In this video, Dan Pink addressed “The puzzle of motivation.” Daniel H. Pink is a leading business thinker and the author of five books written about work, management, and behavioral science. He was also a host of the TV program named National Geographic Channel. He grew up in the small rural town of Bexley, Ohio. He graduated from Bexley High school in 1982, and attended Northwestern University. Pink got his Bachelor of Arts degree in there. In 1991, he also obtained his Juris Doctor degree from Yale Las School, but his grades were not good. After graduation, he decided not to practice law, and served as several positions in politics and economic policy. From 1995 to 1997, he was chief speechwriter for Vice President Al Gore, but in 1997, …show more content…
Pink also has been acclaimed by many people and organizations. In 2009, his presentation on The Puzzle of Motivation has been selected as one of the 10 most-watched videos of all time. In 2013, one of the Pink’s books won the American Marketing Association’s Berry Book Prize. Also, in 2015, Dan Pink was nominated as one of the 10 most-influential management thinkers in the world. In his presentation, he focused on intrinsic motivation which is essential for people living in the twenty-first century. He said that extrinsic motivation cannot affect the results anymore. He supported his idea with the candle experiment. After his talk, I was impressed by his idea. It was perfectly same as what I have thought from the past. These days, many people are living under stress. Some workers do not know why they have to do their work, and some students do not know what they have to do in the
According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.
Motivation is a key driving force in most human beings and lies hidden to be discovered
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
Choices are such things that most people value making. In this case, I valued choosing a book from the list of summer reading selections. One afternoon, I took a trip to the nearest Barnes and Noble bookstore and sat down to research each book on the list. After about an hour and a half, I decided to read Daniel Pink’s Drive: The Surprising Truth About What Motivates Us because it interested me the most, and I had previously been seeking anything that could motivate me in everyday life. When I first started reading the book, I felt intrigued about the information Pink was presenting. There was data I did not know about, and continuing to read was the only way to discover more. The process of leafing through the text was quite enjoyable, and stories of people and corporations that changed throughout time fascinated me. By the end of the book, I was extremely motivated and excited to start applying what I had read to my life.
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.
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.
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
In the world today, altruism is associated with the “common good” of man while egotism is associated with evil and non-consideration of the fellow man. In contrast to the world’s view, Ayn Rand provides and proves a new definition for egotism through her book, The Fountainhead. She defines egotism in the context of ethics. She states: “Man-every man-is an end in himself, not a means to the ends of others; he must live for his own sake, neither sacrificing himself to others nor sacrificing others to himself; he must work for his rational self-interest, with the achievement of his own happiness as the highest moral purpose of his life.” Howard Roark, the protagonist in the book is a selfish and egoistical man whose actions reflect his own
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
The book The Devil In the White City by Erik Larson re-tells the story of Chicago’s World Fair, while H.H. Holmes, also known as “America’s first serial killer”, emerges as a dark force within the fair. Switching back and forth between the experiences of the head fair administrator, Burnham, and the other directors along with the evils of Holmes, the reader begins to understand the world of tragedy and crime that lies behind the public’s excitement. From a devastating storm to the deaths of multiple builders, suspense builds as tragedy is followed by more tragedy. Through the use of contrasting ideas and ethical clauses highlighted by symbolisms and descriptions within the book, Erik Larson creates an underlying argument that one’s pursuit of pride and success often causes destruction and comes at the price of another’s well-being.
The Parthenon of Greece and the Pantheon of Italy are both temples that, though aesthetically pleasing, represent the cultures and thinking of their times. This can be seen in the architecture and function of the buildings.
In Daniel Pink’s speeches, he explains that the popular tactic of monetary incentives as motivation actually stunts creative performance, which is an important part of today’s business world. He emphasizes that it is not mere theory, but fact proven by countless experiments carried out by scientists and economists. Our society continues to heavily rely on monetary rewards even though it has shown to be counterproductive. Pink’s speeches are increasingly relevant, not only in the classroom, but also in the real world.
Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.
While watching “The Puzzle of Motivation” by Dan Pink, I was very intrigued. Throughout the entire talk, there were several interesting points that were made. It really interested me when Pink talked about the group that was rewarded. Pink stated that if the contestants were in the top 25% of the fastest times, they would be rewarded five dollars. With this incentive, most would hope to do well, if not better than the person that would not be rewarded. Pink then goes on to point out the results. How much faster did the group that was offered a reward actually do? On average, it took them three and a half minutes longer. This really stood out to me because when offered a reward for a task, normally a person would be more motivated and thus do better. What amazed me even more was that this isn’t just a one time thing. This is has been replicated over and over for nearly 40 years. As Pink says around 04:33, “These contingent motivators -- if you do this, then you get that -- work in some circumstances. But for a lot of tasks, they actually either don 't work or, often, they do harm.” These rewards that are being offered are being used to attempt to sharpen thinking and accelerate creativity, but instead it’s proving to do the opposite. It’s proving to dull thinking and block creativity.
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,