Goal-Setting Theory, proposed by Edwin Locke, suggests that setting clear and challenging goals can enhance motivation and performance.

Maslow's Hierarchy of Needs proposes that individuals must satisfy basic physiological needs, such as food, water, and shelter, before they can focus on higher-level needs.

Herzberg's Two-Factor Theory suggests that motivators, such as challenging work and recognition, are distinct from hygiene factors, such as salary and working conditions.

Expectancy Theory suggests that motivation is influenced by an individual's perception of the relationship between effort and performance, performance and outcomes, and the value of those outcomes.

Job Enrichment involves expanding the scope and responsibilities of a job to increase employee motivation and satisfaction.

Job Rotation involves moving employees between different tasks, departments, or projects to provide new experiences and challenges.

Empowerment involves giving employees the authority to make decisions, providing them with the necessary resources and support, and creating a culture that fosters trust and respect.

Recognition and Rewards can be used to acknowledge employee contributions, reinforce desired behaviors, and motivate employees to achieve specific goals.

While lack of clear goals, insufficient recognition, and unfair treatment can be challenges, too much autonomy and freedom is generally not a common issue in motivating employees.

Working conditions are considered hygiene factors in Herzberg's theory, not motivators.

Expectancy Theory suggests that motivation is influenced by an individual's perception of the relationship between effort and performance, performance and outcomes, and the value of those outcomes.

Micromanaging employees can hinder motivation and autonomy.

Self-Determination Theory suggests that intrinsic motivation, driven by internal factors such as interest and enjoyment, is essential for sustained motivation and well-being.

Negative feedback is not typically used as a reward to motivate employees.

Social Identity Theory suggests that individuals' motivation is influenced by their social identities and their desire to maintain a positive self-image.