Factors Associated With Workplace Conflict Between Generation Y and Generation X Lawyers at Law Firms in Nairobi County

Abstract

Work place conflict is defined as a common manifestation, resulting from the dissimilarities in employees' personalities and values. It is any type of conflict which occurs within a workplace, amongst workers and/or managers. The objective of this study was to determine factors associated with workplace conflict between Generation Y and Generation X lawyers at Law Firms in Nairobi County. This study should assist law firms not only in Nairobi County but countrywide to come up with workplace programs that will help them reduce if not eliminate any generational workplace differences, to enable them attract, engage and retain Millennials. This study used a descriptive survey design The population of study comprised of lawyers practicing in Nairobi county . This research targeted both Generation Y lawyers ( born between 1982 & 2000) and Generation X lawyers (born between (1961 &1981).The study applied two sampling techniques; purposive Sampling in selecting 15% of the law firms by ensuring that the law firms selected have more than two Generation Y and two Generation X lawyers from the list of 941 Law Firms in Nairobi County. A list of at least two Generation Y Lawyers and two Generation X from each of the 141 firms sampled was drawn through random sampling in each cluster resulting to a total target of 564 lawyers. Primary data was collected through the use of a questionnaire that has closed questions.The data was analyzed by use of descriptive statistics such as mean, percentages and standard deviation. The findings were presented in the form of tables, graphs and charts. The study concludes that there are differences between Generation Y and Generation X lawyers based on work environment, career development and even social and economic beliefs and attitudes. Generation X lawyers preferred their managers to communicate to them through personal interaction, or in staff meeting whereas Millennials prefer communicating with their managers through instant messaging/text messaging email/voice mail or phone call. Further the study concludes that Generation X preferred being recognised by being given an opportunity for personal development and job while Millenials highly preferred being recognised with job promotion, time off work and a certificate / an award. There were further differences in retention between the two generations as well as motivating factors. To reduce conflict between Generation Y and Generation X employees, Managers must devise ways to recognize generational differences and adjust to change rather than try to be repellant. HR managers should enhance mentoring amongst the generations of employees to inspire interaction across the generations. The younger generation of workforces need to engage and look to the knowledge and wisdom offered by their seniors.