The Impact of Age, Education and Seniority on Motivation of Employees

Abstract

Abstract. Motivation can be changed significantly in dependence on meeting human needs, life situations, internal and external environment, etc. It is caused by different factors which affect motivation in different ways. These factors do not act separately but they are a part of mutually connected network of specific relations. In the paper we show the possibility of the impact of age, education and seniority on the motivation of employees. The level of employee motivation and employee performance can be influenced by means of their detailed knowledge.

Education and Gender-Based Differences in Employee Motivation

“…Motivation factors were analysed in terms of: -financial evaluation (basic salary, additional financial evaluation, fair employee evaluation); -social security (social benefits, company vision, company name, region development, relationship to the environment, free time); -job security (workplace security, job security, content and type of work done, familiarization with the achieved work result, working time, working environment, work performance, psychological burden); -career advancement (ability to exercise own skills, work process, powers, prestige, self-decision, self-realization, education and personal growth, work recognition); -interpersonal relationships (such as workplace atmosphere, working team, communication at workplace and superior's attitude) (Hitka, Balážová 2015). In order to avoid negative interference of the respondents, individual motivation factors were alphabetically-ordered.…”

“…Hitka and Balážová (2015) also assume that employees with higher education and higher numbers of years of work prefer other motivating factors than employees with lower education and fewer years of working performance. The authors analyse employees in terms of education, where the results show differences in the level of motivation.…”

“…This in turn leads to a certain response and the ultimate achievement of individual satisfaction. Most managers assume that financial evaluation is the most important factor in motivation, however, there are also many other motivation tools (including non-financial ones), for example job security, employee's recognition, further development in expertise, colleagues' recognition and many others (Hitka, Balážová 2015). However, managers should bear in mind that each employee is a specific person with special needs and requirements.…”

Differences in Employee Motivation at Slovak Primary Schools in Rural and Urban Areas

“…The most important motivation factor in both groups (town-countryside) is job security, likely to reflect current economic situation and financial recession. When comparing to our previous research studies (Hitka et al, 2014, Hitka et al, 2012, Hitka & Balážová, 2015 but also to other authors (Stacho et al, 2013), where job security belongs to lower levels of needs in a person's hierarchy of needs, mentioned result was expected. Employees are willing to work in worse working conditions in order to keep a job.…”

Methods of Recruitment in the Czech and Slovak Organizations

“…Employees may be acquired from within the organization in question or on the job market (Bohlander, Snell, 2013). The recruitment process itself begins by looking for new employees using these two resource modalities, includes their selection based upon the methods and criteria designated (Zhu et al, 2013) and terminates with the submission of the employment application (Hitka, Balážová, 2015;Pilková et al, 2013;Armstrong, 2007). The objective underlying employee acquisition is ensuring the greatest possible selection of candidates suitable for a particular position (Osoian, Zaharie, 2014).…”