The last attempt did not produce a readable copy.
The last attempt did not produce a readable copy.
This research identified the dominant motivator for each of the five generations currently working in training and consulting firms in Jordan and thus identified the best way to motivate each of the five generations. It also examined the relationship between the generation to which an employee belongs, and the dominant motivation based on McClelland's theory of motivation. The results revealed a significant relationship between the employee's generation and his/her dominant motivation through the chi-square test, where it was found that the older generations were driven by power, while the younger generations were driven by Achievement. It was also revealed through ANOVA test that there is a statistically significant difference in how older and younger generations value Achievement and affiliation, while there is no significant difference in how much they value power. It was found that younger generations (generation X, millennials and generation Z) value achievement and affiliation more than older generations (baby boomers and traditionalists), while there is no significant difference in how much they value power. The research concluded that employees of different generations are motivated by different factors due to differences in their priorities, perceptions, and beliefs. The dominant motivator for each generation should therefore be the starting point for managers in determining the optimal way in dealing with each generation to sustain a healthy, productive, and effective work environment.
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