Introduction A comfortable work environment is one of the crucial pillars of successful corporate performance. With the help of a positive setting, a manager can foster the culture of corporate social responsibility, engagement in workplace issues, and innovative thinking. However, the process of building proper workplace relationships may be hampered significantly by the culture clash caused by differences in employees’ values and perspectives. The described threat may grow increasingly tangible and even unavoidable in the context of a multigenerational workplace unless appropriate HRM techniques are introduced (Bilginoglu & Yozgat, 2017). Viewing the problem from the standpoint of two essential perspectives, namely, social sciences and natural and applied sciences, one will build an effective method of maintaining a proper multigenerational dialogue in the corporate environment. Natural and Applied Sciences In order to approach the problem of the generation gap (GG) observed in most modern corporate settings, one will need to revisit the GG issue by viewing it through the lens of Natural and Applied Sciences. The suggested perspective will invite a manager to consider the nature of the GG development and the factors that cause conflicts to occur in the setting that involves a high GG (Safari, Mansori, & Sesaiah, 2017). For instance, the integration of the technological perspective into the analysis, which the use of applied sciences suggests, allows determining the effects that technological advances may have on the efficacy of communication between different generations and the ways in which technology can contribute to resolving conflicts (Ahmad & Ibrahim, 2015). More specifically, the integration of natural and applied sciences will shed light on the way in which GG-related conflicts develop. Social Sciences The adoption of the lens of Social Sciences will help to manage the problem of the GG more productively in the workplace setting. By definition, Social Sciences are supposed to give insight into how cultures are born and how people interact within these cultures. From the described perspective, the difference in the perception of communication as a phenomenon should be kept in mind when managing the relationships within a multigenerational setting. Due to the significance of social interactions for Baby Boomers, a rather skeptical perspective on social interactions in Generation X, and the focus among Millennials and iGen on social networking as opposed to living communication, confrontations may occur in the workplace. Indeed, the differences in perceiving communication as a concept, as well as its goals and means of participating in dialogue are the key stumbling blocks on the way of mending the GG in the workplace. According to a study published by Stout, Kretschmer, and Ruppanner (2017) recently, possible areas of conflict between Baby Boomers and Generations X-Z may also include incongruences in their idea if the amount of power that an authority can exert. Specifically, unlike the remaining three generations, Baby Boomers tend to have great trust in the power and opinions of authorities (Hayes, Parks, McNeilly, & Johnson, 2018). Therefore, applying the lens of Social Sciences