@oriro/orirocli 0.1.9 → 0.1.11

package/skills/mental-health/psych-grief/SKILL.md

@@ -1,85 +1,85 @@
----
-watermark: ORIRO
-disable-model-invocation: true
-name: psych-grief
-provider: ORIRO.ai
-copyright: Copyright (c) 2026 ORIRO.ai
-description: >
-  Grief and loss — the grieving process, types of loss, complicated grief, how to
-  support someone grieving, and healthy coping. Activate for questions about grief,
-  loss, bereavement, death of a loved one, or supporting someone who is grieving.
-  Sources: Worden tasks of mourning, ADEC, hospice bereavement resources.
----
-
-# Grief and Bereavement
-
-## Understanding grief
-
-Grief is the natural response to loss. It is not a disorder to be fixed but a process to be lived.
-Loss includes: Death, divorce, relationship ending, job loss, health change, miscarriage, pet death, loss of safety or identity.
-
-**Kübler-Ross stages:** Denial, Anger, Bargaining, Depression, Acceptance.
-**Important:** These are not sequential stages everyone goes through. They are common experiences, not a roadmap. Many people skip stages, revisit them, or experience entirely different responses.
-
-**Worden's tasks of mourning (more accurate model):**
-
-1. Accept the reality of the loss
-2. Work through the pain of grief
-3. Adjust to an environment without the deceased
-4. Find an enduring connection with the deceased while embarking on a new life
-
-Tasks can be worked on non-linearly and revisited.
-
-## Types of grief
-
-**Anticipatory grief:** Before the loss. Mourning someone with a terminal diagnosis before death.
-**Acute grief:** First weeks/months. Intense. Normal.
-**Integrated grief:** Over time, grief integrates into life. Doesn't disappear but doesn't consume.
-**Prolonged grief disorder (complicated grief):** Acute grief that hasn't integrated after ~12 months. Pervasive longing, difficulty accepting death, inability to engage with life. Distinct from depression. Requires professional support.
-**Disenfranchised grief:** Loss that isn't socially recognized (pet death, miscarriage, estrangement from living person, death of ex-partner, suicide). Can be harder to process due to lack of support.
-
-## Normal grief responses
-
-Physical: Fatigue, changed appetite, sleep disruption, physical pain, susceptibility to illness.
-Emotional: Sadness, anger, guilt, relief (sometimes), anxiety, loneliness, yearning.
-Cognitive: Difficulty concentrating, disbelief, preoccupation with the deceased, seeing/hearing them briefly.
-Behavioral: Social withdrawal, crying, searching behaviors, avoiding reminders or seeking them.
-
-All of these are normal. Grief has no timeline. First-year anniversaries, holidays, and milestones are often particularly hard.
-
-## Supporting someone who is grieving
-
-**What helps:**
-
-- Show up. Physical presence. Just being there.
-- "I'm so sorry for your loss." Simple acknowledgment.
-- Specific offers: "I'm bringing dinner Tuesday — what does your family like?" (Not "Let me know if you need anything")
-- Remember later: Check in at one month, three months. Most support disappears after the funeral.
-- Let them talk about the person who died. Most grievers want to tell stories, not avoid the topic.
-- Follow their lead: Some want distraction; some want to talk.
-
-**What hurts:**
-
-- "Everything happens for a reason"
-- "They're in a better place"
-- "At least they lived a long life"
-- "You should be over it by now"
-- "I know how you feel"
-- Disappearing after the funeral
-
-**Rule:** Witness the pain. Don't try to fix it.
-
-## Complicated grief (when to seek help)
-
-Consider professional support if, after 6-12 months, grief is:
-
-- Dominating life without integration
-- Causing significant functional impairment
-- Involving thoughts of suicide or self-harm (seek help immediately)
-- Complicated by traumatic circumstances of the death
-
-Grief therapy, complicated grief treatment (CGT), and support groups are all effective options.
