In today’s market there are greater spread of generations than before. This adds challenges which managers need to learn to handle. These challenges can consist of different views and values regarding motivation factors and reward systems. Through increased digitalization and globalization, the social development has affected the generations in different ways. This can create clashes between generations. How should this problem be addressed? Previous research has discussed differences regarding the view of motivation factors and reward systems between different generations. The purpose of this study is to investigate how managers in generation X respectively Y, adhere to motivation factors and reward systems. The study also includes a comparison of social development and generation differences. A qualitative study has been conducted through semi structed interviews with ten respondents, equally distributed between generation X respectively Y. To enable the comparison between the generations, a theoretical framework containing motivation factors and reward systems have been created. The framework also contains a description of the characteristics of generation X respectively Y, Maslow’s hierarchy of needs and Herzberg’s two-factor theory. The results of the study are that managers in generation X respectively Y have different perceptions of motivation factors and reward systems. The respondents have also shown that social development has characterized generation Y to a greater extent than generation X. An example is that generation Y has grown up during digitalization since early age. According to the theory, generation Y has been characterized more by social development through a constant comparison which is possible with social media. Through the increased competition through social development, generation Y can have higher demands on themselves and a feeling of not being satisfied with themselves.