Answer The Research Question #3 In The Research Prompt With A Great Source

 Answer the research question#3 in the research prompt “3. What motivates and empowers Millennials??”. and find a school database great related article source and answer in 2 pages, mla format. Must related to research prompt, will be attached 

MHR 4020 – Section 5

Project Proposal

Generational Differences in Motivation & Empowerment

By: The A Team

Alondra Limon-Soto

Nolberto Aguirre

Herbert Escobar

Audrey Chan

Xue Yu

Oscar Fregoso

Introduction: Comment by Audrey Chan: Alondra

Recent studies have shown that keeping crewmembers happy has been a struggle for many organizations, especially when dealing with generational differences. Since each generation has different upbringings due to major events and changes, the factors to keep each group motivated and empowered vary. Due to this multigenerational workplace, managers are faced with the challenge of improving teamwork and employee morale across generations. Identifying what motivates and empowers each generation will help managers create an individualized approach to aid motivation, recruitment, and retention (Vuokko 2).

The three generations that are currently in the workplace include Baby Boomers, Generation X, and Millenials. For the purposes of this paper, Baby Boomers were born between 1946-1964, Generation X were born between 1965-1980, and Generation Y or Millennials, were born between 1981-2000 (Vuokko 1). Generation Z, people born between 2000-2012, are not yet in the workplace so they are not included in this analysis. All age ranges mentioned above are approximate, and individuals on the cusps of these ranges may identify themselves with the former or latter generation depending on their upbringing. However, most working individuals can be categorized into one of these groups based on their behavior, work ethic, and views about the workplace.

Problem Statement:

This paper will summarize, analyze, and discuss what motivates and empowers each generation and what managers can do to keep their multigenerational workforce happy.

Research Questions:

1. What motivates and empowers the Baby Boomer generation?

2. What motivates and empowers Generation X?

3. What motivates and empowers Millennials?

Methodology: Comment by Audrey Chan: Alondra

We answered our research questions by reviewing and researching peer reviewed journals on Google Scholar and our school’s library database.


1. What motivates & empowers the Baby Boomers generation? Comment by Audrey Chan: Oscar and Herbert Comment by Herbert Escobar: Some of Oscar’s paragraph talks about my stuff as well, mostly my first paragraph. I think it is best to combine both of our paragraphs since it elaborates the same points. I think both could be cut down to avoid saying the same thing Comment by Audrey Chan: I kinda changed some of the wording and re-ordered the stuff so its a little shorter and less repetitive so I think we should be good.

The Baby Boomer generation has spent several decades in the workforce and has seen various events in the world unfold. They witnessed the Vietnam War, The Civil Rights Movement, and the assassination of President Kennedy. For the most Part Baby Boomers were raised by two-parent families with a stay-at-home mother. These world events and familial upbringings could have had an adverse effect on what they value over the years as illustrated in what they value in the workforce.

Baby Boomers have stated that they desire and expect long-term employment, even during a poor economy as they are not fond of the prospect of a job hunt as they will sacrifice family and free time to secure stable and lasting work (Seipert & Baghurst, 2014). Given the numerous events and rapid change the world has seen over the past decades, it makes overt sense that Baby Boomers are motivated by work that has some semblance of long-term job security. This theme of job security translates to making sure that they hold tenured positions. Baby Boomers also display an emphasis in long-term benefits whereas their other generational cohorts focus on a much shorter period of time (Seipert & Baghurts, 2014). Baby Boomers are motivated by a career where they can move up the ladder, they also want to be trusted and be given responsibilities. Baby Boomers strive to be successful so some become workaholics fully submerging themselves in their job (Tolbize 2008). This generation’s values mainly consist of stability, job security, and an unwillingness to settle for anything that is short-term focused. Comment by Audrey Chan: This should be the page number where you found it in the article and needs to be added to references page Comment by Audrey Chan: page number and need to add to references Comment by Audrey Chan: page number and need to add to references

