Drive: The Surprising Truth About What Motivates Us by Daniel H. PinkForget everything you thought you knew about how to motivate people—at work, at school, at home. Its wrong. As Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others) explains in his paradigm-shattering book Drive, the secret to high performance and satisfaction in todays world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.
Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of our lives. He demonstrates that while the old-fashioned carrot-and-stick approach worked successfully in the 20th century, its precisely the wrong way to motivate people for todays challenges. In Drive, he reveals the three elements of true motivation:
*Autonomy—the desire to direct our own lives
*Mastery—the urge to get better and better at something that matters
*Purpose—the yearning to do what we do in the service of something larger than ourselves
Along the way, he takes us to companies that are enlisting new approaches to motivation and introduces us to the scientists and entrepreneurs who are pointing a bold way forward.
Drive is bursting with big ideas—the rare book that will change how you think and transform how you live.
Daniel Pink: The Surprising Truth About What Motivates Us
Drive by Daniel H. Pink
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Print Hardcover Audiobook. Tasks are either: 1 Algorithmic—you pretty much do the same thing over and over in a certain way, or 2 Heuristic—you have to come up with something new every time because there are no set instructions to follow. The carrot and stick approach to motivation is flawed. The Five Big Ideas Researchers have found that extrinsic rewards can be effective for algorithmic tasks—those that depend on following an existing formula to its logical conclusion. But for more right-brain undertakings—those that demand flexible problem-solving, inventiveness, or conceptual understanding—contingent rewards can be dangerous. Goals that people set for themselves and that are devoted to attaining mastery are usually healthy. But goals imposed by others can sometimes have dangerous side effects.
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He argues against old models of motivation which were driven by fear, money, and rewards. The old theories of motivation are based on extrinsic factors. Pink believes we need to move past the carrots and sticks approaches, and need to upgrade to a new way of thinking. Extrinsic motivators like money and other external rewards worked well for twentieth century businesses because of the manual work and simple solutions of that era. Studies have found that for simple systematic tasks an external reward improved performance. However, because these external rewards narrow the focus and restrict possibilities, it makes it difficult for people to come up with creative solutions to complex problems.