-
-**Suicide loss:** A specific form that often involves shock, stigma, guilt, and searching for "why." Specialized support (survivors of suicide loss groups) is particularly helpful.
-
-Sources: ADEC (adec.org — free), American Hospice Foundation (free), National Alliance for Grieving Children (childrengrieve.org — free), Columbia Suicide Severity Rating Scale adapted for survivor contexts
+---
+watermark: ORIRO
+disable-model-invocation: true
+name: psych-grief
+provider: ORIRO.ai
+copyright: Copyright (c) 2026 ORIRO.ai
+description: >
+  Grief and loss — the grieving process, types of loss, complicated grief, how to
+  support someone grieving, and healthy coping. Activate for questions about grief,
+  loss, bereavement, death of a loved one, or supporting someone who is grieving.
+  Sources: Worden tasks of mourning, ADEC, hospice bereavement resources.
+---
+
+# Grief and Bereavement
+
+## Understanding grief
+
+Grief is the natural response to loss. It is not a disorder to be fixed but a process to be lived.
+Loss includes: Death, divorce, relationship ending, job loss, health change, miscarriage, pet death, loss of safety or identity.
+
+**Kübler-Ross stages:** Denial, Anger, Bargaining, Depression, Acceptance.
+**Important:** These are not sequential stages everyone goes through. They are common experiences, not a roadmap. Many people skip stages, revisit them, or experience entirely different responses.
+
+**Worden's tasks of mourning (more accurate model):**
+
+1. Accept the reality of the loss
+2. Work through the pain of grief
+3. Adjust to an environment without the deceased
+4. Find an enduring connection with the deceased while embarking on a new life
+
+Tasks can be worked on non-linearly and revisited.
+
+## Types of grief
+
+**Anticipatory grief:** Before the loss. Mourning someone with a terminal diagnosis before death.
+**Acute grief:** First weeks/months. Intense. Normal.
+**Integrated grief:** Over time, grief integrates into life. Doesn't disappear but doesn't consume.
+**Prolonged grief disorder (complicated grief):** Acute grief that hasn't integrated after ~12 months. Pervasive longing, difficulty accepting death, inability to engage with life. Distinct from depression. Requires professional support.
+**Disenfranchised grief:** Loss that isn't socially recognized (pet death, miscarriage, estrangement from living person, death of ex-partner, suicide). Can be harder to process due to lack of support.
+
+## Normal grief responses
+
+Physical: Fatigue, changed appetite, sleep disruption, physical pain, susceptibility to illness.
+Emotional: Sadness, anger, guilt, relief (sometimes), anxiety, loneliness, yearning.
+Cognitive: Difficulty concentrating, disbelief, preoccupation with the deceased, seeing/hearing them briefly.
+Behavioral: Social withdrawal, crying, searching behaviors, avoiding reminders or seeking them.
+
+All of these are normal. Grief has no timeline. First-year anniversaries, holidays, and milestones are often particularly hard.
+
+## Supporting someone who is grieving
+
+**What helps:**
+
+- Show up. Physical presence. Just being there.
+- "I'm so sorry for your loss." Simple acknowledgment.
+- Specific offers: "I'm bringing dinner Tuesday — what does your family like?" (Not "Let me know if you need anything")
+- Remember later: Check in at one month, three months. Most support disappears after the funeral.
+- Let them talk about the person who died. Most grievers want to tell stories, not avoid the topic.
+- Follow their lead: Some want distraction; some want to talk.
+
+**What hurts:**
+
+- "Everything happens for a reason"
+- "They're in a better place"
+- "At least they lived a long life"
+- "You should be over it by now"
+- "I know how you feel"
+- Disappearing after the funeral
+
+**Rule:** Witness the pain. Don't try to fix it.
