A Descriptive Study of the Intrinsic and Extrinsic Factors That Motivate the Kenyan Generation Y to Work

The study had the overall goal of identifying the source of motivation for Kenyan millennials to work. Kenyan millennials are part of the youngest workforce similar to other global millennials yet there are few studies specifically looking at how to motivate them to engage and stay in the workplace. Specific objectives of this study were; to find out whether Kenyan millennials are intrinsically or extrinsically motivated; to establish the impact of an organization’s culture on the employees’ motivation to work and; to find out what organizations can do differently to motivate their millennial employees. A descriptive research design approach was used to fulfill the objectives mentioned. The Self Determination Theory (SDT) of motivation provided the framework used to distinguish the various forms of motivation and how they influence work. A questionnaire was constructed and used to collect data. Respondents were identified using a non-probability sampling technique. The data collection instrument was distributed online via a google form link and the responses were analyzed using SPSS version 20. Results of the study indicate that Kenyan millennials demonstrate moderate motivation to work. They value both intrinsic (m=16.72) and extrinsic (m=15.97) motivators such as satisfaction derived from accomplishing tasks (44.8%) and the money they earn (47.6%) at work. Kenyan millennials also value organizational cultures that promote diversity in their workforce (56.2%) as well as flexible work arrangements (56.2%). Finally, organizations can improve motivation by offering millennial employees opportunities for skill development through continuous professional development programs (68.6%). The study recommends that employers invest in employee skill development to improve self-perception of competence and therefore motivation at work.