Chapter One Of Drive : The Surprising Truth About What Motivates Us

How many times have you contemplated your purpose? Whether it be in life, in school, or in the universe as a whole. Human beings roam this planet in search of their meaning in life. They go on wild soul-searching adventures, take time off to rediscover themselves, or try to make a change in the world in hopes of finding their lives purpose. In chapter six of Daniel H. Pinks non-fiction book; “Drive: The Surprising Truth About What Motivates Us,” Pink discusses how people who do something in the service of some greater objective can achieve more in life than those who don't.

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

Motivation is a main point in which I am interested and in order to understand more about the topic I have based my review in 2 different sources: Forbes article “Motivation Mystery: How to Keep Employees Productive” and Daniel Pink Ted Talk “The Puzzle of Motivation”.

In Drive by Daniel H. Pink he explains that motivation 3.0 is energy that is intrinsic. We as human being have a purpose in life and we need motivation to push and strive to find our purpose. The key to motivation is autonomy, its the freedom to do a task when, where, and however you like. i agree that autonomy is important because to work in a place where something is done the same over and over is really boring there no changes and theres no fun. To be in a work place that allows freedom give you the chance to explore and be creative, allows you to have more fun so you don't hate the task and not be motivated to complete it.

As you may have heard, Mr. Swift has made a very modest proposal about what to do with the situation of starvation among adults. Mr. Swift has proposed that after a year of a child's birth, they be eaten if the family wishes. I, being a mother of a baby, currently, could not approve of this proposal more. Me and my husband together, concur, this will allow us to not go hungry, but also fulfill our wish to have another baby. We've always wanted more kids, but we only desire a baby. We don't want them after they have grown older. We already have an older son. Now, with this proposal, we won't go hungry and we can stay full for months on end and all I must do is push out a baby. No big deal.

Throughout Pink’s book, motivation is described as an operating system. He tells readers that humans initial operating system, which he calls Motivation 1.0 was based on survival. Motivation 1.0 worked well until society started to get more complex. As pink himself put it, “it wasn 't especially elegant nor was it much different from those of rhesus monkeys, giant apes, or many other animals. But it served us nicely. It worked well. Until it didnt,” (Pink, 16). Eventually humans evolved to adapt to a more (insert adjective here) motivation system knows as Motivation 2.0.

In the introduction and chapter one of Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink expressed how behavioral science can change the common understanding of people’s driving force and suggests a more helpful way to better performance. Pink mentioned that there are two main drives that are powered by behavior. First is the biological drive which comes from within individuals and the second drive comes from without rewards and punishments the environment provides for performing in particular ways. However, a scientist named Harry F. Harlow came up with a third drive after experimenting with monkeys and Harlow called it the “intrinsic motivation.” Harlow said that to completely comprehend the human condition, people have

Human motivation is a physiological drive that we all have inside ourselves. There is no way to completely avoid it. Some drives we have are for basic necessities of survival, like the feelings of thirst and hunger. Obviously we must give into the drive that our body is signaling to us we must have because food and water are essential for us to live. When our behavior is directed by means of survival this is something known as homeostasis. “According to drive theory, the body maintains a condition of homeostasis, in which any particular system is in balance or equilibrium (C.L. Hull, 1951). Any departure from homeostasis, such as depletion of nutrients or a drop in temperature, produces an aroused condition, or drive, which impels the individual to engage in appropriate action such as eating, drinking, or seeking warmth. As the body’s need is met, the drive and associated arousal subside.” (Garrett, pg. 161)

The work of Harlow and Deci, however, brought a different perspective to the table. The idea that people can be motivated internally by things that cannot be seen or touched was a startling new concept. Intrinsic motivation, or Motivation 3.0 as Pink calls it, was officially born. Motivation 3.0 suggests that “I want to do something” because the sheer act of doing so is personally satisfying and deeply meaningful on a much grander scale. Intrinsic motivation, as the name implies, comes from within an

After read the Drive, the surprising Truth about What Motivates Us which wrote by Daniel H. Pink, it making me rethinking a lot of how the way I understand the world. The topic in this book is kind like renew people’s opinion about how will the money motivation’s way works in the future, through Daniel Pink’s novelty idea which are breaking the traditional common sense. However, I personally think that the book's reading value is not high for people who are working at the level of management or higher position, they cannot exactly get a good idea of how to motivate employees from this book.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

In chapter one of Drive: The Surprising Truth About What Motivates Us, author Daniel Pink introduces two types of motivators that he refers to as, “Human operating systems”. Times have changed, and business models are changing as well. Just like we need to upgrade our computer software when it begins to fail. We also need to upgrade our human operating systems, when our current method has not kept up with the ever-changing business world. The concept of reward and punishment to encourage employees to be more productive is an outdated way of managing people. In order to create a better work environment and increase productivity, we need to upgrade our idea of motivation to include autonomy, mastery, and purpose.

In the book “DRIVE - the surprising truth about what motivates us”, Daniel Pink says that people will not do a better job if they’re offered a reward. They will do a better job if given the opportunity to work on their own time, be creative and do good. He states, “The secret to high performance and satisfaction is the deeply human need to direct our own lives, learn and create new things and to do better by ourselves and our world”. He speaks about a whole new way that companies should look at human motivation. The book discusses three main components of motivation- autonomy, mastery and purpose. Autonomy describes how people want to be

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,