To see the other types of publications on this topic, follow the link: Conflict of generations.
Journal articles on the topic 'Conflict of generations'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Conflict of generations.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Seol, Seonmi. "A study on the generational gap in conflict perception within organizations - Focusing on Generation X and Y -." Korea Association of Local Administration 19, no. 2 (August 31, 2022): 27–48. http://dx.doi.org/10.32427/klar.2022.19.2.27.
Full textAbstract:
This study approaches organizational conflict from the perspective of generation theory. Although it may be difficult for individuals to be grouped as individual beings with unique values, they share similar identities and attitudes from the environment surrounding them and weave a cluster of generations. Therefore, individuals tend to easily accept generational values in order to belong to the generation themselves. It is an anachronism to dismiss the conflicts that heterogeneous generations face in a bureaucratic society with hierarchical order as simply the inadequacy of individuals who cannot adapt to the work environment. After the retirement of the baby boomers, Generational change of bureaucracy causes the need for a re-discussion of public values. In this study, organizational conflicts are divided into relationship conflicts and task conflicts to analyze the differences between the groups of Generation X and Y. As a result of the analysis, there are intergenerational differences in the perception of organizational conflict. Specifically, in relational conflicts, Generation X concentrates on the formation of relationships between colleagues and takes personal sacrifice for granted, whereas Generation Y has a high demand for respect and protection for private life. In task conflict, it is found that Generation X is familiar with a controlled and formal task behavior based on a connectedness and a commitment, but Generation Y is fatigued with the directive task process and prefers a fair task handling method.
2
Alber, Erdmute, and Antje Daniel. "Provincialising Mannheim: what do youth in Benin and Austria have in common?" Acta Academica: Critical views on society, culture and politics 55, no. 1 (July 28, 2023): 41–65. http://dx.doi.org/10.38140/aa.v55i1.7501.
Full textAbstract:
Generational conflicts are increasingly addressed in media and in academic debate. Against this backdrop Karl Mannheim’s investigation of generational change can be brought back into focus. He argues that every generation is a potential for change, but this often goes hand in hand with a conflict between generations. From a postcolonial lens we challenge this universal conceptualisation of generational conflict: drawn from case studies in Benin and Austria we show that Mannheim’s argument has to be provincialised. Despite the different settings and methodological approaches, our results are similar: while young people perceive themselves as distinct from the older generation, and despite the rhetoric of rupture, no conflict can be observed in the concrete behaviour of the actors. Despite these similarities, it is important to witness the particular contexts, with specific, generational locations and specific spatial and temporal conditions. Only taking this into account, can it be said why, in what form, and in which contexts young people contribute to social change through the way they interact with other generations. Therefore, we want to question Mannheim’s assumption of a generational conflict and highlight the need to provincialise it as an engine of change.
3
Pishchik, V. I., and N. V. Koroleva. "Situational analysis of conflict interaction of employees belonging to generations X and Y." Social Psychology and Society 9, no. 1 (2018): 78–89. http://dx.doi.org/10.17759/sps.2018090106.
Full textAbstract:
The article described the situational approach to the analysis of conflicts between representatives of different generations, and analyzed intergenerational conflict, psychological portraits of members of generations X and Y. The study surveyed 144 people. Applied techniques: test Thomas, methods of identifying conflicts of expectations S.I. Erina, E.P. Sharapova; methods of identifying potential interpersonal conflicts A.N. Lebedeva, I.I. Level; developed a questionnaire analysis of the conflict, as well as using situation analysis (related to various situations of the conflict of different generations, their evaluation and analysis). The studies confirmed the differences in perceptions and attitudes to conflict situations of different generations. According to the obtained results we were able to identify a number of patterns, relations, and describe the attitude of employees of different generations to emerging or potential conflicts.
4
Böhm, Robert, Özgür Gürerk, and Thomas Lauer. "Nudging Climate Change Mitigation: A Laboratory Experiment with Inter-Generational Public Goods." Games 11, no. 4 (October 9, 2020): 42. http://dx.doi.org/10.3390/g11040042.
Full textAbstract:
To avoid the dangerous consequences of climate change, humans need to overcome two intertwined conflicts. First, they must deal with an intra-generational conflict that emerges from the allocation of costs of climate change mitigation among different actors of the current generation. Second, they face an inter-generational conflict that stems from the higher costs for long-term mitigation measures, particularly helping future generations, compared to the short-term actions aimed at adapting to the immediate effects of climate change, benefiting mostly the current generation. We devise a novel game to study this multi-level conflict and investigate individuals’ behavior in a lab experiment. We find that, although individuals reach sufficient cooperation levels to avoid adverse consequences for their own generation, they contribute more to cheaper short-term than to costlier long-term measures, to the detriment of future generations. Simple “nudge” interventions, however, may alter this pattern considerably. We find that changing the default contribution level to the inter-generational welfare optimum increases long-term contributions. Moreover, providing individuals with the possibility to commit themselves to inter-generational solidarity leads to an even stronger increase in long-term contributions. Nevertheless, the results also suggest that nudges alone may not be enough to induce inter-generationally optimal contributions.
5
Appelbaum, Steven H., Anuj Bhardwaj, Mitchell Goodyear, Ting Gong, Aravindhan Balasubramanian Sudha, and Phil Wei. "A Study of Generational Conflicts in the Workplace." European Journal of Business and Management Research 7, no. 2 (March 5, 2022): 7–15. http://dx.doi.org/10.24018/ejbmr.2022.7.2.1311.
Full textAbstract:
This article reviews research around generational differences and examines the causality between these differences and conflicts usually happening at the workplace. The conflicts can be defined as value-based, behaviour-based, or identity-based. These generational differences also affect managers’ strategies when dealing with conflicts at work. Morton Deutsch’s theory of cooperation and competition is often used for organisations to understand the nature of conflicts, and the Conflict Process Model can be used to examine how conflicts can evolve. Studies show that once a generational conflict is identified and understood, organizations can mitigate and resolve the conflict by developing mentorship between the parties involved to embrace generational diversity. Various components of the HR activities should also be altered to adapt generational differences for an organization to attract and retain talents. As events and developments that caused generational differences are chronological, conflicts that could arise from the reactions by different generations to the future of work leaping through the recent Covid-19 pandemic should be prepared. However, some studies raised debate about the causality between generations and behavioural characteristics at work and argued the necessity of managing conflicts caused by generational differences, raising concerns that attributing conflicts to generational differences potentially oversimplifies the problems.
6
Bennett, Misty M., Terry A. Beehr, and Lana V. Ivanitskaya. "Work-family conflict: differences across generations and life cycles." Journal of Managerial Psychology 32, no. 4 (May 8, 2017): 314–32. http://dx.doi.org/10.1108/jmp-06-2016-0192.
