Example: Job security, health insurance, safe workplace.

Social Needs: Affection, belongingness, acceptance, friendship.

Esteem Needs: Internal (self-respect, autonomy, achievement) and external (status, recognition, attention).

Self-Actualization Needs: Drive to become what one is capable of becoming; growth, achieving one's potential, self-fulfillment.

Example: Opportunities for personal and professional development, creative assignments, leadership roles.

McGregor's Theory X and Theory Y:

Theory X (Negative view of employees):
- Employees inherently dislike work and will try to avoid it.
- Must be coerced, controlled, or threatened with punishment to achieve goals.
- Avoid responsibilities and seek formal direction.
- Place security above all other factors and display little ambition.
- Managerial style: Autocratic, strict control.
Theory Y (Positive view of employees):
- Employees view work as natural as rest or play.
- Will exercise self-direction and self-control if committed to objectives.
- Can learn to accept, and even seek, responsibility.
- Can make innovative decisions.
- Managerial style: Participative, empowering.

Herzberg's Two-Factor Theory (Motivation-Hygiene Theory):

Hygiene Factors (Extrinsic): Factors that, when adequate, placate employees. They do not motivate, but their absence causes dissatisfaction.
- Examples: Salary, company policies, supervision, working conditions, job security, interpersonal relations.
- Example: A good salary prevents dissatisfaction, but a great salary doesn't necessarily make someone passionate about their job.
Motivators (Intrinsic): Factors that lead to satisfaction and motivation.
- Examples: Achievement, recognition, responsibility, advancement, growth, the work itself.
- Example: Being given a challenging project and succeeding in it (achievement) is highly motivating.
Implication: Managers need to address hygiene factors to prevent dissatisfaction, but must focus on motivators to truly encourage employees.

McClelland's Theory of Needs:

Focuses on three acquired needs that are major motivators in work:
- Need for Achievement (nAch): Drive to excel, to achieve in relation to a set of standards, to strive to succeed. <