I think preventing demotivation within the current workforce is more important. It is essential to keep the team, and the company with high morale so that productivity will increase. It is crucial to appreciate their roles in the company and make sure they acknowledge it. Any accomplishment towards the growth of the company and the success of projects within the company should be appreciated with some kind of incentive, bonus, lunch, or anything in that regard. The moment the employee feels valued, he will more dedicated to the company. 

A bigger priority should be to prevent demotivation within their current workplace since the number of employees at the company would be greater than the number of employees they would hire. It is important to ensure that employees are motivated as a manager in order to be able to get productivity from the team. Motivation can increase through establishing a good culture in the workplace as well as ensuring that employees are given good benefits and are compensated fairly. If a workplace is full of employees that lack motivation, it would be difficult to try to mask that through hiring a few new employees that are self-motivated. Therefore, it would be essential to address this issue head-on. Going back to the question, these should not be mutually exclusive since both are keys to ensuring that productivity will be high. A productive workplace should be established and then maintained through hiring self-motivated individuals. Self-motivated employees are valuable because they are productive but can also help lead the rest of the team by example. 

I believe that it should be a balance of both. You don't want to cause your employees to become demotivated based on issues happening in the workplace but you should also want employees that are able to motivate themselves and possibly others to want to do better for the company. I think demotivation is a big part about why employees stop caring about the company and the work they do and will eventually leave the company. I feel like management and supervisors should always try to find ways to make sure that their employees stay motivated, appreciated, and still feel like their work is making an impact. At the same time, you also want to hire employees that are able to be self-motivated and have a way to motivate others to care about the project they are working on or understand that the product could help improve someone's life. Making sure employees feel valued and that their concerns are being not only heard but fixed, that is when employees will feel more appreciated and what to do more for the company.

In terms of company success, hiring self-motivated individuals and preventing demotivation in the current work place are equally important. However, if I need to choose which is more important, I would say that hiring self-motivated individuals should be more of a priority. Self-motivated employees tend to be more productive and take ownership of their responsibilities, creating a positive and productive work environment. As was talked about in this weeks lectures, nothing in the world can help someone with the wrong attitude. Therefore, individuals who are self-motivated are extremely valuable to improving the overall productivity of the workplace. A company that focuses solely on preventing demotivation without hiring self-motivated individuals may struggle to achieve its goals and remain competitive in the long run. Vice versa, a company that hires self-motivated individuals but fails to maintain a positive and supportive work environment may find that those motivated employees become demotivated over time. For these reasons, it is important to keep a healthy balance of both. 

The success of a firm depends on both hiring self-motivated people and preventing demotivation within the current staff. However, a company's strategy may vary depending on its unique objectives and circumstances. A company may benefit from hiring self-motivated people since they are more likely to be proactive, take the initiative, and be driven to succeed. They might work more efficiently and need less supervision. Truly self-motivated people can be challenging to find and hire, and even those who are already motivated can lose their motivation if they don't feel appreciated or supported in their positions. It's crucial to avoid demotivation within the current workforce. This can entail fostering a healthy work atmosphere, giving chances for learning and development, honoring accomplishments, and offering assistance and resources to staff members as needed. Demotivated workers may be less productive, less engaged, and even more likely to leave the organization, which could be expensive in terms of hiring and training new staff. It is also important for the organization to appreciate the role or activity of a particular employee toward the accomplishment of the project goal or the growth of an organization. appreciation can be done in many ways such as by providing bonuses, rewards, lunch, etc. Once the employee feels valued in an organization, he tends to work more dedicatedly in the company.

I believe that preventing demotivation from spreading inside the team is more important than recruiting new self-motivation employees. It is true that having more self-motivative employees in the team would improve the working environment. They will excite other co-workers to make them imitate their motivation. However, the existence of the demotivation factor won't disappear. Even the new self-motivated employees will become demotivated as time pass. In my opinion, keeping a good working environment is prior to recruiting a new employee. That will improve the working efficiency in a better way.

I agree with the posts that say hiring self-motivated individuals is more important. For a company to be successful in their work, it’s important to prevent demotivation in their current workforce and make their employees feel appreciated. One of the most effective ways to do this, in my opinion, is to hire self-motivated individuals. Self-motivated individuals have the ability to create a more positive and productive environment, which will prevent demotivation of individuals. Usually, self-motivated people make for great leaders, so they’ll know how to create a workplace that encourages its employees, recognizes their achievements, and helps the employees that have low motivation, or are just having trouble with their work. There are also circumstances where a self-motivated employee isn’t a manager or someone in a leadership position, but just an employee that knows how to work with their peers. Someone like this can uplift the team, allowing project managers to focus their attention on other problems. They can help cultivate a growth mindset, clear hurdles faster, and help the company grow. Therefore, it’s more important to hire self-motivated individuals.

Both of these matter, but I believe that preventing demotivation might be more important as employees naturally can lose motivation over time, and if this happens in a large scale, it can end up costing the company more than getting a few bad hires. Prevention can also be done for all employees and not be as individualistic as well. This basically means that its important for a company to fix workplace causes of demotivation such as poor management or unclear goals.

@knm7 Strongly agree in that it needs to be both. You can't just have one or the other ultimately. Finding self-motivated people needs to be something closely sought after by HR when hiring. They should tailor their questions to seek individuals that display this quality. Depending on the organization, this quality may rank as highly important to strongly express or not. On the other hand, techniques need to be sought out for reducing and preventing employee demotivation. 

Here's one of the secrets: a manager needs to be equally engaged with their employees if they want their employees to remain engaged as well. A manager who doesn't care in the first place, may perhaps have cared at some point, but by the time that they don't care, they've already been burnt out. A burnt-out manager who doesn't care leads to demotivated and ineffective people beneath them.

I believe working to prevent demotivation within their current workforce is more important. Any self motivated individual will eventually get burnt out like the rest of the company's workers if there is a problem. So, I believe it is more important to try to keep up morale and support to keep people then trying to get big energy that gets extingushed.