The concerns of growing the young generations and reducing the old generations are causing the conflicts in enterprises. Leaders and managers need to change the visions and thoughts to resolve the concerns of generational conflicts in order to develop the enterprises better in future. This journal article will basically discuss the generational conflicts in enterprises; thereby, it shows the trends of resolving these conflicts. Also, it confirms the important and essential role of leaders and managers.
II. Introduction.
Nowadays, the generational concerns are the primarily reasons of conflict in any enterprise. The occurred conflicts will affect to the entire operation such as: effectiveness, management, communication, employer, employees However, it is essential for business to launch the new generations in future. The five generations include of the Traditional Generation or Traditionalists (pre-1945); the Baby Boomers (1946 – 1964); the Generation X (1965 – early 1980s); the Generation Y or Millennials (early 1980s – early 2000s); the Generation Z or Linkster Generation (after 2000s). .
In facts, exactly figuring out the concerns could integrate the generations together from resolving the generational conflicts. It is very important to develop and improve the enterprises in future. Each generation is very different and should be determined by their values and their performance of work. The conflicts usually occur due to the differences in their values and experiences. If there is the effective manager, it must clearly understand the unique values and experiences to each generation, as well as you must lead them to learn from the diversity of each generation, especially their cultures.
III. The Characteristic of Each Generations.
Firstly, Traditionalists are people which born from 1922 to 1945. They grew up in two World Wars and were served in a military. As Clarke (2009), many in this group have retired, but they are others staying in the workforce on a part-time basis.
