Management matters. If you have a team of people reporting to you, then supervising them takes time and needs both consideration and care. It does not matter whether the team is just a handful of people or an entire organization; the principles are the same. So too is the measurement that is applied. Your competence as a manager will be judged not solely on what you do yourself, though this is doubtless important, but on the combined performance of you and your team: all of them, in all their aspects. And there is no doubt that people who are well motivated perform better than those who are not.
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The days of just telling people what to do, if they ever truly existed, are long gone. Staff are more demanding of their employers than in the past. They want to know what is going on, they want to be consulted and they want to be involved. They want to feel that whatever they do it has some real worth, and they preferably want it to have an element of enjoyment; certainly of satisfaction. When people are content in these kinds of ways they will perform well. So if you motivate your people well they will perform better than if you do not (and certainly better than when they feel management is actively antagonistic in some way). And the incentive for doing so is that a successful team not only gets the job done, whatever that is, but reflects well on whoever manages them also.
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