Full textAbstract:
Purpose The purpose of this paper is to examine work-to-family conflict and family-to-work conflict, taking into account generational cohort and life cycle stage differences. Design/methodology/approach Survey participants (428 employed individuals with families) represented different generations and life cycles. Key variables were work/family characteristics and centrality, work-family and family-work conflict, and age. Findings Generational differences in both directions were found. Gen X-ers reported the most work-family conflict, followed by Millennials and then Baby Boomers. Baby Boomers exhibited family-work conflict the most, followed by Gen X-ers, and then Millennials, a surprising finding given generational stereotypes. Some of these differences remained after controlling for children in the household (based on life cycle stage theory) and age. Millennials were highest in work centrality, whereas Baby Boomers were highest in family centrality. Employees with children ages 13-18 reported the most work-family conflict, and employees with children under the age of six reported the most family-work conflict. Research limitations/implications This study found that generation and children in the household make a difference in work-family conflict, but it did not support some of the common generational stereotypes. Future studies should use a time-lag technique to study generational differences. To reduce work-family conflict, it is important to consider its directionality, which varies across generations and life cycle stages. Practical implications This informs organizations on how to tailor interventions to help employees balance work/life demands. Originality/value This study is the first to simultaneously examine both generation and life cycle stage (children in the household) in regard to work-family conflict.
7
Akimov, Rustam A. "Sociological and Philosophical Aspects of Intergenerational Conflict." IZVESTIYA VUZOV SEVERO-KAVKAZSKII REGION SOCIAL SCIENCE, no. 2 (218) (June 23, 2023): 4–10. http://dx.doi.org/10.18522/2687-0770-2023-2-4-10.
Full textAbstract:
The problem of intergenerational conflict is considered. The research is carried out in the aspect of sociological knowledge, which focuses on the study of the basic characteristics of the relationship between generations of people, the form of the relationship between generations in historical retrospect and modernity, and philosophical knowledge, which reveals the essential foundations of the relationship between people of different generations. The research focuses on the relations of human generations, a priori including differences in interests, worldviews, meanings and goals of life. In this study, the concept of “generation of people” is used in the meaning of a specific historical, socio-cultural community, with similar cultural and historical experience, born in the same period. The study of intergenerational relations and conflicts is methodologically based on the existing theoretical traditions in sociology, integrating two approaches in the study – conflict, revealing the inequality and contradictions of social groups and interpretive – revealing the understanding of the meanings and goals of social action.
8
Han, Miyoung, and Kyoungwha Moon. "Generation Gap and Conflict in teaching society: Focusing on the Inter-Generation Perception and Evaluation of Elementary School Teachers." Korea Association of Yeolin Education 30, no. 3 (May 31, 2022): 51–78. http://dx.doi.org/10.18230/tjye.2022.30.3.51.
Full textAbstract:
This study explored the generation gap and conflict among teachers in the teaching society focusing on mutual perceptions and evaluations between teacher generations. For this purpose, in study 1 we classified elementary school teachers into the following: 86 generation, X generation, and the MZ generation respectively and examined the degree of mutual perception of each other by generation. Results of survey analysis show that the perception of generational differences between young MZ generation teachers in their 20s and 30s and 86 generation teachers in their 50s and 60s was noticeable, indicating clear generational boundaries. On the other hand, Generation X, who is in their 40s, is a generation sandwiched between the younger generation of the MZ generation and the older generation of 86 generation in terms of psychological distance. In addition, MZ generation teachers tended to perceive that generation differences could be the cause of intergenerational conflict than 86 or X generation teachers, but overall, elementary school teachers did not have a high perception of teacher conflict in schools. In study 2, through empirical data through FGI, how to evaluate each other between generations and the contents of mutual evaluation between teacher generations were examined in more detail. As a result of the study, each generation had both positive and negative perceptions of the other generation, but in particular, the lower generation, the MZ generation, had a stronger negative perception of the upper generation, the 86 generation. However, the perception of psychological discomfort or conflict felt by the other generation seems to be caused by differences in subjective perceptions and interpretations of expression methods or behavior patterns between generations. Based on the results of this study, implications for intergenerational communication and cooperation in the teaching society were discussed.
9
Davis, Peter S., and Paula D. Harveston. "In the Founder's Shadow: Conflict in the Family Firm." Family Business Review 12, no. 4 (December 1999): 311–23. http://dx.doi.org/10.1111/j.1741-6248.1999.00311.x.
Full textAbstract:
This paper examines the extent to which conflict across generations of family firms is due to the effects of two independent variables—generation and generational shadow. The presence of a generational shadow was indicated by whether either or both of the parents continued to influence the company once the next generation assumed control. Hypotheses predicted nonlinear trends in conflict and interactions between generation and generational shadow. Using data from a national telephone survey of over 1,000 family business owners, the results of an ANOVA test confirmed that the presence of generational shadow, in particular, that of the founder, increases organizational conflict.
10
Canaan Messarra, Leila, Silva Karkoulian, and Abdul-Nasser El-Kassar. "Conflict resolution styles and personality." International Journal of Productivity and Performance Management 65, no. 6 (July 11, 2016): 792–810. http://dx.doi.org/10.1108/ijppm-01-2016-0014.
Full textAbstract:
Purpose – Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach – The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim’s Organizational Conflict Inventory II. Findings – Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications – This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications – The understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value – Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual’s choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.
11
Jamin, Mohammad. "SOCIAL CONFLICT RESOLUTION THROUGH EMPOWERMENT OF LOCAL WISDOMS." Yustisia Jurnal Hukum 9, no. 1 (May 6, 2020): 1. http://dx.doi.org/10.20961/yustisia.v9i1.39430.
Full textAbstract:
Ethnic, religious, race, and cultural diversity, as well as a large number of populations, are a treasure and strength for the Indonesian people, but on the other hand, it can be potential social conflicts that jeopardize the national integrity. Local wisdom which lived generations by generations and owned by the various local community is a social asset that can be empowered in social conflict resolution. Local wisdom plays an important role, not only preventing social conflict but also providing breakthroughs to resolve conflicts that occurred. Law Number 7 of 2012 concerning Social Conflicts Resolution which reflects the principles of local wisdom, it should be more empower those principles into reality. This empowerment can be done by actualizing the values and institutionalize of local wisdom in social conflict resolution that is implemented at the stages of conflict prevention, termination of the conflict, and restoration of post-conflict.
12
PRUND, Cristina. "THE MANAGEMENT OF GENERATIONAL CONFLICT AT WORK IN THE ROMANIAN TOURISM INDUSTRY." Revista Economica 74, no. 2 (September 2, 2022): 54–58. http://dx.doi.org/10.56043/reveco-2022-0017.
