Topic: 🌟🔥【ANN] [ICO] 🚀 MOOLYACOIN.IO 🚀| Reverse ICO 🔥🌟 (Read 471 times)
moolyacoin ICO listed on ICOnow.net listing.
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This thread is so quiet but the project funding is going well, I see the Moolyacoin softcap has been reached and it seems that around 50% of tokens have been sold. I hope your project runs well
This is a very interesting concept and the blockchain could be a good basis for the achievement of its purpose (for the ownership of ideas, just to make an example).
Moolya have many benefits for investors and users, like easy organization, tracking and investing in startups. The project is already established in 2016 which shows this is not an instant take money project. This project will clearly get some popularity quickly from start-ups, and maybe take this to the next level. Not so much competition in this segment and that is clearly beneficial to this project.
Offering Startup services for investors, the ideator with blockchain technology methods that are safe and transparent,of course this is very different for other competitors..good ideas
What Is Maslow’s Hierarchy Of Needs?
The base of Maslow’s theory was a pyramid, which he called ‘Maslow’s Hierarchy of Needs’, wherein the needs of a human being were categorized from lower to a higher order. The lowest level of the hierarchy was devoted to physiological needs such as food, water and air. As per the theory, unless the most basic, physiological needs are met, the human being cannot function.
Once these needs are met, the person needs the second layer of requirements, which Maslow called safety layer. Personal security, job security, health, and fitness formed the major components of this layer.
Once these are achieved, the person moves to the third layer of needs, termed as Love/Belonging by Maslow. In this layer, the person seeks love and affection from family and co-workers.
Self-esteems form the next layer, wherein the person seeks self-respect from his contemporaries.
Once this layer of needs is achieved, the person seeks Self-actualization, which is the ultimate need for a person, as per Maslow. And Self-actualization can only be achieved when all the other needs such as physiological, love, self-respect, and self-esteem are acquired.
Exploitation of Maslow’s Hierarchy of Needs by Managers
After Maslow published the hierarchy of needs in the form of a book about motivation, managers and entrepreneurs started using the theory for controlling their employees.
And, it worked for few years as well. The reason was, Maslow published the book in 1943, when World War 2 was about to end, and the USA had witnessed destruction of a massive scale. Jobs were scarce, and the economy was down.
Due to the scarcity effect, this motivation theory worked. If an employee was threatened with ‘Do this job by 9 PM, or else, you are fired’, then the management actually exploited the very basic security need of the human being. The threat directly hit the employee’s basic need of security, and he worked like a madman.
However, with the introduction of knowledge age and the connected economy, Maslow’s motivation theory falls flat. There isn’t any war out there, and there is no scarcity of jobs and connections in this Internet-connected world.
But sadly, 95% of managers still use Maslow’s outdated theory of motivation to ‘control’ and ‘manipulate’ employees, even now. Maybe this is the reason for high attrition rates in some IT companies and the reason why despite having an excellent, earth-shattering product or service, a modern day company fails to grow and expand.
3 Practical Ways to Motivate an Employee
As per modern theories of motivation, in a knowledge-based, connected economy, employees simply cannot be motivated or pushed to work by threatening basic needs, which Maslow proposed.
The real change makers, the one who introduce innovation and disruption, simply cannot be reigned in, controlled by factors which dominated the 1940s and 1950s.
Here are three practical and realistic ways to motivate an employee, which completely defies Maslow’s Theory:
Autonomy: The Freedom to Make a Choice & Own It
This is 2017, and the biggest motivation which an employer from any industry or niche can give to their employees is freedom and autonomy. The very basic need today is not food and security, but the ability to make a choice, and the power to own that decision.
Instead of devising incentives based on competition and performance (aka Maslow’s Need for Financial Security), the employer should provide the employee with the power to take crucial decisions, and then ask them to be accountable to it. Instead of dictating what has to be done, and where, the employer should ask the employee to create their own goals and aspirations, and the blueprint to achieve them.
The freedom to make a choice is the biggest motivation which a modern knowledge worker can get. And employers should actually use it vehemently.
The base of Maslow’s theory was a pyramid, which he called ‘Maslow’s Hierarchy of Needs’, wherein the needs of a human being were categorized from lower to a higher order. The lowest level of the hierarchy was devoted to physiological needs such as food, water and air. As per the theory, unless the most basic, physiological needs are met, the human being cannot function.
Once these needs are met, the person needs the second layer of requirements, which Maslow called safety layer. Personal security, job security, health, and fitness formed the major components of this layer.
Once these are achieved, the person moves to the third layer of needs, termed as Love/Belonging by Maslow. In this layer, the person seeks love and affection from family and co-workers.
Self-esteems form the next layer, wherein the person seeks self-respect from his contemporaries.
Once this layer of needs is achieved, the person seeks Self-actualization, which is the ultimate need for a person, as per Maslow. And Self-actualization can only be achieved when all the other needs such as physiological, love, self-respect, and self-esteem are acquired.