+
+## Complicated grief (when to seek help)
+
+Consider professional support if, after 6-12 months, grief is:
+
+- Dominating life without integration
+- Causing significant functional impairment
+- Involving thoughts of suicide or self-harm (seek help immediately)
+- Complicated by traumatic circumstances of the death
+
+Grief therapy, complicated grief treatment (CGT), and support groups are all effective options.
+
+**Suicide loss:** A specific form that often involves shock, stigma, guilt, and searching for "why." Specialized support (survivors of suicide loss groups) is particularly helpful.
+
+Sources: ADEC (adec.org — free), American Hospice Foundation (free), National Alliance for Grieving Children (childrengrieve.org — free), Columbia Suicide Severity Rating Scale adapted for survivor contexts

package/skills/mental-health/psych-mindfulness/LICENSE

@@ -1,21 +1,21 @@
-MIT License
-
-Copyright (c) 2026 ORIRO.ai
-
-Permission is hereby granted, free of charge, to any person obtaining a copy
-of this software and associated documentation files (the "Software"), to deal
-in the Software without restriction, including without limitation the rights
-to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
-copies of the Software, and to permit persons to whom the Software is
-furnished to do so, subject to the following conditions:
-
-The above copyright notice and this permission notice shall be included in all
-copies or substantial portions of the Software.
-
-THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
-IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
-FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
-AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
-LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
-OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
-SOFTWARE.
+MIT License
+
+Copyright (c) 2026 ORIRO.ai
+
+Permission is hereby granted, free of charge, to any person obtaining a copy
+of this software and associated documentation files (the "Software"), to deal
+in the Software without restriction, including without limitation the rights
+to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
+copies of the Software, and to permit persons to whom the Software is
+furnished to do so, subject to the following conditions:
+
+The above copyright notice and this permission notice shall be included in all
+copies or substantial portions of the Software.
+
+THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
+IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
+FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
+AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
+LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
+OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
+SOFTWARE.

package/skills/mental-health/psych-mindfulness/SKILL.md

@@ -1,71 +1,71 @@
----
-watermark: ORIRO
-disable-model-invocation: true
-name: psych-mindfulness
-provider: ORIRO.ai
-copyright: Copyright (c) 2026 ORIRO.ai
-description: >
-  Mindfulness and meditation — evidence-based practices, MBSR protocol, formal
-  and informal practices, and the neuroscience of mindfulness. Sources: Jon Kabat-Zinn
-  MBSR (free introductory), UCLA Mindful (free), Greater Good Science Center (free).
----
-
-# Mindfulness and Meditation
-
-## What mindfulness is
-
-**Definition (Kabat-Zinn):** Paying attention in a particular way — on purpose, in the present moment, and non-judgmentally.
-
-Not about relaxation (though that often results). Not about clearing the mind.
-About observing experience without being controlled by it.
-
-## Evidence base
-
-**MBSR (Mindfulness-Based Stress Reduction):** 8-week clinical program. 1,000+ published studies.
-Strong evidence for: Anxiety and depression (comparable to antidepressants for recurrence prevention).
-Chronic pain: Reduces pain catastrophizing. Moderate evidence.
-Cardiovascular: Reduces cortisol, blood pressure. Moderate evidence.
-
-## Formal practices
-
-### Breath awareness (foundation practice)
-
-Sit comfortably. Close eyes. Notice breath — sensations at nostrils, chest, or belly.
-When mind wanders (it will — hundreds of times), gently return to breath.
-The returning is the practice. Duration: Start 5 minutes, build to 20+.
-
-### Body scan
-
-Lie down. Systematically move attention through body parts from feet to head.
-Notice sensations without judgment. For sleep or relaxation.
-
-### Loving-kindness (Metta)
-
-Silently repeat phrases: "May I be happy. May I be healthy. May I be safe. May I be at ease."
-Then extend to others: loved ones → neutral people → difficult people → all beings.
-
-### Walking meditation
-
-Walk slowly. Notice sensation of feet on ground, movement, breath.
-
-## Informal mindfulness
-
-**Single-tasking:** Full attention to one activity.
