Pile On Motivation

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Tag: Intrinsic Motivation

  • Human Drive for Intrinsic Motivation

    Human Drive for Intrinsic Motivation

    Daily writing prompt
    List three jobs you’d consider pursuing if money didn’t matter.
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    If money did not matter I would have pursued a job (s) that would unleash my inner drive for intrinsic motivation.

    Any work environment wherein intrinsic motivation is nurtured is bound to be healthy and filled with creativity.

    Common workplaces wherein money, rewards are used as baits are extrinsically motivated wherein people are pitted against each other. These workplaces are not only toxic but stressful as well.

    I would love to thrive in an intrinsically motivated environment wherein effort and not results would matter.

    For some more insightful materials around intrinsic motivation from Daniel Pink’s Drive, please visit –

    If you are searching a PILL for INTRINSIC MOTIVATION, this would be its INGREDIENTS..
    INTRINSIC MOTIVATION for WORKPLACE CREATIVITY.

  • READ BOOKS and pile on INTRINSIC MOTIVATION.

    Daily writing prompt
    What motivates you?
    View all responses

    I firmly believe books are our best friends. Read good books if you want to pile on intrinsic motivation.

    In times of stress and anxiety, reading insightful books can result in a flow experience and help us in staying focused.

    All great leaders are readers of books and hence in case you have not taken this up as a habit yet, I encourage you to embark on the journey of reading books.

    When you get into the habit of reading books that suit your genre, you end up making your life more fulfilling.

    Come let us pile on motivation by reading motivational books.

  • THREE TIPS for an ENVIRONMENT driven by INTRINSIC MOTIVATION..

    The following THREE tips can help create a work environment to promote INTRINSIC MOTIVATION. Daniel Pink mentions the same in his best selling book named Drive.

    1. Encourage and make people feel good about participating with others in the ecosystem..
    2. Give people more autonomy to do their work
    3. Keep the system as OPEN as POSSIBLE.

    Watch out this space for more such inspirational and motivational insights.

  • If you are searching a PILL for INTRINSIC MOTIVATION, this would be its INGREDIENTS..

    The self determination theory (SDT) as mentioned by Daniel Pink in his book Drive, states that for human beings to be INTRINSICALLY MOTIVATED the following three psychological needs have to be met at a bare minimum..

    1. Sense of AUTONOMY is what we do
    2. Gaining of COMPETENCE in the work we do
    3. Feeling of RELATEDNESS with each other since human beings inherently crave for human bonds

    Thus be it a employee, employer or leader the sense of intrinsic motivation which is so necessary for unleashing creativity can only be triggered when all these 3 psychological needs are met.

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  • Why should INTRINSIC MOTIVATION dominate your PERFORMANCE MANAGEMENT SYSTEM?

    Extrinsic Motivation v/s Intrinsic Motivation

    The insights in this post have been adopted based on lessons learnt from Daniel Pink’s book Drive and Simon Sinek’s book The Infinite Game

    Extrinsic Motivation or Carrot and Stick method of motivation was applicable in the era of Industrial Revolution based on finite mindset.

    Whereas Intrinsic Motivation is applicable in the modern day of the knowledge worker to encourage an infinite mindset.

    The table below outlines the most glaring differences and proves beyond doubt that Intrinsic Motivation is adopted by infinite minded leaders in the infinite game of business.

    Knowing this would make you realize why modern day performance management systems should be based on intrinsic motivation.

    Extrinsic MotivationIntrinsic Motivation
    Based on extrinsic motivation e.g RewardsBased on intrinsic motivation e.g. autonomy
    Short term orientedLong term oriented
    Result in Type X(extrinsic) personalitiesResults in long term mindset oriented Type I personalities
    Does not apply in the modern day infinite gameIs the best technique for the infinite game
    Encourage narrow mindset , unethical behaviorEncourage adopting infinite mindset and long term oriented mindset
    Inherently stressfulInherently oriented towards fulfillment
    Dopamine shotStimulates flow of Oxytocin
    Common for mundane , routine bound and “Left brain” oriented workMost applicable to encourage creativity , innovation associated with “right brain” oriented work
    Why Intrinsic Motivation is the way to go?

    For similar posts on motivation please check the link below –

    https://viewpointsunplugged.com/2020/03/24/whereas-motivation-2-0-created-workers-motivation-3-0-creates-leaders/

  • Have you wondered why “B” Corporations are born?

    Intrinsic Motivation in action

    A “B” Corporation is a designation that requires companies to amend their bylaws so that the incentives favor long term value and social impact instead of short term economic gain.

    The creation of such a corporation bears ample testimony to the fact that modern day human beings are driven by intrinsic motivation rather than extrinsic short term rewards.

    Daniel Pink makes a  mention of the same in his book Drive

    For more details on B Corporation please refer to the following link from Wikipedia..

    https://en.wikipedia.org/wiki/Benefit_corporation

  • INTRINSIC MOTIVATION for WORKPLACE CREATIVITY.

    Daniel Pink in his best selling book Drive mentions the fact that intrinsic motivation can act as a catalyst to foster creativity at the workplace.

    The following 4 ways mentioned by Daniel Pink in his book Drive explain us how to offer praise in order to ensure that intrinsic motivation based behavior is triggered to encourage creativity and innovation at workplaces:

    1. Praise EFFORT , STRATEGY and NOT INTELLIGENCE

    2. Make PRAISE SPECIFIC

    3. PRAISE in PRIVATE

    4. Offer PRAISE only when there is a GOOD REASON for it

  • Have you UPGRADED your HUMAN MOTIVATIONAL SYSTEM in your ORGANIZATION?Know the differences between 2.0 and 3.0..

    Another lesson on self help , motivation based on insights shared by Daniel Pink and Simon Sinek.

    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.”

  • Do you WANT to CREATE an ENVIRONMENT based on INTRINSIC MOTIVATION?Adopt these THREE PRINCIPLES..

    Adopted from the following great insight shared by Daniel Pink from the book Drive

    The key ingredients of a Type I driven intrinsically motivated approach to stimulate creativity and innovation in the modern day of the knowledge worker are as follows:

    1. Create an environment that makes people feel good about participating

    2. Give users requisite autonomy

    3. Keep the system as open as possible

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

    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”