Work Motivation Theory: Identifying Multi-Generational Values in the Workplace

Work Motivation Theory: Identifying Multi-Generational Values in the Workplace by Rhonda R. Brown-Crowder MA, Amberton University, 2008 BA, University of Texas at Arlington, 1993 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University July 2017 Abstract The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational cohorts: Silent, Baby Boomers, Generation X and Millennials. The research questions for this quantitative study first identified the preferred work values, utilizing the Minnesota Importance Questionnaire (MIQ), and sought if there was a statistically significant means difference in those preferred values from 1 generation to another. A 1way MANOVA was used to analyze the effect of generation cohort affiliation with preferred work values, revealing a positive relationship between cohort and preferred work values. Results indicated that some work values are unique between generations, such as being busy all the time and doing things for other people, and some are shared, including telling people what to do and having good coworkers. Additional research is needed to address the gap in current literature in the areas of autonomy and recognition. The implications for social change include acquiring a greater knowledge of similarities and differences between older and younger workers. This knowledge is essential for building high-performing teams, for successful recruitment, and employee retention.The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational cohorts: Silent, Baby Boomers, Generation X and Millennials. The research questions for this quantitative study first identified the preferred work values, utilizing the Minnesota Importance Questionnaire (MIQ), and sought if there was a statistically significant means difference in those preferred values from 1 generation to another. A 1way MANOVA was used to analyze the effect of generation cohort affiliation with preferred work values, revealing a positive relationship between cohort and preferred work values. Results indicated that some work values are unique between generations, such as being busy all the time and doing things for other people, and some are shared, including telling people what to do and having good coworkers. Additional research is needed to address the gap in current literature in the areas of autonomy and recognition. The implications for social change include acquiring a greater knowledge of similarities and differences between older and younger workers. This knowledge is essential for building high-performing teams, for successful recruitment, and employee retention. Work Motivation Theory: Identifying Multi-Generational Values in the Workplace by Rhonda R. Brown-Crowder MA, Amberton University, 2008 BA, University of Texas at Arlington, 1993 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University July 2017 Dedication To my husband Curtis, Thank You for being my greatest supporter. During the times when I was tired and worn out and feeling hopeless, it was your voice that encouraged me to keep going and propelled me to the next level. You would never let me quit or give up on myself during my toughest times. Thank You for always igniting that spark in me and for reminding me of the importance of finishing what I start. This degree belongs to all of us! To my dearest Son, Caleb, It is my sincere hope that you will one day overcome the challenges of Autism and can fully comprehend the magnitude of this accomplishment. It is my hope that when that moment comes, you will say, ‘If my Mom can do it, I can do it too! ’ I hope to make you proud, and to realize, that with God, all things really are possible. To my parents Jessie and Barbara Brown, Thank You both from the bottom of my heart for instilling in me a love for education and learning, and for helping me to realize that I can overcome every obstacle that stands in my way from accomplishing my dreams. Thank You for teaching me that it is never okay to settle for less, and that I must always do my very best. I as able to persevere through this long and difficult process because of things you imparted in me and for the example you always set for us. I owe much of my life’s success to you! To my Sisters and Brother, Thank You all for your love and support of me throughout this process and for always believing in my ability to accomplish this amazing life-long dream. It is wonderful having you all by my side and cheering in my corner. Acknowledgments This dissertation would not have been realized with the support and guidance of certain individuals who encouraged me to believe in myself and to never quit until I crossed the finish line to receive my prize. To my Lord and Savior Jesus Christ, Thank You for your Grace, Mercy, and Strength to complete this momentous task. Thank You for the Path you have set before me, and the Destiny you have called me to fulfill. I will not fail you. To my committee Chair, Dr. Doreen McGunagle, from the moment I started at Walden until now, you have guided me with your knowledge, your expertise and your support, from my first KAM through the entire Dissertation process. I am so very grateful for you for your feedback, and patience; and, for always expressing your confidence in my ability to finish this program. It has been a true honor and pleasure to have worked with you. To my Methodology committee member Dr. Aridaman Jain, thank you so much for working with me until you knew that I had a clear understanding of what the expectations were; and, for the excitement you showed in your availability and partnership with me to complete this arduous process. You made doing stats, fun! To my URR committee member, Dr. Salvatore Sinatra and Dr. Raghu Korrapati thank you for your feedback and support and for sharing your expertise to challenge me and to help me to create the best Dissertation possible. I appreciate your assistance so very much. To my Sister and fellow Walden Graduate, Dr. Tracey Brown, thank you for blazing a new trail and showing our family that the level of ‘Doctor’ is not only obtainable, but possible. Thank You also for your continued support, wisdom, and guidance throughout this process. I could not have done this without you. You are my inspiration! To my fellow Walden Graduates friends, Dr. Belinda Kennon and Dr. Heriberto Man, who started this process with me, it has been a true honor to share this life-changing experience with you!