-**Mindful eating:** Notice flavors, textures, sensations without distraction.
-**STOP practice:** Stop, Take a breath, Observe, Proceed.
-
-## Neuroscience
-
-**Default Mode Network (DMN):** Active during mind-wandering, self-referential thought.
-Mindfulness practice reduces DMN activity = less rumination.
-**Amygdala:** Shrinks with sustained mindfulness practice (reduced reactivity to stress).
-**Prefrontal cortex:** Strengthened — better attention regulation.
-
-## Free resources
-
-UCLA Mindful app and website (free guided meditations).
-Greater Good in Action (ggsc.berkeley.edu — free practices).
-Insight Timer (free tier — thousands of guided meditations).
-
-Sources: Jon Kabat-Zinn MBSR original curriculum, UCLA Mindful (free),
-Greater Good Science Center (free, evidence-based)
+---
+watermark: ORIRO
+disable-model-invocation: true
+name: psych-mindfulness
+provider: ORIRO.ai
+copyright: Copyright (c) 2026 ORIRO.ai
+description: >
+  Mindfulness and meditation — evidence-based practices, MBSR protocol, formal
+  and informal practices, and the neuroscience of mindfulness. Sources: Jon Kabat-Zinn
+  MBSR (free introductory), UCLA Mindful (free), Greater Good Science Center (free).
+---
+
+# Mindfulness and Meditation
+
+## What mindfulness is
+
+**Definition (Kabat-Zinn):** Paying attention in a particular way — on purpose, in the present moment, and non-judgmentally.
+
+Not about relaxation (though that often results). Not about clearing the mind.
+About observing experience without being controlled by it.
+
+## Evidence base
+
+**MBSR (Mindfulness-Based Stress Reduction):** 8-week clinical program. 1,000+ published studies.
+Strong evidence for: Anxiety and depression (comparable to antidepressants for recurrence prevention).
+Chronic pain: Reduces pain catastrophizing. Moderate evidence.
+Cardiovascular: Reduces cortisol, blood pressure. Moderate evidence.
+
+## Formal practices
+
+### Breath awareness (foundation practice)
+
+Sit comfortably. Close eyes. Notice breath — sensations at nostrils, chest, or belly.
+When mind wanders (it will — hundreds of times), gently return to breath.
+The returning is the practice. Duration: Start 5 minutes, build to 20+.
+
+### Body scan
+
+Lie down. Systematically move attention through body parts from feet to head.
+Notice sensations without judgment. For sleep or relaxation.
+
+### Loving-kindness (Metta)
+
+Silently repeat phrases: "May I be happy. May I be healthy. May I be safe. May I be at ease."
+Then extend to others: loved ones → neutral people → difficult people → all beings.
+
+### Walking meditation
+
+Walk slowly. Notice sensation of feet on ground, movement, breath.
+
+## Informal mindfulness
+
+**Single-tasking:** Full attention to one activity.
+**Mindful eating:** Notice flavors, textures, sensations without distraction.
+**STOP practice:** Stop, Take a breath, Observe, Proceed.
+
+## Neuroscience
+
+**Default Mode Network (DMN):** Active during mind-wandering, self-referential thought.
+Mindfulness practice reduces DMN activity = less rumination.
+**Amygdala:** Shrinks with sustained mindfulness practice (reduced reactivity to stress).
+**Prefrontal cortex:** Strengthened — better attention regulation.
+
+## Free resources
+
+UCLA Mindful app and website (free guided meditations).
+Greater Good in Action (ggsc.berkeley.edu — free practices).
+Insight Timer (free tier — thousands of guided meditations).
