VINIT KETAN

I accept that this is a standout amongst the most easy to refute subjects in mankind's history, what are the elements that motivates employee to work for his/her organization. I was experiencing Daniel H Pink's book "Drive" where it was composed that leader is one who can provide a motivating environment but can't motivate his/her employees; motivation comes from within each individual.

Notwithstanding, the biggest question that emerged in my curious mind was motivation. I was completely confounded that what motivation means and in what way would I be able to characterize it for the masses. I began goggling and went over a definition which illustrated that motivation is a consolidation of inner and outer variables that empowers desire in individuals to be continually interested and committed to a job or to make an effort to attain a goal.

Meaning of motivation was still not clear, for me it was much the same as a lock without key. I began suspecting that how an employer will realize that what his employee longings are and by what means can that longing be invigorated. My brain began illustrating me this complex definition in a more straightforward manner that motivation is much the same as a lovely female with everything on the opportune spot and this consolidation empowers craving and vitality in a male to be consistently intrigued and focused on her.

Therefore I accept that employee could be persuaded by creating an organizational environment where everything ought to be in right extent. Organization should focus on both internal and external factors which affect the employee's work, the management theories which say internal motivators are the most important are only right to an extent. Internal motivators in absence of external motivators like rewards for performance can also be deterrent to motivation if that's what the employee really needs. It's highly relative to employee level and life circumstances. To the most part, this is a hypothesis which is smothered of extent by ravenous enterprises to make low and mid level employees working for pennies.

On the off chance that this hypothesis was correct, why not apply the same to the CEOs, the top 1%, who are as of now at the highest level of Maslow's hierarchy? Pay them the normal compensation of an employee in the organization and give them intrinsic benefits to motivate them. Would you defend that they don't need any more self-actualization and the hypothesis switches itself once you achieve the top? The best inspiring framework don't characterize what propels individuals, however attempts to comprehend what does. It might be profoundly relative and conditional.

As stated by me worker medication is the most vital thing that any association ought to look upon to make their representatives propelled towards their work. The vast majority of the representatives work for an organization that: (1) pay peanuts in comparison to the cash generated by them; (2) workers are never elevated or exchanged to another work keeping in mind the end goal to abstain them from getting exhausted because of dull work plan; (3) anticipate that representatives will fill their existence with additional curricular work exercises outside working hours.

I accept that the most imperative thing that any association ought to look upon so as to build the motivation of its employees is simply by centering upon 3 major things (i) compensation of representatives (ii) work/life equalization and (iii) putting skill sets of employees into best utilization. I accept that on the off chance that you treat your employee's right, they might never abandon you. Remember always that an employee never leaves an organization but he/she leaves the people running that organization.

http://www.danpink.com/books/drive

http://www.businessdictionary.com/definition/motivation.html#ixzz30UXLhwum