Critical Analysis of Journal on Motivation at University

This report provides a critical analysis of a journal article focusing on employee motivation within a multigenerational workforce. The journal explores the impact of social and emotional intelligence of managers on employee productivity and engagement. Key concepts discussed include generational differences (Traditionalists, Baby Boomers, Generation X, and Generation Y), employee motivation strategies, social and emotional intelligence, transformational leadership, monetary and non-monetary incentives, employee morale, employee engagement, and organizational culture. The analysis emphasizes the importance of understanding these factors to foster a positive and productive work environment, manage communication challenges, and address the diverse needs of employees across different generations. The report highlights the significance of leadership in creating a supportive organizational culture that values innovation, employee well-being, and effective interpersonal relationships. The analysis underscores the critical role of managers in driving employee performance and organizational success.

Running head: CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
Name of the Student
Name of the University
Author Note

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CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
Njoroge, C. N., & Yazdanifard, R. (2014). The impact of social and emotional intelligence on
employee motivation in a multigenerational workplace. International Journal
of Information, Business and Management, 6(4), 163.
MAIN THEME
The journal is based on the ways by which the efficiency of an employee can be
increased with the help of motivation. Motivation plays an important role in developing the
productivity of employees, which in turn has a positive effect on the organization as a whole.
The importance of motivation in the workplace has increased in the current business
environment as compared to the previous times. The workforce in an organization comprises
of people from diverse backgrounds and generations as well. The importance of motivation
has therefore increased much more in this case. The emotional and social intelligence of the
supervisors or managers play an important role in the motivation of the employees.
SUPPORTING FACTS
The organizations are trying to survive in the ever-changing and highly competitive
business environment. The managers of the company are highly skilled in their own fields
and they are also highly educated. However, the connection that they have with the
employees is the major factor that affects the motivation levels. The challenges related to
retention of employees is quite common for the different organizations whether it is a small
or big sized organization. The differences in the generations of employees is a major problem
with respect to the levels of motivation that need to be provided. The ways of providing
successful motivation to the employees in a multigenerational workforce is a challenge for
the organizations. The emotional and social intelligence of the supervisors or the managers is
an important factor that affects the motivation that is provided to employees. The different
generations that are present in the multigenerational organization are divided into four types

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namely, Traditionalist, Baby Boomers, Generation X, Generation Y. The multigenerational
workplace has many advantages and disadvantages as well. The managers need to play an
important role in managing this workforce. The success of a multigenerational workplace
depends on the ways by which the managers understand the challenges and dynamics of the
differences between the generations. The major challenge that is faced in these types of
organizations is the levels of communication between the employees of different generations.
TEN SPECIALIZED TERMS
1. Multigenerational Workforce The multigenerational workforce mainly
consists of four different groups of people
mainly, The Traditionalists, The Baby
Boomers, Generation X, Generation Y. The
motivation levels, perspectives, needs and
the attitudes of the employees in the
different groups are diverse in nature. The
traditionalists are those who are present in
the organization for a long and are hard
working. They prove to be good team
players and are able to work together
effectively. The ways by which the
traditionalists react and process the
information differs from the younger group
of people. The baby boomers are mainly the
leaders of the company. This group of
people are work-centric and loyal in nature.
The employees belonging to the generation
X have entered the organization after their
traditionalists and baby boomers. They have
different ethics related to work and their
culture is also quite different. The
employees of the Generation Y group are
the newest entries in the company. These
employees are creative, tech-savvy, smart
and optimistic. The major goals of the
organizations consisting of
multigenerational workforce is to manage
the employees of all the generations in an
effective way.
2. Employee Motivation Employee motivation is mainly related to
the levels of commitment, creativity and
energy that is brought by the workers of the
company. The organization always needs to
find ways by which they can motivate the

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CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
employees irrespective of the economic
condition. Employee motivation is related to
the internal and intrinsic drive so that the
necessary actions and efforts related to
work-related activities can be put forward.
The levels of employee motivation can act
as a major problem for the for the small
sized organizations. The various factors
related to motivation involve the add-ins
that are provided to the employees. The
various motivational methods include,
empowerment, innovation and creativity,
quality of life, learning and monetary
incentives. Monetary incentives are not
always enough for the motivation of
employees. Non-monetary rewards can the
organizations in fostering team spirit and
increasing the recognition, advancement and
recognition of the employees.
3. Social intelligence Social intelligence is related to the ways by
which the managers can influence and
motivate the employees of the organization.
Managers of an organization who are
socially intelligent mainly focus on the
employees by motivating them to provide
high performance levels. The managers help
the employees to develop their potential.
The leaders of the organization demonstrate
the kind of behaviour which they expect
from the employees. The social intelligence
related skills of the managers help them in
the establishment of a workplace culture
that is exceptional in nature. The
organizations which are socially intelligent
have deep understanding related to the
factors that motivate the employees and use
the diversity of the employees for the
profitability of the organization. Social
intelligence can further in creating identity
for the employees and develop their
interpersonal skills in the process. This
process helps in the self-management of
employees and enable them to work
effectively.
4. Emotional intelligence Emotional intelligence is considered as a
tool which can help the managers of the
organizations in the successful recruitment
of employees and their retention as well.
The emotional intelligence of the managers
plays an important in the multigenerational

