Outline

Sharon Kwan

1) Purpose: To educate those in and entering the workplace on the different generations, the
conflict that arises from generational differences, and determine effective ways to resolve
generational conflict in the workplace

2) Thesis: In order to resolve generational conflicts within the workplace, an understanding

of the backgrounds of different generations must first be established, generational
differences and created conflict should be determined, and effective strategies proposed
by workplace professionals should be explored.

3) Understanding the Four Generations:

a. Traditionals
i. Many are retired, however some continue to work as executives, members
of boards of directors. The Silent Generation grew up with many rules and
pressures to conform. Although this generation saw increase prosperity
over their lifetime, they remember the great depression. The Silent
Generation values conformity, no one should stand out, everyone should
work for the common good. Dedication and sacrifice means that you work
to the common good (Rodriguez, 2015).
b. Baby Boomers
i. These individuals grew up with fewer rules and a more nurturing
environment. They lived in generally prosperous times but experienced
high rates of layoffs. Regardless, the Baby Boomers are well known to
live to work and excelling in their career is important. Baby Boomers
rebelled against the conformity of the traditionalists although they did
take on the value of team orientation. But as a rebel they put personal
gratification above group sacrifice of the generation before. Boomers tend
to believe that success is only achieved through hard work (long hours)
and playing nice, but being competitive (Rodriguez, 2015).
c. Generation X
i. Today, this group holds strong positions in key leadership roles in
organizations. Many are rapidly approaching the midpoint of their
working careers. This generation experienced turbulent economic times,
downturn in the 80s, upswing in the 90s, and another downturn in the
early 2000s. Unlike the Baby Boomers, Generation X were well known to
work to live, valuing life outside of work. In addition, Generation X
took a different stance in regards to work, mainly a change in perspective
from job security to career security (Rodriguez, 2015).
 d. Generation Y
i. Many Millennials group up attending day care, with very involved
helicopter parents. Prosperity has increased over their lifetime, and a
very common saying with the generation is Live, then Work! Generation
Y is achievement oriented, wanting to build parallel careers, modeled by
being experts in multitasking (Rodriguez, 2015).

4) Generational Conflict as a Result of Differences:

a. Stereotypes of Each Generation Generate Conflict Within the Workplace

i. Although a stereotype exists that Millennials (those born after 1979, for
purposes of this survey) are the me generation and have high
expectations for employers, an international survey of hiring managers and
HR professionals released Oct. 8, 2012, concluded that Generation X
(those born between 1962 and 1979 for purposes of this survey) is the
most demanding age group in the workplace (Hastings, 2012).
ii. Baby Boomers think Generation Xers are too impatient and willing to
throw out time-tested strategies, while Gen Xers may see Boomers as too
political and being inflexible to change (Birkman 2016).
iii. Older generations may consider Millennials as too spoiled and self-
absorbed, while Millennials see others as too set in their ways and out of
touch (Birkman 2016).
b. Substantial Differences Between Generations Create Conflict
i. Communication Style
1. Research on management of multigenerational workplaces as cited
by Beaven indicates that the basis of tension may stem from
generational differences in work norms and communication style
(Beaven, 2014).
2. In Research from Robert Half, Baby boomers were perceived as
more reserved, while generations y, millennials, tend to favor more
collaborative and in-person interaction.
ii. Technology: Directly related to communication, technology appears to be
the key disparity between generations
1. Millennials have been entangled with technology since birth,
staying connected through email, instant messaging, and cell
phones (Beaven, 2014)
2. Because younger generations have grown up with this, they see it
as a primary communication channel (Birkman 2016).
iii. Response to Authority and Leadership
1. Both Traditionalists and Boomers entered the workforce at a time
when the structure of most business organizations were strongly
influenced by military thinking (Berstein et al., 2008).
iv. Work Ethic
1. Generation X is labeled as the slacker generation (Jenkins, 2007).
 2. Employers complain that younger workers are uncommitted to
their jobs, only willing to do the bare minimum and little more.
3. Boomers may be workaholics and reportedly started the trend
while Traditionals have been characterized as the most
hardworking generation (Jenkins, 2007).
4. Older employees have a less idealized view of work than younger
workers Tolbize (2008).

5) Strategies to Resolve Generational Conflict

a. Collaboration
i. Research from the Society for Human Resource Management found that
collaborative discussion, decision-making and problem solving are
successful ways to deal with generational differences in the workforce
(Birkman, 2016).
b. ACORN imperatives: approaches that contribute to intergenerational comfort
i. The imperatives include accommodating employee differences by for
instance, learning about their unique needs and serving them accordingly;
creating workplace choices such as allowing the workplace to shape itself
around the work being done or decreasing bureaucracy; and operating
from a sophisticated management style which would involve adapting
leadership style to context or balancing concerns for task and concerns for
people for instance (Tolbize 2008).
c. Mentoring Programs
i. By encouraging each generation to mentor the other, they can provide
different strengths, experiences and knowledge.
1. Inclusion helps to use those differences as leverage to maximize
results in the workplace (Rodriguez, 2015).
ii. The younger person who grew up with the internet
teaches the older person about the power of social media to
drive business results (Knight, 2014).