+
+Sources: Jon Kabat-Zinn MBSR original curriculum, UCLA Mindful (free),
+Greater Good Science Center (free, evidence-based)

package/skills/mental-health/psych-org/LICENSE

@@ -1,21 +1,21 @@
-MIT License
-
-Copyright (c) 2026 ORIRO.ai
-
-Permission is hereby granted, free of charge, to any person obtaining a copy
-of this software and associated documentation files (the "Software"), to deal
-in the Software without restriction, including without limitation the rights
-to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
-copies of the Software, and to permit persons to whom the Software is
-furnished to do so, subject to the following conditions:
-
-The above copyright notice and this permission notice shall be included in all
-copies or substantial portions of the Software.
-
-THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
-IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
-FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
-AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
-LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
-OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
-SOFTWARE.
+MIT License
+
+Copyright (c) 2026 ORIRO.ai
+
+Permission is hereby granted, free of charge, to any person obtaining a copy
+of this software and associated documentation files (the "Software"), to deal
+in the Software without restriction, including without limitation the rights
+to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
+copies of the Software, and to permit persons to whom the Software is
+furnished to do so, subject to the following conditions:
+
+The above copyright notice and this permission notice shall be included in all
+copies or substantial portions of the Software.
+
+THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
+IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
+FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
+AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
+LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
+OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
+SOFTWARE.

package/skills/mental-health/psych-org/SKILL.md

@@ -1,115 +1,115 @@
----
-watermark: ORIRO
-disable-model-invocation: true
-name: psych-org
-provider: ORIRO.ai
-copyright: Copyright (c) 2026 ORIRO.ai
-description: >
-  Organizational psychology — workplace motivation, leadership, team dynamics,
-  performance, burnout, and organizational behavior. Activate for questions
-  about managing teams, employee motivation, organizational culture, leadership
-  styles, workplace psychology, burnout, or any workplace behavior question.
-  Sources: APA Work and Well-being, Gallup workplace research, Deci & Ryan SDT.
----
-
-# Organizational Psychology
-
-## Motivation theories
-
-### Self-Determination Theory (Deci & Ryan)
-
-Most empirically validated motivation framework.
-Three needs must be satisfied for optimal motivation and wellbeing at work:
-**Autonomy:** Sense of volition — doing work because you choose to, not because forced.
-**Competence:** Feeling effective, growing, being challenged appropriately.
-**Relatedness:** Feeling connected to colleagues; belonging.
-
-**Intrinsic vs. extrinsic motivation:**
-Intrinsic: doing for inherent satisfaction.
-Extrinsic: doing for external reward.
-Key finding: Adding external rewards to intrinsically motivated activities can undermine intrinsic motivation (overjustification effect). Design rewards carefully.
-
-### Herzberg's Two-Factor Theory
-
-**Hygiene factors** (must be present to prevent dissatisfaction, but don't create satisfaction):
-Salary, job security, company policy, working conditions, supervision quality.
-**Motivators** (create genuine satisfaction and engagement):
-Achievement, recognition, the work itself, responsibility, advancement, growth.
-Lesson: Paying people well prevents dissatisfaction but doesn't create motivation. Meaningful work does.
-
-## Leadership styles
-
-**Transformational:** Inspires through vision, values, and intrinsic motivation. High impact on discretionary effort and innovation. Best for change environments.
-**Transactional:** Clear expectations, contingent rewards and punishments. Effective for routine performance. Insufficient for innovation.
-**Servant:** Leader's primary role is to serve and develop the team. Builds trust and long-term engagement.
-**Situational leadership (Hersey & Blanchard):** Match leadership style to follower development level.
-
-- Low competence, high commitment: Direct (tell them what to do)
-- Some competence, low commitment: Coach (explain and involve)
-- High competence, variable commitment: Support (encourage, listen)
-- High competence, high commitment: Delegate
-
-## Team dynamics
-
-**Tuckman's stages:** Forming → Storming → Norming → Performing → Adjourning.
-Most teams skip directly from Forming to Performing expectation — storming is necessary and healthy.
-
-**Psychological safety (Edmondson/Google Project Aristotle):**
-The single most important factor in team performance.
