The importance of non-monetary incentives in motivating forest district employees

This study provides an analysis of the importance of non-monetary incentives for the staff of the Antonin Forest District and compares them with monetary factors. The analysis was based on a survey conducted among the staff of the Antonin Forest District. The results were analysed according to the employees' sex, age, education and place of work. The general assumptions of the survey methodology were applied and adapted to the working conditions in the forest district. The respondents' responses were rated with an ordinal, bipolar scale. The respondents deter- mined the motivational importance of selected factors on a six-point Likert scale. Two research areas were distinguished in the analysis of the effect of motivational factors on employees: material non-monetary incentives and non-material non-monetary incentives. Apart from the non-material non-monetary incentives, salary-related factors were also taken into account to make a comparison. The analysis of the groups of non-material non-monetary incentives showed that the employees were mostly motivated by employment security and safety (IMI=4.38), relations with co-workers (IMI=4.26), conditions and specificity of the workplace (IMI=4.10), the staff management method (IMI=4.07), and working time (IMI=4.05). The forest district employees were motivated to a medium extent by professional development opportunities and prestige (3.13 <= IMI <= 3.62). Non-business relations were the least important factors affecting the motivation of the employees of the Antonin Forest District (IMI=1.99). The groups of material non-monetary incentives had medium or small influence on the motivation of the employees (2.49 <= IMI <= 3.29). The analysis showed that men were more influenced by non-monetary incentives than women (except for promotion, supervisor's recognition, better working conditions and good relations with co-workers). Salaries were equally important for both men and women. The analysis of the effect of the non-monetary incentives on the employees of the forest district according to their age showed diversification. This group of incentives affected young people employed for a short time to a greater extent. The workplace did not cause significant differences in the intensity of the influence of factors related to occupational safety, conditions and specificity of the workplace, the method of managing employees and relations with co-workers (difference in IMI =+/- 0.3). The research analysis revealed high diversity in the importance of incentives motivating employees. A considerable part of the incentives under analysis significantly influenced the employees' motivation. The intensity of their influence depended on the employees' sex, age, education and workplace.