What's my sentence?
Was I better today than yesterday?
Two questions that can change your life
A video excerpt from Daniel Pink's DRIVE: The Surprising Truth About What Motivates Us
Daniel Pink on Drive by andrewkeen
Daniel Pink on Drive from andrewkeen on Vimeo.
"Drive" by Daniel Pink Book Review by Paolo Mello
"Drive" by Daniel Pink Book Review from Paolo Mello on Vimeo.
Change in the workplace: Drive and Rework book reviews by Steve Deiters
Change in the workplace: Drive and Rework book reviews from Steve Deiters on Vimeo.
Two amazing books that I've recently read are Daniel H. Pink's, Drive: The Surprising Truth About What Motivates Us and Rework by Jason Fried and David Hansson.
Gp's Audiobook Review #6 - Drive by Gp De Ciantis
Reviewing Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink. Good content, but the production could use some work.
Gp's Audiobook Review #6 - Drive from Gp De Ciantis on Vimeo.
Get further details in Pink's latest book, DRIVE: The Surprising Truth About What Motivates Us.
This lively RSAnimate, adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace.
Pink's Book (Intrinsic-Extrinsic Motivation) Self Contradictory
Another fatal error of itnrinsic-extrinsic motivation.
Is money the best way to motivate executives? Daniel Pink doesn't think so. Pink cites studies in which offering people reward, money, and bonuses had a paradoxical effect of undermining interest in their work. Although many psychologists believe these studies are flawed, Pink accepts them uncritically. In an effort to avoid extreme suggestions, Pink said he has no objection to paying workers a decent wage, but beyond that he thinks companies should motivate employees by creating interesting jobs. He is opposed to bonuses and monetary incentives.
Pink is badly confused. The social psychological research he cites does not support his advice to business. Actually, social psychology theory flatly contradicts what Pink has to say. He misinterpreted intrinsic-extrinsic motivation.
Daryl Bem's self-perception theory is the basis for predicting paradoxical effects of money. According to Bem, extrinsic incentives undermine intrinsic interest when individuals perceive the incentives as controlling their behavior. Since the necessity of earning a living wage is controlling, Bem's theory predicts that paying workers a decent wage undermines their intrinsic interest. Further compensation should have less consequence because the workers already have lost their intrinsic interest.
Why Extrinsic Motivation Doesn't Exist
Instrumental behaviors are always motivated by intrinsic needs.
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. Intrinsic motivation has been studied by social and educational psychologists since the early 1970s. Research has found that it is usually associated with high educational achievement and enjoyment by students evaluation theory.[clarification needed] Students are likely to be intrinsically motivated if they:
> attribute their educational results to factors under their own control (e.g., the effort expended),
> believe they can be effective agents in reaching desired goals (i.e. the results are not determined by luck),
> are interested in mastering a topic, rather than just rote-learning to achieve good grades.
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