of the ethnic differences in the generations, both parties must be open to what each other can bring to the table. Both the Gen Xers and Gen Yers want respect, and each party shows respect in different ways. Therefore, an understanding must be reached to achieve the coveted result. If parties feel respected they will be more willing to participate, and trust each other. ConclusionThis is an ongoing circle of conflict. People are creatures of robes and are not generally open to change. Throughout time, each generation has had contempt of some form for the generation that follows. The incoming generation has always felt that they know more than the ones they are replacing. The important thing to take to be is that open communication channels will benefit the workplace. Each generation will better understand each other, and will be able to learn from one another. Generation Y must understand that the business world is very different from their childhood. Generation X must understand that not all change is bad. The humorous side of this is that in 20 years. The generation Y will have the same issues with Generation Z as Generation X had with them. Works CitedMayer, B. (2000). The Dynamics of Conflict declaration A Practitioners Guide. San Francisco, CA, USA Jossey-Bass. Williams, R. (2009, September 8). Why be You Not Like Me? The Generational Gap In The Workplace. Retrieved February 2, 2012, from Psychology directly http//www.psychologytoday.com/blog/wired-success/200909/why-are-you-not-me-the-generational-gap-in-the-workplace