Summary: Forget everything you thought you knew about how to motivate people–at work, at school, at home. It’s wrong. As Daniel H. Pink explains in his new and paradigm-shattering book, the secret to high performance and satisfaction in today’s 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, it’s precisely the wrong way to motivate people for today’s challenges. In Drive, he reveals the three elements of true motivation…Read more.
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Daniel H. Pink: Drive Audio Book Summary
The essential motivation of children is the curiosity to learn. As adults, the way society works leads us to find money as the main motivation to do whatever we do.
Daniel Pink explores the implications of the way we change the sense of curiosity and adventure innate, by the one of possessing.
The book begins with a scenario in which an economist from 1995 is interviewed and asked which of the two encyclopedias will be most successful in a future (2010), if one is edited by Microsoft, or another in which people write alone for fun.
Encarta, which was the first option, was crushed by Wikipedia, with it, the author exemplifies that money is not in many cases the motivator that makes people work harder for something. Wikipedia worked because people were self-motivated, nobody told them what to do, they only did it for contributing to a knowledge network.
Traditional companies have chosen to offer a monetary reward to those employees who do a good job, but that is often not the best that can be done. Studies show that most people are not motivated by economic rewards, but rather value a purpose, and an autonomy.
Pink uses case studies to exemplify her book’s hypothesis that economic rewards are initially functional, but that over time the satisfaction of receiving more money is lost as a motivational method. He thinks that we should opt for the application of intangible motivators that could be more durable such as the satisfaction of being better, making decisions, having a goal and an end.
On the other hand, Pink analyzes some of the business practices that have been believed to encourage employees, when what they actually do is to accelerate their wear and tear, such as the payment of commissions
The practices have begun to evolve as the idea of working from home with a system almost autonomous and that encourages employees to be based on the achievement of objectives. Pink offers a research worthy of being analyzed about the increase of this practice (work from home) as it allows companies to access employees with different profiles and at the same time save on the cost of having an employee operating from the facilities The company in question.
It is an interesting book for anyone who is working and even more for those who are in charge of employees. Being aware of new business practices is essential to generate better results.