These motivational factors can explain even more on how to cater to Baby Boomers needs in the workspace. Given that it has been established that Baby Boomers have regularly sided with work stability, job security, and tenured positions, the motivational factors that are at play during their work may or may not come to a surprise to some. When discussing what criteria pushes Boomers to work hard and work well, Boomers previously stated that freedom from supervision contributes to work motivation as further explained by the fact that they are described to be independent and anti-authoritarian (Yang & Guy, 2014). These factors provide an insight for employers on what to expect and could even give suggestions on how to handle Baby Boomers in the workplace. Comment by Audrey Chan: page number

2. What motivates and empowers Generation X? Comment by Audrey Chan: Audrey

Baby Boomers in the upper bracket of the generation gave birth to Generation X. The major historical events that affect the mindset of Gen Xers include the widespread use of computers, the collapse of the Soviet Union, and the downsizing of corporate America through legislation and layoffs (Glazer et. al 3). Gen Xers witnessed their Baby Boomers parents experience mass layoffs growing up, so they kept this expectation when they entered the workforce and are focused on their careers and marketability. However, the longer a Gen Xer stays with an organization, the higher the likelihood they will stay due to job security and long-term benefits, resembling Baby Boomer behavior (Glazer et. al 10). This generation also witnessed a sharp increase in higher education, so they find opportunities for career development appealing. These environmental factors led this generation to value employee development, work-life balance, and individual work contributions.

3. What motivates and empowers Millennials? Comment by Audrey Chan: Xue Yu


In a workplace setting it is critical to analyze how to best improve employee performance based on their preferences to certain stimulants. Just how no two people are alike no two employee motivations are similar such is the case with Baby Boomers, Generation X, and Millennials. Each individual group has certain stimulants that drastically affect employee motivation, and empowerment and as such make it challenging to motivate each group uniformly. Because each generation grew up during different periods of history each was affected differently by major historical events causing differences in motivation and empowerment typically what works for one generation may not work for another. Through our research we found that it is better to motivate each group differently based on their preferred stimulus in order to achieve the best possible outcome per individual generation. When each employee is happy with the work environment the overall workspace will improve drastically, because a good employee is one that is highly motivated and empowered resulting in a productive and stable work environment. In order to empower employees we need to cater to their personal motivations to bring about the best possible result, this varies from generation to generation as no two are alike in terms of motivational factors. Each generation learned and adapted from the previous resulting in a wide array of motivational factors which employers need to analyze and adjust per individual. Comment by Nolberto Aguirre: Audrey what do you think of the conclusion for far? Weak? needs more info? Is it okay? Comment by Audrey Chan: I think it might be fine, but you might want to wait before you get too far so you can kinda summarize what we said in the research question sections. We don’t need the conclusion for tomorrow anyways so you didn’t have to write it right away. Comment by Nolberto Aguirre: Yeah I was having a hard time writing since some areas were not here yet. Oh okay I thought that the 3 questions plus intro and conclusion were due well then I guess I can adjust the conclusion after all the parts are there Comment by Audrey Chan: Yeah the only parts that tomorrow is the beginning to Question 3, you’re good for now.


Glazer, S., Mahoney, A. C., & Randall, Y. (2019). Employee development’s role in

organizational commitment: a preliminary investigation comparing generation X and millennial employees. Industrial and Commercial Training51(1), 1–12. doi: 10.1108/ict-07-2018-0061

Jurkiewicz, C., & Brown, R. (1998). GenXers vs. Boomers vs. Matures. Review o f Public

Personnel Administration, 18(4), 18-37.

Vuokko, E. (2016). Understanding Motivational Factors in Business Environment: Difference

Between Baby Boomers, Generation X, and Y. Retrieved from

Yang, S.-B., & Guy, M. E. (2006). GENXERS VERSUS BOOMERS: Work Motivators and

Management Implications. Public Performance & Management Review29(3), 267–284. doi: 10.2753/pmr1530-9576290302

NOTES: Comment by Audrey Chan: We’ll delete this part before we submit it

Focus: Boomers, Millennials & Gen Z

· Traits of the millennial generation: Motivation and leadership

· Understanding Millennial, Generation X, and Baby Boomer Preferred Leadership Characteristics: Informing Today’s Leaders and Followers