This thesis examines factors affecting motivation levels in Generation Z employees. It reviews motivation theories and literature on how Generation Z prefers communication, learning, and values at work. The thesis hypothesizes that transparency, recognition, visual training, unique work experiences, career development opportunities, modern tools, and collaboration positively impact Gen Z motivation. Based on the research, the conclusion recommends that management provide recognition, engaging jobs, career growth, technology, transparency, and social interaction to motivate young Generation Z workers.

1. Determine Factors Affecting Motivation Level in
Generation Z at Workplace
A Thesis Submitted to The Faculty of The School of Business Administration of ESLSCA
Egypt in Fulfillment of the Requirements for the Degree of
“Master of Business Administration”
- Prepared By: Mohammed Hassanien
- Supervised By: Prof. Abd El Moneim ElSaid
- Date of Issuance: 29-April-2017

2. • Workplace & Generations.
(Introduction)
• Deep Dive on Generation Z.
(Literature Review)
• What MotivatesThem?
(Research Hypotheses)
• Recommendations
(Research Conclusion)
Agenda

3. INTRODUCTION
• Most of the corporates now face Tough Competition and trying their best to Increase Productivity.
• Employee productivity has a significant impact which has direct relation to their motivation as it is affecting their productivity and
hence the firm productivity.
• Young generations keep graduating and filling jobs in the market, their motivation factors that affects their productivity will vary from
other older generations.
• Accordingly, this research was conducted to study motivation factors affecting young generations (GenZ).

4. INTRODUCTION
Traditionalists
(1920s-1940s)
Baby Boomers
(1940s-1960s)
Generation Y
(1960s-1980s)
Generation X
"Millennals"
(1980s-1995)
Generation Z
"iGen"
(1995-2010)

5. INTRODUCTION

6. LITERATURE REVIEW
Two Motivation Theories:
Maslow Hierarchy of Needs Frederick I. Herzberg Needs at Workplace
Self Actualization
Esteem Needs
Social Needs
Safety Needs
Basic Physicological Needs
Self Actualization
Esteem Needs
Social Needs
Safety Needs
Basic Physicological Needs
Motivators
Maintenance

7. LITERATURE REVIEW
Frederick I. Herzberg Needs at Workplace
Self Actualization
Esteem Needs
Social Needs
Safety Needs
Basic Physicological Needs
Motivators
Maintenance
Motivators Maintenance (displeasure)
Nature of work Financial benefits.
Being on charge Working environment
Making progress Relation with colleagues
Being recognized Security at work
Remarkable achievement Direct super visor
Career path

8. LITERATURE REVIEW
 How Generation Z Desire Communication?
 There is myth that due to Generation Z high use of technology that they will not tend to have
face to face communication.
 They raised up with another communication channels such as Skype and FaceTime that make
them prefer visual interaction. Geary (2016).
 Generation Z recommend face to face communication rather than technology as they need to
make sure that their managers are understanding and listen to them.
 Instantaneous feedback is most important to Generation Z as they lived their life with getting
needed feedback quickly. Atamian & Simon (2015)

9. LITERATURE REVIEW
 How Do Generation Z learn?
 Rothman (2014) mentioned that GenZ are more to learn with hands-on, they need fast loaded
contents with less text and lot of graphics and visuals.
 They need to have access to multiple sources of information and want to have fast feedback and
clear objectives of what they are doing.
 They used to do several tasks in very short time, they will not feel comfort with large chunks of data
or depth in content unless it is divided to small pieces
 They are used to make a try and error to solve problems (as they will not pass to level two in the
game unless they solved level one problem).

10. LITERATURE REVIEW
 What are Generation Z main values at workplace?
 Generation Z are more interested on the present and appreciate fast
reaction to anything,
 They have courage and willing to initiate and be the first in proposing
ideas and projects. Bencsik Andrea (2016).
 Generation Z values honesty in communication, transparency &
authentic messages as stated by Jenkins (2016).

11. LITERATURE REVIEW
In a study mentioned by Martin and Schmidt (2010):
 25% of employees tends to leave job in only one year
 33.3% of caliber employees claims they do not put all needed efforts in work place
 20% of employees feels that their own ambitions is not matching with what the corporation
they work in has plans for him
 40% is not confident enough with their collogues and less with their management.
 Statistics on Employees in their Workplace:

12. RESEARCH HYPOTHESES
1. Transparency & Direct Communication affect directly the motivation level of Generation Z at workplace.
2. Regular Recognition and Reward affect directly the motivation level of Generation Z at workplace.
3. Visual & Interactive Training affect directly the motivation level of Generation Z.
4. Nontraditional work and having unique work experience affect directly the motivation level.
5. Career Development and clear career path affect directly the motivation level of Generation Z at
workplace.
6. Smart and ease use tools affect directly the motivation level of Generation Z at workplace.
7. Collaboration & connecting to coworkers affect directly the motivation level of Generation Z at
workplace.

13. CONCLUSION & RECOMMERNDATION
• In this research, it was found that the most important motivating factors that management should consider for new young employees
of Generation Z:
 The recognition and rewarding regularly for doing good jobs.
 They were not born for the traditional and boring office jobs.
 They are motivated by using smart and easy tools to make them progress better and faster
 They tend to like making their tasks through internet and access information and visual fata sources.
 The Chances in development of career and self-actualizing at their workplace is positively affecting their motivation levels.
 They expect transparency and direct communications with their coworkers and managers.
 They feels that collaboration and having social relations with collogues is important.
 They need to be trained through visual and multimedia instead of surfing books and papers.