KB 45 Passion & Zeal

KNOWLEDGE BEANS a human resource newsletter

issue no 45 | Apr 2012

continued from previous page | CAUSE: A ROADMAP TO PASSION : Prashant Pansare He was a first generation entrepreneur and had to face a lot of criticism and challenges. He knew he cannot climbmountains without the risk of falling. As an entrepreneur, Prashant had a large risk appetite and mitigated it very well. He unfolded his ideas in IT solutions and services sector. Prashant founded Inteliment with nano investments, young team, and limited resources. He aimed at building a niche company, developing innovative solutions in business analytics, mobile technology and open source. To his credit, he has several global customer acquisitions, successful execution of strategic projects and product development initiatives. Prashant shares, the first question he asked himself as an entrepreneur was ‘why do we exist’. After some introspection, he realized that he wants to give back to the society by building an army of soldiers well equipped with high end technology. He is a man driven by cause and wants to serve his nation by being a flame to the candle. This led to

various CSR initiatives taken by his organization right fromday one like ‘think green’, women empowerment, helping HIV patients, blind and orphans. “No matter how successful we are, no matter how secure we are there is always a drive to domore, to achieve more. He is a unique inspiration for all who dream to fly high and reach heights.


Niket Karajagi

WHYDOWEWORK? Niket Karajagi is the Founder Director of Atyaasaa Consulting Private Limited, Pune which contributes to top corporate brands globally. He is an established international management consultant and an innovative human resource trainer with niche areas of expertise and contributions. Niket is an authority on creativity and innovation, emotional intelligence and statistical methodologies apart fromhis operations background in understanding of management processes.

5. The fifth reason is learning . These professionals have a deep need for learning and will take up challenging projects. As long as there is learning they will be with you. The day the learning stops, you lose them. Though everyone does say they are here to learn but it is mostly not true. 6. The sixth reason is they want to constantly create something new . They are great innovators and surely an asset for the organization. Too many of these could actually create highly innovative organization but without any sustenance of what has already been created. 7. The seventh reason is self-actualization . These professionals know what they want to do and pursue it diligently. They derive satisfaction through creation, destruction of what is not working and sustenance of what is working. They work with an internal inspiration and are the best people you can ever have. My message in this article is very clear, “help people discover the seventh reason and you will surely create world class companies”.

I meet approximately 500 new people every month and it intrigues me ‘why people choose to work?’ My informal discussions have reached a point of understanding that people work for seven reasons and I list them hereunder with a brief synopsis of each. 1. The first basic reason that drives people to work is pure simple sustenance of life . This is a problem area. This brings monotony and boredom at work and is a sure shot approach of mediocrity at work. The idea here is simple, remain activity oriented even if results are not accomplished. The frustration of not doing monetarily well seeps in and creates deeper aversion to work ultimately. 2. The second reason is they like to work . However this is mired with aimless activity and they get involved in any kind of work. Though on the face of it everything looks nice about them but there is surely no orientation towards career goals. These are high energy individuals who are all over the place. 3. The third reason people work is status and power . The characteristic of this style of work is gratification from increase in influence by controlling extra people, better projects and designations. This style is hollow and egoistic. People operating with this style are surely very difficult to get along with. In the long run, frustrations and stress create work issues for them. They live in a severe state of conflict which ultimately takes its toll on health and relationships. Life remains a fight always. 4. The fourth reason is a sense of contribution . These individuals are good as they want to help people and organization grow. They want to use their talents to help people however the risk here is, that they could forget their own goals. This style could be marked with a lot of compromises because relationship orientation is very high.

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