Intergenerational Conflict at the Workplace

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Conflict of generations and other supporting issues is really common in the modern life. Moreover, the conflict has increased with the appearance of the so-called generation Y who were brought up during the development of the innovative technologies. Therefore, being born since the early 1980s up to 2000, these people cannot live without different information devices, and technology is their mode of life.

Employing such people the company manager should face a number of difficulties, however, it is important to understand that if one manages to use the advantages of the employees from the generation Y, he/she is going to succeed. There is an opinion that the employees of generation Y will negatively impact the sustainability of the Australian Hotel and Resort industry. This point of view is wrong as the inability to use the potential of the generation Y does not mean the inability of these people to work. Hiring the employees of generation Y in the Australian Hotel and Resort industry, the company will succeed in the sphere of innovation and company performance.

Generation Y is the best one for searching for the innovative decisions while performing usual tasks. Using such employees for the Australian Hotel and Resort industry, the employer may succeed in many aspects connected with the accommodation of the clients and offering them specific conditions for entertainment. Innovative and fresh look at different things of the generation Y may be used for planning¹ and improving the performance of the organization.

Most of the employees are working for the salary and the high offers are essential for them. Generation Y also values high salary, however, they are eager to become employed in the company where they will be offered the opportunities for management and leadership skills development with the lower salary than in the company with the high salary without any possibilities for development.² The Australian Hotel and Resort industry needs such people as employing those who want to develop personally and professionally, the industry is sure to develop and succeed.

“A lot of employers see Generation Y as a problem. That’s not the case here. Problem? What Problem? They are an opportunity”³ is the expression of one of the managers in the hotel industry in Sydney. This statement is supported with the research conducted by Cairncross and Buultjens.⁴ This research shows that being grown up in the conditions of the development of the innovative technologies, these people are highly trained. There is no need to explain generation Y how to work with computers and other innovative technologies and programs. Modern recreation industry is based on the computer technologies and using the labor of highly trained employees is a success for many employers.

About 30 percent of the hospitality workforce in Australia comprises the generation Y. The main advantage of these people is that hey highly appraise the recognition at the work place than the salary. Therefore, working for the ordinary salary, generation Y always search for better performance and the new ways of showing issues connected with various spheres of recreation. However, generation Y creates a number of difficulties for the employers as their main demands are “job security, flexible hours, and relaxed rules about mobile phone”.⁵ These are the results of the research conducted by the University of Queensland in Australia.

Managing different generations in the workplace, many employees are sure to become confused. However, the understanding of the desires of each of the generations may eliminate this problem.⁶ Recreation department in Australia requires fresh ideas in development and promotion. Generation Y perfectly matches this requirement as being the main consumers of such services, they know what their generation wants. Therefore, the successful outcome is guaranteed.

Much attention should be paid to environmental and social accountability⁷ as these issues really bother modern consumers of the recreation product. Generation Y knows much about the issues as being born and brought up in the period when the ecological problems are actively discussed, they know much about the issue and can successfully apply their knowledge into practice. Moreover, many representatives of generation Y are active participants of the healthy and environmentally positive mode of life. Therefore, these issues are not going to be a surprise for them and working for the benefit of the ecological tourism employees are going to work for the company benefit.

Therefore, motivation and appropriate statement of the values for generation Y remain the most important aspects for success.⁸ The Australian Hotel and Resort industry is developing and the further success of this industry depends on those who will use these services in the future, therefore, the industry needs generation Y with their innovative ideas, crazy desires and other specific contributions these people can make. It is essential to understand that only fresh ideas today can keep the industry successful in the future. Generation Y respects values, they need to make sure that the company they work for helps them develop and grow professionally. Even though money is important, it is essential to remember that financial opportunities are not the primary conditions for generation Y.

Reference List

Beeton, S, Bergin-Seers, S, & Lee, C, Environmentally sustainable practices of Victorian tourism enterprises, CRC for Sustainable Tourism Pty Ltd., Gold Coast, 2007.

Cairncross, G & Buultjens, J 2007, ‘Generation Y and work in the tourism and hospitality industry: problem? What problem?’, Centre for Enterprise Development and Research Occasional Paper, no. 9, Southern Cross University, Coffs Harbour, NSW.

Dorsey, JR, Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business, John Wiley & Sons, New York, 2009.

‘Generation Y Employees: What The Generation Y Want’, Microsoft. 2012. Web.

‘Hospitality industry faces Gen Y management challenge’, UQ News. 2011. Web.

Tixier, M, ‘The hospitality business communication and encouragement of guests’ responsible behavior and their diverse responses’, ESSEC Business School Paris-Singapore. 2008.

‘Welcome to the Better Workplaces Resource Kit’, Department of Economic Development, Tourism and the Arts, 2011. Web.

Footnotes

JR, Dorsey, Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business, John Wiley & Sons, New York, 2009.
‘Generation Y Employees: What The Generation Y Want’, Microsoft. 2012. Web.
G, Cairncross, & J, Buultjens, , ‘Generation Y and work in the tourism and hospitality industry: problem? What problem?’, Centre for Enterprise Development and Research Occasional Paper, no. 9, 2007.
ibid.
‘Hospitality industry faces Gen Y management challenge’, UQ News. 2011. Web.
‘Welcome to the Better Workplaces Resource Kit’, Department of Economic Development, Tourism and the Arts, 2011. Web.
M, Tixier, ‘The hospitality business communication and encouragement of guests’ responsible behavior and their diverse responses’, ESSEC Business School Paris-Singapore. 2008.
S, Beeton, S, Bergin-Seers, & C, Lee, Environmentally sustainable practices of Victorian tourism enterprises, CRC for Sustainable Tourism Pty Ltd., Gold Coast, 2007.

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Intergenerational Conflict at the Workplace

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