Have You Got Drive This Is What REALLY Motivates Us

 

Dan Pink Drive: The surprising truth about what motivates us

Video taken from the channel: The RSA


 

Daniel Pink: What Really Motivates Workers

Video taken from the channel: moneywatch


 

Job Interview Questions And Answers What Motivates You | HR Crest

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The Good Life Radio • 24/7 Live Radio | Best Relax House, Chillout, Study, Running, Gym, Happy Music

Video taken from the channel: The Good Life Radio x Sensual Musique


 

Daniel Pink: “Drive: The Surprising Truth About What Motivates Us”

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RSA Animate DriveThe surprising truth about what motivates us

Video taken from the channel: RSA ANIMATE 2015


 

RSA ANIMATE: Drive: The surprising truth about what motivates us

Video taken from the channel: The RSA


 

Interview Skills What motivates you? Includes Sample Answer!

Video taken from the channel: Antony Stagg


 

Job Interview Questions And Answers What Motivates You | HR Crest

Video taken from the channel: HRCrest


 

Daniel Pink: What Really Motivates Workers

Video taken from the channel: moneywatch


 

Daniel Pink: “Drive: The Surprising Truth About What Motivates Us”

Video taken from the channel: WGBHForum


 

The Good Life Radio • 24/7 Live Radio | Best Relax House, Chillout, Study, Running, Gym, Happy Music

Video taken from the channel: The Good Life Radio x Sensual Musique


 

RSA Animate DriveThe surprising truth about what motivates us

Video taken from the channel: RSA ANIMATE 2015


 

RSA ANIMATE: Drive: The surprising truth about what motivates us

Video taken from the channel: The RSA


In Drive: The Surprising Truth About What Motivates Us, author Daniel H. Pink argues that to get the best out of ourselves, only focusing on rewards and punishments isn’t doing us any favors. When Pink introduced the concept of a third, more important type of drive early on in his book, I. (If you have trouble reading this post, click here.). Photo by Edu Lauton on Unsplash. Adapted from bestselling writer Daniel Pink’s talk at the RSA, this short animated video illustrates the hidden truths behind what really motivates us in the workplace.

Think you know how to motivate people? Think again! In DRIVE: The surprising truth about what motivates us, Dan Pink takes a scientific approach to human motivation with amazing results.He shows how autonomy, mastery and purpose are more important to people than big bundles of cash and looks to the future of motivation in the workplace.

You have already had a profound impact on my life and my decisions and I hope to gain more from you over time. – Steven Schwersky Craig is not just a very, very, very informative person but more than that he is GENUINE, What he says is truth from his heart and mind, he wants us to succeed and is doing everything he can in order to help us. • Contingent rewards (“if-then”: if you do X, then you get a reward) require people to forfeit some of their autonomy • Several studies show the more you pay people the worse they perform (e.g., slower to complete tasks) • Karl Duncker’s “candle problem” was used in experiments where the faster people solved it, the more money they received. Sex drive seems to influence us in ways arguably unrelated to raising the odds that someone will have sex. Erotic influences appear in art, architecture, literature, humor.

Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us.”. Does Money Really Affect Motivation? This article reviews the research. This article is titled The Top 9 Things That Ultimately Motivate Employees to Achieve. This lively RSA Animate, adapted from Dan Pink’s talk at the RSA, illustrates the hidden truths behind what really motivates us at.

Here’s What Really Motivates You, Based on Your Enneagram Type Enneatype 1. Implementing your vision of a better, more fair world. Your sense of justice paired with a better future for everyone drives your actions and decisions. You envision a world with more acceptance, equality, and opportunities for all.

It might take you a few minutes to figure out that you must remove the thumbtacks from the box, use the tacks to attach the box to the wall, then place the candle inside the box, but according to Daniel Pink in his book Drive: The Surprising Truth About What Motivates Us, it would take you even longer if you were offered a reward for solving it.

List of related literature:

This state, called a drive, motivates us to satisfy the need.

“Wired for Intimacy: How Pornography Hijacks the Male Brain” by William M. Struthers
from Wired for Intimacy: How Pornography Hijacks the Male Brain
by William M. Struthers
ReadHowYouWant.com, Limited, 2010

This drive is what we call intrinsic motivation.

“The Core Concepts of Occupational Therapy: A Dynamic Framework for Practice” by Anne Lawson-Porter, Jennifer Creek
from The Core Concepts of Occupational Therapy: A Dynamic Framework for Practice
by Anne Lawson-Porter, Jennifer Creek
Jessica Kingsley Publishers, 2010

Motivation provides us with drive for action.

“Practical Christian Theology: Examining the Great Doctrines of the Faith” by Floyd H. Barackman
from Practical Christian Theology: Examining the Great Doctrines of the Faith
by Floyd H. Barackman
Kregel Academic, 2001

A short drive, yes, but to get there I have to fight traffic and pay a hefty bridge toll, not to mention take out a loan to cover the price of parking!

“NIV, Bible for Women, eBook: Fresh Insights for Thriving in Today's World” by Angela Scheff, Shauna Niequist, Zondervan,
from NIV, Bible for Women, eBook: Fresh Insights for Thriving in Today’s World
by Angela Scheff, Shauna Niequist, Zondervan,
Zondervan, 2015

Indeed, people who can readily obtain these necessities are not often motivated by drives.

“The Psychology of Emotions” by Carroll E. Izard
from The Psychology of Emotions
by Carroll E. Izard
Springer US, 1991

The drive helps in the realization of the felt needs.

“ESSENTIALS OF EDUCATIONAL PSYCHOLOGY” by S. K. MANGAL
from ESSENTIALS OF EDUCATIONAL PSYCHOLOGY
by S. K. MANGAL
PHI Learning, 2007

A drive which has a definite target becomes a motivation.

“Consumer Behaviour” by Jim Blythe
from Consumer Behaviour
by Jim Blythe
Thomson Learning, 2008

There’s a greater task at hand that I need to attend to, and I can’t have my pants scared off at the sheer thought of the drive.

“The Secrets You Keep: A tense and gripping psychological thriller” by Kate White
from The Secrets You Keep: A tense and gripping psychological thriller
by Kate White
Canelo, 2017

Motivation refers to the drives— especially wants and needs—that propel us in specic directions.

“Psychology: From Inquiry to Understanding” by Scott Lilienfeld, Steven Jay Lynn, Laura Namy, Nancy Woolf, Graham Jamieson, Anthony Marks, Virginia Slaughter
from Psychology: From Inquiry to Understanding
by Scott Lilienfeld, Steven Jay Lynn, et. al.
Pearson Higher Education AU, 2014

What’s helped drive me to an insane level of desire and success is to turn my car into “Drive-Time University.”

“The Unemployed Millionaire: Escape the Rat Race, Fire Your Boss and Live Life on YOUR Terms!” by Matt Morris
from The Unemployed Millionaire: Escape the Rat Race, Fire Your Boss and Live Life on YOUR Terms!
by Matt Morris
Wiley, 2009

Alexia Lewis RD

Registered Dietitian Nutritionist and Certified Heath Coach who believes life is better with science, humor, and beautiful, delicious, healthy food.

[email protected]

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171 comments

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  • I doubt Professor Schulman deserved the disrespect of being referred to as Miss Schulman in this video, seeing as she is an accomplished economics professor and should be addressed as Dr and not an outdated title that alludes to her relationship status.

