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In the technology-driven age of lean and agile, it's humbling for management to admit that we too often fail to optimize the human element in work.
This method of team management uses material gains in the place of intrinsic motivation to drive team members. This is similar to Frederick Taylor's theory of scientific management which claims the main form of motivation for employees is money.
Team identity can be created by motivating team members commit to team goals and have pride in performance. Open and honest communication process can bring the team together. This includes both verbal and non-verbal communication. Trust, honesty, mutual sharing and understanding should be emphasized.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
This is a continuous process, in which team members communicate thoughts and/or feelings concerning either another team member or a manner in which a task is being performed. Furthermore, team members encourage and support each other on their individual tasks. [clarification needed] Conflict management; Motivation and Confidence building
It describes 12 rules that a leader should follow to motivate team members. The book has been used frequently by people new to a supervisory or management position, with the main purpose being to help other people to lead and bring out the best in people. It was originally published in May 1985, and a 20th-anniversary edition was published in 2005.