The Effect Of Age And Gender On Motivation To Work

Running Head: EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 1

The Effect of Age and Gender on Motivation to Work: A case Study of Duhok Polytechnic

University Employees in Iraq

Name

Institution Affiliation

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 2

Abstract

For most employees, the workplace is the most stressful environment one can find

oneself. The stressful nature of the environment is caused by multiple factors ranging from the

work being done, harsh employers, the wage offered, and even the comfortability of the

workplace. Motivation is one of the key factors that enables people to keep working even under

these stressful conditions. This thesis will examine the role of gender when it comes to

motivation in a workplace. The research paper will also investigate how gender plays a role in

motivation for employees in the organization. The focus of the thesis will be a case study of

Duhok Polytechnic University employees. The paper research will examine the effect of age and

gender on motivation in a workplace. Regarding age, the paper will use three different

conceptualized ages. The conceptualized ages include; organizational age, life stage, and

chronological age. The paper will further detail how gender has played a role in the motivation

of employees in Duhok Polytechnic University. Theories about employee satisfaction and

motivation will be discussed in the paper as well to give a better insight into the relationship

between age and gender on worker motivation.

Keywords: chronological age, organizational psychology, life stage, organizational age, gender

and work motivation.

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 3

CHAPTER ONE

INTRODUCTION

1.1 Background

Many European countries, the United States, and other developed countries have a

workforce that is aging (Lord & arrington, 2006). At the same time, its labor forces are

shrinking. Some of the European nations have a 12% proportion of the people at the age group

50-59 still working (Zhao, Wayne, Glibkowski, & Bravo, 2007). This trend has been predicted to

grow for the next ten years with the situation expected to worsen further. As these demographics

change for the developed countries, the older people will be expected to work into their old age

(Lord & Farrington, 2006). Some of the leading economists have predicted that a point will be

reached in these developed countries where few employees will be providing for the retired

workers and the young individuals in the society (Locke & Latham, 2002). This may cause a

social consequence and worse, economic problems to the country. For a setting where a few

people support many non-workers, the national investment and saving will reduce. The expense

of the government will increase such as expenditure on health care and pension (Zhao, Wayne,

Glibkowski, & Bravo, 2007). The results of such a situation will see a slow in economic growth.

The standard of living will deteriorate as a result of such a problem as well.

The growing research body has focused its efforts on age difference about their ability in

workplaces (Simpson, Greller, & Stroh, 2002). The studies have however fallen short when it

comes to age differences in certain motives and personality traits. The 21st century has seen

many organizations coming up to protect the employees (Lord & Farrington, 2006). Research

has also shown that the employees are the most important asset for an organization more than

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 4

any other asset. The age-related changes in motivational variables play a greater role for an

employee rather than the cognitive abilities or chronological age per se (Locke & Latham, 2002).

The two play a big role in a making the outcomes of work successful. Currently, there are no

data that can reflect the effect of age on the degree of motivation for an employee.

The industry has changed, and the emphasis is being laid on the employees more than the

machinery (Zhao, Wayne, Glibkowski, & Bravo, 2007). Unlike the industrial revolution where

the machine had a higher priority, employees have been gifted with various privileges and they

represent the core part of an organization. Motivational theories have been developed to explain

how employees are the cornerstone of any organization (Simpson, Greller, & Stroh, 2002). Due

to the importance of employees to an organization, many have gone further to keep its employees

as productive as possible through different calculated measures. Most successful companies

ensure that their employees are well motivated to provide the required production levels (Locke

& Latham, 2002). All employees both young and old are motivated to provide a uniform

working platform. One of the main obvious conclusion is that companies place great value on its

experienced and knowledgeable workers. As much as these are the core of the organization,

other employees also play a greater role.

Research has also dealt greatly with the relationship between age and motivation and

neglecting how gender affects the motivation of a worker (Simpson, Greller, & Stroh, 2002).

Retaining hardworking, experienced and knowledgeable employees are essential for the growth

of an organization. However, this assumption does not bring in the effect of gender. Some of the

world-renowned psychologists have also overlooked the effect of gender and their effect on

employee motivation (Zhao, Wayne, Glibkowski, & Bravo, 2007). Age plays an important role

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 5

in any business setting. The relationship between a man and a woman has not been well

exploited by the respective bodies or scientists.

