[In-Depth Look] Solutions to Generational Conflicts Through Symbiosis

Generational conflict is manifesting as a sense of solidarity within organizations beyond the individual level, leading to a breakdown in communication between generations. The COVID-19 pandemic, along with low economic growth, social inequality structures, and the spread of innovative technologies such as digitalization, is causing this disruption of organic relationships.

In particular, the MZ (Millennial + Z) generation fosters a sense of solidarity through social networking services (SNS), becoming a new power that controls organizational society. They are indifferent to the hardships and realities experienced by the older generations and the elderly. Rather, they believe that the older generation monopolized the fruits of rapid growth, and that real estate, which became a means of income, hinders the economic independence of the younger generation. The older generation, who cannot properly utilize digital devices, dominates the upper levels of organizations and demands loyalty. Young people think it is irrational to share achievements.

"Manager, do you know me? Why are you speaking informally when we just met?" "Why do I have to do this? Manager, I am hearing these instructions for the first time, so why are you angry at me?" Faced with the fiery reactions of the new generation, the older generation criticizes them as selfish and self-centered individuals lacking consideration for others. The new generation also believes it is impossible to understand the older generation through logic. Because of this, new leadership that respects and understands the values of the younger generation is necessary. At the same time, the younger generation is expected to respect and follow the long-standing traditions and core values of the organization.

As a solution to resolve generational conflicts, a project-based organization with a new work environment is proposed. Regardless of age, rank, or position, let’s autonomously select teams through internal and external job platforms and communicate using equal titles. The team leader makes the final decision but reviews the common goals and solutions together with new employees before deciding.

The older generation learns from the younger generation about digital devices and communication in the IT era and applies this knowledge. The older generation acts as leaders and coaches within the organization, passing on tailored knowledge and experience to younger members. Retired advisors point out necessary issues and provide consultation. Various creative attempts within the organization are concluded as achievements through trial and error and feedback. This can create a new organizational culture as a form of organization that heals generational conflicts.

For social generational integration, local communities that establish shared values and practice problem-solving within apartment complexes can also be used as alternatives. Various generations, including infants, youth, middle-aged, and elderly, can participate together. Learning organizations that care for children after school can utilize elderly people with teaching experience as learning assistants. Young people can teach neighborhood residents how to use computers and organize services that provide medication and meals to the sick, disabled, and elderly.

Generationally integrated community housing within the region can also be an alternative to resolving generational conflicts. Community housing can serve as a beneficial space for communication and exchange, providing necessary services between generations. Although profits are small, it can also promote the creation of part-time, hourly jobs. Young people can have stable housing at affordable costs. Elderly people can alleviate loneliness and feelings of isolation, achieving two benefits at once.

Local governments can also gain social welfare effects within the region. Fusion-type startups between generations can be a way to resolve generational conflicts. The combination of retired executives from large corporations with overseas marketing experience and new-generation venture entrepreneurs can become a new successful startup model contributing to the development of the national economy.

For such changes to occur in the private sector, various support measures, related laws, and systems must be in place. To this end, cooperation from various organizations including civic groups, companies, schools, local governments, central administration, the National Assembly, and even the judiciary is necessary. Remember that establishing a conflict management system is an urgent and important task that must be prepared and implemented immediately for the future of Korean society.

Kim Ik-seong, Professor at Dongduk Women’s University · Honorary President of the Korea Distribution Science Association