Case study: How generation affect the motivation of Hungarian employees
Author
Kovacs, Orsolya
Term
4. term
Publication year
2017
Submitted on
2017-05-31
Abstract
Dette speciale undersøger, hvordan generationer påvirker motivationen hos ungarske medarbejdere i en organisatorisk kontekst. Studiet fokuserer på Baby Boom-generationen, Generation X og Generation Y samt på begrebet arbejdsmotivation. På baggrund af litteraturen, der peger på væsentlige forskelle i værdier, opfattelser, præferencer og motiver mellem generationerne, opstilles hypotesen, at ungarske generationer motiveres af forskellige behov og faktorer. Deltagerne blev bedt om at vurdere deres arbejdstilfredshed og centrale motivationsfaktorer. Da emnet kan opleves som følsomt, anvendtes sneboldmetoden (snowball sampling), hvor deltagere rekrutterer nye deltagere, til at indsamle både kvantitative og kvalitative data via et online spørgeskema. Data blev gemt i Excel og analyseret for at teste hypotesen og revurdere de teoretiske antagelser. Analysen bekræfter de teoretiske ideer for begge hovedbegreber og konkluderer, at indre motivation—motivation der udspringer af selve arbejdet frem for ydre belønninger—er den stærkeste drivkraft, i tråd med Maslow (1943). Samtidig varierer det, hvad der konkret motiverer ungarske medarbejdere, fra generation til generation. Det omfattende datasæt kan danne grundlag for fremtidige studier, der kan sammenholde de anvendte variabler med andre.
This thesis examines how generational membership shapes work motivation among Hungarian employees in organizational settings. It focuses on the Baby Boom generation, Generation X, and Generation Y, and on the concept of work motivation. Drawing on literature that highlights notable differences in values, perceptions, preferences, and motives across these cohorts, the study hypothesizes that Hungarian generations are motivated by different needs and factors. Participants rated their job satisfaction and key motivators. Because the topic can be sensitive, the study used snowball sampling—participants inviting others—to collect both quantitative and qualitative data through an online survey. The data were stored in Excel and analyzed to test the hypothesis and re-examine the theoretical assumptions. The analysis supports the theoretical ideas for both core concepts and concludes that intrinsic motivation—motivation that comes from the work itself rather than external rewards—is the strongest driver, consistent with Maslow (1943). At the same time, what specifically motivates Hungarian employees differs from generation to generation. The rich dataset can serve as a basis for future studies that compare the variables used here with alternative ones.
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