  • Drive: A need state energized by
    stimulus deprivation (no food), stimulus apprehension (thinking about male or
    female protuberances), or dread (forgetting one’s anniversary) that gets you
    going, but doesn’t tell you where. When coupled with cognition, ignites
    something called behavior (e.g., raiding the refrigerator, flirting, making
    excuses to wife), and when defined as combined becomes undefined, such as
    consciousness, free will, and ‘about last night’.

    from Dr. Mezmer’s Dictionary of Bad
    Psychology, at doctormezmer.com

  • The ‘hand ‘ which is writing on the screen is annoying… is it at all necessary?? it is obstructing and as it is advised ‘not to read in a moving vehicle’ because in a moving vehicle the book-to-eye distance keeps on changing & stresses the eyes to focus and refocus on the book. Therefore it is not advisable to not to read in a moving/jerking vehicle.
    You have suggested yourself @ 4:36 That ” When a task gets more complicated…
    Any comment on this??

  • “pay people enough to take the issue of money off the table”, even if you pay me a million dollars an hour, I’m still going to ask for more. people are PIGS, there no such thing ‘”enough”

  • Please Watch and Share this today and every so often as long as you live on Earth; Add the Scripture below for the Love of God.

    “We Master what we Love” We work for money.

    Matthew 22:34-40 KJV

    34 But when the Pharisees had heard that he had put the Sadducees to silence, they were gathered together.

    35 Then one of them, which was a lawyer, asked him a question, tempting him, and saying,

    36 Master, which is the great commandment in the law?

    37 Jesus said unto him, Thou shalt love the Lord thy God with all thy heart, and with all thy soul, and with all thy mind.

    38 This is the first and great commandment.

    39 And the second is like unto it, Thou shalt love thy neighbour as thyself.

    40 On these two commandments hang all the law and the prophets.

    John 4:5-11 KJV

    5 They are of the world: therefore speak they of the world, and the world heareth them.

    6 We are of God: he that knoweth God heareth us; he that is not of God heareth not us. Hereby know we the spirit of truth, and the spirit of error.

    7 Beloved, let us love one another: for love is of God; and every one that loveth is born of God, and knoweth God.

    8 He that loveth not knoweth not God; for God is love.

    9 In this was manifested the love of God toward us, because that God sent his only begotten Son into the world, that we might live through him.

    10 Herein is love, not that we loved God, but that he loved us, and sent his Son to be the propitiation for our sins.

    11 Beloved, if God so loved us, we ought also to love one another.

  • You can really see this during the lockdown: although most people are still being paid due to the Government’s furlough scheme, the vast, vast majority of people to whom I’ve spoken and whom I’ve seen on the news state adamantly that they’re desperate to get back to work. They are bored and simply desire for purpose and the societal improvement that they provide.

  • Every corporate’s agenda is profit. This guy is essentially preaching communism in a very subtle way. Intrinsic motivations work with individual creativity. But when it comes to the average worker, this won’t work. This will probably work for the CEO and CFOS, but for the people who are actually making the money for the company, well, they really could care less. O

  • Dan Pink’s (2010) RSA presentation on the relation and impact of incentives on motivation and performance is a well-delivered summary of research and results. Pink’s argument that autonomy, mastery, and purpose are stronger performance motivators than financial incentives are supported by numerous research studies on the topic of incentives and their impacts on performance. For example, Ryan and Moller (2018) and Erceg and Suljug (2016), suggest that intrinsic motivation, or those activities an individual finds interesting and/or satisfying, influences performance positively. This aligns to Pink’s (2010) discussion of autonomy and employee performance. Ryan and Moller (2018) also support Pink’s (2010) position on purpose being important to employee motivation and that when individual goals align with an organization’s stated goals and values, performance tends to improve, an idea also supported by other researchers (Burke, 2018; Erceg and Suljug, 2016).

    Pink (2010) also argues that while a certain minimum level of pay is necessary for employees to be motivated to perform once this level is met anything above it does not necessarily lead to improved performance. Gerhart and Fang (2018) support this assertion in their study of pay for performance models and employee motivation and performance. Their research suggests that PFP often can lower employee motivation as the imposition of PFP criteria often stifles or hinders autonomy, which employees may value more, referring to Ryan and Moller (2018). This in turn can result in lowered performance, counter to the intent of PFP, which is to improve employee or organizational performance.

    Pink (2010) focused primarily on how individuals were motivated to contribute to the success of an organization. Clark (2005) and Corts (2007) examined the role of motivation in a team’s efforts within an organization. Their research suggests that individuals may be motivated to accomplish goals, but it is more difficult to motivate a team of individuals to accomplish goals. Clark (2005) highlights that mutual confidence in each other is the most salient factor in team’s motivation to work together. Conversely, lack of confidence can erode performance in a team. Corts (2007) posits that performance as a team can reduce the risk of negative individual performance, and that team members can hold each other accountable, improving performance and echoing Clark (2005).

    The intent of this entry is not to state that there are not other factors to consider in assessing what motivates employees or organizations to perform in ways to meet a set of goals. Rather, the intent was to demonstrate that Pink’s (2010) assertions in the video are supported by research.

    REFERENCES

    Burke, W. (2018). Organization change: theory and practice (5th ed.). Sage Publications.

    Clark, R. (2005). Research‐tested team motivation strategies. Performance Improvement, 44(1),

    13–16. https://doi.org/10.1002/pfi.4140440107

    Corts, K. (2007). Teams versus individual accountability: solving multitask problems

    through job design. The RAND Journal of Economics, 38(2), 467–479.

    https://doi.org/10.1111/j.1756-2171.2007.tb00078.x

    Erceg, L. & Šuljug, A. (2016). How corporations motivate their employees – hrvatski telekom

    example. Pravni Vjesnik, 32(2), 85–102.

    Gerhart, B. and Fang, M. (2018). Competence and pay for performance. In Elliot, A. et al

    (Ed.), Handbook of competence and motivation. Guilford Press.

    Pink, D. (2010, April). Drive: The surprising truth about what motivates us [Video]. RSA

    ANIMATE. https://www.youtube.com/watch?v=u6XAPnuFjJc

    Ryan, R. and Moller, A. (2018). Competence as central, but not sufficient, for high-quality

    motivation. In Elliot, A. et al (Ed.), Handbook of competence and motivation. Guilford

    Press.

  • I hated this stupid video when they said ”weird socialist conspiracy”, and animator describing human curiosity and our passions as economically irrational behavior. Well, nobody is surprised about what you claim to be ‘discovered’.

  • I love this so much. I saw this a while ago and could not find it, but so happy to find it again! Thank you so much for doing this animation love it!!! Money is only the starting point for employee motivation. I don’t know about other industries, but I know in tech that even when a person is well paid, they can still feel uninspired for a variety of reasons. Thank you to Dan Pink and RSA for doing this!:)

  • He may have considered that theory but left it to one side because of the criticisms about the collection of data regarding satisfaction and dissatisfaction: apparently the results were most likely an artefact of the use of the Critical Incident Technique as the collection method. This pisses me off because I’d kinda gotten attached to that theory:(

    Vroom’s Expectancy Theory might have been an interesting theory for him to study as part of his research for this book.

  • these are basically the principles worker cooperatives have known about and have been operating on (in a much more radical form) for about two centuries.

  • This sounds great, but if it is true why are we seeing more and more innovation competitions with big prize purses. AND there are technology breakthroughs happening because of these events.

  • I hate these types of training methods. To say the least, they are very irritating to watch. It’s like watching a movie with sub-titles: you spend more time reading the dialog instead of watching the movie. And because of this, you might miss an important, minute piece of footage. With videos like this, you are busy trying to following the illustrations as they are being draw. I would rather just listen to the presenter talk.

  • This is a great concept but in the real world not everyone can have a job where the work environment is enjoyable and fun. A few companies get this but the key word there is few.

  • Just got this amazing book for a great price here if anyone else would like it > https://www.amazon.com/gp/product/1594484805/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=motivation2in-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1594484805&linkId=f7f04e0b0f67b2a5be46745bc56d8416

  • What are you saying?? You had the Idea in 1983 on the Open Source Movemeent?? But I came from the Free Software Movement that existed since the 70’s, and it’s nothing to do with salary, but with Hippie movement….

