What to do in situations wherein IF-THEN extrinsic rewards are a mistake?

IF-THEN extrinsic rewards have the sole purpose of short term benefits by stimulating desired behavior or compliance for doing routine bound , dreary tasks. Upon realization that an environment is not suited for IF-THEN rewards , extrinsic rewards should be made unexpected and offered only when the task is complete. In other words , whereContinue reading “What to do in situations wherein IF-THEN extrinsic rewards are a mistake?”

Doing these can make routine work interesting

For stimulating Routine , dreary , boring work and making them interesting in the modern day of the knowledge worker age needs a different treatment wherein awards need to be focused on NOW-THAT rather than IF-THEN. The following three approaches when applied to boring , dull and routine work can encourage workers to give theirContinue reading “Doing these can make routine work interesting”

These are some of the most harmful sins of Motivation 2.0

Motivation 2.0 where extrinsic rewards is the hero is another name for Carrot and Stick Method , coined by Daniel Pink in his book Drive. The following are some of the deadly sins of Motivation 2.0 and extrinsic reward based motivation – They can extinguish INTRINSIC MOTIVATION They can CRUSH CREATIVITY They can ENCOURAGE CHEATINGContinue reading “These are some of the most harmful sins of Motivation 2.0”

Understanding the negative impacts of extrinsic rewards

Via fMRI techniques it has been observed by doctors the world over that extrinsic rewards act as an enticement to addict humans in order to pursue risk seeking behavior. The enticement of rewards stimulate the flow of dopamine and excite an area of brain known as Nucleus Accumbens.Since this is a dopamine driven addiction henceContinue reading “Understanding the negative impacts of extrinsic rewards”

Motivational techniques for stimulating creative and innovative work

Creative and innovative work need a new motivational technique , named as Motivation 3.0 by Daniel Pink in his book Drive. For stimulating creativity and innovation , extrinsic rewards can hardly be the solution since money cannot buy true will. So what is required is providing the requisite autonomy to stimulate the mastery driven byContinue reading “Motivational techniques for stimulating creative and innovative work”

Motivational techniques for stimulating routine work

Routine bound work , dreary , mundane work is something we associate with work that is outsourced to developing countries as well as factories the world over. Since the work is routine , monotonous hence workers need to be continuously motivated to drive desired results. For Left Brain oriented work where work is routine andContinue reading “Motivational techniques for stimulating routine work”

These are the Five Steps towards Mastery

The five steps towards Mastery which is an essential component of the modern day intrinsically motivated Motivation 3.0 model , involves the following 5 components: Deliberate practice has only one objective – to improve performance Repeat , repeat and repeat again and again Seek constant and critical feedback Focus ruthlessly on where you need helpContinue reading “These are the Five Steps towards Mastery”

This is how PRAISE can stimulate intrinsic motivation

Praise is a very important tool at the hands of Great Leaders and when used in the right manner can drive intrinsically motivated behavior. The following 4 ways is when PRAISE can stimulate Type I , intrinsically motivated behavior. Praise effort and strategy , not intelligence Make praise specific Praise in private Offer praise onlyContinue reading “This is how PRAISE can stimulate intrinsic motivation”

How to Promote Goldilocks for groups?

To build a high performance team based on intrinsic motivation we can promote goldilocks for groups based on the following 4 principles: Begin with a “diverse” team Make the group a “no competition” zone From time to time try task-shifting Animate with PURPOSE , do not MOTIVATE with REWARDS Adopted from Daniel Pink’s book Drive

Designing an “Intrinsically Motivated” environment

Adopted from Daniel Pink’s book Drive.. The design of an intrinsically motivated environment would involve the following: Create an environment where people feel good about participating Give users the requisite autonomy to exercise mastery based on a sense of purpose Keep the system as open as possible