What’s more, once the initial money buzz tapers off, you’ll likely have to increase the payment to continue compliance. Mastery. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation/transcript Autonomy. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation Athletes inject themselves with steroids to post better numbers and trigger lucrative performance bonuses. Pink condenses 50 years of social science studying on the subject of motivation into a few simple words: “If-then” motivation is great for simple and short tasks. (See more about the dangers of goals.). Extrinsic motivation is driven by external forces such as money or praise. When teachers create lessons with a focus on intrinsic motivation, they drive students to participate and excel. Go deeper into fascinating topics with original video series from TED. Daniel Pink believes this is a problem with technology. Dan Pink wrote an excellent book on motivation called Drive: The Surprising Truth About What Motivates Us. Amabile and others have found that extrinsic rewards can be effective for algorithmic tasks – those that depend on following an existing formula to its logical conclusion. Of course, we all have moments when we’re alone and something suddenly clicks. Dan Pink: The Puzzle of Motivation. "As Dan Pink's new book Drive argues, financial incentives are no longer enough to give a business an edge: in an economy driven by ideas and creativity, it's more effective to give workers a sense of purpose, of mastery, of autonomy over their time and their tasks. Likewise, several studies show that paying people to exercise, stop smoking, or take their medicines produces terrific results at first – but the healthy behavior disappears once the incentives are removed. He has also been the host and co-executive producer of “Crowd Control,” a television series about human behavior on National Geographic.Before that, Dan has been a business columnist, an advisor, and even a speech writer to then U.S. Vice President, Al Gore. We’ve talked about the book before, but it’s worth going into a bit more detail. You punish something, you get less of it. Mastery. Motivation - Maslow (Hierarchy of Needs) Levels: GCSE, AS; Exam boards: AQA, Edexcel, OCR, IB; Print page. Additionally, rewards by their very nature narrow our focus, we tend to ignore everything but the finish line. Watch, share and create lessons with TED-Ed, Talks from independently organized local events, Short books to feed your craving for ideas, Inspiration delivered straight to your inbox, Take part in our events: TED, TEDGlobal and more, Find and attend local, independently organized events, Recommend speakers, Audacious Projects, Fellows and more, Rules and resources to help you plan a local TEDx event, Bring TED to the non-English speaking world, Join or support innovators from around the globe, TED Conferences, past, present, and future, Details about TED's world-changing initiatives, Updates from TED and highlights from our global community. He was the host and co-executive producer of the 2014 National Geographic Channel social science television series Crowd Control. do not generate the kind of motivation that drives great performance. Offer too small a reward and the agent won’t comply. In many ways, this is common sense as it is the opposite of the ‘if, then’ rewards allowing you to avoid its many failings (focus isn’t solely on the prize, motivation won’t wane if the reward isn’t present during the task, etc…). Pay your son to take out the trash – and you’ve pretty much guaranteed the kid will never do it again for free. Here are 6 powerful tips gleaned from his recent webinar on motivation and persuasion. Think back to the last time you really struggled to master something but finally did. *** Most of us try to make decisions intended to bring us greater […], The standard way of learning is far from being the fastest or most enjoyable. If you are a skilled worker, you will quite easily be able to find a job in your desired salary range. But not the kind of technology you might immediately think of, like your iPhone. Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us.” If you are a skilled worker, you will quite easily be able to find a job in your desired salary range. For complex or conceptual tasks, offering a reward can blinker the wide-ranging thinking necessary to come up with an innovative solution. Daniel Pink believes this is a problem with technology. The myth of the lone genius. Once the baseline rewards have been sorted, we are often offered other ‘carrots and sticks’ to nudge our behavior. Even if you can trigger the better behavior it will often disappear once incentives are removed. Speaker. Likewise, when an extrinsic goal is paramount – particularly a short-term, measurable one whose achievement delivers a big payoff – its presence can restrict our view of the broader dimensions of our behavior. Indeed, most of the scandals and misbehavior that have seemed endemic to modern life involve shortcuts. In discussing ‘extrinsic’ vs ‘intrinsic’ motivation, Pink points out that there is often a trade-off; extrinsic factors may work best in the short-term, but in the long run intrinsic motivation is always the winner! Hosted by Pressable. In some sense, it’s impossible to act unethically because the person who’s disadvantaged isn’t a competitor but yourself. Dan Pink: The puzzle of motivation. Daniel H. Pink (born 1964) is the author of six books about work, business, and behavioral science. A heuristic task has no instructions or defined path, one must be creative and experiment with possibilities to complete the task. Pink said that long-term employee motivation stemmed from offering people fair pay, along with autonomy, mastery, and purpose. Daniel Pink November 2015 When used in these situations, “if-then” rewards usually do more harm than good. There are two types of motivation: intrinsic and extrinsic. How do we motivate people to become the best they can be? We tend to think that we are either motivated by a fear of punishment or the excitement of a reward; the positive and the negative, the carrot and the stick. Using experimental analysis and statistics, Dan Pink has relied on information from top economic institutions such as Massachusetts Institute of Technology (MIT), University of Chicago, and the London School of Economics (LSE). In the search for happiness, we often confuse how something looks with how it’s likely to make us feel. In much of our lives, and certainly at work, we are beholden to others who influence or direct our choices, and control the resources we use. How do we motivate ourselves? Daniel Pink’s work on motivation is likely the most well known, the most quoted, and the most discussed in management circles. Why do we lose our motivation part way to achieving our goal? Motivation Theory - Maslow. Using a blizzard of complicated equations that test a variety of scenarios between principal and agent, Suvorov has reached conclusions that make intuitive sense to any parent who’s tried to get her kids to empty the garbage. The New York Times bestseller that gives readers a paradigm—shattering new way to think about motivation. Pink also describes two distinctly different types of tasks: algorithmic and heuristic. Dan Pink gives his 2009 TED Talk "The Puzzle of Motivation." All rights reserved. Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us.” Daniel Pink November 2015 Drive: The Surprising Truth About What Motivates Us Daniel H. Pink Pink has, at the end of the book, summaries- of the whole book, and of each chapter. If you wanted someone to stay with your company or to perform better, you simply had to offer financial incentives. Daniel Pink first piques our curiosity by detailing a few well … Dan introduced this in 2009 in his fourth non-fiction book called … Daniel Pink brilliantly makes the case that traditional extrinsic rewards (bonuses, awards, etc.) Photo: Dan Pink at TEDGlobal 2009, Session 12: “Enquire within,” July 24, 2009, in Oxford, UK. You’ll get neither the predictability of extrinsic motivation nor the weirdness of intrinsic motivation. Dan Pink is the author of five books about business, work, and management that have sold two million copies worldwide. Open Translation Project. As a career analyst, Dan Pink describes motivation in two parts: extrinsic and intrinsic. Author and researcher Daniel Pink divides intrinsic motivation into three components: mastery, autonomy, and purpose. Pink describes mastery as the desire to continually improve at something that matters. Business; Study notes; Motivation; Job rotation; Job enrichment; Job enlargement; Flexible working; Empowerment; Delegation; Consultation; Show more... Study notes Emerging Economies. Science knows that the 20th century tiered financial rewards do not improve performance and can even destroy creativity. This book is better at explaining what motivation is than how to improve it, says Sean Howard, vice-president of SHL. As you can see, the two types of motivations and tasks are quite different. If you hit your sales goals this month, then I will give you a bonus. do not generate the kind of motivation that drives great performance. If you recall the first article published on Lateral Action (also inspired by Dan Pink) we looked at Why Creativity Is Economic Priority Number One. 1. However, one word of caution – be careful if these rewards become expected, because at that point, they are no different than the ‘if, then’ rewards. How can you hire highly skilled workers, persuade them to work for free, and then release your product to the masses for free? Sometimes when we are running towards a goal, we suddenly lose steam and peter out before we cross the finish line. Maslow put forward a theory that there are five levels in a hierarchy of human needs that employees need to have fulfilled at work. According to various studies conducted to study employee motivation, results reveal that employees are motivated more by intrinsic incentives other than extrinsic incentives. The