Georgetown University Hospital gives nurses autonomy to conduct personal research projects.
Historically, employers have motivated employees through financial rewards and kept workers on a tight leash.
Shortcut to intrinsic Daniel Pink suggests intrinsic motivation is the only way to go as soon as people are paid enough to take the money question off the table.People who were extrinsically motivated worked just as hard, but they accomplished less as defined by number of patents filed.Introduction Our Drive summary begins with a research study.Organizations also tend to be driven primarily by either Type X or Type I motivation.Here, rewards dont threaten intrinsic motivation because there is little intrinsic motivation to be undermined.Our work is basing more on critical thinking and creativity.Furthermore, unexpected rewards stimulate more dopamine than unexpected rewards.The only requirement is that the project should further the goals of the organization somehow.In the 1940s, operant conditioning was the standard model of behavior.Even better, give employees autonomy over deciding where they want to send their share of the donation pool.Consider this thought experiment: would you rather be paid 75,000 to be an architect for game snail mail crack the rest of your life, or 100,000 to be a toll booth operator for the same period?For example, this study on windshield installers showed that paying per piece, rather than a flat salary, increased productivity.
When another boy walks by, Tom feigns enjoyment and mastery.
Being an architect gives you the autonomy, mastery, and purpose that is worth real value.
Rewards Create Addiction Just like a drug, short-term rewards can induce a large effect initially, but two perversions happen over time: 1) people habituate to the reward and need more of it to induce behavior, and 2) when the reward is withdrawn, the intended behavior.Fast feedback kickstarts the learning.Add more challenges to peoples jobs.The NIH evaluates suzuki cavalcade owners manual projects independently, uses regimented controls like pre-defined deliverables and renewal policies.Intrinsic motivation pillars Daniel Pink delves deep into the pillars that light the intrinsic motivation fire: Autonomy the desire to direct our own lives; Mastery the urge to get better and better at something that matters; Purpose the yearning to do what we do in the service.For instance, Googles famous 20 time has been repealed (Ill explain why below).Chapter 3: Type I and Type X In this Drive book summary, well discuss two types of behavior: Type X behavior is driven by extrinsic desires and less by the intrinsic satisfaction of an activity.Ive just never been any good at math and I never will.Note that typically these studies only show correlation and not causation.Click To Tweet Chapter 5: Mastery The premise of Mastery is that people yearn to get better at what they do (as long as they care about it).New corporate structures, like the low-profit limited liability company, or the B corporation, both of which emphasize social good rather than profit maximization.
Best Book Summary PDF: Drive, by Daniel Pink Related Share: Enjoy this summary?