External control systems such as pay rises don’t necessarily have a sustainable impact on the enjoyment of tasks in most cases. The extrinsic reward is like a jolt of caffeine, can keep you cranking for a few more hours. Group 2 lost motivation and didn’t do the tasks on the final day. Group A – No payday 1, day 2 gets paid, day 3 back to no pay Test of Rewards – Negative correlation between task and pay Motivation 2.0 / Drive 2 – Reward the good and punish the badĭrive 3 – Performance of the task provides an intrinsic reward To get the best results from humans today, we need a sense of Autonomy, Mastery, and Purpose in the jobs we do.Ī great read for anyone who is an employee that wants to know why they hate some jobs and love others, and good for an employer so that they can learn how to have happier, more fulfilled, more productive workers.ĭrive 1 – Biological drive (food, water or sex) What science is now realizing is that we are driven more by ‘Intrinsic motivation’ than the ‘Extrinsic motivation’ of Motivation 2.0. This ‘carrot and stick’ mentality is what Dan Pink calls ‘Motivation 2.0’ and it worked for a while throughout the industrial age, but it’s becoming less and less effective. Next, we realized we can influence people by rewarding the behaviors we want more of and punishing the behaviors we want less of. Humans were initially motivated biologically by hunger, thirst, and sex. “The surprising truth about what motivates us” – Drive
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