Pile On Motivation

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Tag: Daniel Pink

  • What motivates Apache , Linux to publish open source software?

    Daniel Pink in his book Drive takes up this very interesting topic and explores the reason as to what inspires the open source fraternity to keep doing their work without expecting any monetary rewards.

    Aside from Apache , Linux even Wikipedia these are the ones who are perfect examples of “intrinsic motivation” in the modern era.These are ones who are not motivated by rewards or monetary and are driven by their sense of autonomy , mastery and motivated by an overarching purpose to do something bigger than themselves.

    Adopted from Daniel Pink’s book Drive

  • Why Motivation 2.0 worked in the age of Industrial Revolution?

    Motivation 2.0 coined by Daniel Pink in his book Drive is another name for the “Carrot and Stick” method of motivation that became very widely accepted during the age of industrial revolution.

    The definition of Motivation 2.0 is as follows:

    “REWARDING an activity will get you MORE of it.

    PUNISHING an activity will get you LESS of it.”

    When it comes to routine bound , mundane work this works wonders.

    This being said the author takes a step forward and mentions why this technique would no longer hold good in the modern age of a knowledge worker.

  • “Algorithmic” vs “Heuristic” Tasks & contrasting motivational needs

    Algorithmic tasks are those where we follow a set of instructions and reach a conclusion.

    Creativity and ad campaigns are mostly heuristic where the ask is to come up with something new.

    Whereas algorithmic tasks need “Left Brain” , heuristics need “Right Brain” orientation.

    Hence for algorithmic tasks , Motivation 2.0 or Reward and Punish can be a good enabler.

    Whereas for heuristics , autonomy , mastery and purpose part of intrinsic motivation and Motivation 3.0 acts as the catalyst.

    Adopted from Daniel Pink’s book Drive.

  • The common thread that binds “Firefox” , “Wikipedia” ,”Linux”

    All of “Firefox” , “Linux” , “Wikipedia” , “Apache” are open source platform where contributors freely collaborate and share their work with fellow enthusiasts with a JUST CAUSE in mind without expecting monetary benefits.

    This is a classical example of how “Intrinsic Motivation” in the modern age makes money , rewards and the Carrot and Stick motivational method irrelevant.

    Human bonds are natural to us as human beings and is the natural way our brain is oriented to arrive at fulfillment.

    All these iconic entities have set an example and are live use cases why Daniel Pink’s Motivation 3.0 operating system is here to stay and is the way forward.

    Adopted from Daniel Pink’s book Drive

  • What Atlassian’s “FedEx Day” teaches us?

    Atlassian’s FedEx Day program wherein the employee is allowed to try , experiment and present his/her own idea is a great example of nurturing intrinsic motivation in employees.

    This has been mentioned in more details by Daniel Pink in his book Drive.

    The following link aptly highlights the innovative program undertaken by Atlassian to nurture Motivation 3.0 in its employees.

    Source – ideachampions.com

    http://www.ideachampions.com/weblogs/archives/2011/12/atlassian_is_a.shtml

  • The ill effects of having Performance Goals as the only means to motivate people

    Performance goals so common with the carrot and stick approach of motivating employees , may cause systematic problems due to narrowed focus , unethical behavior , increased risk taking , decreased co-operation and decreased intrinsic motivation.

    Hence before applying these goals in an organization due care must be exercised depending on the job at hand.

    Adopted from Daniel Pink’s book Drive.

  • How to create a work environment with “Intrinsically Motivated” people

    The need of the hour is intrinsically motivated Type I people who are adept at doing “right brain” oriented work in the best possible.

    The following three principles when adopted in a workplace ensures the nurturing of such intrinsically motivated people.

    1. Create an environment where people feel good to participate and feel engaged
    2. Give people more AUTONOMY
    3. Keep the system as open as possible.

    Adopted from Daniel Pink’s book Drive

  • Conducting an “Autonomy Audit” to get the best out of people

    The best and most innovative organizations wherein a lot of stress is on doing “Right Brain” oriented work , giving more autonomy to the people goes a long way in intrinsically motivating the people.

    The essential questions that form part of an “Autonomy Audit” are as follows:

    1. How much AUTONOMY does an employee have over TASKS at WORK
    2. How much AUTONOMY does an employee have over TIME at WORK
    3. How much AUTONOMY does an employee have over his/her TEAM at WORK
    4. How much AUTONOMY does an employee have over TECHNIQUE at WORK.

    Adopted from Daniel Pink’s book Drive

  • Motivation 3.0 unleashes our natural abilities

    Motivation 3.0 the new age motivational operating system , a term coined by Daniel Pink in his book Drive is driven by nurturing intrinsic motivation in human beings.

    The new age motivational operating system focuses on engagement and learning goals as opposed to compliance and performance goals needed by the carrot and stick method adopted during the industrial age(Motivation 2.0)

    Human beings are inherently scared by compliance and this turns off our creative natural instinct.As a result adopting Motivation 3.0 principles in the modern day of the knowledge worker , where heuristics matter over banal algorithms , taking this route is sure to guarantee success.

  • The three key insights about “Mastery”

    Mastery has the following three key components:

    1. Mastery is a mindset – Being optimistic about reaching Mastery is a pre-requisite
    2. Mastery is a pain and needs a lot of sacrifice via deliberate practice
    3. Mastery is asymptotic where the end seems possible to reach but can never be fully attained.

    Mastery being a key component of motivational skills required for the modern day knowledge worker , has been analyzed in great details by Daniel Pink in his book Drive