The document discusses various ways that companies motivate employees, including:
- Allowing employees with innovative ideas to become CEOs of new internal startups to empower innovation.
- Instituting fun activities like dress up days and pajama days to help employees bond outside of work.
- Giving ownership of the company to employees through an ESOP to directly tie their success to company profits.
- Adding "weirdness" like dressing up as a chipmunk or hosting flash mobs to create a unique culture and remind employees how special their workplace is.
- Sending thank you notes to all employees to maintain personal connections even in large organizations.
- Creating nap rooms so employees can
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Motivation is very important for any organization.Motivation helps a person to achieve the goal. Sometimes we lost our motivation, then the performance of the organization decrease. Some process or technique can be increase the motivation of an employee. In this presentation we will get a clear idea about motivation, why motivation decreases and how we increase motivation.
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Motivation is very important for any organization.Motivation helps a person to achieve the goal. Sometimes we lost our motivation, then the performance of the organization decrease. Some process or technique can be increase the motivation of an employee. In this presentation we will get a clear idea about motivation, why motivation decreases and how we increase motivation.
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Implication of motivational concepts in workplace: A study on selected privat...Masum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Implication of motivational concepts in workplace: A study on selected privat...Masum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
Each Monday morning, subscribers to our e-newsletter The Customer Conversation receive a Monday Motivation. These motivational emails cover a variety of topics, including personal development, customer service & team management.
To celebrate our 100th Monday Motivation, we decided to put together a slide deck based on the series with some of our favorite messages about personal motivation.
Enjoy, and stay motivated!
Get more Monday Motivations by joining The Customer Conversation here:
http://customersthatstick.com/free-customer-service-ebook/
Often, people confuse the idea of 'happy' employees with 'motivated' employees. These may be related, but motivation actually describes the level of desire employees feel to perform, regardless of the level of happiness. Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work. When employees feel these things, it helps them, and thereby their managers, be more successful.
It is a manager's job to motivate employees to do their jobs well. So how do managers do this? The answer is motivation in management, the process through which managers encourage employees to be productive and effective.
Richard L. Daft addresses themes and issues directly relevant to both the everyday demands and significant challenges facing businesses today. Comprehensive coverage helps develop managers able to look beyond traditional techniques and ideas to tap into a full breadth of management skills. With the best in proven management and new competencies that harness creativity, D.A.F.T. is Management!
I am sharing a PowerPoint I developed 20 years ago to coach and train all levels of Management. Through the years I have made changes to offer Managers a better understanding of what employees in the workforce look for from their Leadership. I hope you enjoy it.
proyecto de business sobre la motivación al empleado, metodologías, anexos, conclusión, introducción, recursos, agradecimiento especial, referencias, propósitos, preguntas, objetivos, hallazgos, portada, ideas centrales, explicación del proyecto
People empowerment is a passion of mine. I believe that every individual has unique talents, abilities, and ideas that can positively impact their lives and the world around them. By empowering people, we can unlock their full potential and help them achieve their goals and dreams.
5 Tips to Make Incentives Meaningful and Retain EmployeesGusto
Want to learn how the best companies use corporate perks? Join BambooHR and ZenPayroll and find out how to make your employee incentives more meaningful and retain employees.
Motivated employees will work better in their jobs and do much more to further the bottom-line goals of a company than unmotivated employees. As a manager, experts a position to increase the inspiration of your employees. This fundamental managerial skill training in determination will enable you to become a more efficient manager for yourself, and for your business. You will learn how to handle motivational issues, which will help you gain 100% usefulness of your employees.
This is part of our presentation for the paper 'Understanding Consumers in India' taken at Amity Business School, Noida. Our Presentation was based on the study done by Deloitte India for the same.
This is a presentation for our Paper Strategic Management at Amity Business School, Noida. The topic covered was the Ongoing crisis in Air India, and the possible ways to work around a solution for it. All aspects of management, including Finance, Operations, Marketing and HR was discussed.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
5. A reward, tangible or intangible, is presented after the
occurrence of an action (i.e. behavior) with the intention of
causing the behavior to occur again.
It is also called as a stimulus to greater action.
Incentives are something which are given in addition to
wagers.
It means additional remuneration or benefit to an employee in
recognition of achievement or better work.
Incentives provide a spur or zeal in the employees for better
performance.
Therefore, a hope for a reward is a powerful incentive to
motivate employees.
