A study on conflict management styles of X and Y generations in logistic sector

It is mentioned that the management of conflicts between individuals or groups in a way that contributes to the realization of organizational goals depends on the implementation of the appropriate conflict management model. By studying the differences between the working styles of the generations and the attitudes and values of the work in the present generation where the X and Y generations are working in the same organization and in the same units within the organization it is examined whether there is a difference in the conflict management strategies of the X and Y employees in the study to gain a different perspective on their ability to work. It is aimed to improve the psychological conditions of generations in the light of the information obtained, to give different perspective to the organizations to work together more effectively and effectively with different generations and to contribute to the psychology of the organization. The study was conducted on the X and Y generations working in a company in a large scale institutional structure in Mersin province in the logistics sector. In the survey conducted with 156 employees using the sampling method easily, 2 part and 33 questionnaire forms were used as data collection tool. Questionnaires were conducted on X and Y employees to examine differences in the subdimensions of cooperation, reconciliation, compliance, avoidance and superiority among the strategies that generations used in conflict management. Analysis with IBM SPSS Statistics 20.00 reveals that the conflict management strategies of X and Y employees differ in terms of compliance and avoidance, and that Y generation employees have a higher average than X generation employees. The conflict management strategies of X and Y generation workers did not differ in terms of cooperation, compromise and domination.