The puzzle of motivation | Dan Pink
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http://www.ted.com Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers don't: Traditional rewards aren't always as effective as we think. Listen for illuminating stories -- and maybe, a way forward. TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate. Follow us on Twitter http://www.twitter.com/tednews Checkout our Facebook page for TED exclusives https://www.facebook.com/TED
Kommentare
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very interesting. I still don't understand the reason that larger rewards decrease performance
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Great performance 👍🏾
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"true fact" .. how prophetic
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robin yap sent me
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Way too sheepish and quiet Dan - you need to raise your voice and speak more intensely.
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I truly love the ideas, understand the concepts, and agree. I really would like to develop some ideas based on this concept for Sales Management. On the one hand, sales people have the autonomy. They have a mission and purpose. Present Sales compensation systems do not work. Any radical idea on how to actualize the ideas For Sales Organizations?
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I would just not light the candle, that way the wax wont liquify. Easy Solution.
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เหรอ
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very good,money is not a good motivatorوFollow the link below to read more articles
http://mahanteymouri.ir/motivating-employees/ -
I am the only one who is watching this for a homework ?.
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Sander Jordens
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As a student, I think this idea could be applied to our school system very well. The system now is outdated and was created when everyone was a blue-collar worker. If we give students that "20% time" I think they would be more engaged and really explore topics that they are interested in, in much greater depth than would be possible otherwise. Great TED talk.
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Wow, after 7 years I see this and realize that a lot of companies have really taken this approach. Yet it... now relies on a software created by one of the companies mentioned called Jira (there are other ones too) and on a method called the scrum and agile... No one method is correct, but after experiencing it, the new method only affects places that have good structure and management.
Intrinsic motivators are that, intrinsic and therefore not something we can easily instill in people. But rather just hope that some will have it, which in my experience has not always worked out when you are not a good company.
The unmotivated exist in too many places and the system of the workplace is not why they are unmotivated in the first place :(
Sometimes the waterfall method works well too because honestly, it's not right brained work most of the time for many of us.
But truly, i am impressed by how something someone said in 2009 has come to pass :) that's plain cool. -
So this is what Bob Sagget is up to.
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not all good but some good points
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For the candle part, he never said that you have to light the candle.
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Great video, but I think this guy is really missing out on some key factors when it comes to motivation. First, very few people become intrinsically motivated at their job. The few intrinsically motivated employees you'll have were already that way before they even applied for the job. His Google example proves my point. It's not like Google takes random bums off the street and transforms them into innovators, the people that Google hires are already intrinsically motivated innovators.
Very few businesses can operate like Google. Their employees are some of the brightest, most driven employees out there. The average McDonald's employee probably has little drive or motivation to flip burgers and fry potatoes. If a McDonalds is lucky enough to hire an aspiring chef, then giving him autonomy at work will be productive. He may refine his cooking skills, help teach other employees, and create new menu items or improve upon existing ones. But 99% of employees will just smoke cigs and play on their phones if given autonomy. And I'm willing to bet that most businesses operate more like a McDonalds than like Google. -
how can I apply this to studying for the SAT?
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This makes me miss how good TED used to be.
Maybe in a couple of years it'll be great again. -
i think this can also be extended to marks and schools. the higher marks leading to better collages etc can be seen as motivation but that only makes us good test writers and not better thinkers. maybe, his theory can be extended tothis as well ?