In a meta-analysis carried out by Markus & Kitayama (1991), it found out that motivation

to work affects the two genders differently. However, they concluded that more research is

needed on the subject to finalizE the claims. Locke& Latham (2002), showed that female

employees with a male supervisor have more chances or rather, propensity to leave an

organization. Another random sample test carried out in the United Kingdom showed that the

relationship between age and work satisfaction was U-shaped. Higher levels of work satisfaction

were found among the young and old employees. This was for both genders. The same

experiment was not carried for gender. As such, this major information is ineffective if gender is

incorporated into the scene. The effect of gender has been overlooked time and time again. The

studies, however, do not link these experiments with motivation theories. The results have

however been isolated in an age framework concept. This research paper will shed light on the

effects of age and gender on motivation to work taking Duhok Polytechnic University

Employees in Iraq as a case study.

1.1.1 Overview of Duhok Polytechnic University Employees

Duhok Polytechnic University Is an institution that is found in Kurdistan region Duhok

Governorate in Iraq (Arwood & Almaee, 2014). The institution offers higher education to the

Iraqi people. It is a public multi-campus university with four technical colleges and eight

technical institutions. Each of these institutions has its unique community, environmental,

cultural, economic, and social development needs. The institution was first established in the

year 2012. It is only one of the three universities that are found in the Kurdistan region (Arwood

& Almaee, 2014). The institution descended from another university that had been established in

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 6

1988. The institution has over 19558 graduates (Dpu.edu.krd. 2016). The institution has a total of

5543 students currently. The employees of Duhok polytechnic university number 1028 (Arwood

& Almaee, 2014). The school is predominantly male dominated. In every area, men double their

female counterparts and in others they are triple (Dpu.edu.krd. 2016). In its executive post, they

are all men. The institution is one of the fast growing institution in Iraq, especially with its small

government.

1.2 Statement of problem

The 21st century has brought change on how employees should be treated in a workplace.

During the industrial revolution, most countries were controlled by the capitalist, and people

suffered on their hands (Maslow, Frager, & Cox, 1970). Care was given to the machines more

than human beings. This led to many deaths due to the inhumane conditions that the employees

were subjected. With the development of motivation theories, the workplace has ceased to be a

torture chamber (Baumeister & Leary, 1995). Many individuals are finding themselves enjoying

arriving at the workplace than their previous counterparts.

Employees perform better when they are motivated by their employers. When they are

treated in a positive manner, positive energy is created which helps boost their production

(Locke & Latham, 2002). Recently, challenges have arose regarding how the employees should

be motivated. The different theories come up with various ways to motivate a worker. All the

ways discussed give different effects or provide different end results depending on the

employees being motivated. Many organizations such as Google has incorporated various ways

of motivating its employees (Ryan & Deci, 2000). One such method is through the use of shares

to make the employee productive.

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 7

Age plays a big role in many aspects of the employment sector. Experience is one of the

essential elements that is needed for an employee to be employed (Simpson, Greller, & Stroh,

2002). Gender is another aspect that was an issue during the 20th century. However, this has

changed, and equality has ensured that women and men are treated the same in an organization.

The motivation which is an essential part of an organization has many factors that determine its

effectiveness. Duhok Polytechnic University being in an area that is gender sensitive is a good

institution for studying how age and gender affect motivation to work. This is essential in

establishing better motivational strategies that can apply to the different ages and gender.

1.3 Objective of study

1.3.1 Main objective

The general objective of the research paper is to establish the effect of gender and age on

motivation to work for employees in Duhok Polytechnic University.

1.3.2 Specific objectives

1. To establish the age difference in Duhok Polytechnic University

2. To determine the ratio of the different genders in Duhok Polytechnic University

3. To examine the role of motivation in a workplace about productivity

4. To investigate the effect that gender and age carry on motivation to work

1.4 Research questions

1. What are the age difference and composition in Duhok Polytechnic University?

2. How does the ratio of men to women compare in the university?

3. What is the effect of motivation on the productivity of an employee?

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 8

4. What is the effect that gender and age have on motivating an employee when carrying out

activities?

1.5 Significance of the Study

The study will target all the department in the university. This will include the

administrative offices, special units, professional support departments, and other supporting staff.

With an employee population of 1028, this study will have to narrow down it's sample size so

that it can cover each area (Dpu.edu.krd, 2016). The study will also have to balance the gender

because of its unbalanced nature. It is believed that with this sample, and the nature of the

institution, a clear understanding of the problem will be reached, and adequate information will

be provided about the subject.

The study will be of great use to all organizations. The polytechnic university will benefit

more because the school will be used as a benchmark for other organizations. The information

will be critical for employers who need their workers to have the highest productivity level. For

the business setting, this is good information to boost business activities. Employers will be able

to produce high production which will better the company’s revenue position.

