make a short conclusion for this: Understanding and applying various motivational theories is a crucial skill for leaders. The right motivational theory can significantly enhance employee performance and satisfaction, as motivation is a key driver of these factors (Hughes, et al., 2022). Therefore, leaders who are adept at selecting and implementing the most suitable motivational theories are more likely to foster a workforce that is not only high-performing but also highly satisfied and engaged (Hughes, et al., 2022). Motivational theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, can be effectively utilized in both non-profit and for-profit environments to stimulate individuals to achieve their highest potential. Reflecting on my personal involvement with non-profit entities, I recall a significant period in the Philippines when I volunteered for Greenpeace Philippines, a role I undertook within our local government unit. This experience provided me with a practical understanding of how motivational theories can be applied. Despite volunteers not receiving a traditional salary, the organization can still meet their physiological needs during their service hours by providing meals or ensuring safe work environments. In terms of safety needs, the organization can provide training and resources to help volunteers feel secure while performing their duties. Greenpeace can foster a sense of community among volunteers to satisfy their belongingness and love needs, making them feel they are part of a team working towards a common goal. To meet esteem needs, the organization can publicly acknowledge and appreciate the volunteers' contributions. For example, Greenpeace could highlight the achievements of volunteers in newsletters or on social media. By showing volunteers the impact of their work, such as the successful conservation of a natural landscape or species, Greenpeace can help them achieve self-actualization. They can understand that their efforts are contributing to a larger cause, which is environmental protection. Herzberg's Two-Factor Theory can also be applied in this context. The hygiene factors, such as a safe work environment and respectful treatment, need to be met to prevent dissatisfaction. The motivators, like recognition and the nature of the work itself, can increase satisfaction. For instance, seeing the positive impact of their work on the environment can be a significant motivator for Greenpeace volunteers. In the context of a Retail company (my workplace), with my work as a Sales Associate, I can say that motivational theories are important in businesses that aim to make a profit. First, looking at Herzberg's Two-Factor Theory. It's important to first make sure basic needs like good pay, job safety, and a nice work environment are met. After that, we should focus on things that make the job enjoyable and motivate employees. This could be praising good work, giving more tasks, and offering chances for career growth. Second, we can use Atkinson's Expectancy-Value Theory. If we make a workplace where employees think their hard work will lead to good results and rewards, they will be more motivated to succeed. This can be done through regular check-ins on performance, helpful feedback, and a fair system for rewards. Third, we can use the SMART goal method to set goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. This helps motivate employees because they know what they need to do, can see their progress, and understand how their work helps the company's goals