- everything we think we know about what motivates us is wrong
- Riverhead Hardcover
- 1594488843
- Daniel H. Pink
Product DescriptionForget everything you thought about how to motivate people – at work, at school, at home. He is wrong. When Daniel H. Pink says in his new paradigm shattering book Drive: The surprising truth about what motivates us, the secret of high performance and satisfaction in today’s world of the profoundly human need is our own direct to live, learn new things, and it better for us and our world. Based on four decades of scientific research on human motivation, Pink describes the gap between what scientists know and what company – and how it affects all aspects of our lives. It shows that even if the old carrot and stick method successfully in the 20th Century work, is a very poor way to motivate people to meet the challenges of today are. The reader is shown that the three elements of the true motivation: * Autonomy: b. the desire to direct your own life * master the urge to . . More>>
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Like all great business books, it is a universal truth and makes you beat your head in the search reconnaissance.Il Especially in these statements. . . No one was paid to write, but they are nice and helpful (most anyway) of them. It will not take too long to spend the first third, but could change. Rating: 5 / 5
Reviews of Mr. Rose traditional methods of motivating and entertaining are valid and many of the proposed ideas are interesting and worthwhile if it allows considération.Cependant employees more autonomy and freedom to decide things for themselves, advocate for itself, there are fewer readers. He repeats the idea, more or less interesting and more talks about its value until we get sick of them, to generalize in particular to techniques that work well for software developers could, but few other entreprises.Au rather than the readers themselves and decide to consider how he or she could take some of these ideas in his own company, he eventually concern us again about the “day FedEx,” “Flow” and “I – type people.” It is ironic that, as He stressed that we should forego the mentality of 9 to 5 must be rigid, it Shoe-horning all the typical format of a binding commitment, “how-to” book with a strong thesis, he thinks he can vendre.C is a shame that he did not have the courage to follow his own advice. Rating: 3 / 5
Imagine surprise in “Drive: The Truth that U.S. motivation,” author Daniel H. Pink, a future where rigid mechanical Top Frederick Taylor down the management principles of reward and punishment (as in the chain assembly are formulated Ford) by flexible organic principles that value diversity and individuality of the professionals. Managers and entrepreneurs will find this idea, see replacing a challenge, but they – including the author – will find it difficult to find resources for the effective implementation of refreshing insights into the author in the middle of the travail.Mr. Pink starts with the discussion about how people were motivated: the biological drive to eat (need and the desire to mate) and social dynamics (), the carrot and stick principle of reward and punishment. Behaviorial what psychologists have now discovered that there is a third disc that can not be explained or fathom. What motivates programmers, open source software like Firefox and individuals to create, to contribute to the cost of projects like Wikipedia it? Mr. Pink believes that it is primarily because some people want to feel as if they have control over their lives ( “Autonomy”), dedicated and passionate of what they do ( “Master”), and the belief in a cause larger than themselves ( “target”). In other words, we need the state and humanity of people to rise, instead of reducing them to statistics and machine to be treated with bonuses rendement.En fact, Mr. Rose offered stern warnings to reward employees for performance. This approach adds stress to the lives of employees, stores it in short-term goals closely their creativity (decreases), encourages fraud and unethical behavior, and ultimately reduce their morale and commitment to their work. In fact, comparing Mr. Pink this reward mechanism as a drug that worked to shake the workers before they finally depressingly quickly, thus lowering their self-esteem. Educators also know they should not be rewarded for producing a student for his performance, but to a certain positive feedback for effort and attitude. This point can be seen in the company be true thinking. Wall Street, which is also when Mr. Rose did not mention, really is the ultimate in short-term “Do or Die” culture that Mr. Pink hates. Then there’s the ranking of the Amazon reviews where people are so determined, the rankings are they strategies (to increase its ranking as of writing only positive reviews of books trendy), but will adopt to increase their enjoyment of reading the book. In pursuit of our society figures and tables and statistics, all too easy to forget that the goal is to take pleasure in his work, and why, the worker must be constantly put into question by it, without him, and finally believe that its work to contribute to the improvement of mankind. Mr. Rose said nothing new, but he systematized by Malcolm Gladwell style and somewhat logical that traders have said leading progressive educators and cutting, for decades. Unfortunately, even if his ideas are right, they are also impossible to administer because of the contradiction between the mass of society and the individual. The individual wants to be free, independent and love with life, while personne.C the mass must have control of the company, regiment and a shackle This is an important point that Mr. Rose did not know, its final section – such as the implementation his ideas – as glib and lame. Use Google and use 20 percent of the free time to develop independent projects. This may have been meant to be effective at first, but Google has raised the big bureaucracy that it had an immediate feedback loop between technical ideas and desires and needs and expectations of the operator are now working again as the best place to be, Google is Bleeding talents.Il also the nagging question of cheaters and free-loaders. If the company is small, peer pressure and competition can motivate employees, with their 20 percent effectivley free time, but in a huge bureaucracy that is great there is little monitoring and control of cheaters and free-loaders are norme.Mr. Pink ideas can be applied only when we stop a mass society with oppressive bureaucracies, and are divided into clear and identifiable communities with small (not more than 200 people). That will not happen, so that the ideas of Mr. Pink ’s – as the ideas of Mr. Gladwell – instead, simply chatting cocktail in the formal sector, and that both M. Rose and Mr. Gladwell knowledge is a factor that very good reasons to continue writing. Rating: 4 / 5
Maslow’s “needs” addressed this very well, decades ago. Begin’s) with the physiological (eg, food (Paramount yet, unfortunately), in Haiti, followed by security (personnel, finance), social (friendship, l) and self (eg Google. Maslow said it better, faster and with much better documentation. Maslov reading instead of pink. Rating: 1 / 5
If you’re a left brain believe, Twitter is a waste of time and Generation Y does not need a wake up call to read this book because you never pas.J always been a fan of Alfie Kohn has been “punished by rewards” and when I tried to convey this attitude in the company of my business in the sale were ridiculed, being laughed at. I do not have to apply certain principles I was in control of the incredible job. Also another book I was living on the edge of chaos, read by Mark D. Youngblood, the more control you spoke in a human system, the more stress that you gloss Pink condensed and concise explains the secrets to use the greatest asset in any organization of the working man and his brain obtenez.Dan. The new fuel / application (wisdom) and the understanding of ancient thought out your business new opportunities and probably about it. This could capitalisme.Son an important part of the Holy Grail of the new “crowdsourcing” business model the future of work and how we solve problems together, but not manipulative give anyone / Note soi.Lisez absorb this book, apply, and then watch out! Greg Stromberg [. ..] Rating: 5 / 5