Promoting Your Business
Managers who carefully plan and implement new strategies that moivate employees can help to create autonomy, healthier work environments and greater opportunities to satisfy a range of generations. Empirical research cited by (Simola & Sutton, 2002) “so far shows generational differences are still a relatively new undertaking with “previous studies only able to compare a few questions across time in low-response-rate samples (Twenge, 2010, p. 1138)." However, the advent of globalization now becoming increasingly favoured by many countries and organisations may impact on both the intrinsic and extrinsic motivation able to be delivered to workers by managers.
With globalization the cost of doing business for some organisations increases and workers find themselves dumped on the scrap heap with no loyalty provided by some of these organisations. Evidence by (Arthur & Rousseau, 1996) state that the “downsizing and layoffs that started in the 1980’s and 1990’s signaled the end of an era in which loyalty to an organization paid off in a lifetime of job security.” Further concluding, “technology and the emergence of social networking sites such as Facebook, Youtube and Linkedin provide an entirely new vehicle for individuals to be connected, decreasing the need for the social outlet that work environments can provide (Twenge, 2010, p. 1137)." Acknowledging the speed at which technology continues to evolve and its ability to provide and deliver both information and a reduction in human labour, could well provide a solution on improving work/life balance, increasing staff retention and make for happier employees. There is strong evidence to support how management today by using appropriate intrinsic and extrinsic motivational rewards can lead to a happier healthier workforce and increased productivity.