Full textAbstract:
Leaders are looking for solutions to manage the multigenerational work force efficiently and optimally in a permanently fluctuating and changing environment. Four generations are active on the current labour market: Baby Boomers, Generation X, Millennials, Generation Z. As humans make up the most valuable resource of a company, this paper aims at highlighting one of the main problems faced by today’s leaders: generational diversity and generational conflicts at work. In November 2021-March 2022, we conducted this applied research on 86 respondents from Sibiu, Brașov, Alba, Mureș, and Cluj, and identified some of the causes that may lead to professional conflicts between employees belonging to different generations, including: the different values of employees of different ages, their different viewpoints, stress, miscommunication, age differences, and unacceptance of other opinions.
13
Baginskyi, Andrii. "Evolution of theories of resolution of armed conflicts in the second half of the XX century." National Technical University of Ukraine Journal. Political science. Sociology. Law, no. 3(47) (January 29, 2021): 37–42. http://dx.doi.org/10.20535/2308-5053.2020.3(47).229104.
Full textAbstract:
We can distinguish two approaches to the periodization of peace and conflict theories. Both are related to the separation of “generations of theories” with their characteristic accents, conceptual apparatus, paradigms. Generations of theories differ both in their understanding of the external factors of peace formation and in their varying degrees of consideration of internal societal factors in conflict resolution. The first generation of theories uses the basic features of political realism in maintaining peace – the main actors in peacekeeping processes are states that contribute to the end of the conflict at the international level, interacting with other states through diplomacy. The second generation of theories of peace and conflict seeks to move away from the imperatives of the Westphalian international system and focuses on basic human needs and the structural causes of conflict. Thus, the second generation of theories has expanded both methodological approaches and levels of conflict resolution analysis, postulating positive peace as the desired goal of conflict management. In the 1980s, influential theories emerged that not only referred to the deep social determinants of conflict, explored negotiations and mediation, but also drew attention to the temporal dimension of conflict. The concepts of “intractable conflict” and “ripeness of conflict” refer to the next stage in the development of theories of conflict and peace, when, on the one hand, the presence of long-term multilevel conflicts reduces scientists’ optimism about their rapid transformation, and on the other hand can change the dynamics of the conflict towards peaceful processes. The emergence of these theories was the result of paradigm shifts in practical peacekeeping - improving methods of conflict resolution, the transition from a policy of negative peace to a policy of conflict transformation provided a broader interpretation and reinterpretation of social relations within conflict societies. State-centric models of peace, which could be imposed in a rather unilateral way by a third party, were difficult for the international side to extend to the local traditional specifics of social systems and did not ensure the onset of lasting peace.
14
Grishina, L. M. "Prevention of the reasons intergenerational conflicts in families." Vestnik Universiteta, no. 6 (August 7, 2021): 183–86. http://dx.doi.org/10.26425/1816-4277-2021-6-183-186.
Full textAbstract:
Conflicts within the family between representatives of different generations are considered in order to identify the most common causes and topics of conflicts between members of the same family, intergenerational relations in families. Families with representatives of three generation were interviewed: children, parents and grandparents. Questionnaires, surveys, and interviews were used to collect statistical data. Recommendations on forecasting, prevention and management of conflict situations within the family are given.
15
Mantell, Edmund H. "Factional Conflict Through the Generations." American Journal of Economics and Sociology 50, no. 4 (October 1991): 407–20. http://dx.doi.org/10.1111/j.1536-7150.1991.tb03336.x.
Full text
16
Hasan, Ahmad Mu’arif, and Salamiah Sari Dewi. "Perbedaan Konflik Kerja Generasi Baby boomers dan Millenial Pada Karyawan PT. Pelindo Persero Regional 1 Cabang Belawan." Jouska: Jurnal Ilmiah Psikologi 3, no. 1 (February 24, 2024): 1–9. http://dx.doi.org/10.31289/jsa.v3i1.3720.
Full textAbstract:
This study aims to compare work conflicts between baby boomers and millennial employees at PT. Pelindo Persero Regional 1 Belawan Branch. Work conflict is a mismatch between individuals in the company that involves differences in opinions, values, goals, and competition for positions and power in achieving organizational goals. This research method is quantitative with all employees of PT. Pelindo Persero Regional 1 Belawan Branch (60 people) as population and sample. The sampling technique uses total sampling. Data collection using Work Conflict Scale with Likert scale model. Data analysis was performed with Anova test and reliability using Cronbach alpha coefficient. The results of the analysis showed the significance of the coefficient of difference in work conflict of 329.874 (p 0.05), which indicates a high level of work conflict in both generations. Thus, the hypothesis was accepted, suggesting the existence of differences in labor conflicts between the two generations.
17
Toivanen, Mari, and Bahar Baser. "Diasporas’ Multiple Roles in Peace and Conflict: A Review of Current Debates." Migration Letters 17, no. 1 (January 23, 2020): 47–57. http://dx.doi.org/10.33182/ml.v17i1.753.
Full textAbstract:
Diasporas can play multiple roles in both the host country and the homeland, and their activities can varyingly contribute towards peace-building processes or perpetuate conflict back home. In this article, we wish to reflect upon the current discussions in this field, while considering the heterogeneity between and within diaspora communities as well as the generational dynamics of diaspora activism. We discuss intra-diaspora group relations as potential avenues of conflict and peace-building that transcend nation-states’ borders. Moreover, we consider how the dynamics of peace-building and conflict perpetuation can transform over time with subsequent generations. We also discuss the role the second generation can play in relation to peace and conflict.
18
Rachida, Aallali. "Digitalization for Human Resource Management." Marketing and Management of Innovations, no. 1 (2020): 245–55. http://dx.doi.org/10.21272/mmi.2020.1-20.
Full textAbstract:
Behaviours, sometimes different expectations as well as mastery and use of IT are new data to be integrated within the framework of an effective human resources policy. In the absence of real intergenerational management that promotes synergy and the emergence of collective intelligence, individual employees develop withdrawal strategies and anticipate their exclusion, which leads them to self-stigmatize. The objective of intergenerational management is to establish a working climate that promotes communication between generations and their well-being. It makes it possible to organize interactions between generations in work situations and define a common operating language so that profiles of the same age and different ages can lead to the implementation of a joint project. In other words, the usefulness of intergenerational management is to reduce tensions and conflicts beyond stereotypes. The article deals with the issue of intergenerational management to understand the sources of disputes between the different generations within Moroccan companies in the banking sector. The main objective of the research is twofold, firstly to determine the source of the intergenerational conflict by referring to a set of theoretical and empirical studies. The latter shows that the conflict between the different generations is closely linked to the systems of human resource management. On the other hand, bringing concrete leads to companies to understand the problem of intergenerational and to adapt their management methods according to the expectations of the different socio-professional categories. To respond to this problem in the Moroccan context, a qualitative empirical study was conducted with managers from three generations: baby boomers, generation X and generation Y and working in four banks. The empirical research has made it possible to understand the expectations of different ages and shows that beyond the intrinsic characteristics of individuals at work, expectations converge, and the organization of action is likely to be the primary source of intergenerational conflicts. Also, the digitization and use of the computer tool by different generations do not present an obstacle to intergenerational cooperation. The present study provided answers to the defined problem. It also made it possible to identify other variables capable of explaining the intergenerational conflict other than those identified in the literature review. It is more particularly the problem of time management and the lack of support systems. As a research perspective, the results of this study will be useful for testing these hypotheses and confirming them, considering the specificities of Moroccan business. Keywords collective intelligence, digitalization, expectation, human resource management, individual competence, intergenerational conflict.
