Adopted from the following saying of Daniel Pink is an essential guideline to liberate this very natural drive in humans to enable leading richer and fulfilling lives..
“Human beings have an innate inner drive to be autonomous, self-determined, and connected to one another. And when that drive is liberated, people achieve more and live richer lives.”
Excerpt from Daniel Pink’s book Drive which highlights these three components in details..
These are the building blocks of an entirely new operating system for our businesses.
Motivation 3.0 a term coined by Daniel Pink in his book Drive is based on intrinsic motivation.Accordingly to him for work that need creativity and innovation money can lead to opposite results when it comes to motivation since the overarching purpose of doing something larger than life is what motivates these individuals more than money.Think about open source software e.g. Linux , Apache and their prominence in the modern day..
Dan Ariely in his book Predictably Irrational zeros in on the same aspect with the example of Intel as follows..
In total, by giving people $30 bonus, Intel lost almost 5 percent of productivity. That’s a lot. Now, think about it. You give money because you think this would increase motivation. It actually decreases motivation.
Motivation 3.0 is all about intrinsic motivation and coined by Daniel Pink in his book Drive
The following quote by Seth Godin talks about the kind of people who will mint money in the modern age of Motivation 3.0
“The only people who get paid enough, get paid what they’re worth, are people who don’t follow the instruction book, who create art, who are innovative, who work without a map. That option is now available to everyone, so take it”
Motivation 3.0 a term coined by Daniel Pink in his book Drive , is based on intrinsic motivation..
This motivational technique is based on rewarding our natural instinct of engagement rather than expecting compliance..
The same has been endorsed by Dan Ariely in his book Predictably Irrational..The following quote related to the same has been adopted from the same book.
“Wouldn’t economics make a lot more sense if it were based on how people actually behave, instead of how they should behave?”
Dan Pink in his book Drive mentions about the fact that Motivation 3.0 is based on intrinsic motivation..
This explains the reason why in the age of knowledge worker more and more people are willing to work towards a cause without being solely motivated by money..
The same has been endorsed by Dan Ariely in his book Predictably Irrational as confirmed by the following quote..
“There are many examples to show that people will work more for a cause than for cash.”
Adopted from the following quote of Dan Ariely from Predictably Irrational..
This quote highlights the fact that beyond a threshold , extrinsic rewards can cause detrimental effects..
“People are willing to work free, and they are willing to work for a reasonable wage; but offer them just a small payment and they will walk away.”
The same has been mentioned in details by Daniel Pink in his book Drive
Motivation 2.0 or the Carrot and Stick motivation method believed in providing extrinsic rewards for maximizing profit.
In short the rationale was , give rewards for producing expected behavior and adhering to compliance standards.
Whereas the modern day knowledge worker age motivational skills is based on intrinsic motivation wherein a sense of autonomy , mastery and sense of purpose inspires the knowledge worker to come up with more creative and innovative work.
Hence Motivation 3.0 is all about Purpose Maximization.
Adopted from Daniel Pink’s book Drive
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 , where IF-THEN awards are a mistake , shift to NOW-THAT rewards.
Adopted from Daniel Pink’s book Drive
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 their best encouraging engagement rather than pure compliance.
Adopted from Daniel Pink’s book Drive