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Description edit
From Daniel H. Pink, the author of the groundbreaking bestseller A Whole New Mind , comes his next big idea book: a paradigm-changing examination of what truly motivates us and how to harness that knowledge to find greater satisfaction in our lives and our work. WeÂ’ve been conditioned to... read more
Ridiculously Simplified Synopsis edit
People edit
- Jody Thompson: The co-founder of the ROWE concept, used at Best Buy.
- Cali Ressler: The co-founder of the ROWE concept, used at Best Buy.
- Mihaly Csikszentmihalyi: Psychology professor known his research into positive psychology and the study of Flow. His work, "Flow: The Psychology of Optimal Experience" states that people are happiest when they are in a state of flow where they are absorbed by what they are doing.
- Drive: Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. That's a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). In this provocative and persuasive new book, he asserts that the secret to high performance and satisfaction-at work, at school, and at home—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.
- Drive: Add a description of this character.
- Richard M. Ryan
- Douglas Mcgregor
- Jeff Gunther
- Tom Sawyer
- Meyer Friedman
- Teresa M. Amabile
- Konstantin Novoselov
- Adam Grant
- Andre Geim
- Malcolm Gladwell
- Harry F. Harlow
- Stefan Sagmeister
- Janet Yellen
- JAMES P. CARSE
- Brian Knutson
- Mark Lepper
- Alan Webber
- Isaac Newton
- Ray H. Rosenman
- Robert G. Wolf
- Scott Farquhar
- Geoff Colvin
- Robert B. Reich
- Jane E. Dutton
- WILLIAM DAMON
- Tom Peters
- PETER F. DRUCKER
- Christopher P. Niemiec
- Anton Suvorov
- Neil Davidson
- Klaus Schwab
- RICARDO SEMLER
- David Halberstam
- Mark Twain
- Marjorie Kelly
- Tom Rath
- Richard Koestner
- Jenova Chen
- Alfie Kohn
- Frederick Herzberg
- Ray Anderson
- STEVEN PRESSFIELD
- Stefan Falk
- William McKnight
- Gary Hamel
- Gary Becker
- Uri Gneezy
- W. Edwards Deming
- Daniel F. Chambliss
- Amy Wrzesniewski
- Richard Titmuss
- Roy Rosin
- Daniel Kahneman
- Aldo Rustichini
- Tony Hsieh
- PETER M. SENGE
- Maury Weinstein
- DORIS KEARNS GOODWIN
- Bruno S. Frey
- Sam Glucksberg
- George Stigler
- Martin Seligman
- George Akerlof
- Jessica Anne Lerner
- James C. Collins
- David Greene
- Frederick Winslow Taylor
- Dan Ariely
- Abraham Lincoln
- Michael I. Norton
- Karim R. Lakhani
- U. S.
- Alfred A. Knopf
- Mihalyi Csikszentmihalyi
- Mike Cannon-Brookes
- Bharat Mediratta
- Gever Tulley
- Elizabeth W. Dunn
- Ben Franklin
- Muhammad Yunus
- Clay Shirky
- Carol S. Dweck
- Edward L. Deci
Quotes edit
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“Goals that people set for themselves and that are devoted to attaining mastery are usually healthy. But goals imposed by others – sales targets, quarterly returns, standardized test scores, and so on- can sometimes have dangerous side effects.”
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“The businesses that offered autonomy grew at four times the rate of the control-oriented firms and had one-third the turnover.”
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“Hire good people and leave them alone.”
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“Only engagement can produce mastery. And the pursuit of mastery has become essential in making one’s way in today’s economy…. more than 50% of employees are not engaged at work.”
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“"Being a professional," Julius Erving once said, "is doing the things you love to do, on the days you don't feel like doing them."”
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“Carrots & sticks are so last century. Drive says for 21st century work, we need to upgrade to autonomy, mastery, & purpose.”
- Popular Highlights from Kindle Customers
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The best use of money as a motivator is to pay people enough to take the issue of money off the table.
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The essential requirement: Any extrinsic reward should be unexpected and offered only after the task is complete.
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Only contingent rewards—if you do this, then you’ll get that—had the negative effect. Why? “If-then” rewards require people to forfeit some of their autonomy.
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“When money is used as an external reward for some activity, the subjects lose intrinsic interest for the activity,”
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Type I behavior emerges when people have autonomy over the four T’s: their task, their time, their technique, and their team.
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An algorithmic task is one in which you follow a set of established instructions down a single pathway to one conclusion. That is, there’s an algorithm for solving it. A heuristic task is the opposite. Precisely because no algorithm exists for it, you have to experiment with possibilities and devise a novel solution.
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Rewards, by their very nature, narrow our focus. That’s helpful when there’s a clear path to a solution. They help us stare ahead and race faster. But “if-then” motivators are terrible for challenges like the candle problem. As this experiment shows, the rewards narrowed people’s focus and blinkered the wide view that might have allowed them to see new uses for old objects.
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“Intrinsic motivation is conducive to creativity; controlling extrinsic motivation is detrimental to creativity.”11
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“that enjoyment-based intrinsic motivation, namely how creative a person feels when working on the project, is the strongest and most pervasive driver.”2
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Twain extracts a key motivational principle, namely “that Work consists of whatever a body is OBLIGED to do, and that Play consists of whatever a body is not obliged to do.”
Highlighted by 81 Kindle customers
Setting & Locations edit
First Sentence edit
In the middle of the last century, two young scientists conducted experiments that should have changed the world - but did not.
Table of Contents edit
Introduction: The Puzzling Puzzles of Harry Harlow and Edward Deci
Part One: A New Operating System
Chapter 1. The Rise and Fall of Motivation 2.0
Chapter 2. Seven Reasons Carrots and Sticks (Often) Don't Work
Chapter 2A. ...and the Special Circumstances When They Do
Chapter 3. Type I and Type X
Part Two: The Three Elements
Chapter 4. Autonomy
Chapter 5. Mastery
Chapter 6. Purpose
Part Three: The Type I Toolkit
Acknowledgements
Notes
Index
Glossary edit
- flow: a term used to describe the highest, most satisfying experiences in people's lives aka "autotelic experiences"
- autotelic experience: the goal is self-fulfilling; the activity is its own reward
- autotelic: from the Greek auto (self) and telos (goal or purpose)
- sagmeister: taking time off every seven years to travel, to live places you've never been and to experiment with new projects.
Themes & Symbolism edit
Authors & Contributors edit
- Daniel H. Pink (Author)
First Edition edit
Original Language: English
Publisher: Riverhead Books
Country: USA
Publication Date: 2009
ISBN: 1594488843
Page Count: 256
Publisher: Riverhead Books
Country: USA
Publication Date: 2009
ISBN: 1594488843
Page Count: 256
Classification edit
- Library of Congress: Add the Library of Congress Classification.
- Dewey: 153.1534
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