Option 1 Definitions of management

2.Hygiene theory.
The two-factor motivation theory, otherwise known as Herzberg’s motivation-hygiene theory or dual-factor theory, argues that there are separate sets of mutually exclusive factors in the workplace that either cause job satisfaction or dissatisfaction.This theory is based on human needs. At his request, 200 engineers and accountants of one large firm described situations when their work brought them special satisfaction and when they especially did not like it.As a result of experiments, Herzberg came to the conclusion that there are two main categories of factors for assessing the degree of satisfaction from the work performed: factors that keep people at work and factors that motivate people to work.Factors that keep you at work (hygienic factors) - the administrative policy of the company, working conditions, the amount of wages, interpersonal relations with bosses, colleagues, subordinates .The two-factor motivation theory has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006).The major mid-twentieth century researchers in motivation — Maslow (1954), Herzberg, Vroom (1964), Alderfer (1972), McCalland (1961), and Locke et al. (1981) — devised research which Basset-Jones and Lloyd argue can be divided into content and process theories of motivation.Content theories, such as Herzberg et al.’s (1959), assume a complex interaction between internal and external factors, and explore the circumstances under which people respond to different internal and external stimuli.Meanwhile, process theories, such as that of Vroom (1964), consider how factors internal to the person lead to different behaviors.

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14-option

1.The equitytheory
Equity theory focuses on determining whether the distribution of resources is fair to both relational partners. Equity is measured by comparing the ratio of contributions (or costs) and benefits (or rewards) for each person.^[1] Considered one of the justice theories, equity theory was first developed in the 1960s by J. Stacy Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others.^[2] According to Equity Theory, in order to maximize individuals' rewards, we tend to create systems where resources can be fairly divided amongst members of a group. Inequalities in relationships will cause those within it to be unhappy to a degree proportional to the amount of inequality.^[3] The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization.This theory in the 60s of the XX century developed by the American scientist J.S. Adams based on the results of research carried out by him in the company "General Electric".The main idea of the theory of justice is that in the process of work, a person compares the assessment of his actions with the assessment of similar actions of colleagues and, on this basis, comes to the conclusion that his remuneration is fair.Injustice can exist in the form of underpayment (it is more acutely tolerated and causes outrage) and overpayment (it is felt less often, and a normal person feels guilty or dependent).