{"id":{"repo_id":"vilnius","oai_identifier":"oai:vu.lt:elaba:79837228"},"canonical_url":"https://search.dev.ndltd.org/etd/vilnius/oai:vu.lt:elaba:79837228","repository":{"repo_id":"vilnius","name":"Vilnius University","base_url":"https://epublications.vu.lt/oai"},"display":{"title":"Personalo motyvavimas: skirtingų kartų aspektas /","abstract":"The bachelor's thesis analyzes staff motivation from the perspective of different generations. The problem of work can be described by the question: how can different generations of staff be motivated? Everyone spends most of their lives being part of a larger or smaller organization. Emplyee loyalty and willingness to work depends on motivation, therefore motivation is directly related to an organization’s performance. This work analyzes theories of need (content) motivation, which is based on the satisfaction of personal needs; theories of expectations and justice, which is based on raising motivation through financial incentives; and theories of goal setting and reinforcement, which is based on the promotion of a person's inner sense of motivation. The theoretical part of the work also briefly reviews the material monetary, material non-monetary and psychological classification of motivational measures. People working in an organizational structure are different, and understanding the needs of different people is important in developing a motivational system. An important factor in determining staffing needs is emplyees age. As medicine and work automation improve, the gap between the oldest and youngest generations of personnel is widening. There are four generations of personnel working together in the modern Lithuanian labor market. Each generation brings it traits characterizing generation and each generation values different things. Based on those traits, it is possible to determine which areas of motivation would satisfy the employee. Therefore, the work analyzes the characteristics of different generations of employees. The second part of the work is a practical, valued approach of different generations to material monetary, material non-monetary and psychological incentives. A study was conducted to identify trends that could motivate individual generations of personnel. An online survey method was chosen to collect the data required for the study. The obtained questionnaire survey data are systematized and analyzed, and the ways of personnel motivation are considered, evaluating them according to the aspect of personnel generations. The importance of tangible and intangible motivational measures was also assessed. At the end of the work, conclusions are formed and recommendations are given. A list of used literature is added, an anonymous questionnaire is added to annex section.","abstract_html":"The bachelor's thesis analyzes staff motivation from the perspective of different generations. The problem of work can be described by the question: how can different generations of staff be motivated? Everyone spends most of their lives being part of a larger or smaller organization. Emplyee loyalty and willingness to work depends on motivation, therefore motivation is directly related to an organization’s performance. This work analyzes theories of need (content) motivation, which is based on the satisfaction of personal needs; theories of expectations and justice, which is based on raising motivation through financial incentives; and theories of goal setting and reinforcement, which is based on the promotion of a person's inner sense of motivation. The theoretical part of the work also briefly reviews the material monetary, material non-monetary and psychological classification of motivational measures. People working in an organizational structure are different, and understanding the needs of different people is important in developing a motivational system. An important factor in determining staffing needs is emplyees age. As medicine and work automation improve, the gap between the oldest and youngest generations of personnel is widening. There are four generations of personnel working together in the modern Lithuanian labor market. Each generation brings it traits characterizing generation and each generation values different things. Based on those traits, it is possible to determine which areas of motivation would satisfy the employee. Therefore, the work analyzes the characteristics of different generations of employees. The second part of the work is a practical, valued approach of different generations to material monetary, material non-monetary and psychological incentives. A study was conducted to identify trends that could motivate individual generations of personnel. An online survey method was chosen to collect the data required for the study. The obtained questionnaire survey data are systematized and analyzed, and the ways of personnel motivation are considered, evaluating them according to the aspect of personnel generations. The importance of tangible and intangible motivational measures was also assessed. At the end of the work, conclusions are formed and recommendations are given. A list of used literature is added, an anonymous questionnaire is added to annex section.","abstract_has_math":false,"creators":["Bužinskas, Mindaugas,"],"institution":"Institutional Repository of Vilnius University","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Jankauskienė, Aida"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2021,"date_issued":"2021","date_published":"2021","updated_at":"2026-07-24T05:55:44Z","subjects":["motivation ; employee ; personnel ; generation"],"languages":["lit"],"rights":["info:eu-repo/semantics/openAccess"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://repository.vu.lt/VU:ELABAETD79837228&prefLang=en_US","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Jankauskienė, Aida"]},{"key":"dc:creator","label":"Author","values":["Bužinskas, Mindaugas,"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2021"]},{"key":"dc:publisher","label":"Institution","values":["Institutional Repository of Vilnius University"]},{"key":"dc:relation","label":"Dc Relation","values":["https://epublications.vu.lt/object/elaba:79837228/79837228.pdf"]},{"key":"dc:type","label":"Dc