This thesis analyzed the different forms of motivation used by the selected retail chain to ensure employee satisfaction with their work. The research was based on a questionnaire filled out by employees working in the headquarters of the retail chain. The obtained results confirmed that the selected retail chain offers different forms of rewarding or motivating its employees, so extrinsic factors are those that lead to job satisfaction, and intrinsic motivators are those that influence the increase in motivation and overall job satisfaction.. It has been shown that it is primarily important for employees that their financial expectations are met, and only then are they interested in education, advancement, professional development and other intangible forms of motivation at the workplace. The public's positive image of the retail chain as a desirable, attractive and stable employer was confirmed, as the respondents expressed their satisfaction with the working conditions to the greatest extent. Although almost two fifths of respondents (39%) are not satisfied with salary as the most important extrinsic factor, still more than half of them (58%) would not leave the company, even if another employer offers them a better-paid job. The rest, 42% of them, would leave the company if they were offered a better-paid job elsewhere, regardless of other satisfactory working conditions. This kind of data leaves a lot of space for progress in reward/motivation practices and proposing concrete measures, especially those aimed at improving working conditions. Additional analyzes revealed that there are statistically significant differences between the different contingents of employees, considering some of the forms of motivation present in the company. For example, it turned out that education or flexibility are more important to men than to women; promotion is more important for those with less experience; salary increase and additional cash receipts are more important to experts than to managers; the work life balance is more important for employees with a higher educational status. When it comes to generational differences, it has been shown that advancement and flexibility are more important motivators for members of Generation Z than for other generations (Millennials, Generation X, Baby Boomers).