  • I agree with the majority of your premise if those workers are at jobs they don’t give a damn about.However, to say that he is preaching communism is COMPLETELY WRONG! BTW you are commenting to a former economics major,and he is preaching nothing even close to communism. Communism is a complete confiscation of private property and the state runs EVERYTHING. In Pink’s writings, he never advocated such a thought. Pink is talking about motivation, not public policy. Nice try better luck next time.

  • I feel like this skips over the idea of feedback. You can be self directed and autonomous and getting better, but if no one sees it and tells you what they think of it, then at least my motivation dwindles.

  • Three things. Does more reward make better work? 1. More reward poorer work. 2. Does freedom to do anything on worktime make the workers lazy? When you’re free to do anything and then show it to your employers to get the feeling of being valuable, to be able contribute by doing anything you want and the result is more creative work 3. Are the basic kills that get you to be able to do work, are they enough? We humans like to master things and know the purpose of it, it’s self-actualization.

  • Очердная болтовня богатеев о том, что работа во благо общество не нуждается в оплате. Опять толкается мысль о том, что великие перевороты в обществе делаются на добровольной основе. Нет! Это ложь. Людям дурят голову, после чего они берут Зимний. Потом большевики объявля.т себ правительсвом и пользутся благами. Меньшество гребет себе все, а трудяги рпботают за гроши и их кормят сказочками, что все это во благо общества и будущих поколений. клипу 10 лет. Что-то я не вижу,что Майурософт бесплатно улучшает мир.

  • Three things. Does more reward make better work? 1. More reward poorer work. 2. Does freedom to do anything on worktime make the workers lazy? When you’re free to do anything and then show it to your employers to get the feeling of being valuable, to be able contribute by doing anything you want and the result is more creative work 3. Are the basic kills that get you to be able to do work, are they enough? We humans like to master things and know the purpose of it, it’s self-actualization.

  • No puedo creer que enserio tenga que hacer una actividad sobre esto, no entiendo ni un carajo, pinche profesora Eliana no ayuda un poquito siquiera, Aguante English Dot Works 4

  • My main gripe with this video is that Dan seems to be skimming over the issues/research and jumping to conclusions. E.G. some of our main motivators/drives are gathering resources and raising offspring safely. So, when he says punishment doesn’t work because the parents were late even with the fine, he didn’t consider the fact that maybe 1: the fine was too small (would they be late if we were talking about 200 dollars?) 2: what if the punishment was getting the kids kicked out of the daycare?

  • If you boil this down, Pink is really suggesting socialism. He makes some valid points, but he doesn’t consider the reasons why the people who are paid more may perform less. What he is suggesting will never become a reality.

  • Interesting video; internal drive is so important. I discuss being intrinsically motivated on my channel in the context of raising my little guy to be as smart as possible. Check it out if intrigued https://www.youtube.com/watch?v=8eE5epoOF2A&t=40s

  • So we had the Roman Empire. We had Wikings. We had stoneage. We had communist Russia. We have Cuba. We have USA and China. We have Israel. And Palestine. Is it so much trouble to find a little spot on earth, where motivation is the leading dynamic power of the society.

  • You can really see this during the lockdown: although most people are still being paid due to the Government’s furlough scheme, the vast, vast majority of people to whom I’ve spoken and whom I’ve seen on the news state adamantly that they’re desperate to get back to work. They are bored and simply desire for purpose and the societal improvement that they provide.

  • Eonomics the problem, not the solution.
    Increasing the proft becomes the motive not making a good, useful product.

    BTW the 1993 business model sounds like open source that was already a thing back then. Actually open source wasn’t a thing then, but Free Software was, which was the model in 1993 when that idea got BIG.

    We do it because we like doing it well my boss won’t let me do a good job, but opensource projects value me doing a good job.

  • What are you saying?? You had the Idea in 1983 on the Open Source Movemeent?? But I came from the Free Software Movement that existed since the 70’s, and it’s nothing to do with salary, but with Hippie movement….

  • Frederik Taylor in his book Principles of Scientific Management touches on this same topic. He says it is not good for a man to get rich too fast.

  • Would you link the MIT study please. Also wondering if anyone know if these studies have been replicated in different types of fields. There may be differences in how motivation works in people that are drawn to technical development than people drawn to other fields.

    For workplaces that lack these highly trained people (who likely trust what they are capable of) implementing this strategy could be disastrous.

    I love the idea of the more spiritual purpose driven motive. There’s a huge challenge trying to create a system where this would work on a wider scale though. It needs to start in kindergarten. We need to figure out how to change the system and people’s beliefs about the system so we don’t continue breaking the kids natural drive and creative thinking abilities.

  • Want some motivation? John David is very much willing to help you! He will guide you in a a step by step process, I was earning money at Proper Income Dot Com because of him.

  • O Drive realmente traz uma surpresa naquilo que se sabia entre os cientistas que estudam a motivacao no trabalho vale a pena acompanhar e perder algum tempo para entender esta surpresa sobre o que motiva as pessoas a fazer algo e o que e AUTONOMIA MESTRIA E PROPOSITO

  • The most important stuff I’ve ever done was stuff I was never paid for: Scouts volunteer, historical interpreter, webmaster, author, hobby group newsletter writer and photographer… etc.

  • Would you link the MIT study please. Also wondering if anyone know if these studies have been replicated in different types of fields. There may be differences in how motivation works in people that are drawn to technical development than people drawn to other fields.

    For workplaces that lack these highly trained people (who likely trust what they are capable of) implementing this strategy could be disastrous.

    I love the idea of the more spiritual purpose driven motive. There’s a huge challenge trying to create a system where this would work on a wider scale though. It needs to start in kindergarten. We need to figure out how to change the system and people’s beliefs about the system so we don’t continue breaking the kids natural drive and creative thinking abilities.

  • Interesting video; internal drive is so important. I discuss being intrinsically motivated on my channel in the context of raising my little guy to be as smart as possible. Check it out if intrigued https://www.youtube.com/watch?v=8eE5epoOF2A&t=40s

  • I thought all that nonsense about humans being profit maximizers was discredited (homo economics) but this guy stills seems to wanna hold onto it toward the end of the video.

  • I doubt Professor Schulman deserved the disrespect of being referred to as Miss Schulman in this video, seeing as she is an accomplished economics professor and should be addressed as Dr and not an outdated title that alludes to her relationship status.

  • dude, thie video like me too much, and i want to subscribe, the problem is that i’m from Colombia (i speak spanish) and translate the subtitle it’s very tedious. can you put on subtitles in spanish?

  • Have you imagined that someone will help you to automate the onboarding process with an unusual, inspiring way? This service giving that amazing tool, you may easily build your own onboarding academy. Copy and open CASE.XCOURSE.XYZ and watch like academy helped other business to engage employees and save 192 hours labor per month.

  • unconditional basic Income (UBI) kindly compensates all work without pay
    but banks and Int. Finance will tend to sabotage UBI to keep being in control

  • They forgot that people will not bother study or perform hard tasks if the payment is not high enough to justify that effort (oops)

  • This is a poorly put together presentation. This could have been edited to show what is happening on the presentation screen. I feel like he feels superior to everyone and is talking down to everyone.

  • The most important stuff I’ve ever done was stuff I was never paid for: Scouts volunteer, historical interpreter, webmaster, author, hobby group newsletter writer and photographer… etc.

  • Thanks everyone for your comments. Please, please show your love for the RSAnimate series and vote for RSAnimate Drive in the Webby Awards in the Animation category. Help us continue to spread world-changing ideas farther and wider (and always for free)! Vote here: webby.aol.com/entries/59107

  • Even a decade on from Dan Pink’s (2010) talks these ideas still resound amongst many of us. I have seen that traditional management does get the reward system wrong in many cases. I very much liked the sentiment that you need to pay people enough to not worry about money, then GET OUT OF THEIR WAY. Marsh (2020) discussed how the evolution of pay and compensation over the past 30 years. What will be interesting to see is where things “jump-start” or more quickly shift in the coming years due to the impact of the coronavirus pandemic. An interesting area to research may be at the intersections between Pink and the 2005 research by Clark on motivations of teams and how they work together and what impacts the motivation and thus the success of the team’s outcomes.