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CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
organizations. The mind-sets of the
employees are different and emotional
intelligence helps the managers in
understanding the different perspectives and
react accordingly. The managers who have a
high level of emotional intelligence can
determine the needs of the employees and
further take actions to fulfil them. The
leaders with high levels of emotional
intelligence try to make time to understand
the employees and take care of their needs.
5. Generational differences The generational differences in an
organization can act as a major challenge
for the managers. The opinions of the
employees belonging to different
generations are also different and they many
ways of managing these differences. The
communication style that is followed by the
managers and the employees can help in
managing the differences in generations.
The employees and the managers of the
organizations also need to adapt to the
changes in the internal and external
environment. The technical skills that are
possessed by the managers play a major role
in the ways by which they can manage the
difference between the employees.
6. Transformational leadership Transformational leadership is related to all
the levels of the organization and it plays an
important role in the management of
employees. The leaders and managers who
depict transformational leadership have
inspiring nature and are daring as well. The
transformational leaders have a charismatic
approach in the organization. The four
major factors that are depicted by the
transformational leaders are intellectual
stimulation, inspirational motivation,
idealized influence and individual
consideration. The promotion of the values,
mission and vision of the company is related
to inspirational motivation. The
encouragement that is provided by the
leaders to the employees so that they be
creative and innovative is related to
intellectual stimulation. The ways by which
the leaders influence their followers and act
as role models is defined by idealized
influence. The managers can act as the
mentors for the employees and provide them

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with rewards for their innovation and
creativity.
7. Monetary rewards Monetary incentives are provided to the
employees to motivate them regarding the
various work processes. Money is
considered as a major source of motivation
for the employees of an organization. The
social needs of the employees are also
satisfied easily with the help of monetary
rewards provided by the organization.
Money acts a positive incentive that can be
provided to the employees so that they can
fulfil their personal needs. Monetary
rewards are effective in motivating the
employees within a broad area of industries.
The organization also has many different
ways by which they can motivate the
employees. The monetary rewards can be
provided in various forms including, gift
certificates, cash rewards and many more.
The reach of monetary motivation is also
quite high and it has the ability to motivate
the employees of the lowest levels up to
those of the highest levels as well.
8. Employee morale Employee morale can also be defined as the
levels of job satisfaction of the employees,
the well-being of the employees. This factor
plays an important role in increasing the
productivity of the employees and in turn
increase the revenues of the company. The
high levels of employee morale are related
to the positive attitude that they have
towards the organization. The various
components related to the increase of
employee morale are linked to the
environment of the organization. The
morale of the employees is high if they have
confidence on the capability of the
leadership of their organization. The
employees need to feel as a part of the
organization. The organization has to
involve the employees in the important
decisions so that their morale can be high.
The levels of interaction of the employees
with their managers also play a major role in
increasing their morale. Effective
interpersonal relationships between the
managers and the employees helps in
boosting their morale.
9. Employee engagement Employee engagement is related to the

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CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
approach in the workplace which results in
the right condition of the employees so that
they can give their best to the organization.
The engagement levels of the employees are
based on integrity, trust, communication and
two-way commitment with the organization.
The approach of employee engagement
helps in increasing the chances related to the
success of the business. This factor
contributes towards the improvement of the
performance of the individuals and the
organization. Employee engagement is
related to the understanding of the role that
an individual play in the organization. The
employee engagement can be increased by
the organization by including the employees
in the various decisions and providing them
with regular feedback. The organizations
which have high levels of employee
engagement possess authentic and strong
values. The levels of trust that between the
employees and the organizations are also
quite high. Employee engagement can also
be related to the positive behaviour and the
attitudes of the employees which further
result in positive outcome in the business.
The loyalty and pride that the employees
feel towards their working in the company
is also related to employee engagement. The
ideas and the knowledge of the employees
can be used appropriately with the help of
employee engagement. This factor can also
help in reducing the absence rates and
employee turnover in an organization.
10. Organizational culture Organizational culture mainly involves the
experiences, expectations, philosophy,
values that can hold the organization
together as a whole. The ways by which the
organizations can conduct their business
activities are also related to the culture of
the organization. The levels of freedom that
is allowed in the development of new ideas,
making decisions are related directly to the
organizational culture. The hierarchy of the
employees in the organization and process
of information flow are also defined by the
culture that is followed. The commitment
levels of the employees towards the various
objectives and goals of the organization are
a major part of the organizational culture.

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REFLECTION
According to me innovation plays an important in improving the performance of the
employees and in turn increase the revenue of the organization. The productivity of the
employees can be increased with the help of motivation that is provided by the managers of
the organization. The organizations which have a diverse workforce which consists of
employees belonging to different, cultures, backgrounds and generations also need to have
high levels of motivation so that the employees can perform effectively. The managers play
the most important role in managing the employees belonging to a multigenerational
workforce. The social and the emotional intelligence of the managers comes into play when
they need to manage a diverse workforce. The managers who have high levels of social
intelligence can understand the needs and the desires of the employees of the various
generations and act accordingly. The emotional intelligence can help in the increase of the
productivity of the employees who are a part of the diverse workforce. I think that the
supervisors of the organizations can be able to manage the employees effectively if they have
high levels of social and emotional intelligence. The employees of a multigenerational
workforce have different needs based on their experience of work and ways by which they
react to the different situations in the organization. I am also a part of a multigenerational
workforce where my co-workers belong to various age groups and backgrounds. However,
the effective management by our supervisors have always enabled us to work with each other
in a peaceful manner. The positive attitude of the employees and the energy in the
organization helps us to become much more productive in nature. The employees also have to
understand their own motivating factors and try to improve them so that they can give their

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CRTICAL ANALYSIS OF JOURNAL ON MOTIVATION
100% performance in the organization. Monetary motivation is a major factor of motivation
for the employees of any organization. However, according to me non-monetary motivation
is equally important for the organizations in the competitive environment. The six different
non-monetary incentives related to the organizations in the modern business environment are,
flexibility, recognition, training, belongingness, chances to contribute and the fringe benefits.
These benefits can also help in providing the required motivation to the employees so that
their efficiency can be increased. I can therefore say that the motivation related factors are
important for the employees of an organization so that they provide the maximum levels of
performance and increase the revenues of the company.