Relation between Personality and Conflict Resolution Style; Does Generation affect

Abstract

Conflict in the workplace creates a challenge for many present-day managers. This paper aims to explore the effect of generations on the relationship between personality and conflict resolution styles. Five-factor model of personality traits is used to measure personality, while conflict styles are measured using two basic dimensions: concern for self and concern for others. Based on resulted finding study observed that generations affect the relationship between specific personality traits and conflict resolution styles. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict resolution styles. The study recommended that for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Therefore, the understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. The study will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes.