The question for motivation is “why do people do what they do”. It is concerned with why people choose a particular course of action in preference to others, and why they continue with the chosen action, often for a long period, and in the face of difficulties and problems. (Mullins, 2015) Motivation described as intentional, controlled by workers and behaviors. The goal is to predict behavior. There are two types of motivation. The first is called extrinsic motivation. This motivation concerns the "tangible" which talks about salary and fringe benefits, security and promotion. The second is called intrinsic motivation and concerns psychological rewards such as the opportunity to use one's abilities and positive recognition. It can be defined by the actions and behavior of individual managers. (Mullins, 2005) Motivation can influence organizational outcomes and performance. It is important to motivate the workforce. Because this increases the satisfaction and ability of workers. Poor performance, dissatisfaction and poor customer service are the consequences of a demotivated workforce. Since motivating an employee in the world of work means completing their job duties at a better level it can be challenging. These are the negative consequences that impact success. Maslow's Hierarchy of Needs theory was originally published in 1943. He defines this theory as people desire living things, they always want more and what they want depends on what they already have. (Mullins, 2005) He discovered eight innate needs, including the need to know and understand. This theory is usually displayed as a