Work motivation has a cause in the same factors as an individual's motivation for any other activity. To be precise, the motivation cause is in the expectation that activity will result in one or more of the individual's needs being met. Every activity is done because of the rational assumption of the individual that the result of the activity will bring him some benefit. As the benefit to the individual is always the equivalent of fulfilling a need that is high at his or her individual level of desire to fulfill that need, just joining an individual to a business organization is a sign that the individual has recognized that organization as the one that can help him or her achieve his or her own goals. According to Maslow's theory of the hierarchy of needs, motivation at work is primarily conditioned by the fulfillment and satisfaction of the existential needs of employees, which is salary (paycheck). Therefore, salary as a material reward is the first and foremost motivational technique for work. However, a great deal of research shows that material motivation is not always the only and most important motivation technique but that there are intangible ones as well. It has been shown that the individual is driven not only by existential and material needs, but by the desire to fulfill all the needs that Maslow has defined, and when those primary needs of the employee are met, he strives for the fulfillment of higher-level needs. Intangible motivation such as goal management and employee training in Croatia has proven to be most effective, immediately after material remuneration and cash compensation. This professional paper addresses the issue of the most effective method of managing employee motivation for the work of employees in the Republic of Croatia and consults with the conclusions of other relevant research for this purpose, and the data in this professional final paper are secondary in nature.