19
Connolly, John. "Generational Conflict and the Sociology of Generations: Mannheim and Elias Reconsidered." Theory, Culture & Society 36, no. 7-8 (February 13, 2019): 153–72. http://dx.doi.org/10.1177/0263276419827085.
Full textAbstract:
Since its publication in the 1920s, Mannheim’s essay, ‘The Problem of Generations’ (1952[1928]), has attained seminal status in marked contrast to Norbert Elias’s theoretical formulations on generations. Despite Elias's close relationship over many years with Mannheim, the symmetries in their sociological programmes, and, crucially, that Elias's work specifically addresses generational conflict, he remains invisible within the sociology of generations literature. Yet Elias’s contributions on this subject are quite extensive, traversing many of his major works. This article begins by reviewing Mannheim’s and Elias’s formulations on generations and goes on to consider the relevance of Elias’s theoretical ideas in relation to contemporary work on generations. The paper contends that Elias's approach is a more empirically employable theoretical frame and also a stronger one for explaining intergenerational conflict.
20
Slezin, Anatoly, Vladimi Ippolitov, and Kuzma Yakimov. "Intergenerational rupture in the village after the condemnation of collectivization “excesses”." OOO "Zhurnal "Voprosy Istorii" 2023, no. 10-2 (October 1, 2023): 108–29. http://dx.doi.org/10.31166/voprosyistorii202310statyi59.
Full textAbstract:
The article analyzes the relationship between representatives of the “revolutionary turning point” generation (born at the turn of the 19th - 20th centuries) and “children of the revolution” generation (those whose childhood and youth fell on the 1920s - early 1930s) in the Russian village in 1930-1931. The authors show that even after the official condemnation of the “excesses" in collectivization of rural economy, Komsomol and pioneer organizations continued to turn over the generational hierarchy of the Russian village. The article describes the intergenerational conflict in the village in the early 1930s as a conflict based on the opposite values of generations.
21
Féron, Élise. "Transporting and re-inventing conflicts: Conflict-generated diasporas and conflict autonomisation." Cooperation and Conflict 52, no. 3 (October 3, 2016): 360–76. http://dx.doi.org/10.1177/0010836716671759.
Full textAbstract:
Like other types of diaspora groups, conflict-generated diasporas display a strong attachment to their countries of origin, and structure their identities and ideologies around discourses referring to their homeland. However, their inner cleavages, born out of the conflicts raging in their home countries, can run very deep. The maintenance of their ethnic, religious, linguistic or political divisions even generations after the migration process has taken place sometimes leads to conflict transportation processes, whereby the conflicts raging in their home countries are reproduced and maintained in countries of settlement. Incidents opposing rival diaspora groups are thus often interpreted as a prolongation or reproduction of core conflicts raging in their regions of origin. Against this assumption, this article argues that if transported conflicts often formally take the shape of core conflicts, and emulate them by using the same language, symbols and ethnic/religious/linguistic categories, they are also deeply transformed by the migration process itself. In this perspective, this article explores the transformation and reinvention of conflict-generated diasporas’ politics, and proposes to look at the autonomisation processes they display vis-à-vis the core conflicts, in terms of content but also of objectives, ultimately generating a drift at the political and organisational levels.
22
Rothenberg, W. Andrew, Andrea M. Hussong, and Laurie Chassin. "Intergenerational continuity in high-conflict family environments." Development and Psychopathology 28, no. 1 (May 28, 2015): 293–308. http://dx.doi.org/10.1017/s0954579415000450.
Full textAbstract:
AbstractIn the current study, we examined continuity in conflict across generations and explored potential mediators and moderators that could explain this continuity. We followed 246 targets from adolescence to adulthood and examined family conflict as reported by multiple reporters in targets' family of origin and current families. Results showed that conflict in the current family was strongly correlated with that of the family of origin in women but not in men. Continuity in family conflict across generations was mediated by patterns of elevated adolescent externalizing behavior in members of the second generation (G2). In addition, analyses revealed an interaction between both G2 partners' externalizing behavior such that if one partner in the G2 family demonstrated high levels of externalizing behavior, elevated levels of family conflict resulted. Potential explanations and implications of these findings are considered.
23
Teng, Lee Su. "Bracing for the Multi-Generational Workforce: What We Need to Know." management revue 31, no. 3 (2020): 324–45. http://dx.doi.org/10.5771/0935-9915-2020-3-324.
Full textAbstract:
Workforce demographics have changed, and business leaders have started to question how to handle employees from different generations. With the noticeable generational divide, the issue of generational conflict is gaining prominence. Generational disagreement among employees is not new as each generation is shaped by different historical, socio-economic, and political events where each generation brings with them their unique perspective. Leaders in most organizations are aware of it, albeit few are willing to address such conflicts. Even if they do, uncertainties arise. These differences, or their unique generational characteristics, are due to the exposure to historical events during their early years. As most literature stems from the West and the historical events that happened are different, their characteristics may differ in terms of geography. An in-depth and practical understanding of generational dynamics could enhance the effectiveness of management in handling today’s multi-generational workforce. Hence, this research aims to provide insights into the characteristics of Malaysian Baby Boomers, Generation X, and Generation Y who are working locally and comparing them with the West.
24
Hyeon-Woo Lee and Jeong-jin Lee. "Differences of Ideological Conflict between Generations." National Strategy 19, no. 1 (February 2013): 57–81. http://dx.doi.org/10.35390/sejong.19.1.201303.003.
Full text
25
Serykh, A. A. ""Friend / Foe" - intergenerational relationships between Russian historians of the first quarter of the XX century." Vestnik of Samara University. History, pedagogics, philology 27, no. 3 (November 26, 2021): 55–64. http://dx.doi.org/10.18287/2542-0445-2021-27-3-55-64.