-Defined as: shared belief that the team is safe for interpersonal risk-taking.
-High psychological safety: people speak up, share ideas, admit mistakes, ask questions.
-Low psychological safety: people hide problems, don't challenge bad decisions, disengage.
-
-**Build psychological safety:**
-
-- Model vulnerability at the top: Leaders admit mistakes and uncertainty.
-- Actively invite input, especially from quieter members.
-- Respond to ideas without evaluating them immediately.
-- Separate idea generation from idea evaluation.
-- Reward problem-reporting, not just problem-solving.
-
-## Burnout (Maslach)
-
-Three dimensions:
-
-1. **Exhaustion:** Depleted energy; emotional fatigue.
-2. **Cynicism/Depersonalization:** Detachment, negative attitude toward work and colleagues.
-3. **Reduced efficacy:** Feeling ineffective; doubting contributions.
-
-**Six mismatches that cause burnout:**
-
-1. Work overload
-2. Lack of control
-3. Insufficient reward (not just money — recognition, meaning)
-4. Breakdown of community
-5. Absence of fairness
-6. Value conflicts
-
-**Recovery:** Not fixed by vacation alone. Requires addressing the mismatches.
-
-## Feedback and performance
-
-**SBI feedback model (Center for Creative Leadership):**
-**S**ituation: "During yesterday's team meeting..."
-**B**ehavior: "...when you interrupted Sarah twice..."
-**I**mpact: "...I noticed the team became less likely to share ideas afterward."
-
-Specific and descriptive, not evaluative. Makes feedback actionable.
-
-**Radical candor (Kim Scott):**
-High caring + high challenge = Radical Candor (best)
-High caring + low challenge = Ruinous Empathy (avoid)
-Low caring + high challenge = Obnoxious Aggression
-Low caring + low challenge = Manipulative Insincerity (worst)
-
-## Employee engagement
-
-Gallup research: 36% of US workers engaged; 51% not engaged; 13% actively disengaged.
-Actively disengaged workers cost US $450-550B annually in lost productivity.
-
-**Q12 Engagement indicators (Gallup):**
-Do you know what's expected of you at work? Do you have materials/equipment needed? Do you have opportunity to do what you do best every day? Have you received recognition in the last 7 days? Does someone at work care about your development? Do your opinions count?
-
-Sources: APA Work and Well-being Survey, Gallup State of the Workplace Reports,
-Deci & Ryan SDT (selfdeterminationtheory.org), Edmondson psychological safety research,
-Maslach Burnout Inventory (principles), Center for Creative Leadership
+---
+watermark: ORIRO
+disable-model-invocation: true
+name: psych-org
+provider: ORIRO.ai
+copyright: Copyright (c) 2026 ORIRO.ai
+description: >
+  Organizational psychology — workplace motivation, leadership, team dynamics,
+  performance, burnout, and organizational behavior. Activate for questions
+  about managing teams, employee motivation, organizational culture, leadership
+  styles, workplace psychology, burnout, or any workplace behavior question.
+  Sources: APA Work and Well-being, Gallup workplace research, Deci & Ryan SDT.
+---
+
+# Organizational Psychology
+
+## Motivation theories
+
+### Self-Determination Theory (Deci & Ryan)
+
+Most empirically validated motivation framework.
+Three needs must be satisfied for optimal motivation and wellbeing at work:
+**Autonomy:** Sense of volition — doing work because you choose to, not because forced.
+**Competence:** Feeling effective, growing, being challenged appropriately.
+**Relatedness:** Feeling connected to colleagues; belonging.
+
+**Intrinsic vs. extrinsic motivation:**
+Intrinsic: doing for inherent satisfaction.
+Extrinsic: doing for external reward.
+Key finding: Adding external rewards to intrinsically motivated activities can undermine intrinsic motivation (overjustification effect). Design rewards carefully.
