Abstract:
t. The aim of the paper is to define and quantify the differences in employee motivation de pending upon the selected regions and the age of employees. The research was carried out in 2017.
Sampling unit consisted of 7,594 respondents – employees from the selected eastern European coun tries, members of the European Union, mainly the Slovak and Czech Republic, as well as selected
regions outside the European Union, Russia and China. Data gathered from the questionnaires were
evaluated using descriptive statistics and tested by Tukey’s HSD at the level of significance of 5%. The
ANOVA Variance Analysis was used to compare each sampling unit in relation to the age and the
country. Most of the differences in motivation factors were found in the countries of China and Rus sia. It can be due to different cultural values, especially because of the power gap and the preferred
principle of seniority and collectivism in China. Differences in the level of motivation, i.e. motivation
factors especially in relation to the age were observed in the analysed regions. Incentive plans for in tercultural teams in order to enable employers to choose motivation factors effectively were designed
following the conclusions presented in the paper. Fundamental patterns of cultural differences as well
as age-related differences predicting motivational preferences can be taken into consideration when
selecting the motivation factors