Full textAbstract:
The article is devoted to the analysis of intergenerational relations of historians of the late XIX early XX century and young historians, students of the Institute of Red Professors. On the example of the text of the review by A.A. Kizevetter for a collection of works by young historians edited by M.N. Pokrovsky highlighted the key problems through which the conflict of generations of historians is revealed within the scientific community of the first quarter of the twentieth century. The first problem is that A.A. Kiesewetter, like other historians of the older generation, assessed the young generation of historians through the prism of a personal attitude towards M.N. Pokrovsky, hence the negative attitude towards the works of historians. The second problem is the disagreement with young researchers in assessing the activities of historians of the senior school. The third is the inaccuracy in the interpretation of historical sources and, most importantly, the categorical nature of young historians. According to A.A. Kiesewetter, young researchers lacked the critical thinking necessary when working with historical material. Pre-revolutionary historiography was rejected as obsolete. The situation of the socio-cultural crisis and the revolution of 1917 created the basis for the formation of a generational conflict. The pre-revolutionary system of evolutionary development and conflict-free transfer of experience was destroyed, and as a result, dialogue between generations did not work out. Each of the generations tried to prove its own significance in scientific activity.
26
Helena Dantas Junqueira, Maria. "OS IMPACTOS DAS DIFERENTES GERAÇÕES NA GESTÃO DE TALENTOS." Revista Científica Semana Acadêmica 01, no. 199 (September 3, 2020): 1–19. http://dx.doi.org/10.35265/2236-6717-199-8935.
Full textAbstract:
Managing people is a challenge for companies. With the coexistence of different generations in the labor market, Human Talent Management needs to understand what the diferente forms of motivation are and what conflicts can exist in the relationship between such diferente people. The generations may seem very different at first, but deep down they reveal some similarities. Through the reading of different authors, it was possible to define what a generation is and how it is divided, in addition to understanding what human talento management is and what its importance is for the organization. Some studies were analyzed to understand the behavior of each generation and to know what motivates them. The main causes of conflict could also be perceived and understood during the development of this work.
27
Jemima, Rasolofomanana Tahiry Nantenain, and E. Kusumadmo. "IDENTIFYING STRATEGIES TO MINIMIZE INTERGENERATIONAL CONFLICT IN WORKPLACE." KINERJA 23, no. 1 (April 1, 2019): 67–75. http://dx.doi.org/10.24002/kinerja.v23i1.2127.
Full textAbstract:
This study was conducted to identify strategies to minimize intergenerational conflict in workplace in an e-commerce company in Madagascar. This company is made up of three generations of people who is different in many ways that often lead conflict in workplace.In this study, 125 out of 150 questionnaires were returned to the researcher to be analyzed and interviews were conducted with four people. The data were analyzed by using NVivo 8.The finding of this study indicates that to minimize intergenerational conflicts: managers should have more understanding on what their employee’s needs and expectations; they must familiarize themselves with them. Establishing internal communication that value everyone is a must to solve intergenerational concern. Training is useful to strengthen team cohesion and mentorship is to break through barriers by encouraging employees of different generations to connect each other and setting compromise improve collaborations level among employees.Keywords: conflict management, intergenerational conflict, multigenerational workplace.
28
Shatto, Bobbi, and Kelly Erwin. "Teaching Millennials and Generation Z: Bridging the Generational Divide." Creative Nursing 23, no. 1 (2017): 24–28. http://dx.doi.org/10.1891/1078-4535.23.1.24.
Full textAbstract:
Most undergraduate students today are part of the millennial generation. However, the next wave of students—Generation Z—are just beginning to enter universities. Although these groups share many similarities, they each have unique characteristics that create challenges in the classroom. Incorporating technology, engaging students with adaptive learning activities, and understanding basic generational differences are ways to limit the effects of generational conflict while keeping both millennials and Generation Z students engaged in learning. It is important to understand basic differences and distinctions across generations for developing pedagogy that reaches these unique student populations.
29
Saporovskaya, Mariya V. "Intergenerational conflict and psychological well-being of family." Vestnik of Kostroma State University. Series: Pedagogy. Psychology. Sociokinetics 26, no. 4 (February 24, 2021): 48–54. http://dx.doi.org/10.34216/2073-1426-2020-26-4-48-54.
Full textAbstract:
The article presents the results of a series of studies, the purpose of which was to study the socio-psychological patterns (causes and functions) of intergenerational conflict in different social contexts (in the family and in society). Problematic issues are discussed regarding the reasons for the inevitability of a generational conflict; the relationship of the conflict with the psychological well-being/unhappiness of the family; the “creativeˮ function of the conflict. The results of empirical studies are presented, the sample of which consisted of 371 people – representatives of the generations of “sonsˮ and “fathersˮ. The main results are the description of the system of positive and negative attitudes of young people in relation to old age as a factor of conflict, as well as contradictions in the understanding by parents and adolescent children of the actual situation of their relations and interaction. It is noted that this inconsistency is not only an indicator of intergenerational conflict in the family, but also an important factor in its inevitability, which is associated with natural attribution errors associated with differences in the life experience of different generations. Based on the analysis of the results obtained, the identification, adaptation and selection functions of the generational conflict in the family are described.
30
Rikel, Alexander M., and Egor A. Dorokhov. "Cultural Life Scenario in Generations: an Instrument to Study “the Changing in the Unchanged”." National Psychological Journal 54, no. 2 (2024): 150–62. http://dx.doi.org/10.11621/npj.2024.0213.
Full textAbstract:
Background. Increasing social attention to the problem of expanding contradictions in social attitudes among the younger and older generations and, as a consequence of a possible generational conflict, causes an increase in the number of social-psychological studies of intergenerational differences. However, most of these studies do not seek to distinguish between the factor of belonging to generational and age groups, which causes methodological confusion in the results. Objectives. The aim is to identify and describe the role of the factor of belonging to a generation in the cultural life scenarios (CLS) in different generations of modern Russians in relation to the age factor. Methods. An empirical study (N = 951) was carried out using a modified ‘Lifeline’ technique. The Age-Period-Cohort (APC) analysis was applied to process results showing differences between generation and age factors. Results. The revealed features of CLS in four generational groups were described in detail. Also, the possibilities of studying CLS in the context of generational and age-psychological factors were analyzed. In particular, it was noted that it was the so-called generation Z that demonstrated the greatest number of differences in CLS from other generations, as well as a trend towards individualization of life scenarios. Conclusions. A conclusion was made and mathematically substantiated about the importance of continuing the study of generations in their socio-psychological understanding (separately from the age factor). A theoretical proposal was made to revise the boundaries of generations with the subsequent division of generations into subgroups.
31
Tezcan, Tolga. "First-generation circular migrants involved in the upbringing of their grandchildren: the case of Turkish immigrants in Germany." Ageing and Society 41, no. 1 (July 18, 2019): 77–100. http://dx.doi.org/10.1017/s0144686x19000953.
