Dan Pink argues that the "carrot and stick" approach to motivation often backfires. Instead, he suggests focusing on autonomy, mastery, and purpose to unlock intrinsic motivation.
Puzzle of Motivation: A Breakdown
introduction:
- The classic book that introduced the idea of "flow" - those delicious moments when the challenge we face is so exquisitely matched to our capabilities that we lose our sense of time, even our sense of self.
Carrot and Stick Approach:
- The assumption that rewards lead to better performance is deeply ingrained in our culture.
- Incentives like bonuses and commissions are commonly used to motivate employees.
- But social scientists know, and most managers don't, that this carrot and stick approach is not always as effective as we think.
Experiment:
- Researcher Frederick Herzberg conducted an experiment where engineers were divided into two groups.
- The first group was given monetary bonuses for solving puzzles, while the second group was not.
- Surprisingly, the group with the bonus incentives solved fewer puzzles than the group without.
Why Incentives Can Backfire:
- When it comes to cognitive tasks, rewards can actually diminish people's intrinsic motivation.
- When people are focused on external rewards, they become overly focused on the outcome, which can lead to anxiety and decreased performance.
- Rewards can also undermine autonomy, which is a key driver of intrinsic motivation.
The Three Elements of Intrinsic Motivation:
1. Autonomy: The desire to be self-directed and have control over one's work.
2. Mastery: The desire to learn and improve, to become better at something that matters to us.
3. Purpose: The desire to do something that is meaningful and makes a difference in the world.
Examples:
- Daniel Pink's own experience working in a law firm where he was paid a lot but was miserable because his work lacked autonomy and purpose.
- The FedEx driver who created a more efficient route to save the company money and improve his own job satisfaction.
- The call center employees who were given more control over their work and saw a significant increase in performance and satisfaction.
The Power of Purpose:
- Purpose is the most powerful motivator of all.
- When people believe that their work is making a difference in the world, they are more likely to be engaged, motivated, and productive.
implications for Managers:
- Managers should focus on creating conditions that foster intrinsic motivation, rather than relying solely on external rewards.
- This means giving employees more autonomy, opportunities for mastery, and a sense of purpose.
- Managers can also create a culture of trust and appreciation, which can further boost motivation.
Conclusion:
- The puzzle of motivation is not as simple as we think.
- Traditional rewards can actually backfire when it comes to cognitive tasks.
- The key to unlocking intrinsic motivation is to focus on autonomy, mastery, and purpose.
- When we create conditions that allow people to do their best work, we all benefit.