1. There are different theories of motivation that help people to understand a broader perception of what and how to motivate people. Like the Traditional Theory as proposed by Frederick W. Taylor, is based on the assumption that money is the primary motivator. In this theory, financial rewards are directly related to performance in the belief that if the reward is great enough, employees will produce more. The Need Hierarchy Theory, on the other hand, as postulated by Abraham W. Maslow, stated that human needs in the form of hierarchy should be satisfied in order, from the lowest to the highest needs: physiological, security, love and belongingness, love and belongingness, self- esteem, and self- actualization. David McClelland developed the theory of Achievement- Power- Affiliation which is closely related to the need hierarchy theory. This theory holds that all people have three needs, the need: 1.) to achieve, 2.) for power, and 3.) for affiliation. The need for achievement is a desire to do something better or more efficiently than it has done before. The need for power is basically a concern for influencing people- to be strong and influential. The need for affiliation is a need to be liked- to establish or maintain friendly relation with others. The Motivation- Maintenance Theory as proposed by Herzbeg, Mausner, and Synderman, contends that motivation comes from the individual, not from the manager. Proper attention to the hygiene- factors keeps an individual from being highly dissatisfied but does not make that individual motivated. Both maintenance and hygiene factors must be present in order for true motivation to occur. Victor Vroom also developed the Preference- Expectancy Theory. This theory is based on the premise that an individual assigns values to the outcome of each alternative course of action. The assignment of values reflects the individual’s