<p>A substantial and rigorous literature exists on manipulation. Similarly, an even more substantial and rigorous literature exists on motivation. However, we believe almost nothing examining the theory and practice of employee motivation and manipulation. This paper explores organizational schemes for increasing employee’s motivation to achieve higher levels of performance within the framework of manipulation. The paper lays out a definition of manipulation and applies it to classic organization motivation theory and practice - Frederick Herzberg’s Two Factor Theory. The theory is explained and compared with the definition of motivation. The paper tries to answer two questions: is this a manipulation and is it unethical. In those instances where we find the ideal motivational practices as non manipulative, we explore ways they could be altered to make them manipulative.</p>