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Abraham Maslow's theory that humans have five levels of needs: physiological, safety, love/belonging, esteem, and self-actualization, which people are motivated to achieve in ascending order.

Frederick Herzberg's theory that workplace motivation is influenced by two factors: hygiene factors (which prevent dissatisfaction but don’t lead to satisfaction) and motivators (which increase job satisfaction and motivation).

Douglas McGregor's theory that managers' beliefs about what motivates their employees can fall into two categories: Theory X (people dislike work and will avoid it) and Theory Y (work is natural, and people can be self-directed and creative).

John Stacey Adams' theory that employees seek to maintain equity between the inputs that they bring to a job and the outcomes they receive from it, compared to others in similar positions.

Victor Vroom's theory that an individual's motivation is affected by their expectations about their ability to perform tasks, the rewards they will receive, and the attractiveness of those rewards.