The puzzle of motivation | Dan Pink
Trki, Kody, Cheaty do
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
Komentarze
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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 ?
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Summary: money is not a good motivator.
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Honestly love the job I have since a few weeks.
Lots of problems to solve.
How to solve them? Boss doesn't care, just make sure it happens.
When can I begin work? Somewhere before 12 and after 8.
How long? Well, this, this and that has to happen and you have to pay attention to this and that. Work as long as necessary.
Small company I want to make grow. I'm spitting out ideas at him, some stick, others don't. Nothing better than seeing your ideas bring change to a company.
Having an online administration program I've worked for my boss at home at 10pm on occasion while watching tv because I felt like it.
It's certainly a change from those 9-5 jobs. -
This is the very beginning of a new era of management. Pink tells us how to best motivate employees however, in this speech, he does not go into depth on how we apply this to business. He touches on a few examples however business models will vary extremely industry to industry. All adopting different strategies in the pursuit for employee motivation thus improved performance. I would how this could be applied in fast fashion businesses.
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I think this guy has a little too much motivation
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Very bad Vietnamese translation!
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This new approach of doing things that matter looks really cool. The desire to get better and better at something that matters is what a lot of small business owners consider their number 1 why, which would explain why so many of them are more successful than they used to be in the past.
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I was motivated to click on this video
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so to summarize:
Pay your employees less! Motivate them through speeaches. Make them feel great about themselves and their contribution to YOUR company. Let the poor slobs know they're vital to your bussiness and every time they ask for a raise, dismiss them politely and tell them, you, unfortunately, can't give them that raise YET, but promiss them, "that a time will come..." they will understand, for sheep are as such, forever understanding and trusting their shepherd.
Tell your employees that they're great, thus increasing their productivity, as well as your earnings. Save money! Pay them not in real-life currency, but with appreciation! And they will be happy... And so should you. A true win-win situation, don't you think? -
I cant believe this guy saw this in 2009 when now everyone is promoting it as THE secret :)
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Business has another term for these people. They're called self-employed.
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I do not agree at all. It is one thing to motivate someone with a one-time reward and it is completely different thing to give someone better salaries. But those things were implied to be equal here.
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Basically what this guy is saying is, pay genius's the people who deserve it, no money.
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So True! I appreciate this man's humor and irony; he makes a great case for how we can re run our businesses. The candle experiment shows how we tend only to see the things we use for one use. His take on contingent motivators is interesting, and how businesses run. Carrots and sticks do not work for most people; I can see how this has been true in my own career. When I worked in the corporate sales world, I had the stick and the carrot; "hit your quota or get fired." It was very simple and very much not rewarding. The turn over rates were very very high. These if, then rewards didn't work, in fact one the complainers I worked for was traded for about $20 per share on the NYSE before it was sued for something that related to financial incentives. That companies is off the NYSE and trades for less than 1 cent on the over the counter market. EDMC