Disability can be defined through several common factors that run through numerous definitions, but its most important component is the state of limitations concerning performance of daily activities that we generally consider normal for life experience which changes in volume depending on the subjective situation of the person who has a disability. Therefore, a person with a disability can be defined, among other things, as an individual who, due to his mental or physical condition, has greater difficulties than the average person in finding and advancing at work due to the said disability. Types of disabilities can be divided into four groups: physical impairments, intellectual impairments, mental impairments and autism spectrum disorders. Motivation can be defined as a force that manifests itself inside or outside an individual and that arouses his persistence and especially enthusiasm in undertaking certain activities. Work motivation, on the other hand, is defined as a complex of forces that attract a person to participate in a work organization and that ultimately keep him in it. Many scientists, wanting to investigate and define motivation factors more deeply, have formulated general theories of motivation that can be divided into process or content. Content theories include the theory of the hierarchy of needs, the theory of the three-level hierarchy, the theory of achievement motivation, the two-factor theory of motivation and the theory of role motivation. Within the process theories of motivation we include the cognitive model of motivation, the theory of fairness and the integrative process model of motivation. Furthermore, the paper deals in more detail with the problems of people with intellectual disabilities and their preference for lower conditions for job satisfaction and the general preference of people with disabilities to try to do the same jobs as people without disabilities.