This is a discounted bundle featuring 2 of Hyperink's most popular Dan Pink Quicklets, including:
-Quicklet on TED Talks: Dan Pink on the Surprising Science of Motivation
-Quicklet on Daniel H. Pink's Drive: The Surprising Truth About What Motivates Us
Here are brief excerpts from each below. Buy them together and save over 50% off the combined price!
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From the Quicklet on TED Talks: Dan Pink on the Surprising Science of Motivation:
When it comes to what motivates us at work, the conventional wisdom is money. It’s long been established that if you want to motivate someone to do a better job, you pay them well and provide financial incentives to do an even better job. In companies throughout the United States and much the world, employees eagerly anticipate the day when they hear from their boss whether they’ll be getting a bonus or pay raise.
But is money all that motivates us? Thinking on my own situation, there have been plenty of times when I was well compensated for a job but still didn’t perform as well as I should have. There have also been times when I did everything that I could and put in a lot of time on jobs with lower pay. If you were to ask around your own family, friends, and colleagues, I suspect that you’ll find they’ve experienced this as well.
This goes against everything that we’ve been told about motivation. The more I get paid, the better my job performance is supposed to be. This belief that money is the biggest driver of performance is so accepted that to suggest otherwise would almost be un-American.
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From the Quicklet on Daniel H. Pink's Drive: The Surprising Truth About What Motivates Us:
The conventional view of human motivation is not only outdated, it’s ill-prepared to handle how we organize what we do, how we think about what we do, and how we do what we do. People are not robots programmed to maximize profits. We all have internal motivators and seek self-direction. Continuing to operate out of the old conventional view hampers our economic progress.
Rewards and punishments often lead to the opposite of their intended aims. They give us less of what we want by extinguishing intrinsic motivation, diminishing performance, crushing creativity, and crowding out good behavior. They also give us more of what we don’t want by encouraging cheating, shortcuts, and unethical behavior, becoming addictive, and fostering short-term thinking.
There are times when incentives and other “if-then” type external rewards work, but they often backfire because, by design, they limit our focus and foster short-term thinking. In general, the less people feel controlled, the better they will perform in the long run.
