A case study was conducted in Lebanon, a developing country, to find out whether there were different values ​​underlying employee motivation. “Extrinsic work factors have been found to have a stronger relationship with overall job satisfaction than intrinsic work factors” (Ismail, 2014), hypothesized by Maslow's theory. This was developed as a hypothesis due to the fact that developing countries usually do not meet the basic needs which Maslow defines as physiological, safety and love needs at the bottom of the hierarchy. These are related to extrinsic needs such as food, wages and social interaction between employees. This is in contrast to the case study of CreditWest Bank in Cyprus, a developed country, where they were acquiring needs higher up the hierarchy such as delegating responsibilities, providing challenges and encouraging creativity in the workplace. These are intrinsic needs that will only be sought after the lower needs in the hierarchy are satisfied. The contrast between these two studies indicates that Maslow was right when he stated that “intrinsic factors will have a motivating impact if extrinsic work factors are satisfied at work” (Ismail, 2014). Maslow's hierarchy of needs theory must be followed to achieve an increase in employee motivation. A motivational technique cannot be applied to everyone