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Intergenerational communication is defined broadly as the interaction between two or more generations. The term generation refers to age cohorts, such as Baby Boomers, Generation X, Millennials, and Generation Z, typically defined by birth year or period. Differences in birth years between generations, and thus different growth environments, lead to divergent perspectives in various aspects, including communication, culture, and relationships. These diverse perspectives may cause intergenerational conflicts, especially in the workplace, a typical setting for intergenerational communication. The primary purpose of this study is to understand intergenerational disputes within the workplace and provide strategies to defuse them. It employed the qualitative methodology and the document analysis method. The results showed that the primary source of an intergenerational workplace is age differences and the balance of control and power. It stems from the stereotypes of each generation, which play heavily into creating conflict between older and younger employees. Employers or managers play an essential role in solving intergenerational communication conflicts within the workplace. They can use the P-O-L-C framework, which comprises planning, organizing, leading, and controlling, to assist employers or managers in creating creative solutions to the challenges. Additionally, the employees also play a vital role in preventing intergenerational conflicts within the workplace.
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