Essays on Motivation Across Generations Literature review

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The paper "Mоtivаtiоn Aсrоss Gеnеrаtiоns" is a wonderful example of a literature review on human resources. Ageing is inevitable and populations in the western world and other places in the world are ageing, an aspect that results in a shortage of skills. Nonetheless, there are also young people in the workforce with their expectations. Different generations are characterized by varying traits, which largely influence their source of motivation and workplace expectations. Motivation is an essential aspect for individuals and teams in an organization. This is more so since it enhances their performance and productivity, translating to increased productivity and profitability for the organization.

Motivation is vital in setting and achieving goals and objectives on a personal as well as organizational level. Motivation could also be understood in terms of internal and external factors that in one way or the other stimulate energy and desire in individuals, to be constantly engrossed and committed to a job or to make efforts directed towards the attainment of some goals. Different factors could result in motivation for different individuals and groups. However, there are general tips that could be applied to motivate employees across generations and yield desirable results. This paper will give a critical discussion of the concept of the motivation of employees in the workplaces and different aspects associated with it.

Much emphasis will however be placed on different workforce generations in the populations and the motivation issues involved for each generation. Mоtivаtiоn асrоss gеnеrаtiоnsAccording to Coulter and Faulkner (2014), employees should always be motivated to enhance their performance and productivity. Motivation comes from the interaction of conscious as well as unconscious elements such as incentive or reward value of the objective, intensity of need or desire and expectations of a person and their peers.

The factors work as motivation and reason for enhanced performance. For instance, if a sales agent is promised some reward upon reaching a given target, they will work hard to reach the target and get the reward.

References

Coulter, J. S., & Faulkner, D. C. (2014). The multigenerational workforce. Professional case management, 19(1), 46-51.

Dobre, O. I. (2013). Employee motivation and organizational performance. Journal of Management and Socio-Economic, (1).

Elias, S. M., Smith, W. L., & Barney, C. E. (2012). Age as a moderator of attitude towards technology in the workplace: Work motivation and overall job satisfaction. Behaviour & Information Technology, 31(5), 453-467.

Kapoor, C., & Solomon, N. (2011). Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes, 3(4), 308-318.

Kooij, D. T., De Lange, A. H., Jansen, P. G., Kanfer, R., & Dikkers, J. S. (2011). Age and work‐related motives: Results of a meta‐analysis. Journal of Organizational Behaviour, 32(2), 197-225.

Korn, K. J. M. (2010). A second look at generational differences in the workforce: Implications for HR and talent management. People and Strategy, 33(2), 50.

Kowske, B. J., Rasch, R., & Wiley, J. (2010). Millennials’ (lack of) attitude problem: An empirical examination of generational effects on work attitudes. Journal of Business and Psychology, 25(2), 265-279.

Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology, 25(2), 281-292.

Parry, E., & Urwin, P. (2011). Generational differences in work values: A review of theory and evidence. International journal of management reviews, 13(1), 79-96.

Rowe, K. A. (2010). Managing across generations (Vol. 1003). Virginia: American Society for Training and Development.

Smith, P., Farmer, M., & Yellowley, W. (2013). Organizational behaviour. New York: Routledge.

Tang, T. L. P., Cunningham, P. H., Frauman, E., Ivy, M. I., & Perry, T. L. (2012). Attitudes and occupational commitment among public personnel: Differences between baby boomers and Gen-Xers. Public Personnel Management, 41(2), 327-360.

Thompson, C., & Gregory, J. B. (2012). Managing Millennials: A framework for improving attraction, motivation, and retention. The Psychologist-Manager Journal, 15(4), 237-246.

Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210.

Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of management journal, 53(1), 107-128.

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