Key points discussed in the literature review section:• Generation Y has grown up with constant praise and recognition, which is said to have made them flighty and high-maintenance with a high sense by right• Members of this generation are known to have lower levels of organizational commitment and need for social approval• Younger workers were significantly more likely to believe that they should be rewarded or recognized in some way for a job well done than to their older colleagues• Manager should know the different values ​​of each generation• The mindset of Generation Y is more about the journey than the destination• How to properly motivate Generation Y• Intrinsic motivation and extrinsic motivationGeneration Y is an individual born between 1982 and 2000. This generation grew up in the age of technology, using a variety of social networking sites as their main source of communication, which is different from the previous generation's way of socializing face-to-face. Members of Generation Y are driven, tech-savvy, ambitious and well aware of the social context of their lives and work. Sure, they want money and “stuff,” but they also value the community and social aspects of their lives. Generation Y employees see their work as a continuation of their education. They need to feel that they are learning and particularly appreciate the coaching. Generation Y people welcome new challenges and a manageable level of risk. This is an adrenaline-driven generation that craves change and challenge, and members don't shy away from assignments outside their comfort zones. They see the opportunity to take on a new challenge as a vote of confidence in their abilities. Team loyalty is a key tool for motivating and re... middle of paper ... an overall effective workforce. Managers should attempt to measure and break relationship levels within their organization and implement plans to help build and promote the importance of the relationship. Team building exercises and other relationship building techniques adopted can help promote and grow the relationship between colleagues. By finding that Generation Y produces nearly equal numbers of intrinsically and extrinsically motivated people, we can confidently conclude that Generation Y should not be stereotyped as mostly one or the other. Accepting that this generation of workers comprises a plethora of behavioral characteristics and can be motivated by different means, managers should be able to affectively create a work environment that allows individuals with different motivational tendencies to work together and successfully perform work tasks..