This research investigates the impact of team dynamics on Generation Z (Gen Z) employees within Singapore’s accounting sector, focusing on their preferences for leadership, communication, and conflict management during high-pressure work situations. As Gen Z is expected to make up 27% of the global workforce by 2025, understanding their unique needs in team settings is crucial for fostering work motivation, productivity, and job satisfaction. The study explores how Gen Z's behavior in challenging situations differs from that of Generation Y (Gen Y), addressing key gaps in the existing literature on generational workplace differences.

The research examines three core factors of team dynamics: communication style, leadership preferences, and conflict management approaches. First, the study investigates Gen Z’s preferred communication styles in high-pressure environments, focusing on their assertiveness and responsiveness. The findings reveal that Gen Z employees are generally more assertive than Gen Y in these situations, which suggests that team members should adapt their communication to align with Gen Z’s directness to improve clarity and motivation. The second factor explores leadership styles that effectively motivate Gen Z. The results show that Gen Z employees prefer leaders who emphasize face-saving traits, such as indirect communication, tact, and the avoidance of negative feedback, reflecting a desire for diplomatic and harmonious interactions. This finding suggests that leaders who adopt more subtle, supportive leadership styles are likely to improve Gen Z's job satisfaction and team dynamics.

The third factor addresses conflict management, revealing that Gen Z employees tend to avoid confrontations, show little emotion, and disclose limited personal information during conflicts. This contrasts with Gen Y, who may be more open and direct in handling disagreements. The study suggests that understanding these preferences allows teams to develop more effective conflict resolution strategies, creating a more supportive environment where Gen Z employees feel comfortable addressing issues without emotional distress.

By comparing Gen Z and Gen Y’s behaviors in communication, leadership, and conflict resolution, the research provides valuable insights into how organizations can tailor their approaches to meet the needs of a multi-generational workforce. These findings have significant implications for improving team cohesion, employee engagement, and overall productivity. Organizations can use these insights to adapt leadership styles, communication strategies, and conflict management practices to better support Gen Z, leading to higher job satisfaction and reduced turnover.

The study underscores the importance of recognizing Gen Z’s distinct preferences in order to cultivate a more inclusive and productive work environment. By fostering a culture that aligns with Gen Z’s communication and leadership expectations, and addressing their conflict management preferences, organizations can build stronger, more resilient teams. This research contributes to the growing body of literature on generational differences in the workplace and offers practical recommendations for adapting team dynamics to meet the evolving needs of Gen Z employees.

Keywords: Generation Z, Team Dynamics, Accounting Workforce.