    Clark, R. (2005). Research‐tested team motivation strategies. Performance Improvement, 44(1), 13–16.

    Marsh, J. (2020). Accountability

    Pink, D. (2010). Drive: The surprising truth about what motivates us [Video]

  • simply don’t believe the studies were done right. complex creative work by its nature has to be judged subjectively, so the question shouldn’t be ‘how was the performance increase?’, it should be ‘how much did the attempts at performance increase?’. all you can do with creative conceptual work is increase the attempts. like developing a new pharmaceutical.

  • Eonomics the problem, not the solution.
    Increasing the proft becomes the motive not making a good, useful product.

    BTW the 1993 business model sounds like open source that was already a thing back then. Actually open source wasn’t a thing then, but Free Software was, which was the model in 1993 when that idea got BIG.

    We do it because we like doing it well my boss won’t let me do a good job, but opensource projects value me doing a good job.

  • I believe we become more passive and inert as we grow older because of the way the schooling system and our society is set up. As babies and infants we are figuring things out actively, but because of how school emphasizes sitting and learning things through our minds and not through our bodies, the emphasis is switched and we stay in our minds.

  • John Calvin Maxwell ( a leadership expert ) is a hypocrite. Dont trust him. He is inconsistent with his values. He does not practice what he preach. That is a fact.

  • You can still think of people as motivated by carrots. You just have to acknowledge that we’ve been feeding people the wrong type of carrots.

  • Macroevolutionism: a big Lie. Share2care!:) Subscribe! UTube: “CSE-01 Age of the Earth (FULL) Kent Hovind.” Google: “SCIENCE VS EVOLUTION.” If I get buried on top of a Dragon, doesn’t prove I evolved from the Dragon. Homologous structures prove a Common Designer who designed similarly because He knew similar functions would require similar parts! Tautology: Who survives? The fittest. Who’s the fittest? Those who survive! Richest, luckiest, funniest, quickest, strongest, etc.

  • The only thing I can agree is that we only get motivated by doing something we enjoy. Rest of the presentation was vague to listen. He uses a language to sound intelligent but has no key points to match what he is saying. Put me to sleep.

  • Also, groomed, healthy horses smell kind of delicious. I’m allergic to them, but they smell nice. And what about those big brown eyes?!?

  • These are not my favorite types of videos but, my professor insist to use these in my business leadership class, UGH! I was kinds of cool with it until it got political.

  • I see that the author uses the terms needs, drive and motivation interchangeably.I think we will have a better understanding of human behaviour if we are able to distinguish between these terms. It is like we, by our common sense, distinguish between an action, and the reaction.

  • I challenge the brilliant minds out there to find a way to reclaim and reuse or eliminate all the plastics that mankind is polluting our earth with. Is there no multi billionaire brainiac out there who would be willing to put out a challenge and cash backing so that some undiscovered genius could accomplish this task?

  • Intrinsic motivation = scam pushed down slaves throats to accept nominal compensation for extraordinary contribution. Show me the MONEY & Respect!!! Just my opinion.

  • This is only true if you can pay your bills….for minimum wage workers who cant afford basic things, who frequently have to choose between things like “pay the lifht bill” or ” buy food for the family”, money is everything. How do you motivate those employees? Especially when you dont have the authority to hand out raises?..

  • Macroevolutionism: a big Lie. Share2care!:) Subscribe! UTube: “CSE-01 Age of the Earth (FULL) Kent Hovind.” Google: “SCIENCE VS EVOLUTION.” If I get buried on top of a Dragon, doesn’t prove I evolved from the Dragon. Homologous structures prove a Common Designer who designed similarly because He knew similar functions would require similar parts! Tautology: Who survives? The fittest. Who’s the fittest? Those who survive! Richest, luckiest, funniest, quickest, strongest, etc.

  • Agreed, it’s not all about the money!  Recognition awards and personalized gifts can go a long way in helping employees feel appreciated for good work.  

  • I agree with the majority of your premise if those workers are at jobs they don’t give a damn about.However, to say that he is preaching communism is COMPLETELY WRONG! BTW you are commenting to a former economics major,and he is preaching nothing even close to communism. Communism is a complete confiscation of private property and the state runs EVERYTHING. In Pink’s writings, he never advocated such a thought. Pink is talking about motivation, not public policy. Nice try better luck next time.

  • Even a decade on from Dan Pink’s (2010) talks these ideas still resound amongst many of us. I have seen that traditional management does get the reward system wrong in many cases. I very much liked the sentiment that you need to pay people enough to not worry about money, then GET OUT OF THEIR WAY. Marsh (2020) discussed how the evolution of pay and compensation over the past 30 years. What will be interesting to see is where things “jump-start” or more quickly shift in the coming years due to the impact of the coronavirus pandemic. An interesting area to research may be at the intersections between Pink and the 2005 research by Clark on motivations of teams and how they work together and what impacts the motivation and thus the success of the team’s outcomes.

    Clark, R. (2005). Research‐tested team motivation strategies. Performance Improvement, 44(1), 13–16.

    Marsh, J. (2020). Accountability

    Pink, D. (2010). Drive: The surprising truth about what motivates us [Video]

  • By the way, if anyone totally disagrees with my (or Daniel Pink’s) assertion below, search Jerry Rice, Mozart, Bobby Fisher, baseball players from Curaçao, Russian tennis players, & Brazillian Soccer players and you’ll see that their financial rewards came 10+ years after they started. No company would stay in business for 10+ years for intrinsic motivation. Moreover, try to convince me that money motivated these execptional people over their craft. May the arguements begin.

  • By the way, if anyone totally disagrees with my (or Daniel Pink’s) assertion below, search Jerry Rice, Mozart, Bobby Fisher, baseball players from Curaçao, Russian tennis players, & Brazillian Soccer players and you’ll see that their financial rewards came 10+ years after they started. No company would stay in business for 10+ years for intrinsic motivation. Moreover, try to convince me that money motivated these execptional people over their craft. May the arguements begin.

  • Did people really need a 10 minute video to learn that humans like to be treated like people?!?!? Lol. Ok, it was actually good. But it’s a tiny bit sad we needed the finest brains in academia to get this one figured out. Just sayin’

  • I agree with almost everything the speaker said, until the very end. The fact is, creativity can be shaped. Reinforcing behavioral variability results in more creative behavior. This comes straight from behavioral science. Of course, poorly applied, like the example Mr. Pink gave, will certainly lead to less behavioral variability, and thus less creativity. That said, most people don’t like to be aware of just how much their behavior is a result of their histories of reinforcement.

  • Drive is a rare book that will make you think and inspire you to act. Pink presents a strong science-based argument for rethinking motivation and then provides the tools she needs to transform her life.

    Drive: The Surprising Truth About What Motivates Us Book By Daniel H. Pink (PDF-Summary-Review-Online Reading-Download): https://www.toevolution.com/file/view/602118/drive-the-surprising-truth-about-what-motivates-us-book-by-daniel-h-pink-pdf-summary-review-online-reading-download

  • You can already see the results of what the video talks about with the internet.

    People with passions can create multi-million dollar websites just because they love the topic of the website that they create. These same websites can then potentially help billions of people on the planet with their information and services.

    As a result of the internet´s free market-style approach, it has blossomed to become one of the most beneficial tools humankind has ever witnessed. I hope it stays free.

  • Here’s a historical equation, “get rich buy slaves…” and the GOLDEN AGE crumbles…
    MONEY CORRUPTS, we actually fear money for the way it enslaves us! so we get in deeper -the rat race, “the cause” vs the PURPOSE and scapegoat [drunk{$} yells at his slaves or wife, fearing SOCIALISM ambiguated vis corrupted -STATISTICAL AMBIVELENCE, terrible NOT WORKING tech system of “out of sight” VISSIONS that MUST BE!!! in-ORDER for civil funtion and LIBERATED INSPIRATION from “communist fear” where,,

  • So we had the Roman Empire. We had Wikings. We had stoneage. We had communist Russia. We have Cuba. We have USA and China. We have Israel. And Palestine. Is it so much trouble to find a little spot on earth, where motivation is the leading dynamic power of the society.

  • People are saying this video is great but to be honest I’m not getting all that much out of it.

    I had a hard time following this video… When they offered people 3 different rewards, did they ask all of them to do the same task and were all of them being asked to do the best they can? And if yes.. they are trying to say that the people who were offered more money did worse on the EXACT SAME TASK as someone who was offered less???

    An example of what the people who were being offered incentives were actually asked to do, the performance required and the differences between what each was asked of would help. Actual examples. I am so confused.

  • Also, groomed, healthy horses smell kind of delicious. I’m allergic to them, but they smell nice. And what about those big brown eyes?!?

  • What frustrates me is this notion of how we work to live. I see people stressed out because they make a deal with the devil, they are not there because they want to be but because they have to and if they don’t they lost security. The point of life from this perspective looks hopeless. All the schooling we do is one big lie because no one tells you this,you just have a vague notion the stuff you do has a value for helping get work someday. But I don’t see this changing if anything HR is on the side of the boss, being about trying to keep coming up with new ways to get more out of people, for less to demonstrate their value.

  • Have you imagined that someone will help you to automate the onboarding process with an unusual, inspiring way? This service giving that amazing tool, you may easily build your own onboarding academy. Copy and open CASE.XCOURSE.XYZ and watch like academy helped other business to engage employees and save 192 hours labor per month.

  • I believe we become more passive and inert as we grow older because of the way the schooling system and our society is set up. As babies and infants we are figuring things out actively, but because of how school emphasizes sitting and learning things through our minds and not through our bodies, the emphasis is switched and we stay in our minds.

  • I thought all that nonsense about humans being profit maximizers was discredited (homo economics) but this guy stills seems to wanna hold onto it toward the end of the video.

  • before understanding needs/motives/drive/desire we need to accept the truth that humans evolved, obviously from animals and the first two(namely biological and pecuniary) any animal will do; in case of pecuniary interest they(animal) have something else all of which is more inclined towards primitive animal nature, while the 3rd one is what humans are meant for but large population of human species haven’t yet evolved into humans(internal trait) even though they have human form(external).

  • Not really. The typical corporate work environment and salary structure completely robs the individual of any sense of autonomy and purpose. Not hard to understand at all. What’s truly baffling is how we got so divorced from our own nature that we’re now having difficulty seeing the simple truth.

  • This depiction of Pink’s (2010) motivational theory helps one understand what ‘drives’ people in their work. Many organizations factor in compensation as a key predictor of performance. Pick argues that autonomy, mastery and purpose are what motivate most employees.

    In the asynchronous video, Marsh (2020) highlights the compensation evolution. In the 1980’s, merit pay was considered the standard. This evolved to ‘pay for performance’ (PFP), meaning employees are compensated based on their outcomes. Pink’s (2010) research showed that when more skilled work is required, increasing pay based on work outcomes actually has a detrimental effect. Outcomes based performance creates greater accountability and can create improved organizational performance overall (Heinrich, 2020) but does not necessarily lead to increased motivation. Heinrich (2020) supports Pink’s theory that compensation is important to employees but is not a predictor of employee engagement or performance.

    Heinrich, C. J. (2002). Outcomes–based performance management in the public sector: implications for government accountability and effectiveness. Public AdministrationReview, 62(6), 712-72

    Marsh, J. (2020). Accountability Unit 7 Lecturer: asynchronous video on 2sc. http://www.2sc.rossieronline.usc.edu

    Pink, D. (2010, April). Drive: The surprising truth about what motivates us [Video]. RSA ANIMATE. https://www.youtube.com/watch?v=u6XAPnuFjJc

  • This depiction of Pink’s (2010) motivational theory helps one understand what ‘drives’ people in their work. Many organizations factor in compensation as a key predictor of performance. Pick argues that autonomy, mastery and purpose are what motivate most employees.

    In the asynchronous video, Marsh (2020) highlights the compensation evolution. In the 1980’s, merit pay was considered the standard. This evolved to ‘pay for performance’ (PFP), meaning employees are compensated based on their outcomes. Pink’s (2010) research showed that when more skilled work is required, increasing pay based on work outcomes actually has a detrimental effect. Outcomes based performance creates greater accountability and can create improved organizational performance overall (Heinrich, 2020) but does not necessarily lead to increased motivation. Heinrich (2020) supports Pink’s theory that compensation is important to employees but is not a predictor of employee engagement or performance.

    Heinrich, C. J. (2002). Outcomes–based performance management in the public sector: implications for government accountability and effectiveness. Public AdministrationReview, 62(6), 712-72

    Marsh, J. (2020). Accountability Unit 7 Lecturer: asynchronous video on 2sc. http://www.2sc.rossieronline.usc.edu

    Pink, D. (2010, April). Drive: The surprising truth about what motivates us [Video]. RSA ANIMATE. https://www.youtube.com/watch?v=u6XAPnuFjJc

  • This is just a way to make human capital more productive. No different then watching a video about how to make a machine run better to be more productive. Why do people think that this some new age way to do business?

  • I told you we can live without the money! There are people who want to do all sort of stuff for free just because they enjoy it! And we could just exchange products for services, services for products, products for products and services for services! The world would be a better place for sure… And all of us will be automatically motivated because we gonna do what we love and there won’t be any money-related stress!
    Thank for this video, it is great!

  • Drive is a rare book that will make you think and inspire you to act. Pink presents a strong science-based argument for rethinking motivation and then provides the tools she needs to transform her life.

    Drive: The Surprising Truth About What Motivates Us Book By Daniel H. Pink (PDF-Summary-Review-Online Reading-Download): https://www.toevolution.com/file/view/602118/drive-the-surprising-truth-about-what-motivates-us-book-by-daniel-h-pink-pdf-summary-review-online-reading-download

  • The ‘hand ‘ which is writing on the screen is annoying… is it at all necessary?? it is obstructing and as it is advised ‘not to read in a moving vehicle’ because in a moving vehicle the book-to-eye distance keeps on changing & stresses the eyes to focus and refocus on the book. Therefore it is not advisable to not to read in a moving/jerking vehicle.
    You have suggested yourself @ 4:36 That ” When a task gets more complicated…
    Any comment on this??

  • How is that any different from the understanding of money on which his argument lies?

    Of course money can’t be exchanged for what we gain from autonomy, mastery, and purpose, but that’s part of what validates his argument. Money can buy you food, and clothes, and shelter, but it won’t buy you everything you need to be your most productive. It can’t substitute for autonomy, mastery, and purpose.

  • Please Watch and Share this today and every so often as long as you live on Earth; Add the Scripture below for the Love of God.

    “We Master what we Love” We work for money.

    Matthew 22:34-40 KJV

    34 But when the Pharisees had heard that he had put the Sadducees to silence, they were gathered together.

    35 Then one of them, which was a lawyer, asked him a question, tempting him, and saying,

    36 Master, which is the great commandment in the law?

    37 Jesus said unto him, Thou shalt love the Lord thy God with all thy heart, and with all thy soul, and with all thy mind.

    38 This is the first and great commandment.

    39 And the second is like unto it, Thou shalt love thy neighbour as thyself.

    40 On these two commandments hang all the law and the prophets.

    John 4:5-11 KJV

    5 They are of the world: therefore speak they of the world, and the world heareth them.

    6 We are of God: he that knoweth God heareth us; he that is not of God heareth not us. Hereby know we the spirit of truth, and the spirit of error.

    7 Beloved, let us love one another: for love is of God; and every one that loveth is born of God, and knoweth God.

    8 He that loveth not knoweth not God; for God is love.

    9 In this was manifested the love of God toward us, because that God sent his only begotten Son into the world, that we might live through him.

    10 Herein is love, not that we loved God, but that he loved us, and sent his Son to be the propitiation for our sins.

    11 Beloved, if God so loved us, we ought also to love one another.

  • These are not my favorite types of videos but, my professor insist to use these in my business leadership class, UGH! I was kinds of cool with it until it got political.

  • How can performance be worse for a give task but the reward is higher. The setup was the reward would follow the performance. Sounds like it is not happening

  • I told you we can live without the money! There are people who want to do all sort of stuff for free just because they enjoy it! And we could just exchange products for services, services for products, products for products and services for services! The world would be a better place for sure… And all of us will be automatically motivated because we gonna do what we love and there won’t be any money-related stress!
    Thank for this video, it is great!

  • Dan Pink’s (2010) RSA presentation on the relation and impact of incentives on motivation and performance is a well-delivered summary of research and results. Pink’s argument that autonomy, mastery, and purpose are stronger performance motivators than financial incentives are supported by numerous research studies on the topic of incentives and their impacts on performance. For example, Ryan and Moller (2018) and Erceg and Suljug (2016), suggest that intrinsic motivation, or those activities an individual finds interesting and/or satisfying, influences performance positively. This aligns to Pink’s (2010) discussion of autonomy and employee performance. Ryan and Moller (2018) also support Pink’s (2010) position on purpose being important to employee motivation and that when individual goals align with an organization’s stated goals and values, performance tends to improve, an idea also supported by other researchers (Burke, 2018; Erceg and Suljug, 2016).

    Pink (2010) also argues that while a certain minimum level of pay is necessary for employees to be motivated to perform once this level is met anything above it does not necessarily lead to improved performance. Gerhart and Fang (2018) support this assertion in their study of pay for performance models and employee motivation and performance. Their research suggests that PFP often can lower employee motivation as the imposition of PFP criteria often stifles or hinders autonomy, which employees may value more, referring to Ryan and Moller (2018). This in turn can result in lowered performance, counter to the intent of PFP, which is to improve employee or organizational performance.

    Pink (2010) focused primarily on how individuals were motivated to contribute to the success of an organization. Clark (2005) and Corts (2007) examined the role of motivation in a team’s efforts within an organization. Their research suggests that individuals may be motivated to accomplish goals, but it is more difficult to motivate a team of individuals to accomplish goals. Clark (2005) highlights that mutual confidence in each other is the most salient factor in team’s motivation to work together. Conversely, lack of confidence can erode performance in a team. Corts (2007) posits that performance as a team can reduce the risk of negative individual performance, and that team members can hold each other accountable, improving performance and echoing Clark (2005).

    The intent of this entry is not to state that there are not other factors to consider in assessing what motivates employees or organizations to perform in ways to meet a set of goals. Rather, the intent was to demonstrate that Pink’s (2010) assertions in the video are supported by research.

    REFERENCES

    Burke, W. (2018). Organization change: theory and practice (5th ed.). Sage Publications.

    Clark, R. (2005). Research‐tested team motivation strategies. Performance Improvement, 44(1),

    13–16. https://doi.org/10.1002/pfi.4140440107

    Corts, K. (2007). Teams versus individual accountability: solving multitask problems

    through job design. The RAND Journal of Economics, 38(2), 467–479.

    https://doi.org/10.1111/j.1756-2171.2007.tb00078.x

    Erceg, L. & Šuljug, A. (2016). How corporations motivate their employees – hrvatski telekom

    example. Pravni Vjesnik, 32(2), 85–102.

    Gerhart, B. and Fang, M. (2018). Competence and pay for performance. In Elliot, A. et al

    (Ed.), Handbook of competence and motivation. Guilford Press.

    Pink, D. (2010, April). Drive: The surprising truth about what motivates us [Video]. RSA

    ANIMATE. https://www.youtube.com/watch?v=u6XAPnuFjJc

    Ryan, R. and Moller, A. (2018). Competence as central, but not sufficient, for high-quality

    motivation. In Elliot, A. et al (Ed.), Handbook of competence and motivation. Guilford

    Press.

  • This image: https://imgur.com/a/koedKLz is why the federal reserve was funding this study. Never forget the min wage in 1970 was $40 in terms of gold, which stays mostly the same in value.

  • Here’s a historical equation, “get rich buy slaves…” and the GOLDEN AGE crumbles…
    MONEY CORRUPTS, we actually fear money for the way it enslaves us! so we get in deeper -the rat race, “the cause” vs the PURPOSE and scapegoat [drunk{$} yells at his slaves or wife, fearing SOCIALISM ambiguated vis corrupted -STATISTICAL AMBIVELENCE, terrible NOT WORKING tech system of “out of sight” VISSIONS that MUST BE!!! in-ORDER for civil funtion and LIBERATED INSPIRATION from “communist fear” where,,

  • I’ve mapped the three Drive factors onto the kind of stories we need to tell about our work IF we want to motivate others: https://www.youtube.com/watch?v=1IzSlEAw7NA

  • I hate these types of training methods. To say the least, they are very irritating to watch. It’s like watching a movie with sub-titles: you spend more time reading the dialog instead of watching the movie. And because of this, you might miss an important, minute piece of footage. With videos like this, you are busy trying to following the illustrations as they are being draw. I would rather just listen to the presenter talk.

  • ok, I couldn’t watch the full thing though, but could relate….I work for an “Indian” company that earns billions of dollars but pays out peanuts. No growth, inspite of what different things to the table. Currently I’m in a project headed by a f*king tyrant…I so want to break free and what I’m interested in

  • Did people really need a 10 minute video to learn that humans like to be treated like people?!?!? Lol. Ok, it was actually good. But it’s a tiny bit sad we needed the finest brains in academia to get this one figured out. Just sayin’

  • Just got this amazing book for a great price here if anyone else would like it > https://www.amazon.com/gp/product/1594484805/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=motivation2in-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1594484805&linkId=f7f04e0b0f67b2a5be46745bc56d8416

  • I love this so much. I saw this a while ago and could not find it, but so happy to find it again! Thank you so much for doing this animation love it!!! Money is only the starting point for employee motivation. I don’t know about other industries, but I know in tech that even when a person is well paid, they can still feel uninspired for a variety of reasons. Thank you to Dan Pink and RSA for doing this!:)

  • O Drive realmente traz uma surpresa naquilo que se sabia entre os cientistas que estudam a motivacao no trabalho vale a pena acompanhar e perder algum tempo para entender esta surpresa sobre o que motiva as pessoas a fazer algo e o que e AUTONOMIA MESTRIA E PROPOSITO

  • You can already see the results of what the video talks about with the internet.

    People with passions can create multi-million dollar websites just because they love the topic of the website that they create. These same websites can then potentially help billions of people on the planet with their information and services.

    As a result of the internet´s free market-style approach, it has blossomed to become one of the most beneficial tools humankind has ever witnessed. I hope it stays free.

  • How can performance be worse for a give task but the reward is higher. The setup was the reward would follow the performance. Sounds like it is not happening

  • Great talk. I’ve mapped the three Drive factors Dan uses onto the kind of stories we need to tell about our work IF we want to motivate others: https://www.youtube.com/watch?v=1IzSlEAw7NA

  • It is fantastic to express what motivates us.yes Autonomy,Mastery and purpose.Autonomy make our own world where we can do anything without any obstacle.In the end of the video I have got if we make more fun,collaborate environment in our working place,it motive our employee.

