Drive By Daniel Pink: An Analysis

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

theres a homeless man that live on the streets of DC, he had nothing and no where to go. one day he thought to himself, i want to do better but he didn't know where to start. i had met him on a school event called YSOP and we worked out in Washington DC homeless kitchen. Watching him for the next three days opened my eyes and showed me that if you really want something you have to motivate yourself cause sometime no one will.

In the book Drive by Daniel H Pink he talks about various things that could come in handy. Pink talks about how people should change to Motivation 3.0 and leave behind Motivation 2.0.Motivation 3.0 is for someone to continue with their life and have a better future with doing things that you love and would want to do for your rest of your life. Which Motivation also talks about Type X behavior which leads to three types of behavior autonomy mastery and purpose, this explains how people use them to become someone better in their life and show us how that involves with Motivation 3.0. This is something I keep in consideration, that’s why I consider myself in having a Type I behavior that can lead as well with Motivation 3.0.

An employment relationship is a linkage between employer and employees. Through this linkage a reciprocal relationship is built upon and when reciprocity is lacking it is detrimental to both employee and employer. It is this law of reciprocity, when someone does something nice for you; you do something nice in return that keeps American society maintained and running. Therefore, this theory of reciprocity is very important in today’s society when it comes to handling business. In Jeffrey Pfeffer’s journal article ‘Human Resources from an Organizational Behavior Perspective: Some Paradoxes Explained’, he discusses the pervasive distrust employees have with employers. In Daniel Pink’s book, Drive: The Surprising Truth about What Motivates Us,

It derives from feelings, actions, cognitive forces of behavior (Cherry, 2018). Motivation is an essential part of life, personally and professionally. It is this driving force that allows you to strive for better and greater things for yourself. Others see this as a sign of strength, fortitude, determination, diligence and even perseverance. When a person is motivated to do something, they take great care in the process to achieve that goal from start to finish (Kinicki & Williams, 2016). While each goal is significant in its own right, it is just as important to complete for the overall goal at hand. Often times there are motivational factors in the workplace that allows for greater rewards. These rewards can be monetary and nonmonetary. In a previous job I worked as project manager for a call center. In this position, one of the main factors of my job was coming up with ways to motivate the call center employees without monetary rewards. This in itself was a challenge but allowed me to be creative while becoming more engaged in the wants and needs of the call center. One of my favorite nonmonetary rewards consisted of being able to set up a movie and game room for the representatives to use during their breaks. Each day I would play a different movie for them to watch on their breaks. In another room I was able to set up game and provide game passes. If they met their metrics for the month, I was able to get them time off the phones in pairs to play board games, puzzles, and even the Nintendo game system brought from home. This gave them the ability to unwind from their calls and from intermittent work stresses. In other instances, I was able to have themes days such as beach day, the first day of summer allowing them to wear shorts, flip-flops, and hats. There was a denim and diamonds day which consisted of them dressing up in denim and diamonds and I served mocktail, non-alcoholic

The system allows organizations to create results by rewarding the employees who are responsible of making them happen. By rewarding employees who are high performers and coaching low performers to improve their performance can help improve the overall productivity of the company; However, the improvement will not last long. Not every employee finds a long-term motivation by a pay increase. Some employees are motivated by being recognized by their peers, others by having the same beliefs as the company, or by simply feeling like they are making a positive difference among their community. According to Kohn (1993), “Just because too little money can irritate and demotivate does not mean that more and more money will bring about increased satisfaction, much less increased motivation” (para 15), which is why it is important to seek different strategies to motivate employees. A way companies could sustain its’ culture by having employees who have similar core values. Creating a culture where employees look forward to spending the day at their job and making a difference, instead of feeling like their job is an obligation is a goal. Placing values on employees decreases turn-over and increases employee’s satisfaction with the job. Another way that

Highly motivated employees will work harder, therefore, be more productive than those employees without motivation. Improving the quality of working life increases the probability that productivity will improve (Miller, 1977). Julia Stewart clearly demonstrates positive reinforcement, through her managerial skills, competency, and identification as a leader. Julia Stewart not only demonstrates

I am at my house on September 14, 2016 waiting on my ride. I’m sitting on my couch waiting for my best friend Bao to come and pick me up. I get frustrated with Bao because he is late like always. It is 75 degrees Fahrenheit in the room and I’m feeling 100 degrees fahrenheit with all this anger. I call Bao and see where he is and he doesn't even answer his phone!

Business productivity has been a focus of many studies over the past few decades as businesses strive to continuously improve and become more efficient. One of the key concepts behind productivity is utilising one of the main resources, people, in the best ways possible. Organisations have to analyse employees‘ behaviour to be able to ensure that they are working effectively and this can be done through focusing on their motivation. Motivation aims to explore the reasoning behind people’s behaviour and the factors that affect them to stay committed and passionate about their job. There are many theories that investigate motivation, however, I will focus on Vroom‘s Expectancy Theory in this essay to critically evaluate the following statement: A job will only be motivating if it leads to rewards that the individual values.

We have been raised in a culture that highly values productivity, and that in itself wouldn 't be such a bad thing if we hadn 't taken it to extremes. We have come to value ourselves based on how productive we are, which has led us to be driven, to push ourselves, and to preserve under all conditions...and if

It is my belief that most people genuinely want to do a good job at everything they do. I think where the deterioration of this desire comes in is when they feel their efforts and accomplishments are not appreciated or acknowledged. This can be seen when looking at different shifts in a work place. The second shift may be twice as productive as the first shift. Why is this? Well one reason could be because the second shift supervisor does a much better job of motivating his/her employees, which usually consists of showing appreciation and acknowledging their hard work. According to Bune (2015), “Those in supervisory and leadership roles can either be motivators or morale busters to the organization depending upon their approach.”

Intro: If you look at the world around you and ask the people you meet daily doing whatever it is that they do. And you ask them what it is that motivates them to wake up and go to work in the mornings. Or you ask them why is it that they remain at their current job and not seek another. The answer is usually because they’re being rewarded enough by their employer for their efforts which makes them want to stay. An employee who doesn’t feel like they’re rewarded fairly for their efforts will most likely not remain in their current position. And rewards from employers can be a lot more than just financial compensation for their efforts.

Owing to the fact that high productivity is the goal every individual and organizations so wished to attain. This has not easily come by. It is therefore the onus of this research work to unearth if there is a relationship between low productivity in our industries and achievement motivation on the part of the individual workers.

Ever since businesses have been created, employers have tried every means necessary to increase the productivity of their subordinates. Since the beginning of time, this was done by a reward-punishment type philosophy. This philosophy is used when regarding the workplace. If a worker does well, he/she is rewarded by a pay raise and if the worker is not performing up to standards they are let go. In Dan Pink’s “The Puzzle of Motivation” he finds a flaw in this philosophy, and this flaw is supported by his thesis “There is a mismatch between what science knows and what business does”. The translation of this thesis is that it has been proven, by science, that incentives don’t always increase work productivity; in fact, it decreases it in some cases. However, most businesses