A case study was conducted in Lebanon, a developing country, to determine whether there were different values ​​underlying employee motivation. It was found that “extrinsic job factors have a stronger relationship with overall job satisfaction than intrinsic job factors” (Ismail, 2014), which was a hypothesis from Maslow's theory. This was developed as a hypothesis because developing countries generally do not meet the basic needs that Maslow refers to as physiological needs, safety and love at the bottom of the hierarchy. These are related to extrinsic needs such as food, wages and social interactions between employees. This contrasts with the case study of CreditWest Bank in Cyprus, a developed country, where they acquired higher needs in the hierarchy, such as delegating responsibilities, providing challenges and encouraging creativity on the workplace. These are intrinsic needs that will only be sought after the needs lower in the hierarchy have been satisfied. The contrast of these two studies indicates that Maslow was right when he proclaimed that “intrinsic factors will have a motivating impact if extrinsic job factors are satisfied at work” (Ismail, 2014). Maslow’s hierarchy of needs theory should be followed to increase employee motivation. One motivation technique cannot be applied to everyone