A research on determining the difference of performance-related motivational tools i̇n terms of individual characteristics

İn today's world where change and innovation are rapid, competition is ever rising, businesses have to give importance to certain factors in order to be able to keep up with the changing conditions, reach their specified targets and goals, increase their effectiveness and efficiency. One of the most important among these factors are the people. The human which used to be seen as just a machine, has now become a vital component for companies. Businesses have to invest in the human factor in order to be able to continue their existence, attain an advantage in competition and keep up with the changes and innovations. The way to increase a business's effectiveness and efficiency is to increase the performance of its employees; and in order to increase the performance of employees, a business must first motivate them. Motivation, defined as a power to stimulate a person to act based on certain purposes, is one of the most important factors affecting the performance of employees. Businesses require various motivation tools in order to generate motivation that has an important effect on its employees' performance. Although there are certain tools that are accepted as universal in regards to motivation, it is almost impossible to develop a motivation tool or model that can suit every person, nation, and business. In our study, motivational tools are divided into 3 different groups; economic tools, psycho-social tools, and organizational and administrative tools. The aim of this study is to determine the difference of motivational tools in terms of individual characteristics. The application part of the study was conducted with the help of a questionnaire on banking employees. Key Words: Motivation, Motivation Tools, Performance.