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ANALYSIS OF MODERN MODELS OF EMPLOYEES MOTIVATION IN INTERNATIONAL COMPANIES IN THE CONTEXT OF CULTURAL FEATURES

Globalization and integration have had a profound impact on the development of business communities in different countries. Thus, cultural conflict is inevitable. However, this should not be a problem for international business and communication. A manager in an intercultural organization must understand the most important motivating factors and effectively use the most powerful ones in different contexts. Creating appropriate incentives for the employee is an essential part of human resource management in enterprises. They are designed to mobilize the enthusiasm and initiative of employees in different ways to complete tasks and achieve the goals of enterprises with high performance and quality. An effective incentive mechanism can increase employees' enthusiasm and stimulate their inner potential to make significant and continuous efforts to achieve the company's goals.
The study examines the impact of cultural differences on motivational factors in the context of human resource management. The authors analyzed the features of the American and Japanese human resource management styles. Based on a combination of Hofstede's 5-D model application to these countries and GWS surveys, they concluded that the model effectively identifies business culture characteristics.
The largest number of significant factors influencing employee motivation refers to those ones in Hofstede's model that scored the highest points. Therefore, it makes sense to use them as a basis for developing incentives and compilation of compensation packages. This approach gives only approximate estimates. To obtain the most relevant motivation model, the HR department needs to design additional questionnaires to identify the individual characteristics of employees in international companies.