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Stance: Fear is only a good motivator when under short term, but it limited our ability to create motivation over the long term.

Reason: Fear is not a sustainable way to support you long term as a driving mechanism.

Evidence: According to Freud theory, as humans we are hardwired to seek pleasure and to avoid pain. This desire is the driving principle behind all choices but is about immediate gratification.

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Stance: Not the best one
Reason:
- inject negativity even when aiming for doing something good, there could be some risk
- many alternative approaches, why must we use fear
- the alternative like power motivation is even better
- bring less negativity --> less risk of demotivate the team; worst case: ineffective
Evidence: Power motivation theory
According to this theory, some people are motivated by prestige and power. They want to make an impact and motivate those around them. While this theory may not apply to all members of your team, you can use it to identify those who are power motivated and make sure you place them in positions where they are most effective.

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Stance: Fear is the best way to motivate a team
Reason: People usually fear the punishment from the leader. So team members will work harder to avoid being punished
Evidence: Expectancy Theory - Punishment is unfavorable and usually people would like to avoid it. They will have a expectancy that they will no longer receive punishment if they work hard enough

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Stance: Other than fear, there are more efficient ways to motivate a team such as leadership.

Reason: Having an effective leader can motivate a team in a way that he/she can give directions so that the team can work efficiently.

Evidence: According to the Hardvard Business Review, an effective leader can empower others to self-organize by giving clear guidelines through multiple ways such as increasing awareness of physical tension and sharing the most fearful outcome with others.

Link: Instead of allowing fear alone make an influence on the employees, a great leader can act more effectively and efficiently to motivate his/her teammates.

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Stance: Fear is not an effective tool for true leader to motivate a team.

Reason: Creating fear for the team would only make the team have a low sense of belonging and therefore less productive.

Evidence: Brandon Swenson, from SEO Pros, once said that great leaders should have the ability to show respect, empathy and care to their followers. If a team is afraid of the leader, they probably will not consider the leader as an empathetic person that they find connections with.

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Stance: Making Use of fear to motivate the team is like a double-edged sword, it can benefit and damage to the team simultaneously.

Reason: Fear is a way of training that make use of one's terror to push themselves forward. This way of training can create tremendous pressure on team members. Thus, it might not be the best way to apply to all the members in the team

Evidence: According to Alex Gerasimov, Insomnia Escape Room DC, a team leader should understand the strength and weakness of every individual so that effective management can be achieved. In other words, every individual is unique to each other. Some can treat fear as his/her motivation, just some can't.

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Stance: Fear is the best way to motivate the team.
Mani Idea: This is because the energy get from the fear is larger than other emotion which can increase the probability
Evidence: Accounting to the a book which is call"thnikng fast and slow". It show that the energy from losses and fear are double form happiness. For example,the value of you loss $1 is equal to the value of you win $2 in a gambling.
Link:
When the theory applied in the teamwork, It show that fear can motivate to the teammate because they feel a larger emotional compare to other feeling.

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Stance: Using fear as a tool to motivate is ineffective and ineffecient, compared to using positive reinforcement.

Reason: Using fear demotivates employees and causes them to have the wrong reasons to work. However, when positive reinforcement is involved, it makes employees more open and willing to work hard. Fear causes employees to actually make more errors than if not using fear, compared to the previously thought notion.

Evidence:
"demonstrating strong ethics and providing a sense of safety" --> was chosen by 67% of respondents in a study that it was the most important aspect of leadership

"empowering others to self-organize" -->  was also high on that list on what employees value in leadership

"Perhaps most problematically, fear can inhibit learning" --> Wharton study on whether fear motivates

"Workers who are unhappy may also demand higher wages to compensate them for the way they are being treated," --> can relate to audience of the managers and CEO's who'd rather ease the burden of financials in the company

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Stance: Compassion and clear communication of goals, rather than fear, is the best way to motivate a team.

Reason: Fear can be extremely dissuading for team members and may actually demotivate them since there are far more proven methods of running a team.

Evidence: Various business leaders including Brandon Swenson and Ian Burke mention based on their experience that leaders should have compassion provide constructive feedback and have clear outlining of goals as this actually makes the team work more cohesively and have more passion for the project.

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Stance: Fear is not the most efficient way to motivate a team, but faith is.

Reason: Fear provides negative pressure on employees, yet faith gives employees unlimited motivation towards their goals.

Evidence:
Employees in Foxconn worked in fear of losing their freedom, being scold by seniors and working in a poor environment. This caused the massive suicide of the employees, which turned out the efficiency of the factory  was decreased.

According to Jack Welch, he said that a company needs “energized employees who believe in the mission and understand how to achieve it.“

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Stance: Fear is not the best way to motivate a team, instead compassion encourages employees more.

Reason:  Fear makes employees feel put down, and discourages growth in employees. This is because empowering employees with compassion makes them have more trust in the team, and allows a healthy work place environment that motivates the individuals want to grow.

Evidence: According to the article "Good leaders don't give advice- they coach"  by Ian Burke, a good manager should give constructive feedback with compassion,  even when criticising, as otherwise employees will feel put down, preventing motivation for growth.

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Stance: Fear is not the best way to motivate a team. It create stress instead.

Reason: Under stress, people are less likely to finish work creatively which means when the jobs need creativity, the team could not give out the best solution they think of.

Evidence: Netflix "100 human" did an experiment about teamwork. People are divided to 2 groups. Champion of one group could get some money. The other group just play around. Both need to finish a creative work, the first group who always fear that they could not get the prize is averagely not good as the group with no money prize.