People don't really work that way.
You may know your stock market, but I don't think you really understand people. You slipped up with this line:
The third one is that you're paying your people partly in stock and you want to be able to motivate them. But a low stock price helps not hinders there. Everyone getting issued restricted stock or options is getting them at the current low low prices. Everyone can see that there's more potential upside from a low share price than a high one. Yes, of course, those who got the stock at last year's higher price are pretty pissed but they're already committed to the company.
There are two problems with that analysis. First, those who got their stock last year may have been very committed at that time, but as they've watched their stock bonuses collapse in value, they've likely become much less so. Even it it's still mathematically advantageous to them to stay with Facebook, their morale is certainly being hurt by Facebook's poor stock performance.
Second, while a low stock price may be attractive to prospective employees, they'll have to be thinking about where it'll go in the future. And if they do so, the first thing they'll look at is where it's been and where it has gone. And then they'll start to ask questions: What has changed with the company recently that indicates that it will get out of this slump? What will it have to do to make investors buy in? What will I have to do?
So while a low stock price may be seen by some as greater potential, it's also an indication of greater uncertainty. And that will cause some talented employees to leave, and others to sign up elsewhere.