Daniel Pink Motivation Theory is a concept from the book Drive: The Surprising Truth About What Motivates Us by Daniel Pink. Maybe, he says, if we can increase productivity in solving the candle problems everywhere, we can change the world. That’s one reason they can be effective; they concentrate the mind. Let’s turn back to our conversation with Dan. The only route to the destination is the high road. Our sense of identityis also impacted when we feel we are doing the work of others rather than something where we … It’s slow, makes us second guess ourselves, and interferes with our natural learning process. “Typically, if you reward something, you get more of it. Secondary school counselors doctor student transcripts so their seniors can get into college. TED.com translations are made possible by volunteer That's a mistake, Daniel H. Pink says in his transformative new book. In environments where extrinsic rewards are most salient, many people work only to the point that triggers the reward – and no further. Like all extrinsic motivators, goals narrow our focus. Instead, he argues that three key variables--Autonomy, Mastery, and Purpose--are the … If we want to maximize happiness, we need to prioritize experiences over appearances. Dan Pink: The Puzzle of Motivation. Daniel Pink is an author whose books have already sold more than 2,000,000 copies worldwide and translated into over 30+ languages. By offering a reward, a principal signals to the agent that the task is undesirable. But it provides great support and reference points for improving people management. Author and researcher Daniel Pink divides intrinsic motivation into three components: mastery, autonomy, and purpose. Pink puts it succinctly: Once the baseline rewards have been sorte… When the reward is the activity itself – deepening learning, delighting customers, doing one’s best – there are no shortcuts. But for more right-brain undertakings – those that demand flexible problem-solving, inventiveness, or conceptual understanding – contingent rewards can be dangerous. We tend to think that we are either motivated by a fear of punishment or the excitement of a reward; the positive and the negative, the carrot and the stick. Using experimental analysis and statistics, Dan Pink has relied on information from top economic institutions such as Massachusetts Institute of Technology (MIT), University of Chicago, and the London School of Economics (LSE). Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. A variety of non-financial methods are available that can be used to improve employee performance and motivation. Anytime you pitch anything (an idea, a product, a way of life), you are selling … Maslow focused on the psychological needs of employees. Through an example regarding college students’ motivation, where the total utility obtained is constant, the differences and subsequent Just the fact of offering a reward for some form of effort sends the message that the work is, well, work. Sears imposes a sales quota on its auto repair staff – and workers respond by overcharging customers and completing unnecessary repairs. Dan introduced this in 2009 in his fourth non-fiction book called Drive – The surprising truth about what motivates us. If you wanted someone to stay with your company or to perform better, you simply had to offer financial incentives. Drive: The Surprising Truth About What Motivates Us is the fourth non-fiction book by Daniel Pink. Rewarded subjects often have a harder time seeing the periphery and crafting original solutions. The Russian economist Anton Suvorov has constructed an elaborate econometric model to demonstrate this effect, configured around what’s called ‘principal-agent theory.’ Think of the principal as the motivator – the employer, the teacher, the parent. Anytime you pitch anything (an idea, a product, a way of life), you are selling something. Learn more about the “Autonomy is a really important point when comes to [employee] experiences,” Pink said. This man was bestselling author and Bucket List pioneer Dan Pink. TRANSCRIPT: I need to make a confession at the outset here. Think of the agent as the motivatee – the employee, the student, the child. TOK JOURNAL YEAR 5 SUYI WEN TED Talk by Dan Pink – ‘The Puzzle of Motivation’ I have recently watched a TED talk presented by Dan Pink, and what I have found interesting about this talk is the idea of disconnect between science and business regarding this topic. But offer a reward that’s enticing enough to get the agent to act the first time, and the principal ‘is doomed to give it again in the second.’ There’s no going back. The person who is trying to encourage a certain type of behavior also falls into a trap and is forced to try and course correct which, often, leaves them worse off than if they had never offered the reward in the first place. 