In the highlight of our research question concerning the motivational factors of paramedic workers in the following section, we will explain in deeper detail the motivation theories pertaining and the key characteristics of paramedic work. To further explain the motivational factors behind the worker motivation in our research, we need to define the general description for our key words. Yet, we need to keep in mind that motivational factors and their influence vary greatly just because of the nature of the job – some might lean towards higher level motivational factors just because of their different position in the working career. What motivates one worker will not definitely motivate the other within the same company (William, p. 6). Interesting thing to keep in mind are the current trends in employee motivation around the globe. Even though it is perceived that an individual might seek the highest self-actualization point it is more likely to happen when he is working more in a competitive environment – people fight for higher and better positions. Yet, when it comes down to such a slightly repetitive work with not that many career prospects most of motivation might be affected by such factors as pay and bonus, supervision, security and such. This kind of approach slightly adjusts our view upon the motivational theories as we are forced to focus down on more specific branches in them. Motivation overall is hard to define as it includes a wide variety of complex factors. Motivation can be define as the set of factors that cause people to act in certain ways (Schwartz, p. 15). Yet, even such a definition lacks clear explanations to explain the behaviour of people in one or another situation, thus why most of theories are looked upon with a hint of criticism. Many researchers usually try to classify or group certain factors together to make special clusters that could define some of the behavioural patterns. In our paper we will approach the following theories: Maslow’s hierarchy of needs, Herzberg’s Two Factor Theory, Fifty-fifty theory and Vroom’s expectancy theory. One of the big and very well known motivation theories that will influence our variable search is the “Maslow’s hierarchy of needs”. American psychologist Abraham Maslow in 1943 reasoned that human beings have an internal need pushing them on towards self actualization and personal superiority. He came up with the idea of five level hierarchies of motivational factors. He claimed that when we happen to satisfy one level of needs we immediately are affected by a higher level, thus our motivation and factors slightly changing (Kauno Technologijos Universitetas [KTU], p. 102). The hierarchy is presented in figure 1. Going from bottom to top we approach the motivational factors starting from basic physiological ones such as air, water, food going towards the highly sought self-actualization that is reality very rarely fulfilled by any human as it is never fully satisfied (Fincham & Rhodes, 2005). Yet, this approach is not completely clear, as higher grade factors have different influences upon the worker, thus achieving completely different results. As we break down the pyramid into a more organizational approach, we could re-label the pyramid into the following way: achievement, s