The various process theories of motivation that are of particular use to managers are as follows:1. Equity theory:It describes that the level of employee motivation is dependent on how fairly employees are treated as compared to others in their workplace. Managers can use this theory by ensuring that all employees are treated fairly, and their inputs and outputs are proportional to their coworkers. If employees perceive inequity in their treatment, they may become demotivated and might perform poorly.2. Expectancy theory:This theory states that employee motivation is directly related to the expectation of rewards that an employee anticipates from his/her work. Managers can use this theory to encourage employees by rewarding them for their efforts. For instance, if an employee expects a promotion or a salary hike for working hard, the manager can give them a promotion or increase their salary to motivate them to work harder.3. Goal-setting theory:It suggests that setting specific and challenging goals is important to motivate employees. Managers can use this theory by setting clear and achievable goals for their employees. This will encourage employees to work harder to achieve their goals and increase their motivation to work.4. Reinforcement theory:It suggests that behavior is shaped by rewards and punishment. Managers can use this theory by reinforcing positive behavior through rewards like bonuses, incentives, or promotions, or punishing negative behavior through disciplinary actions or negative feedback. This will encourage employees to behave in a positive manner and increase their motivation to work.Thus, the features of the various process theories of motivation that are of particular use to managers are equity theory, expectancy theory, goal-setting theory, and reinforcement theory.