A. H. Maslow introduced the 5 levels of hierarchy in 1943. He theorized that “human motives emerge sequentially to satisfy a hierarchy of five needs”. As each need is met, the ego sets out to achieve the next level.
Frederick Herzberg further divided the 5 levels into intrinsic and extrinsic needs in 1959.
Douglas McGregor introduced Theory X and Theory Y in 1960. He theorized that the primary source of motivation is money.
Stress, leadership, work standards, fair rewards, sense of achievement, purpose, involvement, empowerment, recognition, advancement, salary, co-workers, career motivation, health, developing new skills, mentoring, fear of punishment, anxiety, safety incentives, internal goals, employer feedback, respect, and positive performance appraisals
In a 2004 study by Robert Lord, 248 Governmental workers were surveyed to test whether age affected viewpoints of satisfaction. Results concluded that younger workers preferred money as a motivator while older workers preferred recognition
In a 2007 study, 352 employees were surveyed to test age and gender affects on satisfaction. This test concluded no correlation.
6000 graduates from the University of Wyoming were surveyed to study the affects of aging on satisfaction. Conclusions noted that as people age, their satisfaction moves from immediate gratification to one of future goals (developing new skills vs. job security).
In a 2005 study of 143 Mississippi employees, several satisfaction factors were examined to look for possible correlations to age and gender. Findings concluded that there was little difference between age and gender.
Several online studies were reviewed. Helium.com asked which was more important: money or recognition. 54% stated money, 46% stated recognition. Gallup poll noted the opposite. Their study revealed 69% prefer recognition. Maritz conducted an online poll to ask how satisfied people were with their employers incentive programs. Only 10% strongly agreed they were satisfied.
I want to know the following about my organization
Do we have the best incentive program in place?
Is there a difference in demographic (age and gender) views of satisfaction…who are our employees?
Future studies will include surveys and questions to employees about how satisfied they are with company programs, what company issues motivate them, do we need to modify these programs to accommodate our unique workforce????