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The aim of this study is to identify the impact of generational differences on employee preferences for engagement - enablers and drivers at feroze1888 mills ltd. To conduct this research, Employee Engagement Drivers have been identified through the research paper named as ‘The Drivers of Employee Engagement- a diagnostic model' which was presented by Institute of Employment Studies in 2003, while the Employee Engagement Enablers have been extracted from the research paper ‘Engaging for Success- Enhancing performance through employee engagement’ published in 2009 by MacLeod and Clarke. The identified variables in terms of Enablers and Drivers have then been evaluated with respect to preferences of three generations for them which includes Baby Boomers, Gen X and Gen Y. Stratified Random Sampling has been used for this research resulting in a total sample size of 208 respondents comprising of 3 strata groups based on the 3 generations. For data Integration and analysis, one-way ANOVA has been used to find out the results in categorical form for the purpose of creating a comparison between the three groups. Having some of its hypothesis rejected while majority getting excepted, the research has concluded that ‘yes there do exist some difference amongst the 3 generations in their preferences for the Enablers and Drivers’. This research can be useful for organizations who consider the Engagement of each of their employees equally important regardless of the age bracket to which they belong. This research can provide them an insight about which areas of Employee Engagement are to be kept in focus to engage their young, middle aged and senior employees.

IMPACT OF GENERATIONAL DIFFERENCES ON EMPLOYEES’ PREFERENCES FOR ENGAGEMENT - ENABLERS AND DRIVERS AT FEROZE1888 MILLS LTD