2020 Farnam Street Media Inc. All Rights Reserved. Both are very different and lead to disparate outcomes. In this provocative and persuasive new book, he asserts that the secret to … A principal essentially tries to get the agent to do what the principal wants, while the agent balances his own interests with whatever the principal is offering. Why is that? Like all extrinsic motivators, goals narrow our focus. It’s the stuff of Disney movies. Dan Pink's theory of motivation is based on the simple notion that people have the intrinsic or internal capability of unleashi ng the power to transform organizations, society, nations, and even the globe. More by Dan Pink: Business and technology writer Daniel Pink discusses his book, “Drive: The Surprising Truth About What Motivates Us,” presented by Harvard Book Store. If you get in a pinch, go to the library and read these summaries. These same pressures that may nudge you towards unethical actions can also push you to make more risky decisions. And … As Edward Deci, Richard Ryan, and Richard Koestner explain, ‘Rewards do not undermine people’s intrinsic motivation for dull tasks because there is little or no intrinsic motivation to be undermined.’. In 'Drive', Dan Pink identifies three deep motivators that can also be viewed as needs. Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. When Pink discusses motivation, he breaks it into two specific types: extrinsic and intrinsic. Dan Pink: The puzzle of motivation, a summary Posted on 3 February 2016 by Maya Saric There is a mismatch between what science knows and what business does. Drive: The Surprising Truth About What Motivates Us is the fourth non-fiction book by Daniel Pink. You’ll get very little motivation at all. We're Syrus Partners. This can be frustrating when we disagree with directions and struggle to complete seemingly impossible work. The key to high performance and satisfaction is intrinsic, internal motivation: the desire to follow your own interests and understand the benefits in them for you. Science knows that the 20th century tiered financial rewards do not improve performance and can even destroy creativity. TRANSCRIPT: I need to make a confession at the outset here. He argues against old models of motivation driven by rewards and fear of punishment, dominated by extrinsic factors such as money. Daniel Pink affirms that extrinsic rewards tend to become the key reason for doing the task and thus they “crowd out” intrinsic motivation and any possible pleasure connected to the task itself. Daniel Pink’s work on motivation is likely the most well known, the most quoted, and the most discussed in management circles. Speaker. However, the issue of money as a motivator has become moot in many sectors. What people are saying - Write a review. “Human beings have an innate inner drive to be autonomous, self-determined, and connected to one … Pink puts it succinctly: Of course the starting point for any discussion of motivation in the workplace is a simple fact of life: People have to earn a living. But not the kind of technology you might immediately think of, like your iPhone. The best use of money as a motivator is to pay people enough to take the issue of money off the table. This is fine for algorithmic tasks but hurts us with heuristic-based tasks. Increasing intrinsic motivation in everyday activities yields greater satisfaction and engagement. Ford is so intent on producing a certain car at a certain weight at a certain price by a certain date that it omits safety checks and unleashes the dangerous Ford Pinto. Drive: The Surprising Truth About What Motivates Us Author: Dan Pink Publisher: Canongate Books Price: £12.99 Stars: 5 out of 5 People Management: Non-Financial Motivation Methods (GCSE) Study notes . Rewards can work for routine (algorithmic) tasks that require little creativity. Incentivised motivation is limited. Daniel Pink brilliantly makes the case that traditional extrinsic rewards (bonuses, awards, etc.) Motivation Theory - Taylor (Scientific Management) Student videos. 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 life. The book was published in 2009 by Riverhead Hardcover. Pink condenses 50 years of social science studying on the subject of motivation into a few simple words: “If-then” motivation is great for simple and short tasks. Incentivised motivation is limited. In Drive, Pink asserts that motivation, at its core, comes from within. Dan Pink is the author of five books about business, work, and management that have sold two million copies worldwide. Offer a rationale for why the task is necessary. In the video, Daniel Pink talks about employee motivation based on scientific evidence versus common business practices. Dan Pink introduces ‘The Candle Problem’ – attaching a candle to a wall with a box of thumbtacks and matches to that it doesn’t drip. Student videos. Pink said that long-term employee motivation stemmed from offering people fair pay, along with autonomy, mastery, and purpose. This is especially true when it comes to our homes. We buy amazing businesses. “Drive: The Surprising Truth about Workplace Motivation” is a workshop that will enable HR and line managers to unlock the human desire for autonomy, mastery and purpose: the route to delivering truly engaged staff. Summary. The problem with making extrinsic reward the only destination that matters is that some people will choose the quickest route there, even if it means taking the low road. Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. As a career analyst, Dan Pink describes motivation in two parts: extrinsic and intrinsic. That’s a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). More about the book Drive. Motivation - Pink (Three Elements of Intrinsic Motivation) Study notes. As the cadre of business school professors write, ‘Substantial evidence demonstrates that in addition to motivating constructive effort, goal setting can induce unethical behavior. But as we’ve seen, a narrowed focus exacts a cost. A little over 20 years ago, I did something that I regret, something that I’m not particularly proud of. By Daniel Pink. The three elements of intrinsic motivation are: autonomy, mastery and purpose. In an attempt to simplify shifts in our motivation, Drive: The Surprising Truth About What Motivates Us, by Daniel Pink, has broken motivation into three operating systems: Motivation 1.0, 2.0, and 3.0. Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. The secret to high-performance is that unseen intrinsic drive– the drive to do things for their own sake. It argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose. There is a mismatch between what science knows and what business does. In his 2009 book, \"/community/BookInsights/Drive.phpDrive,\" Daniel Pink sets out a new vision for workplace motivation, which he labels \"Motivation 3.0.\" So called, he explains, because it's an upgrade from primitive survival (\"Motivation 1.0\") and from the culture of reward and punishment that we find in most businesses (\"Motivation 2.0\").Pink's theory is drawn from research undertaken by psychologists Harry Harlow and Edward Deci in 1971. Read more › Non-Financial Methods to Improve Employee Performance and Motivation. Crowds-out intrinsic motivation. That’s a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). It was … The examples are legion, the researchers note. Autonomy isn’t only vital at ‘boss-less’ companies, it also became a core factor in Dan’s famous Motivation 3.0 concept. User ratings. Dan Pink. But that initial signal, and the reward that goes with it, forces the principal onto a path that’s difficult to leave. You will increase your chances for success when rewarding routine tasks using these three practices: Any extrinsic reward should be unexpected and offered only once the task is complete. Browse the library of TED talks and speakers, 100+ collections of TED Talks, for curious minds. Being directed by others grates on our need for a sense ofcontrol, especially when we feel we could do a better job of left to our own devices. 1. 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 life. Let’s look at how they play against each other, depending on what type of reward is offered. There is a person who toils alone for years in relative obscurity before finally cracking the code to become a hero. Money was once thought to be the best way to motivate an employee. *** It’s the final moment before an important endeavor—a speech, a performance, a presentation, an […], Stop me if this sounds familiar. TED Everyone likes getting a little extra cash, but we shouldn't think it makes us work any harder. Book on motivation Autonomy isn’t only vital at ‘boss-less’ companies, it also became a core factor in Dan’s famous Motivation 3.0 concept. All of these forms are extrinsic, and they work only in certain situations. Dan Pink: The puzzle of motivation, a summary. We are all pitching. In some ways, that’s just common sense. The New York Times bestseller that gives readers a paradigm—shattering new way to think about motivation. In much of our lives, and certainly at work, we are beholden to others who influence or direct our choices, and control the resources we use. ‘If, then’ rewards are when we promise to deliver something to an individual once they complete a specific task. For routine tasks, which aren’t very interesting and don’t demand much creative thinking, rewards can provide a small motivational booster shot without the harmful side effects. When has autonomy in your work led to innovation? Daniel H. Pink is the author of several provocative, bestselling books about business, work, and behavior. Daniel Pink (@DanielPink), author of Drive about the science behind motivation, is out with a new book called To Sell Is Human: The Surprising Truth of Moving Others. When we use goals to motivate us, how does that affect how we think and behave? Pink recommends finding the unique personal contribution you can make as an individual, rather than focusing on changing the whole world. Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. Daniel Pink on Incentives and the Two Types of Motivation, Drive: The Surprising Truth About What Motivates Us, Mental Model: Bias from Envy and Jealousy. Dan Pink's theory of motivation is based on the simple notion that people have the intrinsic or internal capability of unleashi ng the power to transform organizations, society, nations, and even the globe. Many of these rewards will actually achieve the opposite effect of what was intended. From 1995 to 1997, he was the chief speechwriter for Vice President Al Gore. The book was published in 2009 by Riverhead Hardcover. The Daniel Pink motivation theory is a theory of the factors that are important in obtaining intrinsic, sustainable motivation. See our Privacy Policy.Farnam Street participates in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising commissions by linking to Amazon. “Autonomy is a really important point when comes to [employee] experiences,” Pink said. Motivation is a tricky multifaceted thing. Motivation 3.0. Share: Share on Facebook Share on Twitter Share on Linkedin Share on Google Share by email. They tend to prompt a short term surge in motivation but actually dampen it over the long term. Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. Allow people to complete the task their own way (think autonomy not control). … Motivation - McGregor (Theory X & Theory Y) Study notes. translators. Discover how companies use these new approaches to motivation; Dig Deeper. 1. The book, on the importance and effectiveness of three intrinsic elements for motivation, became a bestseller soon after its publication in 2009. Science knows that motivators only work to solve narrow problems, Pink declares, but they destroy creativity. An algorithmic task is when you follow a set of instructions down a defined path that leads to a single conclusion. When teachers create lessons with a focus on intrinsic motivation, they drive students to participate and excel. Here we explore a better way to learn and enjoy the process. Example: Giving pre-school children a reward for drawing meant they drew less than the groups without any reward 2 weeks after the task ended. (If the task were desirable, the agent wouldn’t need a prod.) Posted on 3 February 2016 by Maya Saric. It’s not only the person who is being motivated with the reward that is hurt here. Contrast that approach with behavior sparked by intrinsic motivation. We are all pitching. Our collaboration with Dan Pink means we can exclusively offer his workshops to individuals and to organisations in the UK. Intrinsic motivation is something that comes from within and can be as simple as the joy one feels after accomplishing a challenging task. Dan Pink introduces ‘The Candle Problem’ – attaching a candle to a wall with a box of thumbtacks and matches to that it doesn’t drip. Salary, contract payments, some benefits, a few perks are what I call “baseline rewards.” If someone’s baseline rewards aren’t adequate or equitable, her focus will be on the unfairness of her situation and the anxiety of her circumstance. Summary. Try to … © TED Conferences, LLC. By neglecting the ingredients of genuine motivation—autonomy, mastery, and purpose—they limit what each of us can achieve. It argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose. The Rise and Fall of Motivation 2.0. There are inherent dangers with ‘if, then’ rewards. “The problem with ‘if, then’ rewards is the event – the contingency – because the contingency is a form of control. However, the issue of money as a motivator has become moot in many sectors. The drive towards the goal can convince you to make decisions that in any other situation you would likely never consider. Here’s how to make the most of motivation, both for yourself and others. (Dan Pink, TED Talk) Why Motivation Matters in the Creative Economy. So if students get a prize for reading three books, many won’t pick up a fourth, let alone embark on a lifetime of reading – just as executives who hit their quarterly numbers often won’t boost earnings a penny more, let alone contemplate that long-term health of their company. People Management: Introduction to Motivation (GCSE) Study notes. This can have a large negative impact on intrinsic motivation. Enron sets lofty revenue goals – and the race to meet them by any means possible catalyzes the company’s collapse. Executives game their quarterly earnings so they can snag a performance bonus. We’d do well […]. This can be frustrating when we disagree with directions and struggle to complete seemingly impossible work. Money was once thought to be the best way to motivate an employee. Increasing intrinsic motivation in everyday activities yields greater satisfaction and engagement. According to Daniel Pink’s research, extrinsic motivation–what he calls the “carrot on a stick” approach to motivation–is great for people performing thoughtless or menial tasks.In other words, it’s great for 20th century industrial work. Instead, he argues that three key variables--Autonomy, Mastery, and Purpose--are the keys to making people want to put their heart into their work.

dan pink motivation

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