Full textAbstract:
AbstractFollowing retirement, older immigrants increasingly tend to engage in circular migration. This back-and-forth movement introduces a variety of challenges affecting the nature of grandparenthood as well as grandparental involvement in the upbringing of grandchildren. For circular migrant grandparents, maintaining intergenerational relationships requires them to overcome not only geographic distances, but also linguistic and cultural differences. In families with circular migrant grandparents, intergenerational conflict often springs from disparate generational exposure to acculturation processes, producing divergent aspirations within the first and second generations regarding the upbringing of the third generation. This study explores how first-generation Turkish circular migrant grandparents attempt to raise grandchildren who reside in Germany by implementing ‘cultural and instrumental transfers’. This study undertakes a qualitative approach: semi-structured interviews with a purposive sample of first-generation Turkish circular migrant grandparents (N = 40). The analysis finds that child-care assistance is characterised by intergenerational conflict – rather than solidarity or altruistic support – between the first and second generations. Moreover, through transnational arranged marriages, as a cultural transfer, and inter vivos gifts, as an instrumental transfer, grandparents encourage their grandchildren to return to Turkey permanently.
32
Brodin, Eva M., and Thomas Sewerin. "“This is no Eden:” Three generations of researchers coping with team conflicts in an outstanding research environment." Högre utbildning 12, no. 2 (2022): 30. http://dx.doi.org/10.23865/hu.v12.3847.
Full textAbstract:
Based on interviews with three generations of professors reflecting upon their development as early career researchers in an outstanding research environment within the STEM-field, this study aimed to explore how they had coped with relationship conflicts in the environment, how this had an impact on their team socialisation, and how their development was framed by their supervisors’ leadership. Using theoretical thematic analysis, we found four conflict responses used by each generation when they were early career researchers. In external competition, they had performed beyond the big bang(s), and when there was a temporary armistice among the senior researchers, they had collaborated for success. Within the environment, they had engaged in quasi-collaboration and navigated in secrecy to evade conflict with their supervisors. Their evasive conflict responses reveal an epistemic living space where the senior researchers’ defensive approach had restricted their scope of learning as doctoral students, and junior scientists had struggled for independence. Seeing that each generation had developed a defensive approach themselves as leaders in their postdoctoral careers, we hold that the real issue in this case is about leadership. Leading doctoral education is not only about leading research, but also about leading education with a caring and systemic approach.
33
Lee, Ahyoung, Soondool Chung, and Juhyun Kim. "Perceptions of Generational Conflict Among Three Age Groups in South Korea." Innovation in Aging 5, Supplement_1 (December 1, 2021): 827. http://dx.doi.org/10.1093/geroni/igab046.3032.
Full textAbstract:
Abstract After rapid industrialization during the past few decades, the gap between generations in South Korea has widened and the issue of generational conflict is being discussed as a social problem (Chung & Lim, 2018). The purpose of this study is to find out how each generation perceives generational conflict in the areas of family, politics, economy and social welfare, and culture. An online survey of 1,000 adults aged 20 and over was conducted nationwide in South Korea in January, 2021 with three age groups: the youngest group aged 20-39, mid-age group of 40- 64 and the oldest group of 65 and over. The questionnaire was created using the items developed by a previous research that used a Delphi technique (Chung, 2020). Participants answered how serious they perceive generational conflict in the dyadic relationship on 5-point Likert scales. Descriptive statistics were calculated, and t-tests have been performed to see the generational differences. Results show that the youngest group and the oldest group perceive the highest level of generational conflict each other in the areas of culture and politics. In cultural aspects, ‘use of slang among the same group’, ‘Ability to utilize digital devices’ were the items that had the highest level of conflict. In the political realm, progressive vs. conservative ideology was the area of the highest conflict. In addition, t-test results showed that the oldest group perceived generational conflict even deeper than the youngest group in the ‘economy and social welfare’ and cultural areas. Implications of these findings are discussed.
34
Dovgan, N. "Conflict interactions of generations: socio-cultural balancing." Psychological Sciences: issues and achievements 1-2, no. 13-14 (December 26, 2019): 41–60. http://dx.doi.org/10.33120/psia.issue-13-14.2019.nd.3.
Full text
35
Xiong, Wei, and Tao Wang. "Labor relations and new generation employees." International Journal of Conflict Management 29, no. 5 (October 8, 2018): 591–616. http://dx.doi.org/10.1108/ijcma-09-2017-0112.
Full textAbstract:
PurposeFeelings about conflict in labor relations are determined by both the objective conditions surrounding the dimension of labor relations and their subjective evaluation. This study aims to examine features of the subjective evaluation factors in labor relations for new generation employees born in the post-1980s, transitional China, and to explore the conflict reduction strategies in labor relations.Design/methodology/approachThis study designed items and a scale to measure employees’ subjective evaluation bias regarding labor relations, and conducted a survey of 1,500 employees in 80 Chinese enterprises. It conducted a principal components analysis of the subjective evaluation biases, and a covariance analysis to explore differences in the common factors between employees of two generations. Comparing the subjective bias with the objective status of labor relations, as well as with employers’ expectations, this study analyzed the feelings toward conflict and conflict management strategies.FindingsThere are eight common factors in the subjective evaluation bias toward labor relations, four of which show significant differences between employees of two generations. Employers should study these differences, and apply conflict reduction measures to manage labor relations.Originality/valueThis is one of the first studies to propose the concept of a subjective evaluation bias regarding labor relations, and examine the common factors and features among new generation employees. It establishes a model for feelings toward conflict through four combinations of the subjective preferences and objective status dimensions. This study offers new insights for reducing workplace conflict.
36
Ngam, Confidence Chia. "The Ordeal of Traditional Authorities and Sacraments in the Cameroon Anglophone Armed Conflict." Global Academic Journal of Humanities and Social Sciences 5, no. 04 (August 17, 2023): 188–93. http://dx.doi.org/10.36348/gajhss.2023.v05i04.002.
Full textAbstract:
One of the main challenges that the world and Africa have faced for the past fifty years has been the proliferation of armed conflicts. These armed conflicts mostly occurred paradoxically in areas rich with a variety of cultural heritage. In fact, since WWII, several areas harboring rich cultural heritages have been destroyed by armed conflicts. Frequent armed conflicts turn to destroy the cultural heritage which is an expression of the ways of living developed by a community and passed on from generation to generation, including customs, practices, places, objects, artistic expressions, and values. In reality, cultural heritage can provide an automatic sense of unity and belonging within a group and permit people to better understand previous generations and the history of where they come from. The main objective of this paper is to demonstrate how the armed conflicts in the English-speaking regions of Cameroon (North West and South West regions) are gradually destroying the cultural heritages of communities that live in these two regions. The main question posed in this study is: what are the stakes of armed conflict on the socio-cultural heritage of the English-speaking regions of the republic of Cameroon? How can cultural heritage awareness contribute in resolving the armed conflicts in the area? And finally, what is the future of the people without a cultural background? This cultural effacement has been substantiated by the burning and profanation of traditional palaces with all their contents as well as, the looting, kidnapping, torture, and even killing of traditional authorities who prior to the War held the affidavit of all forms of unity, love and power within these traditional communities. Findings in this paper revealed that, so far, the armed conflict in the English-speaking regions of Cameroon has seriously affected the socio-cultural heritage of several communities in the area of study The fact too that armed combatants of this region have rather concentrated on eradicating all the entire paraphernalia of chieftaincies and its network of norms f hierarchy has made the palaces hitherto held to be sanctuary of all cultures to become unsecured thereby, causing the fons to flee for survival elsewhere, also indicates the pressure brought by this armed conflicts to local norms and traditions. It submits that war does far more than kill just belligerents as it sinks far deep into the yards of effacing established customs and traditions that provide the adhesive threads for most generations. This submission is therefore valid not just for the current armed conflict plaguing the Anglophone regions of Cameroon but also for any society that has resulted to seek justice through armed conflict.
