This dissertation evaluates Generation X and Y in the current workplace in terms of motivational factors. The study is a quantitative study that was conducted to determine if there are differences in terms of the motivational factors of Generation X and Generation Y. A literature review was conducted to review the historical knowledge base on the two identified generations, motivational theories and communication in the workplace. A quantitative study scored with a likert scale was developed utilizing Allen and Meyer's (1990) Organizational Commitment Instrument, focusing on the—the affective, continuance and normative categories—in terms of motivation. A descriptive analysis of common themes was conducted of the three categories of the study. The results revealed that there are identifiable differences between Generation X and Generation Y in the workplace in each of the three categories of the survey. The responses for both generations trended to be positive in nature for both generations, however for the affective and continuance categories Generation Y scored higher with positive responses. Generation Y scored higher demonstrating that this group responds positively to categories like open communication, flexibility, opportunities for growth and recognition. Generation X overall responded higher with positive in the normative category. This demonstrates that this group responds to a traditional work environment and demonstrates loyalty regardless of the benefits offered. The study findings supported previous research reviewed during the literature review. This study gives employers a guideline to assist in maximizing motivation and productivity of employees from both generations currently employed through the upcoming years.
|Subjects||Management; Organization theory; Organizational behavior|
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