Disadvantages Of Motivation

I. Introduction
Mostly, every things have two side effects which are benefit and challenges. There are several advantages and disadvantages of goal setting, motivation, leading, and communication that are discussed below.
II. Definition and Organization Examples
1. Goal Settings and Achievement
Figure 1: Locke and Latham’s goal-setting mechanisms

SOURCE: Based on discussion in Edwin A. Locke and Gary P. Latham (2002) ‘Building a practically useful theory of goal setting and task motivation: A 35-year odyssey’, American Psychologist 57(9): 705–17, pp. 706–7.

The goal Setting and achieving is one of means that staffs can gauge their development within an organization. A desired outcome which staffs’ performance can be achieved

(2014, December 19).
According to Ellliot, Andrew J; Covington, Martin, (2001), and Rodgers and Loitz, (2009), motivation is referred to one’s direction to behavior. It shows the reasons for what people are doing, their needs and desires. Also, it provides them with power to strive for the results. The power can come from an external source which is called extrinsic motivation and an internal source which is called intrinsic motivation.
The extrinsic motivation is referred to the outside of a person and the task being performed. In this case, people are encouraged to take action in order to receive external rewards, and they are trying to avoid negative effects or results.
In BATC, best performers are motivated by reward, career developments, certificate of merits, learning opportunity (ACCA, Law course, and Tax course…), advancements, and other fringe benefits. All these benefits are provided to them which is called external source. Therefore, they try their best to do the jobs successfully.

On the other hand, intrinsic motivation lies within an individual and task. It is occurred when we do something because we like it or find it interesting and

It provide us the strong feeling to concentrate our energy in positive way and put all our effort to do it. Then, these can be determined our priorities, new ones added, and others dropped.

2. Usefulness in Motivation
According to Matt DeLong and Dale Winter, 2002, the usefulness of extrinsic and intrinsic motivation are as following:
Extrinsic motivation:
Extrinsic motivation can quickly produce behavior changes and typically involve relatively little effort or preparation. Also, it requires little knowledge to motivate.
Intrinsic motivation:
Intrinsic motivation can be existed for a long time or forever and self-sustaining which promote learning and concentrate on the subject rather than just want to get rewards or avoid punishments.
3. Usefulness in Leading
Productivity:
Good leaders can identify strengths and weakness of their subordinate, then delegate task efficiently accordingly. They can increase more productivity, sales revenue, and profit.
Staff moral:
One more, good leading can improve staffs moral which make them loyal to business and be able to work harder, and stay with the firms. It can create a good culture to develop leadership pipeline in an organization. (Gregory Hamel, Demand Media, n.d)
4. Usefulness in