Exploring the Work Motivational Factors of Generation Z Workforce in Selected BPO Companies: Basis For Job Satisfaction

Abstract

This qualitative study explored the work motivational factors of the Generation Z workforce. Herzberg’s Approach guided the study in relating situations where Generation Z participants perceived themselves as motivated (job satisfaction) with their work and, equally, in circumstances where they felt demotivated (job dissatisfaction). Hygiene factors (extrinsic) identified for motivating and satisfying this generation at work included a conducive work environment, favorable policies, supportive leaders and teammates, and a competitive salary. For the intrinsic motivating factors, Generation Z participants expressed a desire for continuous personal and career growth, as well as aspirations for job promotions. Regarding demotivators, Generation Z participants perceived issues related to salary disputes, changes in work conditions like remote work (WFH), undesirable interactions with teammates, and unsupportive leaders. They also mentioned lack of rewards and recognition in terms of employee engagement from their company. Additionally, they were demotivated by the absence of training and development opportunities. This study recommended programs for BPO companies aimed at motivating and satisfying Generation Z in the workplace. These included work schedule options, recognition and rewards, and training and development. Work schedule options encompassed flexible scheduling and compressed work weeks, while recognition and rewards consisted of flexible reward options and employee-driven recognition programs. Finally, training and development programs focused on technology utilization, leadership, and team building. Implementing these programs would assist BPO companies in adapting to Generation Z behavior, thereby retaining them in the workforce.