Motivated Team

Motivated team is a gem in itself, many organizations find problems in having a motivated team. The motivation level of the team totally increases the output of the organization and thus increase the numbers at the bottom line.

In mid 80’s Jack Falvey wrote an article published in the Wall Street Journal under the title improve productivity, learn to say thanks" which holds that idea that people work for love and money and in that order writes first love and money later if the order had been different we could have said that this short and simple phrase summarized the old and the modern concept of human resource.

The old sitting on the rewards and punishments says the man is being motivated solely by economic incentives. And the modern placed on the agenda of managers for several decades but seriously taken into consideration after the human resource as one of its strengths. The fair respect of the man as being motivated by stimuli associated with their human condition.

Jack Falvey, however had no intention of doing an analysis, that's why his sentence is the order taking, people work for love and money.

There is no great secret of behavioral science to make good management. If given high priority to support and compensation, people will be happy and results that exceed the dreams. Often managers think of themselves as specialist or expert problem solvers. They lose sight of the practical utility of common sense and believes that others are dedicated to doing things for them willingly.

Reaching that point there might be a query that one understand and even share your thoughts, but still the ideal management is totally different and if the reader allows for the last time, one may quote the article in which we have been supported, as  the essence of good management is to let people know what you'd expect, observing what has been done and giving back to the things that are done well. It may also involve giving back to the things they have done well and there is no way to give some awards to people who specialize in flattery, as that would reward only the ability to play the ego of the head, which is not part of management models to be clear on hand to express what is expected of individuals through which the manager intends to carry out their management.