In Thailand, the workforce trend will also change in terms of the number of Generation Y residents in the organization. The graph shows that in 2015, Thailand's Generation Y workforce accounted for only 26% of the total workforce. However, over the next five to ten years, the Generation Y workforce will grow and eventually become half or the majority of Thailand's workforce.
By understanding the nature and behavior of the new generation of employees, an organization can adapt or change its workforce management to suit their requirements and needs.
Low Employee job satisfaction
To solve this problem, organization must adapt to change of competition and find the solution in employee satisfaction and commitment and one of the factors that will help to increase employee satisfaction and commitment to their work is motivation. Motivation is one of the most important factors that affect human performance in their willingness to achieve something. From the mentioned research, motivation is one of the factors that drives the level of individual needs to achieve something or even an organization's goal or target.
Fast moving consumer goods or FMCG is also one of the business segments that affects the problem of new generation and employee satisfaction.
Purpose of Study
However, due to low employee satisfaction and engagement, talented employees easily change the organization based on high benefits, which also affect the overall performance of the organization. It is important for the organization to understand the characteristics of the employee using motivation as a solution, because employees with high motivation towards the organization tend to stay longer.
Objective
Study Question
Expected BENEFITS
LITERATURE REVIEW
- What is Generation Y ?
- What is Job Satisfaction ?
- What is Motivation ?
- Importance of Motivation
- Motivation Theory (Herzberg’s Two factors Theory)
- Previous research and Studies
- Conceptual Framework
- Independent factors definition
- Hygiene Factor
- Motivators Factor
Hoppock defined job satisfaction as a mixture of psychological, physiological and environmental conditions that influence a person and to be honest I am satisfied with my work (Hoppock, 1935). The emotional component refers to work-related feelings such as boredom, anxiety, recognition and excitement. The cognitive component of job satisfaction relates to beliefs regarding one's work whether it is respectful, mentally demanding/challenging and rewarding.
From the above definition of job satisfaction by many researchers, we can define job satisfaction as a positive and negative feeling and the psychological and physiological attitude of an employee towards his work, which affects the level of happiness and willingness of the employee to perform his work. In 2014, Right Management, a global leader in talent and career management solutions, conducted an online survey between November 7 and December 11 of 665 employees in the US and Canada. From the survey, there is a topic related to the turnover of employees who are seriously considering leaving the organization.
The result shows that a total of 37% of the employees in the organization are considering leaving the organization. Looking at more details, broken down by age, the highest number of the group with 44% considering leaving the organization was between 18 and 34 years old. This will contribute to increasing employee satisfaction and their involvement in the organization. Even in their way of working they found that they lack of skills or knowledge, they will have the willingness and find a way to develop themselves, self-development, to complete their work and this will lead to job satisfaction.
The factors on the right that led to satisfaction (performance, intrinsic interest in work, responsibility, and advancement) are mostly unipolar; that is, they contribute very little to job dissatisfaction. Conversely, those who are dissatisfied (company policy and administrative practices, supervision, interpersonal relations, working conditions and pay) contribute very little to job satisfaction”. Based on the research, he found that the root of having job satisfaction was the difference from job dissatisfaction.
Herzberg explained that because of factors that affect job satisfaction, the difference from those that cause job satisfaction.
RESEARCH METHODOLOGY
- Methodology
- Questionnaires
- Data Source
- Data Analysis
These factors will be used as factors to determine Generation Y work motivation leading to job satisfaction. The questionnaires that will be sent to the respondents of this study will use previous research and studies on motivation as a guideline and develop them to be practical and easy to understand. In your perspective, do you think there are other factors that you consider motivators that were not mentioned above.
From the above questionnaires, the topic of the question will be separated into 3 groups. The respondents who will be included in this study are Generation Y or Millennials (people born between 1981 and 2000) who are currently working with Company L. This group of selected employees will give a one-year development plan in each individual area (marketing). , commercial, finance, etc.) with close monitoring during the professional learning process.
The questionnaire will be divided into 2 parts which are geographical and motivating and demotivating factors. First is the ranking method, the respondent must choose the factor that he or she considers to be motivating. The second is the open-ended method, the respondents have to describe their point of view about the motivator and demotivator factor.
