After changing the free food policy, hiring many new employees and working in the field with them, the percentages continue to increase. Believing in a lie detector would have scared employees into behaving however they wanted to protect themselves. It can be observed that the manager is sacrificing his “Relationship Needs” of Alderfer's ERG Theory. By scaring and threatening his employees it is safe to assume that, at this point in the case, satisfactory interpersonal relationships are not a priority for the manager. The “Need for Power” could justify the manager's decision according to McClellan's Theory of Acquired Needs. It is clear that forcing lie detector tests on minimum wage employees means that the manager tries to control these people and how they behave with scare tactics. Herzberg's two-factor theory talks about "hygiene factors". The manager's actions will certainly put a strain on the relationship with subordinates, thus increasing job dissatisfaction. The manager felt an inequity in the amount of work being done and the problem of the increasing percentage and behavior of the employees. Therefore, according to equity theory, the manager acted to eliminate the inequity that he considered problematic. Expectancy theory is ignored by the manager because relationships within the company determine work motivation. Forcing employees to take lie detector tests would put a strain on the manager-employee relationship. The goal setting theory was also denied by the manager. No development or formalization of goals was communicated between managers and employees. According to these theories, the most relevant for the situation is the "need for power" according to McClelland's theory of acquired needs. Imposing a lie detector test on employees because they eat food and don't sell enough is bullying and