Daniel Pink— Drive

The Rise and Fall of Motivation 2.0

• Motivation 1.0— biological motivations that come from within

• Motivation 2.0— external rewards and punishments delivered by the environment

•Motivation 3.0— 'intrinsic motivation' fueled by the innate, internal desire for Mastery, Autonomy, and Purpose"self-motivation"

Motivation 2.0 has endured for a very long time due to industrialization and Frederick Taylor's "Scientific Management" (workers are just small cogs in the 'machine' that is a company or business); however, as scientifically proven, it can actually work to undermine the goals it professes to achieve— once you introduce monetary rewards into work it actually reduces people's pure enjoyment of a task and therefore reduces their productivity; this is especially applicable in relation to heuristic (open-ended) tasks versus algorithmic (rote) tasks; similar to Ariely's social/moral norms versus market norms (once you pay people for volunteering it no longer has its moral value and is thus less satisfying on an intrinsic level; money as a reward can become addicting— you need more of it each time you want to 'inspire' someone to do a task s/he obviously didn't want to do to begin with

Why Carrot and Sticks Don't (Often) Work

Seven Deadly Flaws of Carrots and Sticks:
1. They can extinguish intrinsic motivation.
2. They can diminish performance.
3. They can crush creativity.
4. They can crowd out good behavior.
5. They can encourage cheating, shortcuts, and unethical behavior. (most recently, like the teachers and administrators in Atlanta Schools)
6. They can become addictive.
7. They can foster short-term thinking.

If you have routine/rote task that must be done and you need to offer a reward (which can be effective in these circumstances), make sure you:
— offer a rationale for why the task is necessary;
— acknowledge that the task is boring;
— allow people to complete the task their own way. (doesn't sound like a lot of assignments in school)
Then offer an extrinsic reward that is unexpected (i.e. not necessarily promised at the beginning of the task). Engage in "now that" rewarding versus "if-then."