The result will be descriptive, where the reason for the respondent's answer should be studied, explored and understood. Then conclude the key finding supporting why Generation Y considers these factors as motivators and demotivators.
RESEARCH METADOLOGY
Respondents
Followed by other expertise or people working in back office which is 7 or 30% of total response.
Respondents
- Hygiene Factor
- Motivators Factor
The table above shows the score of each factor that Generation Y at Company L believe is their top motivator. The table above shows the score of each factor that Generation Y at Company L believes is their level 2 motivator. However, in respondents' comments, there are 2 other factors that support advancement and growth, namely challenging responsibilities and achievement and recognition.
In work, everyone needs advancement and growth, so it is very important for the motivator in the job. The table above shows the score for each factor that Generation Y in company L considers to be their rank 3 motivator. The table above shows the correlation between the respondent's answer in each rank and the frequency counted for each motivator factor from 3 ranks.
However, the 3rd and 4th places are demanding responsibilities and achievements and recognition, which the respondents identified as advocates of advancement and growth, so that the relationship with colleagues still results as the highest score of the total calculated response of the motivation factor. 2 Advancement and growth 13 3 Demanding responsibilities 12 4 Achievements and awards 9 5 Relationship with colleagues 8 6 Relationship with the boss and. Factors to have as a support factor are advancement and growth, challenging responsibilities, and achievement and recognition.
In order to get a high salary, the respondents felt that by being given challenging responsibilities, it was a message from the company that they were recognized by the company and that they had the opportunity for career advancement and advancement. The main reason is that the manager or boss is the one that the employees have to follow.
Discussion
In past studies, they gave reasons that Generation Y preferred to work in a challenging environment to expand their skills (Susanna and Riitta, 2015). Career path is also important because you cannot stay there in the same position forever. No matter how good your job is or how good your salary will be, but man is a social animal who needs to be with others and work with others.
A person wants to be accepted by others and wants to be around another person who has a similar lifestyle or a similar way of thinking. All the mentioned main 3 factors seem to be different but they are related to each other. He must begin by receiving demanding responsibilities in order to demonstrate results and receive recognition for career advancement and promotion.
It is therefore influential that the work environment of the organization is fast and focused on their work. For this reason, employees in Company L want to compensate for the pressure and hard work with high salaries and their career advancement in the organization. Being able to work for the company that you are interested in their product can create passion and willingness to work."
Generation Y can be considered to be the next main workforce in the company, but they are not the only generation in the company, so the company must balance it well and fulfill the motivator throughout the company to create an environment of motivation with leading to satisfaction of the work of employees. If the employee is happy doing his job, it will affect the company's performance in the long run.
RECOMMENDATIONS
Conclusion
The respondents described that salary is the basic need of humans to survive because they need money to meet their needs. Employee also explained that by receiving a high salary, it means that the company values them and needs their skill and knowledge to achieve the job. Respondents described that it is very important to be able to move forward and opportunity to grow in the company.
However, to create opportunities for growth it needs supporters who challenge responsibilities, achievements and recognition. They should get recognition from the company by being given challenging responsibilities that will help them demonstrate their skills and knowledge to achieve the job. This affects the easier communication between the team, because you can understand each other or have a similar way of working.
To get a high salary, factors you must have as a support factor are advancement and growth, challenging responsibilities and achievement and recognition. To get a high salary, respondents felt that by receiving challenging responsibilities is a message from the company that they have been recognized by them and have the opportunity to get career advancement and be promoted. Being promoted means that employee will receive higher salary, which is the end goal of their most motivating factor that can affect their job satisfaction.
It can affect the atmosphere in the office, which leads to awkwardness when working with each other. To be able to create job satisfaction, the company must fulfill the employee motivation factor.
Recommendation
Once they know each other, it will create more understanding and easier way to coordinate.
Limitations of The Study & Recommendation For Future Research There are 2 limitations from this study in number of respondents and cultural
APPENDICES
Appendix A: Sample of Questionnaire
