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This theory posits that clear, challenging goals, and appropriate feedback contribute to higher and better task performance. Example: Implementing a system where employees set specific quarterly objectives and receive regular performance feedback.

An organizational process aimed at improving work satisfaction by granting employees greater autonomy and more meaningful tasks. Example: Allowing employees to manage projects from start to finish with minimal supervision.

Developed by Frederick Herzberg, it distinguishes between hygiene factors (which can only cause dissatisfaction if missing) and motivators (which can trigger job satisfaction). Example: Improving workplace conditions (hygiene) and recognizing achievements (motivator).

Posits that employees are motivated when they perceive their treatment to be fair in relation to the treatment of others. Example: Establishing transparent policies for pay, promotion, and rewards that ensure fair treatment.

Suggests that an employee's motivation is based on the likelihood that their efforts will lead to expected performance and perceived attractiveness of the rewards. Example: Creating a clear path from effort to performance, and linking performance directly to desirable rewards.

A strategy where employees are given autonomy, resources, and capability to take initiative and make decisions within their areas of expertise. Example: Implementing frameworks that delegate decision-making powers to non-managerial employees.