  • People are saying this video is great but to be honest I’m not getting all that much out of it.

    I had a hard time following this video… When they offered people 3 different rewards, did they ask all of them to do the same task and were all of them being asked to do the best they can? And if yes.. they are trying to say that the people who were offered more money did worse on the EXACT SAME TASK as someone who was offered less???

    An example of what the people who were being offered incentives were actually asked to do, the performance required and the differences between what each was asked of would help. Actual examples. I am so confused.

  • On 9/11/2001 I was a French bread delivery driver to central London’s investment banks. Today I am a qualified, successful professional trader. To celebrate the launch of my education investment foundation I am willing to teach 100 people, for free (no upfront fee), how to successfully trade the financial markets. Terms and conditions apply.
    Goto: wwwdot100randomacts.co.uk
    email: [email protected]

  • The only thing I can agree is that we only get motivated by doing something we enjoy. Rest of the presentation was vague to listen. He uses a language to sound intelligent but has no key points to match what he is saying. Put me to sleep.

  • Очердная болтовня богатеев о том, что работа во благо общество не нуждается в оплате. Опять толкается мысль о том, что великие перевороты в обществе делаются на добровольной основе. Нет! Это ложь. Людям дурят голову, после чего они берут Зимний. Потом большевики объявля.т себ правительсвом и пользутся благами. Меньшество гребет себе все, а трудяги рпботают за гроши и их кормят сказочками, что все это во благо общества и будущих поколений. клипу 10 лет. Что-то я не вижу,что Майурософт бесплатно улучшает мир.

  • Drive: A need state energized by
    stimulus deprivation (no food), stimulus apprehension (thinking about male or
    female protuberances), or dread (forgetting one’s anniversary) that gets you
    going, but doesn’t tell you where. When coupled with cognition, ignites
    something called behavior (e.g., raiding the refrigerator, flirting, making
    excuses to wife), and when defined as combined becomes undefined, such as
    consciousness, free will, and ‘about last night’.

    from Dr. Mezmer’s Dictionary of Bad
    Psychology, at doctormezmer.com

  • ok, I couldn’t watch the full thing though, but could relate….I work for an “Indian” company that earns billions of dollars but pays out peanuts. No growth, inspite of what different things to the table. Currently I’m in a project headed by a f*king tyrant…I so want to break free and what I’m interested in

  • You can still think of people as motivated by carrots. You just have to acknowledge that we’ve been feeding people the wrong type of carrots.

  • This image: https://imgur.com/a/koedKLz is why the federal reserve was funding this study. Never forget the min wage in 1970 was $40 in terms of gold, which stays mostly the same in value.

  • John Calvin Maxwell ( a leadership expert ) is a hypocrite. Dont trust him. He is inconsistent with his values. He does not practice what he preach. That is a fact.

  • unconditional basic Income (UBI) kindly compensates all work without pay
    but banks and Int. Finance will tend to sabotage UBI to keep being in control

  • This is a great concept but in the real world not everyone can have a job where the work environment is enjoyable and fun. A few companies get this but the key word there is few.

  • Big thanks to John David! He helped me earn more money at Proper Income Dot Com. He taught me the step by step process in becoming more successful in life. Check it out!

  • I hated this stupid video when they said ”weird socialist conspiracy”, and animator describing human curiosity and our passions as economically irrational behavior. Well, nobody is surprised about what you claim to be ‘discovered’.

  • The claim ” higher rewards leads to lower performance” sounds too far-fetched to me. The point here seems to be that we like to do things that are meaningful, this will motivate and drive us regardless the rewards. This is completely different from the message they want to pass, as if people underperform because there’s a high reward for the best performance… not convinced at all.

  • He is so Cheap. “Cheap Seats”, Degrading Call Centre Worker, Making fun of the person who participated to demonstrate 10 bucks incentive…..

  • I have worked at a Hotel for almost 3 years, (I don’t believe in Hotels, btw) and what I can say is that I never felt good with it. I worked hard for about 6 months, despite the pay wasn’t so great as it should be for a 4 stars hotel (and later as 5 stars the pay was not any better) but the biggest turn down I faced there was that I never got any recognition for what I did well. Bosses always seemed to focus only on what we failed doing. That has always been my biggest incentive: Recognition.

  • simply don’t believe the studies were done right. complex creative work by its nature has to be judged subjectively, so the question shouldn’t be ‘how was the performance increase?’, it should be ‘how much did the attempts at performance increase?’. all you can do with creative conceptual work is increase the attempts. like developing a new pharmaceutical.

  • No puedo creer que enserio tenga que hacer una actividad sobre esto, no entiendo ni un carajo, pinche profesora Eliana no ayuda un poquito siquiera, Aguante English Dot Works 4

  • They forgot that people will not bother study or perform hard tasks if the payment is not high enough to justify that effort (oops)

  • Great talk. I’ve mapped the three Drive factors Dan uses onto the kind of stories we need to tell about our work IF we want to motivate others: https://www.youtube.com/watch?v=1IzSlEAw7NA

  • @simulacrae It gets much better after a few minutes and the pain becomes tolerable. Some great ideas make it worth wading through.

  • Drive is a rare book that will make you think and inspire you to act. Pink presents a strong science-based argument for rethinking motivation and then provides the tools she needs to transform her life.

    Drive: The Surprising Truth About What Motivates Us Book By Daniel H. Pink (PDF-Summary-Review-Online Reading-Download): https://www.toevolution.com/file/view/602118/drive-the-surprising-truth-about-what-motivates-us-book-by-daniel-h-pink-pdf-summary-review-online-reading-download

  • Some great advice on here. For five really simple ideas to improve your performance in this area, please see: https://youtu.be/j5GIatvW5Vs

  • dude, thie video like me too much, and i want to subscribe, the problem is that i’m from Colombia (i speak spanish) and translate the subtitle it’s very tedious. can you put on subtitles in spanish?

  • I see that the author uses the terms needs, drive and motivation interchangeably.I think we will have a better understanding of human behaviour if we are able to distinguish between these terms. It is like we, by our common sense, distinguish between an action, and the reaction.

  • On 9/11/2001 I was a French bread delivery driver to central London’s investment banks. Today I am a qualified, successful professional trader. To celebrate the launch of my education investment foundation I am willing to teach 100 people, for free (no upfront fee), how to successfully trade the financial markets. Terms and conditions apply.
    Goto: wwwdot100randomacts.co.uk
    email: [email protected]

  • Intrinsic motivation = scam pushed down slaves throats to accept nominal compensation for extraordinary contribution. Show me the MONEY & Respect!!! Just my opinion.

  • This is only true if you can pay your bills….for minimum wage workers who cant afford basic things, who frequently have to choose between things like “pay the lifht bill” or ” buy food for the family”, money is everything. How do you motivate those employees? Especially when you dont have the authority to hand out raises?..

  • I agree with almost everything the speaker said, until the very end. The fact is, creativity can be shaped. Reinforcing behavioral variability results in more creative behavior. This comes straight from behavioral science. Of course, poorly applied, like the example Mr. Pink gave, will certainly lead to less behavioral variability, and thus less creativity. That said, most people don’t like to be aware of just how much their behavior is a result of their histories of reinforcement.

  • Business…what about teaching? Certainly, NCLB has not motivated creative teachers, it has done just the opposite, and even teaching students. It is creating “crap”.

  • but like he said a lot of new ideas come when you are relaxed. (like the example with cake and beers), so this could possibly fail. Sorry, for dated reply.

  • @TheRealXenon hence, americans should also have to understand chinese videos, souldnt they? For sure, but they will understand it much better with subtitles

  • management wasnt created oin the 1850s, the stats he uses is from the Federal Reserve, hmmmm, same MFs that bleeed the American population dry n publish bull shit info. There are some truths in what he sayiong, but on the whole ita all a load of NLP trash to indoctrinate the sheep that work n consume to feed the System of Elites.