6. To increase productivity,
To drive a stimulus work,
To enhance commitment in work performance,
To psychologically satisfy a person which leads to
job satisfaction,
To shape the behaviour or outlook of subordinate
towards work,
To get the maximum of their capabilities so that they
are exploited and utilized maximally.
7. Those incentives which satisfy
the subordinates by providing
them rewards in terms of rupees.
Money has been recognized as a
chief source of satisfying the
needs of people.
Money is also helpful to satisfy
the social needs by possessing
various material items.
Therefore, money not only
satisfies psychological needs but
also the security and social
needs.
Non-financial incentives which
can satisfy the ego and self-
actualization needs of
employees.
The incentives which cannot be
measured in terms of money are
under the category of “Non-
monetary incentives”.
Whenever a manager has to
satisfy the psychological needs
of the subordinates, he makes
use of non-financial incentives.
Monetary incentives- Non-monetary incentives
8. 1. Security of service- Job security is an incentive which provides
great motivation to employees. If his job is secured, he will put
maximum efforts to achieve the objectives of the enterprise. This
also helps since he is very far off from mental tension and he can
give his best to the enterprise.
2. Praise or recognition- The praise or recognition is another non-
financial incentive which satisfies the ego needs of the
employees. Sometimes praise becomes more effective than any
other incentive. The employees will respond more to praise and
try to give the best of their abilities to a concern.
3. Suggestion scheme- The organization should look forward to
taking suggestions and inviting suggestion schemes from the
subordinates. This inculcates a spirit of participation in the
employees. This ultimately helps in growing a concern and
adapting new methods of operations.
9. 4. Job enrichment- Job enrichment is another non- monetary
incentive in which the job of a worker can be enriched. This can
be done by increasing his responsibilities, giving him an
important designation, increasing the content and nature of the
work. This way efficient worker can get challenging jobs in
which they can prove their worth. This also helps in the greatest
motivation of the efficient employees.
5. Promotion opportunities- Promotion is an effective tool to
increase the spirit to work in a concern. If the employees are
provided opportunities for the advancement and growth, they
feel satisfied and contented and they become more committed to
the organization.
10. RTBA is a business advisor, they have
been helping executives and
entrepreneurs operate successful
businesses for the past seven years with a
primary emphasis on sales, marketing,
strategic focus and business planning.
11. LIST OF EVENTS:
There was a ten week companywide Pictionary competition -
Competition is good - team spirit was improved.
There was a summer afternoon ice cream social - It was a great time
to share ideas and talk about opportunities.
12. A company’s favourite dress-up social was the Halloween party - It was
an opportunity for employees to laugh at each other and break down
barriers that may had formed.
At Christmas the employees were encouraged to bring in new gifts for
under-privileged families - It provided lifted spirits and raised morale.
13. The building had shower facilities and there were a
couple of sporting groups – a cycling group and a runner
group - They were healthy employees, full of energy and
driving productivity.
14. Business approaches and employee benefits
There was a “think-tank” conference room for
creative thinking - They felt that any idea would
be greeted with open arms.
The building and office had electronic card key access so that
employees could enter or leave at any time - It was viewed as an
environment of flexibility and a company that cared about the employee
needs.
15. Everyone in the company was welcome in the CEO’s office - . Every
employee felt like a key contributor to the company success.
There were formal recognition programs
but the recognition that the employees
loved the most was a simple program –
This is one of the world’s best team building
recognition programs.
16.
17. Self-motivation is complex.
It's linked to your level of
initiative in setting
challenging goals for
yourself; your belief that
you have the skills and
abilities needed to achieve
those goals; and your
expectation that if you put
in enough hard work, you
will succeed (or at least be
in the running, if it's a
competitive situation).
18. Not at All - 1
Rarely - 2
Sometimes - 3
Often - 4
Very Often - 5
• I'm unsure of my ability to achieve the goals I set for myself.
• When working on my goals, I put in maximum effort and work even harder if I've
suffered a setback.
• I regularly set goals and objectives to achieve my vision for my life.
• I think positively about setting goals and making sure my needs are met.
• I use rewards (and consequences) to keep myself focused. For example, if I finish my
report on time, I allow myself to take a coffee break.
19. • I worry about deadlines and getting things done, which causes stress and
anxiety.
• When an unexpected event threatens or jeopardizes my goal, I can tend to
walk away, set a different goal, and move in a new direction.
• When I come up with a really good idea, I am surprised by my creativity. I
figure it is my lucky day, and caution myself not to get used to the feeling.
