目标设定理论是在六十年代开发的。这表明，如果为组织确定明确的目标，员工的激励水平就会提高。如果进展按照目标进行，必须有反馈来检查工作。强化理论是关于员工对工作感兴趣的方式，这些工作可以保证他们获得奖励和奖励。人们会付出更大的努力，并且有能力设定可以让他们获得更好的奖励或奖励的任务（Shields et al。2015，par 41-58）。公平理论是关于员工如何将他们的投入和结果与他人的投入和结果进行比较以及如何消除他们的投入和结果。公平理论是关于人们如何关心与同一工厂的同事或另一家公司的同事相比较的奖励的绝对数量和相对数量。下一个重要的理论是期望理论（Miner 2015，par 45）。这个关于工作人员如何高效工作的观点取决于最终结果或他们将整理的结果。此外，如果经理能够在某种条件下获得最佳表现，但在未达成时却无法实现，该公司认为该过程失败。因此，这个理论也是公司最终生产力结果的因素。这些是公司为了保持员工积极性而开发的一些必要理论。另一个用来激励人们的批判理论取决于情境的动态和主观需求。这取决于领导力的种类。他们在下面详细介绍。
The goal setting theory was developed in the sixties. This observed that the motivation level of employees would increase if the definite goal is set for the organization. There must be feedback to check to work if the progressing is going as per the goal set. The reinforcement theory is about the ways in which the employee would be interested for the work that would promise for them to receive the incentive & reward. The people would exert the higher effort and for the ability of them to set the tasks that would secure for them to have better incentives or reward (Shields et al. 2015, par 41-58). Equity theory is about how the employees compare their inputs and outcomes with those of the others and how to eliminate them. The equity theory is about how the people are concerned with the absolute & relative amounts of rewards that would compare to the colleagues in the same factory or a peer in another company. The next significant theory is the expectancy theory (Miner 2015, par 45). This argues about how the worker would desire to work efficiently depends on the final outcome or result that they would collate. Added to this, if the manager is able to gain best performance under certain condition, but fail to deliver when it comes the company assumes the process to have failed. Hence, this theory also factors in the final productivity outcome for the company. These are some of the imperative theories that have been developed by the companies to keep their employees motivated. Another critical theory that is used to motivate the people depends on the dynamic and subjective needs of the situation. This depends on the kinds of leadership. They are detailed in the following.