2.4 Motivation and demotivation

• Evaluate Taylor, Maslow, and Herzberg's motivation-hygiene theory

• Motivation theories explain how pay, needs, job design, and recognition affect employee behaviour

• Evaluate McClelland's acquired needs theory, Deci and Ryan's self-determination theory, and equity and expectancy theory

• HL theories consider needs, autonomy, fairness, expectations, and perceived rewards

• Analyse labour turnover

• Labour turnover measures the rate at which employees leave and are replaced

• Apply formative, summative, 360-degree feedback, and self-appraisal

• Appraisal supports performance review, feedback, training, and target setting

• Apply methods of recruitment

• Evaluate internal and external recruitment

• Recruitment methods differ in cost, speed, quality of applicants, motivation, and organizational knowledge

• Apply salary, wages, commission, performance-related pay, profit-related pay, employee share ownership schemes, and fringe payments

• Financial rewards can motivate but may not address all employee needs

• Apply job enrichment, job rotation, job enlargement, empowerment, purpose, teamwork, and opportunity to make a difference

• Non-financial rewards can improve intrinsic motivation, engagement, and retention

• Apply induction, on-the-job training, and off-the-job training

• Training develops skills, supports change, and improves performance