In organizations, conflicts arise when various parties disagree on a certain concept, and therefore, the management should find a resolution to the issue. Organizations which are dominated by millennials and baby boomers are susceptible to conflicts due to their difference in organizational interests. The management should develop tactics to deal with the issues depending on the situation. Having the ability to manage the conflicts between baby boomers and millennials on a project would help minimize the interpersonal issues, increase the workers' satisfaction and produce better project outcomes. An organization should have the ability to use the bird’s eye to identify any conflict and use an appropriate management style to ensure all employees are satisfied. Sahoo & Kumar (2019) states that organizations should initiate plans to make all the organization workers satisfied. On the conflicts between millennials and baby boomers, determining the best management style can help alleviate the conflicting issues.
Accommodation Style
I think the style would work for the scenario. The style would be appropriate for the situation because it would help by putting all the parties together and allowing one party to get its win. I think the style would be appropriate because there is room for negotiations whereby one party can be convinced to accept the other party's will. Using the style would allow both the baby boomers and millennials to feel appreciated in the work process. The millennials would be allowed to work on their timetables other than depending on the work schedules for the baby boomers. Also, the management can convince baby boomers to accept the millennials' wish to ensure the smooth running of the project. The style would work for both parties because each parties’ concerns are addressed, and both issues are handled. When one party can be convinced to accept the other party to win, conflict can be resolved quickly. This would help the winning party to feel that they contributed towards the project objective. Besides, this style would help in preserving the relationship between two parties. When the baby boomers accept the millennials' will, they would improve on the relationship between them and open up communication.
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Avoiding Style
I think the style would not work for the scenario. The avoidance style works by one party evading addressing the situation. According to Lim & Yazdaniford (2012), the avoiding style enables a negotiator to provide space and time for the conflicting parties. In the scenario, both parties have concerns; the baby boomers want payments according to an individual's performance, while the millennials want all people working on the project to be rewarded equally. Besides, the millennials still emphasize that they should be allowed to make their own timetables. Therefore, the avoiding style would not solve the situation as the conflicting parties would ignore or evade the situation. Also, the organization management would decide to remove team members who conflict and push the project deadline to enable the remaining parties to work on the software project. The style would not be effective as it does not satisfy the parties' needs and results in low confidence and collaboration. Additionally, it would result in low input levels for both parties and rot the issues, which would break the communication between the two parties. Failure to address the issues employees’ issues would reduce the relationship between the employees and their managers.
Compromising Style
I think the style would work for the scenario. The style would be very helpful in providing a middle ground between the baby boomers and millennials. Both parties have equal disagreements; the baby boomers want to maintain their working schedule and acquire high payments depending on their performance, while the millennials want to develop their own work timetables and acquire equal rewards for taking part in the project. Compromising style ensures that both parties acquire a resolution portion (Ronquillo et al., 2020). It would help moderate the issue since both parties are equally essential for the project and equally committed to opposing viewpoints. The style would also help ensure the project is delivered on time and provides the ability to communicate and maintain an open dialogue. Also, it would provide an acceptable answer to both the millennials and baby boomers and make them be contented with the decision. The style would effectively reduce tension levels and stress that emerge from the conflict and help them preserve their future relationship.
Collaborating Style
I think the style would work for the scenario. It would be important as both parties want to be considered in the provision of the solution. This style would help the millennials and baby boomers acquire a win-win solution. The style would involve sitting down with the two parties, discussing the conflict, and negotiating on an appropriate solution that would satisfy both. It would help in resolving the conflict between the two parties. Besides, the style would help both the millennials and baby boomers to acquire a long-term solution towards their disagreements by reinforcing respect and mutual trust. Additionally, it would enhance a shared role of the outcome and ensure coordination on the project progress. The style would effectively reveal people's limitations and proclivities and engage all parties in developing solutions. Lastly, the style can incorporate different individual viewpoints, learning, and commitment to improving the relationship.
Conclusion
Applying the conflict management styles would be imperative in ensuring that baby boomers and millennials have good relations. Applying accommodating, compromising, and collaborating styles would help resolve the conflicting issues, promote fairness, and develop a climate of trust. Additionally, they will improve the employees’ attitudes and behaviors that would promote positive outcomes, improve their working morale, mutual understanding, and communication. Application of these styles would help the baby boomers and millennials to confront any future challenges, which would promote sustainability.
References
Lim, J., & Yazdaniford, R. (2012). The difference of conflict management styles and conflict resolution in workplace. Business & Entrepreneurship Journal, 1 (1), 141-155.
Ronquillo, Y., Ellis, V. L., & Toney-Butler, T. J. (2020). Conflict management. In StatPearls [Internet] (p. July). 7. https://www.ncbi.nlm.nih.gov/books/NBK470432/
Sahoo, R., & Kumar, S. C. (2019). Organizational justice, conflict management and employee relations: The mediating role of climate of trust. International Journal of Manpower, 40 (4), 783-799.
