The Nature of the Psychological Contract - Essay Example

The study ash has been able to answer all the research questions and has achieved the objectives of the study. The study concludes that the factors of motivation do not differ across generations. They have remained constant and include good wages, leadership roles, appreciation, recognition, achievement, job security, and interesting work. Both derive intrinsic motivation from the work, and responsibilities, and these enhance their self-esteem in both cases. The difference lies in the expectations of the Yers fueled by the difference in the social environment in which they have grown up.

This generation is ambitious and looks for quick career progression. This enthusiasm and expectation have to be recognized by the managers. They even prefer better communication with their managers and want to take leadership roles. Even though they receive salaries as per industry standards, they aspire for more. Many have conceded that they are at their present jobs for lack of a better alternative. This demonstrates a lack of motivation. Thus, the managers have to identify unique characteristics and talent at the time of recruitment and clarify the job roles so that the employees do not join under false impressions.

They would not start their career with expectations that may not be fulfilled. Thus, the managers have the responsibility to establish a psychological contract with Gen Y to achieve enhanced performance through job satisfaction and employee motivation. The study concluded by providing the limitations of the study and making recommendations for further study in this area. The workforce today comprises different generational cohorts such as Generations X, and Y, and baby boomers that differ from each other.

Generation Y is a highly pragmatic generation of workers and to accommodate their concerns endless rounds of corporate restructuring take place (Amble, 2003). The young workers are full of enthusiasm and are keen to acquire skills and talents that would make them attractive to employers. Generation Yers are also referred to as Echo Boomers, the Millennium Generation, Generation Next, and Generation Why (Maucky, Gardner & Forsyth, 2008). They are labeled as fickle-minded high maintenance workers.