Multi-generational conflict experienced by employees at Mangaung Metropolitan Municipality
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Date
2020
Authors
Masisi, Mathapelo
Journal Title
Journal ISSN
Volume Title
Publisher
University of the Free State
Abstract
The purpose of the research was to assess multi-generational conflict experienced by employees at Mangaung Metropolitan Municipality. This was assessed by focusing on the definition of multi-generational conflict according to literature; identifying the causes of multi-generational conflict; determining how these conflicts manifest in the workplace and determining whether any strategies are used by employees to manage multi-generational conflict. The researcher adopted an interpretive paradigm as a philosophy and the study was qualitative in nature. The non-probability, purposive sampling strategy was used. The population consisted of employees working at Mangaung Metropolitan Municipality and representative of three generational cohorts, namely baby boomers, Generation X, and millennials (Generation Y). Findings indicate that multi-generational conflict was defined as tensions or conflicts which cause uneasiness as different generations interact in the workplace. Multi-generational conflict at Mangaung Municipality is caused by identity-based, value-based, and behaviour-based conflict. Identity-based conflict manifests at Mangaung Local Municipality as the younger generation is perceived to be idiocentric, meaning caring about their own selfish interests, needs, views, and goals; whereas the older generation is generally perceived generally as caring about the needs and views of others. Behaviour-based multi-generational conflict manifested when the younger generation was perceived as having an entitlement mentality, not having a work ethic, not going the extra mile at work, having a problem with late-coming; however, expecting a promotion, overtime pay, acting in a higher position when a vacancy becomes available. The older generation is perceived as being disciplined, hardworking, and dedicated to their work; consequently, causing a conflict in the workplace classified as earned vs entitled. Value-based multi-generation conflict manifested in the older generation being perceived as trying to maintain the status quo by sticking to old ways of doing things instead of being open to innovation and change like the younger generation. The conclusion reached was in line with the social identity theory and generational cohort theory, which seeks to explain how the individual develops their value system and how the era in which they grew up affects how they view the world.
Description
Dissertation (MBA (Business Administration))--University of the Free State, 2020