Keeping Your People Pumped

The term Keeping Your People Pumped by Naik discusses four effective shipway incentives how to motivate employees and to create collective moxie of purpose. In modern swiftly changing clientele environment it is needful to refer to employee motivation to proceed and to succeed in highly competitive environment. Therefore, the denomination contributes management firmament providing ways of performance improvement. The article is easy for understanding and reading thus, it is mean not only for professional who ar awargon of all business peculiarities, but besides for non-professionals who are interested in becoming inform with new trends and tendencies in business world.The originators purpose is plausibly to describe the importance of tools in motivating employees. In particular, the study aims at describing the following motivational factors recognition, celebration, collective sense of purpose, balancing transaction and challenge. Naik, the author of the paper, expl ains why and how to motivate your employees. It is a matter of fact that motivated employees are needed as, it is menti unmatchedd above, business environment is swiftly hanging and empowered force-out helps organization to survive. Moreover, motivation results in increased productivity and higher pedigree commitment.Employees are interested in frolic security, interesting work, and good works conditions. The key questions the author addresses are How to keep your people pumped? wherefore motivation is claimed to be the biggest challenge? E really 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 represent position that motivated employees are the core of follows success. Naik argues that bills shouldnt be the only motivator in the company because veritable(a) in employees who claim property doesnt matter to the m. M wholenessy is definitive for energizing people, but it is necessary to motivate people to invest their souls and police wagon in their jobs.Naik, mainly, discusses only non-monetary tools of employee motivation. The first tool is recognition. He means that it is necessary to announce publicly about achievements of either individual or a team. Moreover, he recommends talking about achievements at every opportunity. Personal wonder and rewards are strong motivators. Employees work should be recognized otherwise, they volition feel de-motivated and hurt. Public recognition motivates competitive team members. Naik says that recognition should be in the form of engraved doodads and should never be in notes form.The second tool is celebration. The author stresses that it is important to mention together companys success and achievements because it promotes collective thinking and sense of belonging. Celebrating success is, surely, one of the most effective ways to keep people p umped. However, it is necessary to celebrate even the beautifulest victories to show that every victory 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 spirits to fight further. Celebrations are also recognition, though with fun involved. I agree with the author that every employee who has through a great job is wiling to hear Great job Im victorious everyone to Mama Marias tonight.The third tool is very powerful and faeces be used only if organization is clear with its purposes collective sense of purpose. Too often bosses arent clear about their missions, and in such(prenominal) situations, tool may fail to help. Naik writes that many leaders are so busy with the daily grind that their missions fall by the wayside. incorporated sense of purpose suggests that employees should understand and realize where they are going and what they are doing. Sense of purp ose makes team confident about their tasks and responsibilities, what boss is time lag from them, etc.The author argues that the final tool is difficult in implementation, though it is very effective motivational tool. The author talks about the balancing achievement and challenge. He means that employees are motivated when they feel they are go up on the exculpate. They should see the end of their road. Leaders have to create jobs with the counterbalance 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, ad hominem appreciation and recognitions play crucial role in motivating people. However, nigh people enumerate money the only motivator. Professional leader should be aware of peculiarities of his working team to choose the best suited motivational tool. For example, money rarely gravitates toward business. Therefore, leader s hould think 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 readers impression. He writes that one investment banker when being asked whether he was motivated, told that he was pleased with bonus, and he was solely as excited by how it measured up to the other top rainmakers in his firm. So, money is also effective way of property 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, unclouded appreciation, shared goal, celebration, and personal attention are the key motivators.