The following is a key insight from Daniel Pink’s book Drive, that throws light as to how extrinsic rewards make sense in the modern knowledge worker age.
“An extrinsic reward should be unexpected and offered only after the task is complete.”
Tag: Daniel Pink
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Motivation 2.0 encourages a finite mindset
Motivation 2.0 or Carrot and Stick method of motivating people , is a new term coined by Daniel Pink in his book Drive.
This kind of motivational method works for dreary , mundane , routine bound work which is bereft of any creativity.
The IF-THEN lure of rewards promised as part of this technique often encourage people to indulge in unethical practices and short term mindset in order to meet the targets.Narrowed focus and a temporary shot of dopamine leads to an even more finite minded mentality that kills creativity and long term vision.
Hence in modern day knowledge worker age where creativity and innovation form the foundation of innovation based organizations , this kind of a technique hardly works.
Needed are Motivation 3.0 based intrinsic motivation techniques that bring out the creative genius in people.
Adopted from Daniel Pink’s book Drive
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How to make “Carrot and Stick” motivation work for right brain work
Right brain work needs autonomy , mastery and sense of purpose and hence “Carrot and Stick” or Motivation 2.0 methods of motivation can be detrimental and lead to adverse impact.
Rewards via Motivation 2.0 seek compliance in terms of IF-THEN REWARDS kind of a mechanism.
If we change this to a NOW THAT kind of an award without initially promising a reward but once the results are good provide a reward , motivational effects will be enhanced.
Adopted from Daniel Pink’s book Drive
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Motivation 3.0 explains the existence of a L3C company
A L3C company or low-profit limited liability company (L3C) is a legal form of business entity in the United States for-profit, social enterprise venture that has a stated goal of performing a socially beneficial purpose, not maximizing income
For details please refer to the following link on Wikipedia.
https://en.wikipedia.org/wiki/Low-profit_limited_liability_company
Creation of these companies bears ample testimony to the fact that human beings are moving to a stage where they want to look beyond materialistic gains e.g. money and rewards.
To look beyond this , intrinsic motivation based motivational skills will take prominence and hence Motivation 3.0 coined by Daniel Pink in his book Drive will take center stage in this knowledge worker age.
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What is the kind of work that is generally outsourced?
Routine bound work that involves following certain instructions can be outsourced.
This is the kind of work that needs monitoring since it is dreary and workers are bound to lose interest after some point of time.
For this kind of work mainly the “left brain” working of the human brain is needed.Motivation 2.0 or “Carrot and Stick” method works very well in terms of motivation for this kind of work.
Adopted from Daniel Pink’s book Drive
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“Carrot and Stick” method of motivation and its drawbacks
The following are major drawbacks of Motivation 2.0 i.e. Carrot and Stick Motivation.
- We are intrinsically motivated purpose maxi misers rather than extrinsically motivated
- It is not in line with the knowledge worker concept of 21st century economics
- Modern day work is increasingly becoming more creative , interesting and self directed.
Adopted from Daniel Pink’s book Drive
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Compliance or engagement what does a modern day knowledge worker need?
Compliance is for Motivation 2.0 , Carrot Stick method of motivation so prevalent and successful in the factory environment.
This kind of risk and reward method of energizing employees stimulates mundane , routine bound work and kills creativity.
The modern day knowledge worker needs engagement and not compliance to unleash creative instincts so needed in modern day businesses driven by innovation.
Hence Motivation 3.0 is based on intrinsic motivation and hence engagement.
Applying compliance and engagement on a case to case basis can lead to best results
Adopted from Daniel Pink’s book Drive.
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What is common to both “Gmail” and “Google News”?
Google is an example of an infinite minded company that gives its employees choice to do a project or initiative of their own at 20% of the entire year.
These kind of infinite minded outlook is the need in the modern age of the knowledge worker and results in unleashing the creative juices of brilliant individuals.
Needlessly to say it is these initiatives that eventually led to the invention of Gmail and Google News.
Adopted from Daniel Pink’s book Drive
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We humans are born to be “players” and NOT “pawns”
Right from the caveman times we are born to be autonomous individuals , not individual automatons.
Our brains are wired to be intrinsically motivated and hence we are inherently “Type I ” individuals.
Outside forces including the very idea that we need to be managed have conspired from time to time to change our default setting and turn us into “extrinsically motivated” Type X individuals.
To return us from Type X to Type I where we are out our autonomous best just needs infinite minded leadership and creation of a conducive environment built on trust.
Adopted from Daniel Pink’ book Drive and Simon Sinek’s book The Infinite Game