The Puzzle Of Motivation By Dan Pink

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

I chose motivation as my construct because I am very curious at what drives people and keeps them on track to reach goals, deadlines, and thing of this nature. Motivation of course is not something that can be measured, nor could it possibly measured accurately. First motivation can be defined in multiple ways to different people. Internal and external influences that fuel desire and energy in people to be continually involved and faithful to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the strength of desire

Cameron, J., Banko, K. M., & Pierce, W. D. (2001). Pervasive Negative Effects of Rewards on Intrinsic Motivation: The Myth Continues. The Behavior Analysist , 1-44.

Motivation is something that we as human beings all possess. There is obvious levels of motivation, these levels make a substantial difference between a regular Joe and a multi-billion dollar executive. What drives a person to reach his/her full potential is motivation, whether good or bad. Sometimes tragedy as awkward as it may sound will provide

The theories relating to the motivational methods and techniques I have chosen to reinforce the information are the two-factor and expectancy theory. The two-factor theory was developed by Frederick Herzberg’s and falls under two categories the satisfier and hygiene factors. The two are linked and are identified as being turned

motivation to do something you are most likely not going to want to do it.

productivity is high with reduced labour cost as a result of less man hours. But most

Wood, M.D, et. al (2007). Brief motivational intervention and alcohol expectancy challenge with heavy drinking in college students: A randomized factorial study. Addictive Behaviors, 32(11), 2509-2528. doi:10.1016/j.addbeh.2007.06.018

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.

A situation where I was extrinsically motivated was when I had to babysit my little siblings for a night. I was extrinsically motivated because I was going to get paid. Usually I do not get paid to babysit, so I was excited and I felt that I had to try my best. I babysit almost every weekend and this particular weekend my parents told me that I deserve to be rewarded for all the times that I babysat. They said, they were going to pay me fifty dollars when they get home, and they were going make sure I did the job I was supposed to do.

The MBTI (Myers-Briggs Type Indicator) has given me insightful information over 4 different dichotomies: 1)Where I focus my attention 2) How I take in information 3) How I make decisions based on the information and 4) How I deal with the world. After completing the assessment, I was dubbed ‘INTJ’. This being 9% Introvert, 38% iNtuitive, 3% Thinking, and 31% Judging. To my surprise, after reading the detailed report, I found most of the information presented, to be ‘spot on’. According to the Center for Confidence and Well-Being, “Of all the personality types, INTJs are most motivated by “vision”. They have a great need to come up with a unifying idea of a future, improved state, which is then their job to realize. This inner vision can be so strong for INTJs and so individual that they are often reckoned to be the most independent-minded of all the types” (Craig, C., 2014). This provided me with great validation that I have been lucky enough to find myself in the right career. Currently, I am the interim Director of Quality at an acute care hospital in San Diego. Daily, myself and my team are looking for ways to improve hospital processes, systems, and relationships. Always striving for a future vision or ‘ideal state’ of how we would like to see our organization functioning to better serve our community. Many people have told me that they could ‘not do what I do’ simply because of the data collecting, analyzing, reporting, and

Pink provides a well laid out case highlighting the gap between what science knows and what organizations do. Showcasing the mid-century work of Harry Harlow and Edward Deci , Pink explains how human motivation seems to run counter to what most scientists and citizens believe. For decades, we have believed that we know what motivates people: rewards. Rewards are supposed to intensify interest and enhance performance. But Harlow and Deci found different results. Deci wrote, “When money is used as an external reward for some activity, the subjects lose intrinsic interest for the activity.” Like a shot of espresso, rewards can give you a jolt of energy, but the boost wears out, moreover, it can erode a person’s longer-term motivation to engage in the task. As we continue to incentivize our staff and students,

This type of motivation is influenced heavily by rewards and external incentives. It also implies the notion that “I have to do something” in order to be compliant with what someone else wants me to do. It is a motivation that is primarily influenced by the hope of attaining tangible items such as prizes, special privileges, or money. Although Drive implies the heavy use of Motivation 2.0 by the corporate world, Pink also draws attention to the fact that schools typically operate under this mode, as well, and that it can have detrimental effects on our students and on learning, in general. Motivation 2.0 is also referred to in the book as the “Carrots and Sticks Approach”, and although it may yield positive results in the short-term, the repeated or incorrect use of extrinsic rewards can actually work against what educators are trying to achieve in terms of truly motivating their students.

Comparatively, I can agree to Drevitch’s point of view that the problem with today’s society is that many people are easy distracted and influenced by even a small amount of incentives that get thrown their way. Drevitch emphasized “When it comes to getting people to do what they ought to, our first instincts are often wrong.” Nevertheless, I can admit I have personally fallen into these categories with motivation at work. I have co-workers that I really like to work with, and we try to make it a fun work environment, so it’s enjoyable and really does make someone motivated to be a productive worker. Nonetheless, I know my limits if asked to do something beyond my pay grade, and I have to make conscious decisions before I can consider if it is worth it. On the other hand, I don’t think all extrinsic motivation is a bad concept for certain situations. For instance, as parents, our purpose is to help guide and motivate our children to do things that will help them towards their future through disciplinary and sometimes reinforcement. However, it is important to understand, and acknowledge that there is a fine

Motivation can come from two sources, from inside of you and from outside of you. It can come from your hopes and expectations. It is from your desire to do something or to be someone, but not everyone is highly