Is your REWARD and RECOGNITION system SOLELY based on EXTRINSIC REWARDS?Time to REVAMP the SYSTEM..

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Adopted from the following great insight shared 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”

Have you made the MISTAKE of using EXTRINSIC REWARDS to stimulate INTRINSIC MOTIVATION?This is why you still have a CHANCE..

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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.

Why Extrinsic rewards lead to ethical fading

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Adopted from the following great insight shared by Daniel Pink , the author of Drive..

“The problem with making an extrinsic reward the only destination that matters is that some people will choose the quickest route there, even if it means taking the low road. Indeed, most of the scandals and misbehavior that have seemed endemic to modern life involve shortcuts.”

Understanding the negative impacts of extrinsic rewards

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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.

Motivational techniques for stimulating routine work

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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

Making sense of extrinsic rewards in the knowledge worker age

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The following is a key insight on extrinsic rewards and their applicability in the modern knowledge worker age , adopted from Daniel Pink’s book Drive.

“An extrinsic reward should be unexpected and offered only after the task is complete.”