Exploitation of Maslow’s Hierarchy of Needs by Managers
After Maslow published the hierarchy of needs in the form of a book about motivation, managers and entrepreneurs started using the theory for controlling their employees.
And, it worked for few years as well. The reason was, Maslow published the book in 1943, when World War 2 was about to end, and the USA had witnessed destruction of a massive scale. Jobs were scarce, and the economy was down.
Due to the scarcity effect, this motivation theory worked. If an employee was threatened with ‘Do this job by 9 PM, or else, you are fired’, then the management actually exploited the very basic security need of the human being. The threat directly hit the employee’s basic need of security, and he worked like a madman.
However, with the introduction of knowledge age and the connected economy, Maslow’s motivation theory falls flat. There isn’t any war out there, and there is no scarcity of jobs and connections in this Internet-connected world.
But sadly, 95% of managers still use Maslow’s outdated theory of motivation to ‘control’ and ‘manipulate’ employees, even now. Maybe this is the reason for high attrition rates in some IT companies and the reason why despite having an excellent, earth-shattering product or service, a modern day company fails to grow and expand.
3 Practical Ways to Motivate an Employee
As per modern theories of motivation, in a knowledge-based, connected economy, employees simply cannot be motivated or pushed to work by threatening basic needs, which Maslow proposed.
The real change makers, the one who introduce innovation and disruption, simply cannot be reigned in, controlled by factors which dominated the 1940s and 1950s.
Here are three practical and realistic ways to motivate an employee, which completely defies Maslow’s Theory:
Autonomy: The Freedom to Make a Choice & Own It
This is 2017, and the biggest motivation which an employer from any industry or niche can give to their employees is freedom and autonomy. The very basic need today is not food and security, but the ability to make a choice, and the power to own that decision.
Instead of devising incentives based on competition and performance (aka Maslow’s Need for Financial Security), the employer should provide the employee with the power to take crucial decisions, and then ask them to be accountable to it. Instead of dictating what has to be done, and where, the employer should ask the employee to create their own goals and aspirations, and the blueprint to achieve them.
The freedom to make a choice is the biggest motivation which a modern knowledge worker can get. And employers should actually use it vehemently.
Hello dev, do you have working product for your project? where this project come from? i will watch your project dev.
The project have moolya.global's business model. I'm not sure the project seems to come from Estonia, sorry dev if it's confused.thank you for answering my question, i just check this project at icobench, i think you are right they are from estonia.
Hello dev, do you have working product for your project? where this project come from? i will watch your project dev.
The project have moolya.global's business model. I'm not sure the project seems to come from Estonia, sorry dev if it's confused.
Hello dev, do you have working product for your project? where this project come from? i will watch your project dev.
I like this project, planning concepts that are very mature and also supported by a good team that will succeed in this project, a great success for this project.
greats.
dev when the airdroo will distribution to joined member ?
dev when the airdroo will distribution to joined member ?
Moolya is a blockchain-based entrepreneurship ecosystem aimed to accommodate entrepreneurs, organizations, and institutions that make up the ecosystem of collaboration to ensure firm success.
That B2C / C2C / B2B Online Transaction is used by MOOLYA, which will bring ease of service offerings by users through the innovative use of 'Card-Services' and Digital Offices that can be consumed and paid for by other users in the Moolya.
Honestly, I do not know very well English and I also use Google translator services. But, I agree with the above claims. I also want to read a good Russian translation, not a bad Google translator.
It will be huge and thus help in the efficiency of operations in the long term. The project is developing very quickly !!!) The concept on this site is such a luxurious, very promising information. Thanks to the team that worked on this powerful project!!!
Moolya is a blockchain-based entrepreneurship ecosystem aimed to accommodate entrepreneurs, organizations, and institutions that make up the ecosystem of collaboration to ensure firm success.
It's great to see more and more quality projects come on the Blockchain and this looks like full of innovative and bright ideas. More and more people now ar emoving into the Digital Era and want to progress to new ways of doing business. The niche that you picked is quite a complex one but bringing all the components together on one platform makes it easier for both startups and investment capital to be brought together.
moolya brings the ease of offering services by users through the innovative use of 'Card-Services' and the Digital Office that can be consumed and paid by other users in the moolya.
'moolya.global' is the 'World's 1st Comprehensive Global Digital Startup Ecosystem' which is a culmination of an interaction network, marketplace and on-demand service platform for the startup ecosystem community. It comprises of the 6 vital communities: Institutions, Ideators, Startups, Investors, Companies, Service Providers and various other enablers.
Good planning, the idea of this project is very good. hopefully this project successful
The Russian translation of white paper is simply terrible - a lot of mistakes, there is no desire to read. Google still does not translate complex documents, it is necessary to give this work to a professional translator.
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