The Hawthorne Studies revealed that worker participation, attention, and recognition, rather than physical changes in the workplace, were the primary factors contributing to increased productivity.

Maslow's Hierarchy of Needs proposes that individuals are motivated by a hierarchy of needs, starting with basic physiological needs and progressing to higher-level needs such as self-actualization.

Herzberg's Two-Factor Theory distinguishes between hygiene factors, which prevent dissatisfaction, and motivators, which lead to job satisfaction.

McClelland's Achievement Motivation Theory proposes that individuals are motivated by a desire to achieve specific goals and excel in challenging situations.

Vroom's Expectancy Theory suggests that motivation is influenced by an individual's expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to desired outcomes), and valence (value placed on those outcomes).

The Asch Conformity Experiments demonstrated that social norms and group dynamics play a significant role in influencing individuals' conformity to group pressure, even when their own beliefs differ.

Adams' Equity Theory proposes that individuals compare their inputs (efforts, skills, experience) and outcomes (rewards, recognition) to those of others, and adjust their attitudes and behaviors accordingly.

Tuckman's Team Development Model describes the stages that teams typically go through as they form, develop, and mature, including forming, storming, norming, and performing.

Adams' Equity Theory suggests that individuals' job satisfaction is influenced by their perceptions of the fairness of their pay in relation to their inputs and the pay of others.

The Job Characteristics Model proposes that job satisfaction and motivation are influenced by five core job characteristics: task variety, task identity, task significance, autonomy, and feedback.

Procedural Justice Theory suggests that individuals' job satisfaction is influenced by their perceptions of the fairness of the procedures used to make decisions that affect them.

The Social Identity Theory proposes that individuals' self-concept is influenced by their membership in social groups, leading to social norms, conformity, intergroup conflict, and prejudice.

The Ability-Motivation-Opportunity Model proposes that job performance is determined by the interaction of an individual's ability, motivation, and opportunity to perform the job.

The Goal-Setting Theory proposes that specific, challenging goals lead to higher performance than vague or easy goals, and that feedback is essential for goal achievement.

Adams' Equity Theory suggests that individuals' job satisfaction is influenced by their perceptions of the fairness of their pay in relation to their contributions and the pay of others.