Characteristics of the Internal Motivation of Young Employees in the Bank

A large number of young employees entering the labor market each year, in order for them to have high productivity, they need to be understood and implement the right practices in order to impact on their intrinsic motivation. The aim of this work is to identify the features of intrinsic motivation of young employees up to 30 years old on the example of the Investment Bank "Credit". To achieve this goal, were prepared some research tools which consist of: a structured interview, the methodology of color metaphors Solomin I.L., a questionnaire of labor interests of an employee, written by Lobanova T.N. and methods of professional activity of Zamfir K.The structured interview revealed the characteristics of intrinsic motivation that young employees of the Investment Bank "Credit" used more often. The methodology of color metaphors of Solomin I.L. helped to find out the significant characteristics of intrinsic motivation for young employees; they turned out to be: self-realization and self-development. To find out about the priority of intrinsic motivation for young employees helped the methodology of professional activity of Zamfir K., that brought us to the next conclusion: IM (intrinsic motivation) > EPO (extrinsic positive motivation)> ENM (extrinsic negative motivation). This led to the conclusion that young employees need a individual approach, it is desirable to interest them more with the work itself and to offer what they are interested in. The interests that were significant for them could be recognized with the help of a questionnaire of the worker’s labor interests, developed by Lobanova T.N., they turned out to be: group, professional and career interests. Thus, were made recommendations for the HR department of the Investment Bank “Credit”, which will help to influence on the characteristics of the intrinsic motivation of young employees to develop their productivity.