2.4 Advantages and Disadvantages of Motivation and Demotivation

Advantages of Taylor’s scientific management

increases efficiency and productivity
clear methods and training for workers
performance-based pay can motivate

Limitations of Taylor’s scientific management

ignores non-financial motivation
repetitive work reduces job satisfaction
not suitable for creative or complex jobs

Advantages of Maslow’s hierarchy of needs

helps managers understand different employee needs
focuses on both financial and non-financial motivation
can improve motivation and productivity

Limitations of Maslow’s hierarchy of needs

needs may not follow a strict order
difficult to apply to all employees
hard to measure when needs are satisfied

Advantages of Herzberg’s two-factor theory

distinguishes between satisfaction and dissatisfaction
highlights importance of non-financial motivators
helps improve job design and motivation

Limitations of Herzberg’s two-factor theory

not all employees are motivated in the same way
difficult to identify specific motivators
can be time-consuming and costly to implement

Advantages of McClelland’s acquired needs theory

recognises individual differences in motivation
helps tailor management style to employees
useful for job design and leadership

Limitations of McClelland’s acquired needs theory

difficult to identify dominant need
time-consuming to apply individually
not all employees fit one clear category

Advantages of self-determination theory

focuses on intrinsic motivation
encourages creativity and innovation
improves long-term motivation

Limitations of self-determination theory

hard to implement autonomy in all jobs
may reduce effectiveness of financial rewards
not all employees are self-motivated

Advantages of equity theory

emphasises fairness in the workplace
helps improve employee satisfaction
reduces conflict and demotivation

Limitations of equity theory

fairness is subjective
difficult for managers to measure perceptions
can lead to dissatisfaction if comparisons occur

Advantages of expectancy theory

links effort, performance and reward clearly
helps design effective reward systems
motivates goal-oriented behaviour

Limitations of expectancy theory

assumes rational decision-making
difficult to ensure all employees value rewards
complex to implement in practice

Advantages of formative appraisal

regular feedback
higher motivation
early identifications

Limitations of formative appraisal

time-consuming
pressure on employees
stressful

Advantages of summative appraisal

clear evaluation
useful for HR decisions
less pressure

Limitations of summative appraisal

limited opportunity for improvement
Overlooks process
lower motivation

Advantages of 360-degree feedback

balanced evaluation
reduced manager bias
better self-awareness

Limitations of 360-degree feedback

time-consuming
dishonesty
conflict

Advantages of self appraisal

encourages self reflection
increases involvement
improved communication

Limitations of self appraisal

bias or dishonesty
lack of objectivity
lack of confidence

Advantages of internal recruitment

shorter induction
no surprise
lower cost
motivation

Limitations of internal recruitment

limited candidates
another vacancy
less innovation
discontent

Advantages of external recruitment

more candidates
no additional vacancy
more innovation
less conflict

Limitations of external recruitment

longer induction
surprises
higher costs
discontent