Motivated employees achieve higher performance, thus increasing overall organization's performance and market competitiveness. The motivation system of the organization must be designed to meet the needs and wishes of a larger number of employees and aim at raising individual work performance by creating and rewarding desirable forms of behavior. An adequate and effective motivational system includes several different forms of rewards, as well as fairness in distributing prizes to employees. Motivation and engagement, and employee satisfaction are important parameters for assessing the adequacy of the motivation system in organizations. The essential goal of human resources management is to achieve employee satisfaction at work. Therefore, the factors that motivate employees to work are motivated by the fact that they are happy to do their job, but also those who act emotively or are of no greater importance to them. It is about the psychological factors that are unavailable to direct measurement, whose existence and action is based on the perception of employee behavior and by the method of interviewing or questionnaire for the examination of work satisfaction. It can be examined by estimating the general job satisfaction and attractiveness that the worker has for each component of the job. There are also researches on the rankings of some motivational factors: pay, management, good interpersonal relationships, job security, working conditions, opportunities for development and validation of skills, advancement, opportunities for education and work.