1. |
Team selection |
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It is easier for people to work with people they know. Optimal cooperation will therefore be reached much quicker if people working together know each other. |
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Arrange opportunities where new people can connect with other team members. |
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Look at what happened between team members during previous projects. |
2. |
How to handle team members |
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What to do |
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Treat everyone like an adult. Tell them what needs to be done and why, and then allow them to do it. |
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Ask people’s opinions on their fields of expertise and listen to their answers. |
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Praise good work in front of other people. |
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Share information on events within and outside the project. |
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Ask people to do something in a courteous and professional manner. |
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React on bad news by looking for a solution, not a scapegoat. |
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What not to do |
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Take credit for somebody else’s work. |
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Create the impression that you don’t trust people by not accepting their professional opinion on their fields of expertise. |
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Attack somebody or insult a team member. |
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Try to win the favour of team members by disclosing other people’s secrets. |
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Don’t participate in group activities. |
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3. |
Morale and motivation |
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People do good work because they want to, not because there are threatened to do so. |
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Threats cannot stop demotivation. |
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Motivation is built through: |
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- A sense of achievement |
- Recognition |
- Work which is in itself pleasant or satisfying |
- A sense of responsibility |
- The possibility of promotion |
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Motivation is broken down by: |
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- Irrational policies |
- Excessive administrative procedures |
- Unreasonably strict supervision |
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Manage motivation by: |
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- Building a friendship as well as a work relationship |
- Ensuring that people understand why the documentation is necessary |
- Letting people know that good work does not go unnoticed |
- Explaining to people why their work is important |
- Showing your trust in people. |
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