Generational Conflict

Generational Conflict

References

Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person organisation values fit. Journal of Managerial Psychology, 23(8), 891-906Eisner, S. (2005). Managing generation Y. SAM Advanced Management Journal (07497075), 70(4), 4-15.

Edwards, J. R., Cable, D. M. (2009). The Value of Value Congruence. Journal of Applied Psychology, 94(3), 654-677

Hillman, D. R. (2014). Understanding Multigenerational Work-Value Conflict Resolution. Journal Of Workplace Behavioral Health,29(3), 240-257

Hui-Chun, Yu, & Miller, P. (2003). The generation gap and cultural influence-a Taiwan empirical investigation. Cross Cultural Management: An International Journal, 10(3), 23-41.

Martin, C. A., & Tulgan, B. (2002). Managing the generation mix: From collision to collaboration. Human Resource Development.

McGuire, D., By, R. T., & Hutchings, K. (2007). Towards a model of human resource solutions for achieving intergenerational interaction in organisations. Journal of European Industrial Training, 31(8), 592-608

Myers, K. K., & Sadaghiani, K. (2010). Millennials in the workplace: A communication perspective on Millennials’ Organizational Relationships and Performance. Journal of Business Psychology, 25, 225-238

Murray, E. (2013). Generational differences. Nursing Management (Springhouse), 44(12), 36-41.

Outten, M. (2012). From veterans to nexters. Nursing Management (Springhouse), 43(4), 42-47.

Robert M. McCann & Howard Giles (2007) Age-Differentiated Communication in Organizations: Perspectives from Thailand and the United States, Communication Research Reports, 24:1, 1-12, DOI: 10.1080/08824090601120841

Shaw, S., & Farhurst, D. (2008). Engaging a new generation of graduates. Education and Training, 50(5), 366-378

Wey Smola, K., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of organizational behavior, 23(4), 363-382.

Woodmansee, C. (2013). Communicating Across the Generations. ESOP Report, 3.

Class Poll: What Do You Think?

Veterans

Recommendations for Communication Style

Defining Generations

Recommendations for Workplace Values

Question 3

Question 1

1

3

Baby Boomers

How many of you believe that there is a generational divide in the workplace?

How many people would quit their job if their employer told them to delete their Facebook page?

A generation is a group of individuals who share the same birth years and have experienced similar significant life events

(Shaw & Fairhurst, 2008).

Each generation holds different values, morals, dreams, desires, ambitions and styles of working that can lead to organisational conflict. (Bennett, Pitt & Price, 2012)

Generation X

Question 2

Thank You for Listening!

2

How many people would like to receive weekly feedback?

There are currently four generations in the workforce: Veterans, Baby Boomers, Generation X and Generation Y

Generation Y

Benefits of having an

intergenerational workplace

Class Question: What are the benefits of having an intergenerational workplace?

Any Questions?

- Unique contributions

- Information sharing

- Positive work behaviours

Relevance

Implications

"Nearly 60% of HR professional report conflict between younger and older workers" Eisner, 2005

Main Causes of Conflict

How does it effect us going into the workforce?

- Employees in the workforce for longer

- Young professionals may face generational conflict when entering work force

How does it effect management and organisational success?

- Lower productivity

- Reduced Profits

- Higher turnover

- Frustrated Employees

Intergenerational conflict has the following implications for the organisation and management:

• Decrease in work attitudes and effectiveness
• Reduced employee productivity
• Lower employee well-being
• Prevents effective teamwork and collaboration
• Job dissatisfaction
• Alienation
• Low moral
• High turnover and absenteeism

Style of Communication

Differing Values