Motivation and Luck


I would like to share my experience in the business world today. This is pointed to whom as an employee for the organization instead of a person who have there own business.

As a employee, the important thing is to completed a task that your superior provide to you. A simple thing that you need to achieve. Sometime a simple thing can turn to complicated when we apply self motivation where we need to achieve and gain more whatever we have now.

Motivation is the driving force which  help causes us to achieve goals, but recently I found out this is not real. No matter how many effort you input in the company it won’t return the same as what you think. I have tried in this theory in my real experience. I work 12 hours in the company, no error, all task completed in time, systematic process of work flow, high efficiency, high productivity, good relationship among internal and external staff, etc…

I have find out, only motivation is not enough for you to success in your carrier. The key to success should include the LUCK in your life. How you able to control the LUCK flow into your side?

It so simple, what you need to do is have a good relationship with your top management (I mean is top management instead of your line manager). Most the success person are using LUCK Method instead of Motivation Method. I really can’t accept this, I like the organization promote a person who is hardworking and knowledgeable rather than depend for the relationship. HATE IT!!!

Refer to Moslow Hierarchy implemented by Abraham Maslow in 1943, shown that different people have different need.


Applying Maslow’s Needs Hierarchy – Business Management Implications
If Maslow’s theory is true, there are some very important leadership implications to enhance workplace motivation. There are staff motivation opportunities by motivating each employee through their style of management, compensation plans, role definition, and company activities.

Physiological Motivation: Provide ample breaks for lunch and recuperation and pay salaries that allow workers to buy life’s essentials.
Safety Needs: Provide a working environment which is safe, relative job security, and freedom from threats.
Social Needs: Generate a feeling of acceptance, belonging, and community by reinforcing team dynamics.
Esteem Motivators: Recognize achievements, assign important projects, and provide status to make employees feel valued and appreciated.
Self-Actualization: Offer challenging and meaningful work assignments which enable innovation, creativity, and progress according to long-term goals.
Remember, everyone is not motivated by same needs. At various points in their lives and careers, various employees will be motivated by completely different needs. It is imperative that you recognize each employee’s needs currently being pursued. In order to motivate their employees, leadership must be understand the current level of needs at which the employee finds themselves, and leverage needs for workplace motivation.

This entry was posted in Myself, Uncategorized. Bookmark the permalink.

1 Response to Motivation and Luck

  1. 1m says:

    wow, haha, i think i quite understand your situation, be patience, follow the flow. honestly, i dont think i am quite “qualify” to advice you on this but your situation has become a global issues in any company. i understand it. if not fully, at the very leasy, i know. right? i hope you just work like you’ve had always do. relax, dont tense up

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s