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...international brand, said looking for ¡°young, fresh and energetic managers¡± but no longer mention too much on experience. Companies look for younger generation to bring fresh energy, high technology and a change mindset to the job. (Joan Lloyd, 2000). For years, promotion depended, to some degree, on seniority. However, much of that has been changing. Tricia Bobeda (2005) has addressed that many young people are entering the work force with high expectations about how quickly they will reach the top of an organization. They have good education such as MBA and good ability so that are higher chance to reach the management rank. ChiTin (2005) said the average age of the top management is 10 years younger than that of 10 years ago in Japan, On the other side, in Hong Kong, according to a recent AXA Global Survey (2006), the average retirement age is 57 and has a trend increasingly older. In the United State, the number of workers who are at least 40 years old will exceed the number under 40 within 10 years (H.N. Fullerton Jr. and M. Toossi, 2001).
The phenomenon of more and more middle-aged workers reporting to fresh-faced bosses with 20- or 30-plus years old is the biggest source of tension in the workplace (Samantha Marshall, 2005). "Younger boss, older employee" will be the new trend and it will be discussed in this paper.
The objective of this paper is to discuss the conflict between younger boss and older subordinate. It will start by specifying which groups of workforce the younger boss and older employee are. Then, base on some literatures, it will analyze the reasons of conflict existing in cooperation between them. Lastly, it will explain some possible ways to deal with the conflicts and draw a conclusion.
Which groups of workforce younger bosses and older employees are
In this paper, older employee refers to the middle-aged and the younger boss...
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