Dan Pink on the surprising science of motivation | Video on TED.com - The Diigo Meta page

• 15 Dec 09
  

  Dan Keldsen

  It's not (just) because he's another Dan - in my opinion, he does a fantastic amount of research, and distills it into nicely consumable bits for "the rest of us." Great snapshot of his most recent work.
  
  "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."

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• 06 Dec 09
  

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• 02 Dec 09
  

  Melissa Tredenick
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  Jennifer Colletti
• 21 Nov 09
  

  Yi Wang

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• 15 Nov 09
  

  Mark Banuelos
  • Dan Pink on the surprising science of motivation

    • 

      Mark Banuelos on 2009-11-15

      Dan Pink brings up 2 interesting ideas. One is that intrinsic motivators work better than extrnisic motivators. At first glance, many would consider this idea unrealistic, but when thought about the Candle Problem makes reafirms that intrnsic motivators will work better than extrinsic motivators. Second, is that if businesses allow their workers to be more autonomous, then productivity will increase. I believe this to be true, but I don't know if business will allow this to occur because big business does not want to promote autonomy, rather they prefer unity through uniformity. They need to change this traditionalistic ideology.
• 10 Nov 09
  

  Pamela Ellsesser

  Talk about the mismatch between "what science knows and what business does"....higher incentives lead to poorer performance

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• 08 Nov 09
  

  Chris Lee

  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.

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  Jordy Whitmer

  Engagement

• 07 Nov 09
  

  Eugene

  surprising scientific studies: higher rewards increase mechanical tasks but impede creative performances, e.g. candle problem
  20th century business based on disciplined carrot and stick management ideas will no longer work in 21st century. lower tasks are being outsourced. complex problems need whole mind thinking. need to reward intrinsic rather than extrinsic motivations.
  3 ideas for new business: autonomy, mastery, purpose
  question: so how does the free market work if its not all about incentives?
  related book: Driven by Paul Lawrence
  related TED talk: Barry Schwartz on our loss of freedom

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• 02 Nov 09
  

  Hiram Cuevas

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• 21 Oct 09
  

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• 18 Oct 09
  

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• 12 Oct 09
  

  Geordie Paulus

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  Keisa Williams

  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.

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• 06 Oct 09
  

  Mark Bonchek
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  Andrew Hawkins

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• 30 Sep 09
  

  Rémy Sanlaville

  "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."

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• 28 Sep 09
  

  Jeppe Kabell

  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.

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• 26 Sep 09
  

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• 22 Sep 09
  

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• 21 Sep 09
  

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• 20 Sep 09
  

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• 18 Sep 09
  

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• 17 Sep 09
  

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• 14 Sep 09
  

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• 13 Sep 09
  

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• 12 Sep 09
  

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• 10 Sep 09
  

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• 09 Sep 09
  

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• 08 Sep 09
  

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  Dave Saunders

  TED Talks 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.

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• 07 Sep 09
  

  Sheryl A. McCoy

  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.

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• 06 Sep 09
  

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• 05 Sep 09
  

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  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.

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• 04 Sep 09
  

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• 02 Sep 09
  

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• 01 Sep 09
  

  Noah Geisel

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  Doug Peterson

  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.

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  Peter Beens

  Autonomy, mastery, and purpose are the keys to motivation.

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  • 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.
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• 31 Aug 09
  

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• 30 Aug 09
  

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  • If-then rewards work really well for those sorts of tasks, where there is a simple set of rules and a clear destination to go to. Rewards, by their very nature, narrow our focus, concentrate the mind. That's why they work in so many cases.
  • There is a mismatch between what science knows and what business does. And here is what science knows. One: Those 20th century rewards, those motivators we think are the natural part of business, do work, but only in a surprisingly narrow band of circumstances. Two: Those if-then rewards often destroy creativity. Three: The secret to high performance isn't rewards and punishments, but that unseen intrinsic drive. The drive to do things for their own sake. The drive to do things cause they matter.
  • 5 more annotations...
  • • As long as the task involved only mechanical skill bonuses worked as they would be expected: the higher the pay, the better the performance.
    • scientists who've been studying motivation have given us this new approach. It's an approach built much more around intrinsic motivation. Around the desire to do things because they matter, because we like it, because they're interesting, because they are part of something important.
    • But one the task called for even rudimentary cognitive skill, a larger reward led to poorer performance.
    • autonomy, mastery and purpose.
    • That reward actually narrows our focus and restricts our possibility.
• 29 Aug 09
  

  Tero Toivanen

  Dan Pink's fantastic talk about motivation in TED.

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  W.W. Webster

  Video on 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.

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• 28 Aug 09
  

  Benjamin Blackmer

  Excellent video on motivation.

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  Matt Thompson

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  Rahul Gupta

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  Youenn Leborgne

  Extrinsic motivators only work for the most mechanic tasks: incentives narrow our focus.
  
  Conversely, for most 21st century tasks, which involve creativity, extrinsic motivators harm: they make one less efficient.
  Only intrinsic motivation works there.

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• 27 Aug 09
  

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  Stefani Hite

  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. This is really powerful for educators - replace "business" with "school" and you get a whole new perspective on how to motivate students. (18.5 minute TED video)

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  koroghcm us

  Dan Pink, author of a Whole New Mind, talking about intrinsic vs. extrinsic motivation. Mostly in relation to business but has applicability to education. Brings in some classic social science research that has implications for practice.

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  • Dan Pink on the surprising science of motivation
• 26 Aug 09
  

  S Buhner

  TED Talks 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.

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  Sue Dowdell

  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. (Recorded at TEDGlobal 2009, July 2009 in Oxford, UK. Duration: 18:36)

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• 25 Aug 09
  

  Noel Waddington

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  Thomas Galvez

  Great TED Talk video with Daniel Pink, author of "A Whole New Mind."

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  Dean Mantz

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  Carol Furchner

  "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."
  
  

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  Yun Huang Yong

  TED Talks 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.

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  Takuya Homma
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  Bill Genereux

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• 24 Aug 09
  

  Hugh O'Donnell

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  Mireille J

  Please watch this TED lecture by Dan Pink @unstructure - About people wanting to work on work which matters to them

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Public Stiky Notes

• 
  Mark Banuelos on 2009-11-15
  Dan Pink brings up 2 interesting ideas. One is that intrinsic motivators work better than extrnisic motivators. At first glance, many would consider this idea unrealistic, but when thought about the Candle Problem makes reafirms that intrnsic motivators will work better than extrinsic motivators. Second, is that if businesses allow their workers to be more autonomous, then productivity will increase. I believe this to be true, but I don't know if business will allow this to occur because big business does not want to promote autonomy, rather they prefer unity through uniformity. They need to change this traditionalistic ideology.

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