Adopted from the following great insight shared by Daniel Pink from the 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 the following great insight shared by Daniel Pink from the book Drive
The factory age’s 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 the following great insight shared by Daniel Pink from the book Drive
“We are moving from an economy and a society built on the logical, linear, computerlike capabilities of the Information Age to an economy and a society built on the inventive, empathic, big-picture capabilities of what’s rising in its place, the Conceptual Age.”
Adopted from the following great insight shared by Daniel Pink from the book Drive
“People can have two different mindsets.Those with a “fixed mindset”believe that their talents and abilities are carved in stone. Those with a “growth mindset” believe that their talents and abilities can be developed. Fixed mindsets see every encounter as a test of their worthiness. Growth mindsets see the same encounters as opportunities to improve.”
Adopted from the following great insight shared by Daniel Pink from the book Drive
“People can have two different mindsets, she says. Those with a “fixed mindset” believe that their talents and abilities are carved in stone. Those with a “growth mindset” believe that their talents and abilities can be developed. Fixed mindsets see every encounter as a test of their worthiness. Growth mindsets see the same encounters as opportunities to improve.”
Adopted from the following great insight shared by Daniel Pink
“We have three innate psychological needs—competence, autonomy, and relatedness. When those needs are satisfied, we’re motivated, productive, and happy.”
Adopted from the following great insight shared by Daniel Pink
“We have three innate psychological needs—competence, autonomy, and relatedness. When those needs are satisfied, we’re motivated, productive, and happy.”
Adopted from the following great insight shared by Daniel Pink
“Children who are praised for “being smart” often believe that every encounter is a test of whether they really are. So to avoid looking dumb, they resist new challenges and choose the easiest path. By contrast, kids who understand that effort and hard work lead to mastery and growth are more willing to take on new, difficult tasks”
Adopted from the following great insight shared by Daniel Pink
“We are moving from an economy and a society built on the logical, linear, computerlike capabilities of the Information Age to an economy and a society built on the inventive, empathic, big-picture capabilities of what’s rising in its place, the Conceptual Age.”
Adopted from the following great insight shared by Daniel Pink from the book Drive
“Living a satisfying life requires more than simply meeting the demands of those in control. Yet in our offices and our classrooms we have way too much compliance and way too little engagement. The former might get you through the day, but the latter will get you through the night.”