There’s a mismatch between what science knows and what business does
And so Dan Pink presents his case as to why we should reconsider the ways in which we run not only our businesses but also in how we motivate people. He begins by arguing that the long-held notion of rewards and punishments – of carrots and sticks – used primarily in workplace motivation is largely outdated, obsolete, and work only in a surprisingly few instances. Rather, this type of motivation is better suited for tasks during the 20th century – tasks which are linear, straightforward, mechanical, and right-brained. However, the problem is that more and more of these tasks are done faster by software and are being outsourced every year. Moreover, the tasks for the 21st century instead require more of the left-brained, creative type of thinking and, in which Dan Pink argues, the traditional notions of motivation are ineffective to. Thus, he proposes a new approach based on intrinsic motivators and in which revolves around three key elements: Autonomy – the urge to direct our own lives Mastery – the desire to get better and better at something that matters Purpose – the yearning to do what we do for the purpose of something greater than ourselves Dan Pink then cites examples to prove this point. It is during Google’s 20 Percent Time – the time in which the employees of Google are given the autonomy to work on and undertake any project they want – that over half of its products in a typical year originate. And also, it is mainly due to writers and contributors being intrinsically motivated which led to the success of the Wikipedia and the spread of its crowdsourced mainframe model. In conclusion, Dan Pink asserts the importance of constantly rethinking the way we do things and the way we handle problems. Because it is when we improve ourselves during these processes by which we, bit by bit, change the world.