Type","values":["info:eu-repo/semantics/bachelorThesis"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["motivation ; employee ; personnel ; generation"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["lit"]},{"key":"dc:rights","label":"Dc Rights","values":["info:eu-repo/semantics/openAccess"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://repository.vu.lt/VU:ELABAETD79837228&prefLang=en_US"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["The bachelor's thesis analyzes staff motivation from the perspective of different generations. The problem of work can be described by the question: how can different generations of staff be motivated? Everyone spends most of their lives being part of a larger or smaller organization. Emplyee loyalty and willingness to work depends on motivation, therefore motivation is directly related to an organization’s performance. This work analyzes theories of need (content) motivation, which is based on the satisfaction of personal needs; theories of expectations and justice, which is based on raising motivation through financial incentives; and theories of goal setting and reinforcement, which is based on the promotion of a person's inner sense of motivation. The theoretical part of the work also briefly reviews the material monetary, material non-monetary and psychological classification of motivational measures. People working in an organizational structure are different, and understanding the needs of different people is important in developing a motivational system. An important factor in determining staffing needs is emplyees age. As medicine and work automation improve, the gap between the oldest and youngest generations of personnel is widening. There are four generations of personnel working together in the modern Lithuanian labor market. Each generation brings it traits characterizing generation and each generation values different things. Based on those traits, it is possible to determine which areas of motivation would satisfy the employee. Therefore, the work analyzes the characteristics of different generations of employees. The second part of the work is a practical, valued approach of different generations to material monetary, material non-monetary and psychological incentives. A study was conducted to identify trends that could motivate individual generations of personnel. An online survey method was chosen to collect the data required for the study. The obtained questionnaire survey data are systematized and analyzed, and the ways of personnel motivation are considered, evaluating them according to the aspect of personnel generations. The importance of tangible and intangible motivational measures was also assessed. At the end of the work, conclusions are formed and recommendations are given. A list of used literature is added, an anonymous questionnaire is added to annex section."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Personalo motyvavimas: skirtingų kartų aspektas /","Personnel motivation: the aspect of different generation."]}]}],"canonical_facts":{"dc:contributor":["Jankauskienė, Aida"],"dc:creator":["Bužinskas, Mindaugas,"],"dc:date":["2021"],"dc:description":["The bachelor's thesis analyzes staff motivation from the perspective of different generations. The problem of work can be described by the question: how can different generations of staff be motivated? Everyone spends most of their lives being part of a larger or smaller organization. Emplyee loyalty and willingness to work depends on motivation, therefore motivation is directly related to an organization’s performance. This work analyzes theories of need (content) motivation, which is based on the satisfaction of personal needs; theories of expectations and justice, which is based on raising motivation through financial incentives; and theories of goal setting and reinforcement, which is based on the promotion of a person's inner sense of motivation. The theoretical part of the work also briefly reviews the material monetary, material non-monetary and psychological classification of motivational measures. People working in an organizational structure are different, and understanding the needs of different people is important in developing a motivational system. An important factor in determining staffing needs is emplyees age. As medicine and work automation improve, the gap between the oldest and youngest generations of personnel is widening. There are four generations of personnel working together in the modern Lithuanian labor market. Each generation brings it traits characterizing generation and each generation values different things. Based on those traits, it is possible to determine which areas of motivation would satisfy the employee. Therefore, the work analyzes the characteristics of different generations of employees. The second part of the work is a practical, valued approach of different generations to material monetary, material non-monetary and psychological incentives. A study was conducted to identify trends that could motivate individual generations of personnel. An online survey method was chosen to collect the data required for the study. The obtained questionnaire survey data are systematized and analyzed, and the ways of personnel motivation are considered, evaluating them according to the aspect of personnel generations. The importance of tangible and intangible motivational measures was also assessed. At the end of the work, conclusions are formed and recommendations are given. A list of used literature is added, an anonymous questionnaire is added to annex section."],"dc:format":["application/pdf"],"dc:identifier":["https://repository.vu.lt/VU:ELABAETD79837228&prefLang=en_US"],"dc:language":["lit"],"dc:publisher":["Institutional Repository of Vilnius University"],"dc:relation":["https://epublications.vu.lt/object/elaba:79837228/79837228.pdf"],"dc:rights":["info:eu-repo/semantics/openAccess"],"dc:subject":["motivation ; employee ; personnel ; generation"],"dc:title":["Personalo motyvavimas: skirtingų kartų aspektas /","Personnel motivation: the aspect of different generation."],"dc:type":["info:eu-repo/semantics/bachelorThesis"]},"updated_at":"2026-07-24T05:55:44Z"}