To the discipline, effective strategies will be formulated to help with future motivation

techniques. employee performance will be improved for example ensuring that the motivation

embraces the quality of work life. Business wise, change is needed because of the competition

that has engulfed the market in current markets. As such, this research paper will provide insight

on the topic and this insight will be used to improve various sectors.

1.6 The limitation of the study

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 9

One of the limitations that may occur in the field is getting information from the

respondent (Weiner, 1985). This is one of the main challenges when gathering information in a

new territory. Individuals fear giving out information due to the fear of victimization. If the

informion divulged is sensitive, most may resolve to lie which will affect the overall results of

the research. To minimize this challenge, the researcher will assure the respondent about the

academic nature of the paper. The researcher will also assure the respondent his or her

anonymity regarding the information provided.

The second limitation that may arise in the course of the research is the time allocated.

The time is not enough for the whole project to be completed and this will be a challenge in

finding all the needed information. Good time management skills will be required in this case to

tackle the issue of limited time. For the paper to have a clear conclusion and recommendation, all

areas should be covered. Discipline regarding time will be highly appreciated.

Another limitation that may arise is finding the need materials to carry out the research.

Stationeries are needed including a guide. Taking lunch or a little snack is a must. As such, the

funds might not be enough with the inclusion of other necessary materials. This may hinder the

study or slow down the research.

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 10

CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction

This chapter will give the critical evaluation of the past studies regarding this subject.

This section will contain theories that will back up the study variables and the empirical review

showing the contribution of other authors towards the area that is being researched.

2.2 Theoretical Review

In the business sphere, an employee’s dedication, hard work, and determination play a

big role in ensuring that productivity is attained at the highest level. Few organizations do use

strategies that boost the employees confident or inclination towards the job. For the organization

to sustain high productivity, it is important for them to keep the workers motivated at all times.

This comes in various ways, but If done properly, the company will achieve great success. In

understanding motivation, its definition will be discussed.

Motivation as a part of an organization has been studied in great detail. It is a term that is

used to explain behavior (Dweck & Leggett, 1988). Motivation represents the reason for

people’s desires, actions, and needs (Covington, 1992). Motivation can also be referred to as a

person’s direction of behavior, or what causes and individual to repeat a certain behavior. What

prompts an individual to carry a certain task is known as a motive. It makes an individual be

inclined to a specific behavior. Motivation can be classified into two pairs of groups; natural vs.

rational, and content vs. process (White, 1959).

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 11

The general business sector is moving towards a flexible structure of the organization

(Zhao, Wayne, Glibkowski, & Bravo, 2007). This has been done through downsizing (Thomas &

Anderson, 1998). Training is one of the ways in which business administration use to train its

employees, or rather, make them motivated (Sterns & Miklos, 1995). From studies, a motivated

workforce produces the best results (Lord, 2002). It is, therefore, important if the effects of

gender and age are taken into account motivation to work by the employees. This can be viewed

as one of an integral part for a good company serving the employees of the university.

2.3 Motivation Theories

For an organization, there are many motivations strategies that can be used. The

motivation theories have been sorted into different groups (Warr, 1992). Some example of these

groups of motivation theories includes rational motivation, incentive theories; intrinsic and

extrinsic motivation, and behaviorist theories (Lord & Farrington, 2006). Other groupings

include push and pull, self-control, cognitive dissonance theory, and content theories. The paper

will be based mostly on content theories. Some of the content theories include Maslow’s

Hierarchy of needs, Herzberg’s two-factor theory, Alderfer ERG theory, and self-determination

Theory (Maurer, 2001). All these theories will go into explaining the effect of gender and age on

motivation to work.

In business administration, these theories are highly important to ensure that high

productivity is maintained. This applies even to small businesses which are struggling to

maintain a foothold in the city’s politics. Research has shown that all employees need employers

that appreciate their work (McCain, O'Reilly III, & Pfeffer, 1983). To keep a company running,

the supervisor should take serious warning of those individuals found with complacency

regarding their place in their respective job areas (Noe & Bachhuber, 1990). As discussed above,

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 12

there are two pairs of grows. Natural vs. rational motivation is where the underlying theory of

human cognition is based on natural forces (Rhodes, 1983). It can also be some rationality. The

second is content vs. process. It tries to understand how motivation takes place (Simpson,

Greller, & Stroh, 2002). When the major corporations are analyzed, their reward system is

highly developed which creates a good atmosphere for the employees to work to their maximum.

The smaller companies have a poor reward system. This makes the employees lazy and less

interested in working to their strengths. Rewards is a way of motivating the employees. The

motivation theories will be discussed in details to understand the effect of age and gender on

motivation to work.

EFFECT OF AGE AND GENDER ON MOTIVATION TO WORK 13

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