Satisfied and motivated employees are a prerequisite for achieving excellence and making the most of existing resources. In order to achieve such a result, it is necessary to adapt the motivation system to the wishes and needs of employees, and to create the conditions for achieving both individual and company goals. Despite the stimulating material and intangible components of motivation, the objective circumstances of the environment have led to a significant decline in motivation (and satisfaction) conditioned by an inadequately (expedited) business reconstruction policy, the consequences of which are reflected in the business itself: centralization of management and perception of alienation, a sharp decline in the number of employees with an increase in the volume of work that is not accompanied by an adequate increase in pay, which results in the perception of pay, a decrease in space for advancement despite acquired education and competences, lack of education, constant changes and experimentation, and the ambiguity of the demands placed on employees. Since the impact of these problems has resulted in a mediocre evaluation of motivation and satisfaction, the aim of the study is to identify which factors more strongly influence the decline in motivation: intrinsic or extrinsic, and to propose a solution to eliminate deviance. The survey was conducted by interviewing Elektroistra employees, determining the relevance of the sample, and using the percentage calculus and weighted arithmetic mean, the level of satisfaction and motivation of employees by certain factors was evaluated, as well as the overall assessment of motivation and satisfaction as a whole.