Definition of Multigenerational Conflict
The U.S. workplace is becoming increasingly diverse. Workers from four generations --Traditionalists, Baby Boomers, Generation X and Generation Y--are toiling alongside each other. The differing views, goals, attitudes, and work values can result in misunderstanding and tension between the age groups. This tension is generally referred to as "multigenerational conflict."
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Multigenerational Confflict Defined
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The term "multigenerational conflict" refers to the differences in perspective between members of different generations and the kinds of problems that can present themselves as a result of generation gaps. Such conflicts are of concern in the workplace, where clashes between multigenerational workers can have a negative effect on employee morale and overall productivity. This is why many managers have taken a serious look at ways to mitigate such conflicts.
Baby Boomers and Generation X
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According to the Boston College Center for Work and Family, more than half of human resource managers at large companies have either observed or experienced workplace problems that have resulted directly from generational differences. The two generations that comprise the bulk of the work force are "baby boomers" (the term used to describe persons born between 1946 and 1964) and "Generation X-ers" (born between 1965 and 1980). The differences in social mores and work perspectives tend to differ greatly between these two age groups. Work tends to play a greater role in the lives of baby boomers than it does in the lives of Generation X-ers, who generally believe that work is simply a means to earn a living and not something that should define an individual.
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Traditionalists and Generation Y
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The other two generations currently populating the workplace are known as Traditionalists (born between 1922 and 1945) and members of Generation Y (born after 1980). While these two generations represent a smaller percentage of the current work force, both are growing rapidly as more and more seniors are returning to work and a greater number of Generation Y members approach employment age. Each age group brings its own set of views, goals and attitudes to the work environment. Traditionalists, for example, place a much greater emphasis on company loyalty than Gen Y members, who tend to focus more on individual careers than the company itself. A Traditionalist usually expects to spend her entire career with a single company, while Generation Y employees often expect to change jobs several times during the course of a career.
Potential Harm to a Company
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These differing attitudes toward work, if not managed carefully, can compromise the cohesiveness and growth of a company. Management strategies focus on creating an atmosphere mutual understanding and respect between the generations.
Strategy for Success
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In today's workplace, the successful manager is one who recognizes the differences in values between the generations. Recognition of these differences, and implementation of strategies to minimize conflict, are key in fostering a work environment that is conducive to high productivity and low employee turnover.
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References
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