B-W, “Should we put it to a vote?”
The options would require that people, or situations involving interpersonal relations, are categorised – put in separate boxes – good / bad, pass / fail.
IMHO this cannot be done without either compromising the definitions, or by restricting the situations. This is like some SOP cultures; a generalised SOP for crew intervention / discussion may not cover all situations (compromise), or there may have to be many SOPs, one for each foreseeable situation, resulting in complexity.
Many, if not all of the problems discussed have their roots in ‘change’. Thus the industry needs to understand what has changed, its origins, and any solutions. This is a general process which some people include in, or call, SMS, but it’s not necessary to have a formal or even documented approach for these aspects, as good behaviour involves portions of CRM which should be embedded in everyday operation – the norm, personal SOPs, a way of living.
The older view -“ “lack of respect" that seems to be innate in the young generation.”, perhaps suggests that the new pilots have to conform to the status quo.
However, a younger - new view may have difficulties working in the current system due to issues including “personality or education”; or that the older view has not, or cannot adapted to the new training methods and constraints. The irony is that the old view may have proposed and implemented the change in selection and training.
'The change' does not appear to have been implemented very well; e.g. did the new methods consider any need for ‘training’ for the older generation (adaptation and guidance). Were there too many hidden assumptions, e.g. that Captains would mentor new pilots - identify necessary experiences, or that new pilots would gain manual flying skills foreshortened by new training methods.
Recent accident reports has caused the industry to take a hard look at crew acquisition and training processes, but the solutions so far appear to be recommending ‘more of the same’.
IMHO, the industry has to look at the assumptions in the change; that the knowledge, the flying experiences, and social abilities of new generation pilots may be insufficient for operations in the existing system.
If so, we might have to change training; - expensive; which perhaps negates the reason for change. Alternatively we have to accept that the existing system asks too much of the new crews and thus has to be restricted to the capabilities of the people in it.
The industry is at, or is rapidly approaching a point where the people in the existing system may not be able to continue to operate to the same level of safety as has been achieved so far – the level expected by public opinion.
Something has to change; we cannot turn the clock back. A compromise would appear to be necessary, this should start with a long hard look at ourselves, old and new, and see how we fit in with the current system.