• I tend to do the minimum amount of work necessary to keep my boss and my
team satisfied.
• I tend to worry about why I won't reach my goals, and I often focus on why
something probably won't work.
• I create a vivid and powerful vision of my future success before embarking on
a new goal.
• I believe that if I work hard and apply my abilities and talents, I will be
successful.
20. 44-60
• You get things done,
and you don't let
anything stand in
your way. You make
a conscious effort to
stay self-motivated,
and you spend
significant time and
effort on setting
goals and acting to
achieve those goals.
You attract and
inspire others with
your success.
Treasure this – and
be aware that not
everyone is as self-
motivated as you are
28-43
• You're doing OK on
self-motivation.
You're certainly not
failing – however,
you could achieve
much more. To
achieve what you
want, try to increase
the motivation factors
in all areas of your
life.
12-27
• You allow your
personal doubts and
fears to keep you
from succeeding.
You've probably had
a few incomplete
goals in the past, so
you may have
convinced yourself
that you aren't self-
motivated – and then
you've made that
come true. Break this
harmful pattern now,
and start believing in
yourself again.
21.
22. When an employee has a new idea
for how to do business, Brian
Halligan, CEO of Hubspot, a
marketing software firm in Boston,
sometimes chooses to fire that
employee from his or her day job,
and appoint that person 'CEO' of a
new in-house start-up. “Part of
creating this environment of
innovation is making the
organization decentralized and
flat,” Halligan told Inc. “We want
to empower the edges of the
organization, and we want to let
the people who really understand
our customers make decisions.”
23. “When fun is a regular part of
work, employees get to know
each other as real people,”
Paul Spiegelman, CEO of
Beryl Companies, told Inc.
To that end, Spiegelman
created a 'Department of
Great People and Fun' and
instituted 'Pajama' day and
'Dress like the 70s' day.
“While these ideas are not
practical for every work
environment, the key is to do
something fun, no matter
how small, on a regular
basis,” he says.
24. Ever think about giving your
company to your employees?
It’s called an Employee Stock
Ownership Program (ESOP)
and may be an attractive way to
motivate them, since the
structure allows direct profits
from the company’s success.
Foss Miller, founder of
Sawbones Worldwide, did it—
for Christmas in 2010. "So
many of the employees have
worked here for many, many
years," he told Inc. "Providing
them a great retirement when
they leave—it just made more
sense and felt better and better."
25. Eric Ryan, founder of Method, a
soap and cleaning products
company in San Francisco, thinks
adding some “weirdness” to your
corporate culture inspires
employees to accomplish a lot. In
the past, Ryan hasn’t hesitated to
dress up as a chipmunk, blast Eye
of the Tiger in the elevator, or
host flash mob dance parties at
his offices. “It reminds everybody
that, ‘Yeah, I'm working
somewhere really special’,” he
told Inc.
26. Stanley Mc Chrystal, the retired
four-star U.S. Army general who
served as commander of U.S. and
NATO forces in Afghanistan, was
once 'boss' to more than 150,000
service members. But that didn’t
stop him from losing touch with his
subordinates. The general says he
sent out more than 2,000 thank-you
notes to his troops each year. "I used
to get thank-you notes for my
thank-you notes," he said in his
keynote speech at the 2011 Inc.
500|5000 Conference. "I'd find them
framed in [the troops' bunk] areas."
27. Though it may seem counterintuitive,
napping may be an excellent way to
motivate your workforce. In fact, plenty
of companies, both large and small, have
created 'nap rooms' where employees
can catch a quick snooze, even if only
for 15 minutes. Zephrin Lasker, CEO of
a Pontiflex, a 60-person mobile app ad
shop in Brooklyn, converted a room of
computer servers into a napping retreat.
“I'm a huge believer in napping," Lasker
tells Inc.com. "It helps people recharge,
and personally, it helps me think more
creatively."
28. Mentorship helps employees
connect with other staffers and
pushes them to think outside their
traditional roles. At Allen &
Gerritsen, a brand strategy agency
in Watertown, Mass., even CEO
Andrew Graff has a mentor: 22-
year-old technology strategist Eric
Leist. "We have a great group of
diverse people here," one Allen &
Gerritsen employee told Advertising
Age, which first reported this. "We
have wonderful work/life balance
and a senior management team and
HR department that always look for
reasons to celebrate and provide us
opportunities to smell the roses."