User:Alokagmani/sandbox

Motivational Force: A Jargon Decoded.
The fundamental and major problem today even gigantic corporates are facing is "How to keep their employees motivated ?". Psychologists define it in different ways some call it as a pre-potent state that energies and guides behavior, some refers it as a degree of readiness of an organism to pursue some designated goal, and implies the determination of the nature and locus of the forces inducing the degree of readiness.

But in general words and in the ecosystem of corporate culture it can be defined as a reason due to which a person or an employee work or in more simpler words it is a force which induces ignition in a person so that he can burn his sweat&blood for his organization.

Now this force which is stimulating or inciting ignition is very crucial because this only force is responsible for the intensity and longevity to keep that desire of burning sweat and blood, which is directly proportional to the efficiency and effectiveness of an employee. Henceforth in order to be highly effective and efficient, degree and magnitude of this force should be persistent and very high respectively.

To understand the effectiveness of this force now on-words I would be calling it as "Motivational force", we need to know its type or nature. So motivational force or any force existing in the universe can be classified under two heads: a) Force of Attraction. b) Force of Repulsion. Again in organizational ecosystem lets us call it #Motivational force of attraction(MFA) and #Motivational force of repulsion(MFR).

MFA, as the name suggests, is a kind of force which results due to the affinity or cohesion towards a goal or objective. This affinity can be for anything it can be for an appraisal, for promotion or even for sales incentive. The employee will remain efficient, effective and energetic until he did not achieve his objective, so these objectives must be long termed with periodic laps. This is one of the reason managers are always expected to align personal objectives of their subordinates with that of organizational objectives. In a broad spectrum, it is always advisable that one should do work which he loves because, during the course of doing that work he always feels associated, attracted and motivated, on the contrary, he will never feel exhausted, burdened and demotivated.

On the other hand, MFR is an extrinsic and short term force which come into existence due to some fear or compulsion. This fear or compulsion can be for loosing once job or unavailability of job in the market, Manager's presence, monetary punishment or even maintaining social quotient/status. The moment employee overcomes this force of repulsion he again becomes less effective, less efficient and less result oriented.

So its a crystal clear fact that MFA and MFR both forces are driving employees towards their work and indeed sharing a helping hand to amplify the efficiency and effectiveness at work, but MFR is a short term force whereas MFA is a strong and long term force.