Drive Daniel Pink Book Pdf
May 01, 2016 In Drive, Daniel Pink, studied lawyer turned economist and government employee, takes us through the history of human motivation. Al Gore’s former speechwriter explains how we’ve gone from being mostly intrinsically motivated (to survive) to jumping through hoops for carrots, while trying to avoid the sticks being dangled over our heads by bosses and employers. 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 get in a pinch, go to the library and read these summaries.
| Author | Daniel H. Pink |
|---|---|
| Country | United States |
| Language | English |
| Genre | Non-fiction |
| Publisher | Riverhead Hardcover |
Publication date | December 29, 2009 |
| Media type | Print (Hardback), E-book |
| Pages | 256 |
| ISBN | 978-1594488849 |
| OCLC | 311778265 |
Drive is the fourth non-fiction book by Daniel Pink. The book was published on December 29, 2009 by Riverhead Hardcover. In the text, he argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose.[1] He argues against old models of motivation driven by rewards and fear of punishment, dominated by extrinsic factors such as money.[2][3]
Summary[edit]
Based on studies done at MIT and other universities,[4] higher pay and bonuses resulted in better performance ONLY if the task consisted of basic, mechanical skills. It worked for problems with a defined set of steps and a single answer. If the task involved cognitive skills, decision-making, creativity, or higher-order thinking, higher pay resulted in lower performance. As a supervisor, you should pay employees enough that they are not focused on meeting basic needs and feel that they are being paid fairly. If you don’t pay people enough, they won’t be motivated. Pink suggests that you should pay enough “to take the issue of money off the table.”
To motivate employees who work beyond basic tasks, give them these three factors to increase performance and satisfaction:
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- Autonomy — Our desire to be self directed. It increases engagement over compliance.
- Mastery — The urge to get better skills.
- Purpose — The desire to do something that has meaning and is important. Businesses that only focus on profits without valuing purpose will end up with poor customer service and unhappy employees.[5]
RSAnimate has made a ten-minute animation video summary adapted from Daniel Pink's talk at the RSA.[6]
References[edit]
- ^'MIND Reviews: Drive: The Surprising Truth about What Motivates Us'. Scientific American. May 7, 2010.
- ^Richard Eisenberg (January 29, 2010). ''Drive' author Daniel Pink: Raises make bad motivators'. USA Today.
- ^Chris Cameron (May 14, 2010). 'Weekend Reading: Drive, by Daniel Pink'.
- ^Dan Ariely; et al. (July 2008). 'Large Stakes and Big Mistakes'(PDF).Cite journal requires
journal=(help) - ^Pink, Daniel H. Drive: (2009) The Surprising Truth About What Motivates Us. Riverhead Books, New York, New York
- ^'RSA ANIMATE - DRIVE'.
External links[edit]
- Roberts, Russ (August 30, 2010). 'Daniel Pink on Drive, Motivation, and Incentives'. EconTalk. Library of Economics and Liberty.