As years pass by, it tends to build a new generation. Actually there’s is six generation; the Greatest Generation (GI Generation): born 1901–1924, Silent Generation: born 1928–1945, Baby Boom Generation: born 1946–1964, Generation X: born 1965–1980, Millennial Generation / Generation Y: Born 1981–1996, Generation Z / iGen: Born 1997–2010. The first and second generations are least mentioned because nowadays we do not speak of those when it comes to organizational topics (Cottrell, 2022). 

Due to the age and year differences each generation has their special characteristics. For example, the needs of a baby-boomer are privacy and validation, meanwhile a millennial's needs a sense of safety, fast rewards, and instant feedback. A characteristic of a baby-boomer is to be loyal, optimistic, idealistic, and/or competitive. A millennial is technologically savvy, confident, collaborative etc .

Knowing that each of them has their own characteristics, may play a role when it comes to a workplace/organization. As known many companies or organizations these days have a mix of these generations as their employees. Which creates a natural flow of culture within the company/organization. A company/organization with multi generations, may get conflicts due to the fact that employees will find their zone to fit in or be having conflicts with each other due to their differentiation; their unique set of work and ethics. 

The types of conflicts that may occur in the workplace between multi generation employees are: interpersonal conflicts; due to generational divide, teamwork, adaptability and/or innovation, but most important of all is miscommunication. All of these conflicts help affect engagement and productivity of employees, but also make an unfriendly organizational-sphere among employees; due to the miscommunication conflict which can lead to organizational drama. For Example: Department B does not want to do teamwork with department A, due to their way of sending emails every end of the week, asking for documents; with their assumption that they are not doing their job correctly. But, department A organizes their week-tasks and only wants to know when they can get their document, so they can plan and divide tasks on the correct dates to finalize their document process.

As being said, communication plays an important role in the workplace and especially between employees. Due to lack of communication, people start to have their own impression or perception and most of the time share the wrong information, which may lead to grapevine, hurt feelings, sort of emotional lash out. To decrease/minimize the drama in the workplace some key components are important to know. Firstly, address the issue at once, every employee together, so everything will be said at once. Before doing this take body language into consideration, the reason is to clear the air and not make more drama around the drama. Secondly, train employees to trust their coworkers based on three rules. First, when in doubt, wait and when you’re sure you will reply, second, know when it's time to talk it out, and never assume negative intent (Wolf, 2020). This gives employees the trust to speak respectfully to each other without blaming, give them the chance to interact when it's needed on their issues and if there is a third party needed they can do it anytime (via a manager or the one responsible) (Tenzer, 2018).