37
Hoolachan, Jennifer, and Kim McKee. "Inter-generational housing inequalities: ‘Baby Boomers’ versus the ‘Millennials’." Urban Studies 56, no. 1 (July 3, 2018): 210–25. http://dx.doi.org/10.1177/0042098018775363.
Full textAbstract:
In contrast to the post-war period, the late 20th and early 21st centuries in the UK have been characterised by the advancement of neoliberal policies including privatisation of the housing system and employment casualisation. Consequently, there are growing socioeconomic inequalities between those born in the post-war period – the ‘Baby Boomers’ – and the younger generation – the ‘Millennials’. Such inequalities have led to narratives of inter-generational conflict with Baby Boomers framed as jeopardising the futures of Millennials. Drawing on Mannheim’s theory of social generations, the concept of generational habitus and qualitative data from 49 Baby Boomers and 62 Millennials, we unpack the ways in which inter-generational inequalities are intersubjectively understood and discussed. Our data indicate that while young people are aware of inter-generational inequalities, they do not feel resentful towards their parents’ generation for profiting at their expense. Instead, many blame the government for not representing their interests. Thus, narratives of inter-generational conflict misleadingly direct blame towards the agency of Baby Boomers rather than political structures.
38
Hanh, Nguyen Thi Hong. "Some solutions to resolve conflicts between parents and teenagers." Technium Social Sciences Journal 45 (July 9, 2023): 372–81. http://dx.doi.org/10.47577/tssj.v45i1.9170.
Full textAbstract:
Conflict is inevitable in every relationship, especially in the parent-child relationship. Conflicts can either foster closeness and understanding between the generations or create distance between parents and children. Research has identified six choices of responses when faced with conflicts, categorized based on coping strategies and attitudes towards parents. The specific responses include: 1) Silence; 2) Avoidance; 3) Expressing one's viewpoint gently to make parents understand; 4) Compliance with parents' wishes but without happiness; 5) Engaging in intense arguments; 6) Feeling wrong and expressing remorse. Based on this, the study measured two aspects: the satisfaction of adolescents with conflict resolution methods and adolescents' perception of the impact of conflict resolution on the parent-child relationship using a 4-point scale: 0-Not satisfied at all; 1-Not satisfied; 2-Satisfied; 3-Very satisfied. Additionally, factors influencing conflict resolution were identified, such as the living environment, gender of parents and children.
39
Linton, Derek S., and Mark Roseman. "Generations in Conflict: Youth Revolt and Generation Formation in Germany 1770-1968." American Historical Review 102, no. 4 (October 1997): 1179. http://dx.doi.org/10.2307/2170711.
Full text
40
Walker, Lawrence D., and Mark Roseman. "Generations in Conflict: Youth Revolt and Generation Formation in Germany, 1770-1968." German Studies Review 20, no. 1 (February 1997): 146. http://dx.doi.org/10.2307/1432339.
Full text
41
Lemmons, Russel. "Generations in Conflict: Youth Revolt and Generation Formation in Germany, 1770–1969." History: Reviews of New Books 24, no. 3 (April 1996): 127. http://dx.doi.org/10.1080/03612759.1996.9951317.
Full text
42
Jácome de Moura Jr., Pedro, and Diogo Henrique Helal. "Towards a Reference Framework for Generational Analyses on Information Technology Professionals." International Journal of Human Capital and Information Technology Professionals 10, no. 2 (April 2019): 33–50. http://dx.doi.org/10.4018/ijhcitp.2019040103.
Full textAbstract:
In light of the sociology of generations, this theoretical trial relates literature on information technology (IT) professionals, IT professional management, IT project teams, and generational studies to elaborate a reference framework that supports the research on the intergenerational dynamics of the field. The proposed framework offers a definition and structure for the concept of IT generation and contemplates the dimensions related to (1) technological contemporary changes, (2) culture bearers, (3) continuous nature of generational change, (4) generational succession, (5) knowledge transmission and sharing, and (6) intergenerational conflict, allowing future empirical research on the IT generational phenomena.
43
Ishfaq, Faiza, Arshad Nawaz, and Kalsoom Saddique. "The Nuptiality of Arranged Marriage Traditions Leading to Generational Gap and Modernity in How it Happened by Shazaf Fatima Haider." Global Language Review VII, no. II (June 30, 2022): 489–99. http://dx.doi.org/10.31703/glr.2022(vii-ii).40.
Full textAbstract:
This paper aims to explore the conflict between the younger and older generation due to the two extreme beliefs and rigidity towards their notions. It attempts to achieve the objective of exploring the idea of arranged marriage and other marriage traditions as portrayed in How it Happened by Shazaf Fatima Haider. Using the qualitative method of research, this paper uses multiple secondary texts to analyze the primary text in light of tradition and modernity and generational conflict. It critically analyzes the chosen novel in the light of three different texts focusing on modernity and tradition. The primary text is evaluated in the light of texts by famous critics, that include Social and Cultural Transformations in a Muslim Nation by Mohammed Abdul Qadeer, ‘The Problems of Generations’ by Hungarian sociologist Karl Mannheim and The Consequences of Modernity by English sociologist Anthony Giddens. This paper finds out that it is due to the generational gap and modernity that the younger generation is standing against the older generation in the pursuit of pre-arranged marriage traditions resulting in a clash between them.
44
Ide, Tobias, Carl Bruch, Alexander Carius, Ken Conca, Geoffrey D. Dabelko, Richard Matthew, and Erika Weinthal. "The past and future(s) of environmental peacebuilding." International Affairs 97, no. 1 (January 2021): 1–16. http://dx.doi.org/10.1093/ia/iiaa177.
Full textAbstract:
Abstract Environmental peacebuilding is a rapidly growing field of research and practice at the intersection of environment, conflict, peace and security. Focusing on these linkages is crucial in a time when the environment is a core issue of international politics and the number of armed conflicts remains high. This article introduces a special issue with a particular emphasis on environmental opportunities for building and sustaining peace. We first detail the definitions, theoretical assumptions and intellectual background of environmental peacebuilding. The article then provides context for the special issue by briefly reviewing core findings and debates of the first two generations of environmental peacebuilding research. Finally, we identify knowledge gaps that should be addressed in the next generation of research, and to which the articles in this special issue contribute: bottom-up approaches, gender, conflict-sensitive programming, use of big data and frontier technology, and monitoring and evaluation.
