Process theories of motivation are less well-known but very important because they take into account factors of expectation related to the outcomes of behavior in connection with motivation. They explain why people behave in a certain way in the workplace and how a manager can influence their behavior. Of the three most well-known process theories of motivation, this paper emphasizes Adams' equity theory, which examines how the perception of the fairness of one's own input and reward in relation to the input and reward of others in the company can affect employees. The aim of the paper was to understand why employees in organizations behave in a certain way when it comes to the allocation of salaries, praise, etc. A survey was conducted as part of the research, including 16 questions and 17 respondents. The goal was to determine how respondents, who work in different companies, feel in the workplace and whether there is something else that would motivate them instead of a salary. Both primary and secondary sources of data were used. The primary source of data was the conducted survey, while the secondary sources of data refer to other literature used in this final paper. The results of the survey of a convenience sample confirmed that salary is important for employee motivation, which was expected, and that, in addition to salary, praise also increases employee motivation, which was surprising. The results of this final paper should be of interest to all managers who want to improve their relationship with employees in the organization or learn to interpret and understand their desires and needs.