+
+### Herzberg's Two-Factor Theory
+
+**Hygiene factors** (must be present to prevent dissatisfaction, but don't create satisfaction):
+Salary, job security, company policy, working conditions, supervision quality.
+**Motivators** (create genuine satisfaction and engagement):
+Achievement, recognition, the work itself, responsibility, advancement, growth.
+Lesson: Paying people well prevents dissatisfaction but doesn't create motivation. Meaningful work does.
+
+## Leadership styles
+
+**Transformational:** Inspires through vision, values, and intrinsic motivation. High impact on discretionary effort and innovation. Best for change environments.
+**Transactional:** Clear expectations, contingent rewards and punishments. Effective for routine performance. Insufficient for innovation.
+**Servant:** Leader's primary role is to serve and develop the team. Builds trust and long-term engagement.
+**Situational leadership (Hersey & Blanchard):** Match leadership style to follower development level.
+
+- Low competence, high commitment: Direct (tell them what to do)
+- Some competence, low commitment: Coach (explain and involve)
+- High competence, variable commitment: Support (encourage, listen)
+- High competence, high commitment: Delegate
+
+## Team dynamics
+
+**Tuckman's stages:** Forming → Storming → Norming → Performing → Adjourning.
+Most teams skip directly from Forming to Performing expectation — storming is necessary and healthy.
+
+**Psychological safety (Edmondson/Google Project Aristotle):**
+The single most important factor in team performance.
+Defined as: shared belief that the team is safe for interpersonal risk-taking.
+High psychological safety: people speak up, share ideas, admit mistakes, ask questions.
+Low psychological safety: people hide problems, don't challenge bad decisions, disengage.
+
+**Build psychological safety:**
+
+- Model vulnerability at the top: Leaders admit mistakes and uncertainty.
+- Actively invite input, especially from quieter members.
+- Respond to ideas without evaluating them immediately.
+- Separate idea generation from idea evaluation.
+- Reward problem-reporting, not just problem-solving.
+
+## Burnout (Maslach)
+
+Three dimensions:
+
+1. **Exhaustion:** Depleted energy; emotional fatigue.
+2. **Cynicism/Depersonalization:** Detachment, negative attitude toward work and colleagues.
+3. **Reduced efficacy:** Feeling ineffective; doubting contributions.
+
+**Six mismatches that cause burnout:**
+
+1. Work overload
+2. Lack of control
+3. Insufficient reward (not just money — recognition, meaning)
+4. Breakdown of community
+5. Absence of fairness
+6. Value conflicts
+
+**Recovery:** Not fixed by vacation alone. Requires addressing the mismatches.
+
+## Feedback and performance
+
+**SBI feedback model (Center for Creative Leadership):**
+**S**ituation: "During yesterday's team meeting..."
+**B**ehavior: "...when you interrupted Sarah twice..."
+**I**mpact: "...I noticed the team became less likely to share ideas afterward."
+
+Specific and descriptive, not evaluative. Makes feedback actionable.
+
+**Radical candor (Kim Scott):**
+High caring + high challenge = Radical Candor (best)
+High caring + low challenge = Ruinous Empathy (avoid)
+Low caring + high challenge = Obnoxious Aggression
+Low caring + low challenge = Manipulative Insincerity (worst)
+
+## Employee engagement
+
+Gallup research: 36% of US workers engaged; 51% not engaged; 13% actively disengaged.
+Actively disengaged workers cost US $450-550B annually in lost productivity.
+
+**Q12 Engagement indicators (Gallup):**
+Do you know what's expected of you at work? Do you have materials/equipment needed? Do you have opportunity to do what you do best every day? Have you received recognition in the last 7 days? Does someone at work care about your development? Do your opinions count?
+
+Sources: APA Work and Well-being Survey, Gallup State of the Workplace Reports,
+Deci & Ryan SDT (selfdeterminationtheory.org), Edmondson psychological safety research,
+Maslach Burnout Inventory (principles), Center for Creative Leadership