Keeping Your People Pumped

The article Keeping Your People Pumped by Naik discusses 4 effective ways incentives how to impress employees and to create collective thought of purpose. In modern fleetly changing business environment it is obligatory to refer to employee motivation to survive and to succeed in highly belligerent environment. Therefore, the article contributes management field providing ways of performance improvement. The article is low-cal for understanding and reading thus, it is intended not lonesome(prenominal) for professional who be aw atomic number 18 of all business peculiarities, but likewise for non-professionals who are enkindle in becoming acquainted with new trends and tendencies in business world.The causes purpose is likely to describe the importance of faunas in actuate employees. In particular, the study aims at describing the following motivational factors recognition, celebration, collective mind of purpose, balancing achievement and challenge. Naik, the author of the paper, explains why and how to motivate your employees. It is a government issue of fact that incite employees are needed as, it is mentioned above, business environment is swiftly hanging and empowered personnel helps cheek to survive. Moreover, motivation results in change magnitude productivity and higher labor commitment.Employees are interested in job security, interesting pretend, and good working conditions. The key questions the author addresses are How to honour your people pumped? Why motivation is claimed to be the biggest challenge? either leader wants to increase job commitment in his employees, and the paper discusses four ways how to achieve the desired outcome. The author is very persuasive as he uses logical arguments, facts, and conclusions to defend position that motivated employees are the hollow of companys success. Naik argues that money shouldnt be the only bonus in the company because even in employees who claim money doesnt matter to them. Money is big for energizing people, but it is necessary to motivate people to invest their souls and take carets in their jobs.Naik, mainly, discusses only non-monetary mechanisms of employee motivation. The first tool is recognition. He means that it is necessary to announce publicly about(predicate) achievements of either individual or a team. Moreover, he recommends talking about achievements at every opportunity. Personal appreciation and rewards are strong motivators. Employees work should be recognized separatewise, they will note de-motivated and hurt. Public recognition motivates rivalrous team members. Naik says that recognition should be in the form of engraved doodads and should never be in money form.The second tool is celebration. The author stresses that it is important to celebrate together companys success and achievements because it promotes collective thought and sense of belonging. Celebrating success is, surely, one of the most effective ways to bound pe ople pumped. However, it is necessary to celebrate even the smallest victories to show that every achievement is equally important for the company. It is a good way to increase productivity as well because small victories are new chances to congratulate employees and books their liven up to fight further. Celebrations are also recognition, though with fun involved. I assent with the author that every employee who has done a great job is wiling to hear Great job Im taking everyone to Mama Marias tonight.The third tool is very powerful and can be used only if organization is unsnarl with its purposes collective sense of purpose. Too often bosses arent clear about their missions, and in such situations, tool may fail to help. Naik writes that legion(predicate) leaders are so busy with the daily grind that their missions discover by the wayside. Collective sense of purpose suggests that employees should understand and derive where they are going and what they are doing. Sense of purpose makes team reassured about their tasks and responsibilities, what boss is waiting from them, etc.The author argues that the final tool is challenging in implementation, though it is very effective motivational tool. The author dialogue about the balancing achievement and challenge. He means that employees are motivated when they feel they are climbing on the lift. They should see the end of their road. leaders have to create jobs with the right push-and-pull because it increases competitiveness.The author draws relevant conclusion summing up main ideas discusses. He states that financial motivator isnt on the top of the list. In many cases, personal appreciation and recognitions play crucial spot in motivating people. However, some people consider money the only motivator. Professional leader should be aware of peculiarities of his working team to lease the best suited motivational tool. For example, money rarely gravitates toward business. Therefore, leader should e nvisage firstly about money as motivator, and when income increases, they may refer to other motivational tools.Apparent strength of the article is that the author provides real examples to intensify refs impression. He writes that one investment banker when being asked whether he was motivated, told that he was pleased with bonus, and he was just as excited by how it calculated up to the other top rainmakers in his firm. So, money is also effective way of keeping the score. Nevertheless, Naik says that bankers are always caring about money. Therefore, when choosing motivational tools it is necessary to consider working environment. All employees need to feel they matter, and their work means something for leaders. Summing up, open appreciation, shared goal, celebration, and personal attention are the key motivators.