Motivation theories have been central to understanding employee behavior in organizations. These theories seek to explain what drives individuals to perform and how organizations can harness this drive to achieve desired outcomes. Over the years, several motivation theories have evolved, each contributing to how businesses manage and engage their workforce. Among the major theories are Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, McGregor’s Theory X and Theory Y, and Vroom’s Expectancy Theory. Maslow's Hierarchy of Needs is one of the most widely known motivational models. Maslow proposed that human needs are arranged in a hierarchical order, with basic physiological needs at the base and self-actualization at the top. According to this theory, individuals are motivated to fulfill their lower-level needs before moving on to higher-level needs. In a modern organizational context, this theory suggests that companies must first meet employees' basic needs (such as fair wages and a safe working environment) before expecting higher levels of motivation, such as personal growth or self-actualization. However, the rigid nature of the hierarchy has been criticized, as modern workplaces show that employees may be motivated by different needs simultaneously. Herzberg’s Two-Factor Theory divides workplace factors into two categories: hygiene factors and motivators. Hygiene factors, such as salary and working conditions, prevent dissatisfaction but do not lead to motivation. Motivators, like achievement, recognition, and growth opportunities, are the factors that