  • I feel like this skips over the idea of feedback. You can be self directed and autonomous and getting better, but if no one sees it and tells you what they think of it, then at least my motivation dwindles.

  • I realized that “intrinsic motivation” has nothing to do with a company like Apple Inc. for example. Mr. Pink is talking about INDIVIDUALS not companies. Apple’s sole purpose is profit, not motivation. Thus they make technology breakthoughs to take market share + profit to get motivated. However, as far as individuals go, he is absolutely right! LeBron James was motivated by basketball far before he ever had a whiff of a financial reward. End result: Autonomy Mastery and Purpose motivate us!

  • What frustrates me is this notion of how we work to live. I see people stressed out because they make a deal with the devil, they are not there because they want to be but because they have to and if they don’t they lost security. The point of life from this perspective looks hopeless. All the schooling we do is one big lie because no one tells you this,you just have a vague notion the stuff you do has a value for helping get work someday. But I don’t see this changing if anything HR is on the side of the boss, being about trying to keep coming up with new ways to get more out of people, for less to demonstrate their value.

  • This sounds great, but if it is true why are we seeing more and more innovation competitions with big prize purses. AND there are technology breakthroughs happening because of these events.

  • It is fantastic to express what motivates us.yes Autonomy,Mastery and purpose.Autonomy make our own world where we can do anything without any obstacle.In the end of the video I have got if we make more fun,collaborate environment in our working place,it motive our employee.

  • I realized that “intrinsic motivation” has nothing to do with a company like Apple Inc. for example. Mr. Pink is talking about INDIVIDUALS not companies. Apple’s sole purpose is profit, not motivation. Thus they make technology breakthoughs to take market share + profit to get motivated. However, as far as individuals go, he is absolutely right! LeBron James was motivated by basketball far before he ever had a whiff of a financial reward. End result: Autonomy Mastery and Purpose motivate us!

  • Agreed, it’s not all about the money!  Recognition awards and personalized gifts can go a long way in helping employees feel appreciated for good work.  

  • Dan Pink has come up 3 times in the last day from different directions. Science and economic studies that explain the conflicts I have been seeing in business and organizations for decades. I have a whole new paradigm to work from and share with others.
    A Question what is better?
    1) To watch ‘TED’ type (RSA, BookNotes, TED, Charlie Rose, etc) talks of thought leaders that are the distillation of their work after presenting it 100’s of time.
    2) Or to read the source work with all depth?

  • Drive is a rare book that will make you think and inspire you to act. Pink presents a strong science-based argument for rethinking motivation and then provides the tools she needs to transform her life.

    Drive: The Surprising Truth About What Motivates Us Book By Daniel H. Pink (PDF-Summary-Review-Online Reading-Download): https://www.toevolution.com/file/view/602118/drive-the-surprising-truth-about-what-motivates-us-book-by-daniel-h-pink-pdf-summary-review-online-reading-download

  • Frederik Taylor in his book Principles of Scientific Management touches on this same topic. He says it is not good for a man to get rich too fast.

  • Getting management out of the way leads to creativity? This is news to anybody? Management is why people want more money for a given task. The more management, the more money is required.

  • I challenge the brilliant minds out there to find a way to reclaim and reuse or eliminate all the plastics that mankind is polluting our earth with. Is there no multi billionaire brainiac out there who would be willing to put out a challenge and cash backing so that some undiscovered genius could accomplish this task?

  • Getting management out of the way leads to creativity? This is news to anybody? Management is why people want more money for a given task. The more management, the more money is required.

  • Drive is a rare book that will make you think and inspire you to act. Pink presents a strong science-based argument for rethinking motivation and then provides the tools she needs to transform her life.

    Drive: The Surprising Truth About What Motivates Us Book By Daniel H. Pink (PDF-Summary-Review-Online Reading-Download): https://www.toevolution.com/file/view/602118/drive-the-surprising-truth-about-what-motivates-us-book-by-daniel-h-pink-pdf-summary-review-online-reading-download

  • I like his style but was surprised that he was surprised by the findings seems that he was unaware of research from 1959 Herzberg’s motivation-hygiene theory

  • The 3rd drive is the one that is rarely found. One thing for sure is that it is in abundance in independent men of learning.
    Animal -> Human

  • This is a poorly put together presentation. This could have been edited to show what is happening on the presentation screen. I feel like he feels superior to everyone and is talking down to everyone.

  • Big thanks to John David! He helped me earn more money at Proper Income Dot Com. He taught me the step by step process in becoming more successful in life. Check it out!

  • He is so Cheap. “Cheap Seats”, Degrading Call Centre Worker, Making fun of the person who participated to demonstrate 10 bucks incentive…..

  • “pay people enough to take the issue of money off the table”, even if you pay me a million dollars an hour, I’m still going to ask for more. people are PIGS, there no such thing ‘”enough”

  • @iWillMedia The speaker said we human beings do things because it is interesting and self-gratifying to do so. But he missed one thing. People very often do things out of the “expectation” that it would turn out to be interesting or self-gratifying, instead of it is interesting and self-gratifying to do so per se. Gambling is one example. Many housewives buy useless fancy kitchen gadgets because people using those gadgets were always cooking happily in TV promotional shows. Expect…

  • To follow up my previous comment: wouldn’t you work your ass off if you knew that you’d get 3 months salary for 1 week? Even in a creative profession.

  • Some great advice on here. For five really simple ideas to improve your performance in this area, please see: https://youtu.be/j5GIatvW5Vs

  • If you boil this down, Pink is really suggesting socialism. He makes some valid points, but he doesn’t consider the reasons why the people who are paid more may perform less. What he is suggesting will never become a reality.

  • Every corporate’s agenda is profit. This guy is essentially preaching communism in a very subtle way. Intrinsic motivations work with individual creativity. But when it comes to the average worker, this won’t work. This will probably work for the CEO and CFOS, but for the people who are actually making the money for the company, well, they really could care less. O

  • @skaruts I totally agree, I worked at a corporate ran restaurant who hired managers from seniority and not actual trained management. These people would focus in on anything negative that was done and very little on the positives. Recognition in my opinion falls under purpose. If we do something very well and are recognized for it. I think this sense of belonging builds up in us of doing something better that people appreciate and the purpose in which we do it becomes more satisfying.

  • Easily some of the most important information in applied behavioral economics I’ve heard. As far as I can see this is very on point, very insightful. I think Dan Pink is on to something, and it’s exciting.

  • @derghb The second test conducted in India was done with the same parameters as the first test done in the US. The only difference is that the monetary rewards were more significant in the Indian experiment because $50 USD to a person in India can purchase a lot more compared to what can be purchased in the US.

  • I’ve mapped the three Drive factors onto the kind of stories we need to tell about our work IF we want to motivate others: https://www.youtube.com/watch?v=1IzSlEAw7NA

  • Business…what about teaching? Certainly, NCLB has not motivated creative teachers, it has done just the opposite, and even teaching students. It is creating “crap”.

  • The claim ” higher rewards leads to lower performance” sounds too far-fetched to me. The point here seems to be that we like to do things that are meaningful, this will motivate and drive us regardless the rewards. This is completely different from the message they want to pass, as if people underperform because there’s a high reward for the best performance… not convinced at all.

  • I’m trying to show a new horizon to my workmates, a diferent paradigm, but most of them do not speak enlglish or understand it. I think that this kind of provoking videos should have subtitles in brazilian portuguese!

    Anyways I’m going to translate the RSA Animate of this issue and broadcast in my company.

    Great Job!

  • @intermender Other guy is Matthew Taylor CE of the RSA. Maybe check out his RSA Animate Left Brain, Right Brain if you liked his questions? It’s on the RSA Channel under RSA Animate playlists. Thanks for the feedback really appreciate it. Becca:)