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 –
Adopted from Daniel Pink’s book Drive
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 hence the effect is short lived.
Just like with any other addiction , only the temporary excitement is over the mind seeks more of the pleasure.
Adopted from Daniel Pink’s book Drive , this shows the harmful impacts that extrinsic rewards can cause in our lives.
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 by a sense of purpose.This model is based on Intrinsic Motivation and has been coined as Motivation 3.0 by Daniel Pink in his book Drive.
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 and boring , extrinsic awards have been the way to go over the years.
The rationale behind this is that Rewards would stimulate desired behavior and compliance whereas punishment would limit non compliance.
This has been mentioned in great details , as Motivation 2.0 by Daniel Pink in his book Drive
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:
Adopted from Daniel Pink’s book Drive
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.
Adopted from Daniel Pink’s book Drive
To build a high performance team based on intrinsic motivation we can promote goldilocks for groups based on the following 4 principles:
Adopted from Daniel Pink’s book Drive
Adopted from Daniel Pink’s book Drive..
The design of an intrinsically motivated environment would involve the following:
IQ or Intelligence Quotient is related to Performance.Intelligence alone can be able to do things that are already known in a more efficient manner.
For doing “left brain” algorithmic tasks for which very less of collaboration and brain storming is needed , extrinsic motivation based rewards work as the best solution.
For doing right brain oriented work where collaboration and brain storming is the most essential pre-requisite intrinsic motivation acts as the catalyst for getting desired results.
Hence for doing right brain oriented work , EQ or emotional quotient which relies on trustworthiness in a person’s character is the most essential quality that is required.
Hence intrinsic motivation acts a a catalyst for ones who are high on emotional quotient(EQ)
Adopted from Daniel Pink’s book Drive
Motivation 2.0 is a term coined by Daniel Pink in his book Drive to explain the Carrot and Stick motivational methods prevalent in the Industrial Age.This method works best for routine , dreary , boring work that seeks compliance.
Whereas Motivation 3.0 is the new age motivational technique that focuses on intrinsic motivation to provided more autonomy to the worker in order to help him unleash his mastery upon communication of the overarching sense of purpose.
This autonomy is the pre-requisite to get done creative and innovative work which is becoming the necessary pre-requisite for modern day innovation based organizations.
The following quote of Simon Sinek endorses this very explanation of Daniel Pink:
“When we tell people to do their jobs , we get WORKERS.
When we TRUST people to get the job done , we get LEADERS.”