45
Kinger, Neha, and Satinder Kumar. "Generational Differences In Work Values In The Workplace." Folia Oeconomica Stetinensia 23, no. 2 (December 1, 2023): 204–21. http://dx.doi.org/10.2478/foli-2023-0027.
Full textAbstract:
Abstract Research background Generational differences in work values, specifically in India, are now having an impact on organizational effectiveness and workplace environments. Even though a wide range of perspectives, experiences, and skill sets might be valuable to a business, generational mixing can also lead to conflict and a lack of agreement in the workplace. Such disagreements have a negative effect on the workplace since they reduce productivity and negatively damage employee morale. To solve the problems of inefficiency caused by the generation gap, different generations in the workplace must understand the differences between the three generations and be able to get along with each other. Purpose Examining the differences between three generations in the workplace is the purpose of the study. The study also aims to examine how different generations have different work values. Research methodology To examine the current situation in IT companies of Delhi and NCR. A total of 450 employees completed a questionnaire. Baby Boomers were defined as those born between (1946–1964), Generation X was born between (1965-1980) and Generation Y was born between (1981–1996). The values of status and freedom at work were more important to the younger group than to the older group. Results There were significant generational differences, with Baby Boomers having higher status values and extrinsic values in organizations than Generation X and Generation Y. Values have an important role in directing behaviour and improving work motivation. An organization’s work values and expectations must be clarified to workers, and values must be flexible enough to satisfy the demands of various employees. Novelty Furthermore, Generation Y is the first generation that has grown up with the Internet; as a result, they consider working together virtually to be standard procedure.
46
Hellmüller, Sara, Marie Lobjoy, and Xiang-Yun Rosalind Tan. "Beyond Generations." Global Governance: A Review of Multilateralism and International Organizations 28, no. 4 (December 21, 2022): 509–33. http://dx.doi.org/10.1163/19426720-02804003.
Full textAbstract:
Abstract Authors commonly categorize peace missions according to different generations: first-generation missions serving as interposition forces to monitor a cease-fire, second-generation missions with multidimensional mandates, and third-generation missions with enforcement mandates. While the generation typology is useful to show the development of peace missions over time, this article points to four main limitations: ambiguity, reductionism, linear connotations, and restricted applicability. It proposes an alternative categorization distinguishing between a minimalist approach aiming at ending violence, a moderate approach aiming at ending violence and installing some form of good governance, and a maximalist approach aiming at addressing the root causes of conflict. Based on an analysis of all UN peace missions between 1991 and 2020, the article demonstrates how this new classification overcomes the flaws of the generation typology and presents further advantages related to its focus on objectives, its versatility, and its potential for statistical analysis. It thereby allows for a more accurate analysis of UN peace missions and their effectiveness.
47
Bettendorf, Leon, A. van der Horst, N. Draper, C. van Ewijk, R. de Mooij, and H. ter Rele. "Ageing and the Conflict of Interest Between Generations." De Economist 159, no. 3 (January 27, 2011): 257–78. http://dx.doi.org/10.1007/s10645-011-9158-5.
Full text
48
Harris, Rivkah. "The Conflict of Generations in Ancient Mesopotamian Myths." Comparative Studies in Society and History 34, no. 4 (October 1992): 621–35. http://dx.doi.org/10.1017/s0010417500018016.
Full textAbstract:
Recent years have brought a proliferation of studies on the family on such topics as household composition, marriage patterns, childbearing practices, and life-cycle transitions. Scholars in ancient near eastern studies have contributed mainly to the legal and economic aspects of family history. Frequently the work done has centered on philological questions. The cuneiform data on the Mesopotamian family, accidental and all too often limited, is spread over a period of some three thousand years. Nevertheless it is time to broaden the focus despite the inherent problems. In this essay, I treat the question of the dynamics of Mesopotamian family life, more specifically intergenerational conflict, a topic barely touched upon by scholars in the field.
49
Mlađenović, Nikola. "Models of generational relations: From historical conflicts to the digital complex." Kultura, no. 176 (2022): 111–29. http://dx.doi.org/10.5937/kultura2276111m.
Full textAbstract:
The paper examines generational relations and their potential for social change or further development of consumerist society. First, some hopes of critical theorists are described with a focus on usefulness of generational conflict for social dynamics, but also more negative possibilities related to the deterioration of society and the failure of the project of modernity are examined. Three retrospective models are presented and their possible application in the case of digital phenomena. Ancient Socratic model already perceives the distancing between generations, the problem of knowledge formation and agressive rhetoric among citizens. This is presented in small case studies of knowledge production on Wikipedia and Twitter as a contested political terrain. Liberal Lockean model amplifies the importance of generational conflict for further liberalization of societies, but its theory also has comodifying and exploitative aspects, that are exemplified in family media repertoires, unpaid users' labour on platforms and commercially driven data processing. Romantic Rousseaun model adds nature-friendly and artistic romanticized aspects to intergenerational relations. The analysis shows that its potential for emancipatory language games and environmentalist activism are suppressed within a market oriented framework of digital realm. The final conslusion is that, while critical thinkers expected the conflict of generations would have emancipatory potential, the generational divide serves business and political interests instead.
50
Danchay-ool, Ayas Anatolyevich, and Ekaterina Karbyi-Oolovna Davaa. "Sociocultural aspect of conflict of generations in the Tuvan society: modernity and prospects." Философская мысль, no. 1 (January 2021): 11–23. http://dx.doi.org/10.25136/2409-8728.2021.1.34315.
Full textAbstract:
The object of this research is the transformational processes in the Tuvan culture, which take place due to transition from the centuries-old feudal structure to the modern globalized culture. The combination of interpenetrating cultural phenomena creates a unique context for the transformation of worldview, which becomes the basis of social unrest. Special attention is given to the problem of the conflict of generations, which arises due to disruption of the succession of cultural development in the Tuvan society. Drastic change of economic patterns and methods of interaction with nature under the new socioeconomic conditions, forms up the contradictory worldview of the younger generation, who identify themselves with the Tuvan ethnos, but fail to comply in practice. The conclusion is made on the presence of factors that aggravate the conflict of generations in the Tuvan society, which is undergoing the bidirectional influence of globalization. The author indicates the processes of implementation of innovations into social relations and tendency to archaization. The dynamism of socioeconomic development opens various opportunities for adaptation to different generations, which enhances the axiological gap. Moreover, the structure of transformation of social system takes roots in the change of mechanisms of socialization and education. The article reveals correlation between the problem of the conflict of generations and multiple aspects of the development of cultural-historical traditions. This provides a more holistic picture of the long-term development of Tuvan society.