[2021 New Kkondae Report] "Don't want to listen? Still, you have to"... Kkondae, They Also Have a Lot to Say

<Ha>Coexisting with Kkondae

"We may not talk to each other,
but if issues accumulate, they become bigger problems later.
It's better to speak up for the organization."
'Kkondae Declaration' trend emerges

Individualism vs. collectivism generational clash
Rigid organizational culture causes conflict
Need to establish anti-authority culture
Calls to start changing from education

[Asia Economy Reporters Lee Gwan-ju, Ryu Tae-min, Kim Su-hwan] The older generation also has a lot to say about young people's 'kkondae theory' (accusations of being authoritarian). However, they simply cannot speak out openly. In an atmosphere where any comment is immediately labeled as being a kkondae, they see no benefit in causing trouble with the youth and thus remain silent. Kim Su-gyo (51, pseudonym), who teaches students, expressed regret, saying, "It seems socially widespread that if someone older or with more experience says even a slightly unpleasant word, they are immediately branded as a kkondae," adding, "There are also cases where people are labeled as kkondae simply because their values clash."

Among these so-called kkondae, a new trend is emerging. Rather than living uncomfortably, some declare themselves as kkondae and choose to live as such. They intend to speak up for the stability and development of their organizations. This is the view of Seongjang-nyeo (36, pseudonym), known as a 'young kkondae' in her workplace. "These days, friends really just focus on their own work and put up walls. But workplaces and organizations don’t operate that way. People could keep quiet and avoid conversations, but if these things accumulate, they could explode into a big problem later. I think it’s better to say what needs to be said." The defense of the kkondae is quite persuasive.

Is it impossible to live together with kkondae? In fact, there are plenty of reasons to coexist. On a small scale, for one’s own peace of mind, and on a larger scale, to reduce the enormous social costs caused by conflicts. According to an analysis by Samsung Economic Research Institute last year, South Korea spends 27% of its per capita Gross Domestic Product (GDP) on conflict management costs due to a lack of social trust. This amounts to up to 246 trillion won annually, with every citizen spending about 9 million won each year on resolving social conflicts. Neglecting major sources of conflict such as intergenerational clashes could ultimately lead to massive expenditures.

Experts find the starting point for restoring communication in 'mutual understanding.' Improving organizational culture in the workplace is a prime example. According to the 'Comprehensive Diagnosis Report on Intergenerational Conflict and Corporate Culture in the Workplace' published by the Korea Chamber of Commerce and Industry, the cause of intergenerational conflict in the workplace was identified as a rigid organizational culture that does not respect diversity. It is analyzed that the strong individualistic tendencies of the younger generation lead them to view the collectivist older generation as kkondae, which in turn leads to intergenerational conflict.

To resolve this, it is important to establish a 'de-authoritarian' culture within organizations. Professor Park Jong-min of Kyung Hee University’s Department of Media Studies suggested that "the authoritarianism that was once widespread has greatly faded," recommending the elimination of authoritative titles. Professor Park explained, "In Korea, using informal speech (banmal) strongly conveys a sense of disrespect or looking down on someone," and proposed, "Maintaining a certain distance between each other can act as a buffer that fosters mutual respect and understanding." Professor Lee Byung-hoon of Chung-Ang University’s Department of Sociology went further by proposing solutions through organizational change. He explained, "Those in upper management should actively engage in horizontal dialogue, consultation, and participation," adding, "Institutional mechanisms such as systems for requesting improvements or counseling from supervisors, or labor unions used in foreign companies, can also be solutions."

There are also voices calling for fundamental resolution through changes in education. Education that encourages recognition of differences is necessary. Professor Lee Dong-gwi of Yonsei University’s Department of Psychology said, "Our society has focused on exam-centered education, which has led to an obsession with finding the correct answer and caused people to regard things different from themselves as 'wrong,'" emphasizing, "Critical thinking that acknowledges differences should be taught from the education stage." Professor Lee Byung-hoon also suggested, "From adolescence, members should form horizontal relationships and cultivate a culture that respects diversity, teaching ways to internalize this."