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Drive

In: Business and Management

Submitted By huahua
Words 1228
Pages 5
Overview

Rewards and punishments are failing us as motivators, declares Pink. Encouraging autonomy, mastery and purpose in personal and professional settings will lead to more productive, creative, and ultimately fulfilling lives.

Part One: A New Operating System

Chapter 1 questions the traditional view of human motivation that rewards pushing people to perform better and work harder. Pink explains that people have operating systems--the first, Motivation 1.0, is the biological drive to survive, and the second, Motivation 2.0 (M2), is driven by extrinsic motivators. Pink then describes organizations’ limited attempts to improve M2 by fostering environments for employees to grow and gain more autonomy. Pink describes how M2 is increasingly incompatible with how we organize what we do, how we think about what we do, and how we do what we do. He describes how organizations are morphing into entities that allow for a mix of goals rather than segregated by for-profit and not-for-profit. He describes how humans think irrationally, contrary to what economists may believe. Finally, Pink describes how people need to be intrinsically motivated in order for our motivational operating system to function.

In Chapter 2, Pink discusses the negative consequences of utilizing carrots and sticks, à la M2, to encourage certain actions or results. Firstly, carrots and sticks have the potential to diminish intrinsic motivation, which is driven by passion, pleasure, and interest in a certain topic or task rather than just by an external reward. Additionally, they can result in narrow, constrained thinking centered only on the reward as opposed to creative, out of the box ideas that can produce original results. Carrots and sticks can foster unethical thinking and crowd out altruistic motivations to perform a task. They could also encourage risky and reckless decision-making or foster addictions to pleasures associated with rewards. Finally, M2 incentivizes short-term thinking and cutting corners to acquire desired outcomes versus more carefully devised plans. Despite these potential adverse effects, M2 may sometimes be appropriate. There are a numerous tasks that are routine and rudimentary and therefore require minimal creativity or deep thinking; an extra incentive may help workers complete these tasks.

In Chapter 3, Pink discusses self-determination theory (SDT), which is premised on the idea that satisfaction, motivation, and happiness are based on the fulfillment of three universal human needs: “competence, autonomy, and relatedness.” SDT prescribes work environments that satisfy these needs, instead of encouraging leaders to solve problems with carrots and sticks. Pink offers his own behavioral system--Type I and Type X. Type X behavior is a manifestation of M2, which places higher value on extrinsic motivators than on intrinsic ones. Type I behavior describes Motivation 3.0, which emphasizes the importance of enjoying the activity for its own sake rather than any outcome. In the long run, Type I’s always outperform Type X’s because intrinsic motivation will sustain hard work for much longer than will extrinsic motivation. Similarly, Type I behavior improves well-being, as the focus is on autonomy, mastery and purpose, rather than money, fame, or beauty, which are all extrinsic determinants of Type X behavior. Thus, in order to improve our own lives, families, and businesses, it would be best to follow the science, and shift our mindset from Type X to Type I--from extrinsic to intrinsic motivators.

Part 2: The Three Elements

Part Two explores in-depth the three elements of “Type I” behavior-- autonomy, mastery and purpose-- to further connect how business can apply the science of human motivation to workplace performance.

Chapter 4 investigates autonomy in the context of our desire to be self-directed in our work. The autonomic workplace is achieved through the Ressler-Thompson “results-only work environment” or “ROWE” strategy, where employees are allowed freedom in their tasks and work styles, entrusted to complete their work. Companies like Google demonstrate the efficacy of this management style. When the company initiated changes that allowed time for personal projects rather than a strict regimen of scheduling and task regulation, the result was highly innovative successes like Gmail and Google Translate. Autonomic management strategies also foster more workplace collaboration.

Chapter 5 examines our compulsion for mastery. In the science fields, sense of mastery is a long-known biological need for humans to control components of their lives; most notably, accomplishing something that matters. Many corporations unhealthily focus less on mastery and more on compliance, when they should genuinely empower employees to tackle complex problems congruent with their natural mastery needs. The latter tactics lead to productivity and work satisfaction, where workers maximize “workflow,” a state of mind where one is completely and positively enveloped in work. Pink defines this mastery as a mindset, a pain, and an asymptote. Those who believe intelligence can increase are more likely to achieve mastery; those with the “grit” to persevere are more likely to excel; and those who understand there is always more to learn and achieve will reach that optimum workflow.

Chapter 6 looks at the final element, purpose, the need to be part of something greater than ourselves. The pursuit of purpose is the perennial piece of Type I people’s peak performance. As is, autonomous people working toward mastery are highly efficient, but those with a greater objective are even more capable. Even compared to workers in pursuit of earning money, those with impassioned purpose are becoming recognizably more desired in the workplace, and are better workers.

Part Three: The Type I Toolkit

Here, Pink offers strategies for individuals to awaken their motivations and organizations to improve. For individuals, strategies include regularly recording feelings of flow, exploring intrinsic motivations, and always asking, was I a little better than yesterday? Other suggestions include developing a “to don’t ” list to get rid of time-wasting distractions, and approaching mastery through deliberate practice and seeking feedback. For organizations, recommendations (applicable to both employers and employees) include scheduling time for noncommissioned work, conducting a regular autonomy audit, and understanding your colleagues’ purpose. In terms of pay, it is important to ensure fairness both internally (by paying people commensurate with their colleagues) and externally (by paying people in line with others doing similar work at other organizations). Another excellent strategy is to pay great people a little more than market rate, which enables the organization to attract talent, reduce turnover, and enhance productivity and morale.

Pink also gives suggestions specific to parents and educators on encouraging Type I behavior in kids. Children should be in charge of their own learning, e.g., DIY report cards, self-designed projects, letting kids teach, and teachers asking the following about homework: does it promote autonomy (students decide how and when to do it), mastery (not regurgitation of classroom work) and applicability (kids see how it builds on class work)? Pink calls for raising teacher pay and eliminating “bad teachers”. He recommends a form of homeschooling plus five schools (private or charter) that generally adhere to the Type I model, and advises on how to give praise (sincerely, in private and about strategy and effort rather than intelligence). He also supports allowances and chores but never in combination (that’s just bribery). Pink closes his toolkit with 15 must-read books that further explore Type I and Type X thinking, valuable tidbits from business leaders emphasizing employee empowerment, and thoughts on staying motivated to exercise (hint: lose the treadmill).

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