Esteem

           Belongingness

           Safety

           Physiological

     Herzberg’s two-factor theory:
           Motivating factors

           Hygiene factors

     McClelland’s acquired needs theory
          Need for achievement
          Need for affiliation
          Need for power
ii)Process perspectives on motivation:
     Expectancy theory(Expectancy, Instrumentality, Valence)
     Equity theory(how fairly they think they are being treated compared to others)
     Goal-setting theory(specific, challenging but achievable, linked to action plans
, effective, feedback enhances goal attainment)
iii)Reinforcement:
     Positive Reinforcement(The use of positive consequences to encourage desirable behaviour)
     Negative Reinforcement(The removal of unpleasant consequences following a desired behaviour)
     Extinction(The withholding or withdrawal of positive rewards for undesirable behaviour)
     Punishment(The application of negative consequences to stop or change undesirable behaviour)
iv)Job Design
     Job Simplification(reducing the number of tasks)
     Job Enlargement(Increasing the number of tasks)
     Job Enrichment(Building into a job motivating factors)

     - Esteem

     - Belongingness

     - Safety

     - Physiological
   - Herzberg’s Two-Factor Theory
     - Motivating factors

     - Hygiene factors
  - McClelland’s Acquired Needs Theory
    - Need for achievement

    - Need for affiliation

    - Need for power
2.Process perspective
 - Expectancy Theory
    - Effort -> performance -> outcome
    - Make sure employees are high on all 3 of these elements to have high motivation to perform
 - Equity Theory
    - Ensure that people perceive there is equity in the organization to be motivated
 - Goal Setting Theory
    - Goals that are specific and challenging but achievable can motivate employees