Create a Brief Literature Review - Coursework Example

Past analyses have looked into the relationship between generations and motivation at work. Most of these determine the intrinsic and extrinsic motivators of Baby Boomers and Millennial. These studies do not investigate the relative effects these intrinsic and extrinsic motivational factors have on the generations (Leavitt, 2014). There exits many theories about motivation and one particular of these theories is intrinsic and extrinsic motivations theory developed in 1985 (Jansen, 2010). This model suggest that an individual behavior can be intrinsically motivated or extrinsically motivated.

Persons engaging in pleasurable tasks are believed to be intrinsically motivated while extrinsic motivation is a description of activities that are a means to an end and not the pleasure of task (Leavitt, 2014). Individuals motivated by intrinsic process find motivation in the work itself. These individuals find the behavior challenging, and there are no external controls regulating the behavior. Goal incorporation is the source of motivation for a behavior in the person who adopts behaviors and attitudes based on congruity with their personal value system.

Persons motivated by instrumental or extrinsic rewards believe their behaviors will lead to certain results. Research describes millennial as more individualistic than any other generation, but till this day, prove on generational differences relating to work values remain scant despite the effort by consultants selling solutions of managing younger workers (Leavitt, 2014). Contrary to popular beliefs, millennial value less altruistic and social rewards than Baby Boomers. Intrinsic rewards such as growth opportunity and interesting work are more important to millennial, but less compared to any of the previous generations like the Baby Boomers (Leavitt, 2014).

To Millennial, leisure is relatively important and values extrinsic rewards like status and pay