You are leading a project urgently needed by your organization. How can you best motivate your team to meet a demanding schedule? Should you offer bonuses if the team meets a deadline? Not according to Daniel H. Pink, author of Drive: The Surprising Truth About What Motivates Us (2009). Citing psychological research going back to Harry Harlow’s experiments with rhesus monkeys at the University of Wisconsin in 1949 and Edward Deci’s work with students at Carnegie–Mellon in 1969, Pink argues that “extrinsic” rewards—bananas or money—depress problem–solving performance. He believes that what most motivates people at work are the “intrinsic” rewards of mastering a task that engages them.
If it’s not wise to promise bonuses, what other motivational tools do you have?
Before you now decide you are better off not trying to motivate your team, let’s consider the proposition that Pink’s thesis fits some people in some contexts, but not others. This is what I’ve observed over 50 years of studying motivation, starting with the research on concept formation for my honors thesis at Harvard. In that study, I divided a group of students into those who scored high on a questionnaire measuring test anxiety and those who scored low. The students were then randomely placed in groups;some groups were promised rewards for correctly completing a task and others were not. The result: the anxious students did better at problem solving when there were no rewards, but those with low anxiety did better when stimulated by the possibility of gaining a reward. The pressure seemed to motivate them.
Dia a dia, passo a passo, durante a nossa vida, devemos procurar obter resposta a duas questões fundamentais que nos possibilitam encontrar a nossa real motivação: "What is my setence?" e "Was I better today than yesterday?"
Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think. Listen for illuminating stories -- and maybe, a way forward.
Sofia Cunha's insight:
Uma apresentação, com base no seu livro Drive: The Surprising Truth About What Motivates Us, cativante, surpreendente e eficaz sobre a motivação.
Daniel H. Pink, visto por muitos como uma referência no mundo da Gestão e do Comportamento, procura sublinhar que as recompensas tradicionais ou monetárias nem sempre são tão eficazes como pretendido... O tom incisivo está patente na sua versão Twitter, onde defende que "As cenouras e os chicotes são coisas do século passado. Drive diz que precisamos é de autonomia, mestria e sentido".
O discurso final em O Grande Ditador (The Great Dictator) de Charles Chaplin, 1940, com legendas em português.
Sofia Cunha's insight:
Um dos discursos mais marcantes de sempre.
Apesar de ser um filme, não estaremos perante um retrato da vida real? Não serão estas palavras capazes de gerar motivação? De nos colocar questões sobre o nosso mundo, os nossos valores e os nossos comportamentos?
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