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1.1 Introduction
As years passed by, there have been drastic changes, developments and
innovations in the business industry. Before the industrial revolution, work was
industries. However, during the 19th century, the need for management became
evident as there had been a shift from skilled to unskilled laborers working in
work of laborers, managers find it vital to look for methods to increase the
emergence of jobs, motivation prevails as one of the most vital factors affecting
but they can influence them through methods that would increase the employees’
motivation (David &Newstrom, 1989). However, bringing out the best in the
employees as they work is one of the most challenging aspects on the part of the
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(Nohria, et.al.,2008).
In line with this, various studies are made to identify the factors or
Hawthorne Studies of Elton Mayo (1927) as noted by Ryan and Smith (1954),
jobs and giving or setting goals for them to achieve, increases their productivity in
work. There are also the Needs Hierarchy Theory of Abraham Maslow (1943)
two of the most used, known and widely respected theories for explaining
motivation and job satisfaction (DeShields, Kara, & Kaynak, 2005). Common
among these three theories is the idea that it is not the extrinsic factors (money,
bonus, etc.) that influence the motivation of employees but it is the intrinsic
factors for motivation of the employees (recognition, personal growth, etc.) that
give them job satisfaction and make them productive in their work.
employers to know these factors because it would be very beneficial for the
industry becomes tougher and more challenging due to rise of competitors in the
industry and also of the external factors such as political, economy, technological
which are external in nature and not within the control of the companies, they
should focus instead on their internal strengths, their competitive advantage such
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as their employees or their human resources because other factors like the
survive. It is also stated that motivated employees are more productive (Lindner,
lot of changes in the industry as the years passed by and the industry is now
filled with Millennial workers with different needs, wants and interests. In the
present, the corporate world is being filled with Millennial employees which are
the largest age group and is said to grow to a significant proportion of the
(Gilbert, 2011). As the millennial employees grow in the industry and the baby
assess what motivation schemes can be utilized to motivate or increase the job
Whereas, this study aims to figure out whether the theories of motivation
employed in the past are still applicable to Millennial employees particularly the
This study aims to determine the effect of intrinsic factors on the motivation of
motivators.
To determine which of such factors is primarily present and to rank such factors
Self-
actualization
Self-esteem
Confidence, Respect,
Achievement
Physiological Needs
Breathing, Food, Water, Shelter, Clothing, Sleep
Through Maslow’s Hiearchy of Needs theory, it shows that employment could satisfy
motivation and controlled motivation makes up the difference between the intrinsic
autonomy means endorsing one’s actions at the highest level of reflection. Intrinsic
activity because they find it interesting, they are doing the activity wholly volitionally
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(e.g., I work because it is fun). On the other hand, being controlled involves acting
with a sense of pressure, a sense of having to engage in the actions. The use of
extrinsic rewards in the early experiments was found to induce controlled motivation
(e.g., Deci, 1971). This theory postulates that autonomous and controlled
motivations differ in terms of both their underlying regulatory processes and their
and together they stand in contrast to amotivation, which involves a lack of intention
the person. This is the classic type of extrinsic motivation and is a prototype of
controlled motivation. When externally regulated, people act with the intention of
energized into action only when the action is instrumental to those ends (e.g., when
the boss is watching). External regulation is the type of extrinsic motivation that was
Dissatisfaction
Recognition Supervision
Satisfaction Work itself Relationship with the
employer
Responsibility Work Conditions
Advancement Salary
Growth Relationship with
peers
Herzberg (1966) asserts that “the primary function of any organization, whether
religious, political, or industrial, should be to implement the needs for man to enjoy a
meaningful existence”. In his study, he concluded that job content factors are the
primary source of motivation and satisfaction, while hygiene factors are the sources
and opportunities for advancement would possibly enrich a job. Hygiene factors (i.e.
working conditions, company policy, supervision, and pay) should only be given
emphasizes that the job must be enriched to allow employees to be motivated and
to perform effectively.
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According to the study conducted by Hackman and Oldham in 1970, through the
core job dimensions, three critical psychological states were created which may result to
the personal and work outcomes as illustrated above. Using the Job Diagnostic Survey
they developed, it could be possible the motivation potential of a job that may help
employer redesign the job in terms of the core job dimensions. Experienced
meaningfulness of the work is enhanced by skill variety, task significance and task
identity. Autonomy increases the experienced responsibility for outcome of the work. On
the other hand, knowledge of the actual results of the work activities was increased if
the job is high on autonomy. The employees’ growth, need, strength could affect their
factors. The intrinsic factors namely: achievement, recognition, the work itself,
The presence of core job dimensions further establishes that they are intrinsically
motivated which results in meaningfulness of the work, responsible for outcomes of the
This study aims to answer the query regarding the effect of intrinsic factors on
the motivation of Millennial employees. The researchers specifically aim to answer the
following questions:
3. Does the preference of Millennial employees about which they prefer, intrinsic
4. Which of the core job dimensions established by Hackman and Oldham are
5. Which of the following core job dimensions are the most preferred and least
1.4 Hypothesis
employees.
Millennial employees.
Many studies have been conducted regarding the motivation of employees but
few studies are made regarding the Intrinsic motivation of Millennial employees
whereas the researchers believe that this study would be significant or would be a
Talent, skills and expertise are things that are things solely sourced from
people. This is the same in every industry. They all need good workers. While
this has been always considered in management principles, a new era of young
professionals may pose difficulty in the part of administrators in both small and
giant businesses. Modern times call for different methods than that of traditional
ones when it comes to job satisfaction. This study serves as a reliable measure
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This research projects the modern way of thinking of the new generation of
workers. It allows them to ponder upon their values. This study provides for an
working conditions.
To the Academe:
and business principles. This study may also contribute to different fields of study
To Future Researcher:
This study may be found as a viable source of facts and insight for
whoever wishes to conduct research in the same area. They may find this useful
materials are in existence and are available. This research also makes room for
further studies.
This study aims to determine the relationship between Intrinsic factors and
dependent variable.
and committed to a job, role or subject or to make an effort to attain a goal. The
Oldham.
On the other hand, the intrinsic factors referred in this study refer to the
factors established by Hackman and Oldham such as Skill Variety, Task Identity,
Since there are a lot of Millennial employees, the researchers limited the
Millennial employees so the researchers set the age not beyond 37 years old
finance and others from white collar and pink collar jobs. This study is a
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quantitative one and the researchers used quota and purposive sampling in
and discretion of the employees in scheduling the work and in determining the
and other factors which are outside the job itself of the employees that motivate
them to work better or boost their motivation to perform their jobs well.
Feedback-the degree to which carrying out the work activities required by the
job results in the employee obtaining direct and clear information about the
growth that they feel when accomplishing the task assigned to them, worth and
value of their job and other factors which affect the motivation of the employees
characteristics.
MPS( Motivating Potential Score )- the computed potential score through the
Motivation-set of forces that initiates, directs and makes people persist in their
Pink Collar Job-this refers to jobs such as nursing, teaching and waitressing as
dominated by women.
carrying out the work which involve the use of several different skills and
identifiable piece of work like doing a job from beginning to end with visible
outcome.
Task Significance-degree to which the job has a substantial impact on the lives
theory