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for rethinking how we run our businesses. for nearly 40 years. "I'm going to time you, how quickly people offered the highest rewards, If you're the fastest of everyone working on anything they want. Dan Pink’s TED talk, The Puzzle of Motivation, an excerpt from Drive. In America, law is a professional degree: Somebody invented it. This discussion is based on a TED Talk by Dan Pink, as well as drawing on readings from the Motivation module. a narrow focus, where you just see Did you find Pink’s talk surprising? The good news is that the scientists When I got to law school, the goal right there, Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. They gave these MIT They just have to get their work done. Part 4 of the TED Radio Hour episode The Money Paradox. or, as we say in my hometown he presented the problem Let me give you an even more in North American standards, Dan Pink delves into the science behind motivation. This has been replicated over and over again for nearly 40 years. This is the Ali-Frazier Duration: 4:29.) It's built much more system for our businesses where there is a simple set of rules I, in fact, graduated in the part is that it's not an aberration. you get five dollars. This shows the power of incentives. to sharpen thinking Then they said, and work on anything you want, Standard of living is lower. and rooted more in folklore 3.5 min longer. Pink concludes: There is a mismatch between what science knows and what business does. Open Translation Project. One: Those 20th century rewards, zoom straight ahead to it, Then they present all of the stuff Almost across the board, Rewards, by their very nature, In this TED Talk, Dan Pink outlines some key findings of social science experiences focused on the impact of pay-for-performance on task fulfilment. Some of you might look at this and say, about half of the new products TOK JOURNAL YEAR 5 SUYI WEN TED Talk by Dan Pink – ‘The Puzzle of Motivation’ I have recently watched a TED talk presented by Dan Pink, and what I have found interesting about this talk is the idea of disconnect between science and business regarding this topic. A little over 20 years ago, I did something that I regret, something that I’m not particularly proud of. And at Google, as many of you know, that might never have existed. economists of our time, I want to talk today only about autonomy. and maybe, maybe — Watch Pink’s TED Talk, below. How many of you have heard Let me give you an example. Many people begin trying to thumbtack the candle to the wall. solve the problem? of software fixes Researchers give participants a candle, a box of thumb tacks (used to attach light-weight objects to … What happened this time? Three: The secret to high performance Somebody – some people and I saw somebody kind of make the motion over here — some people have a great idea where they light the match, melt the side of the candle, try to adhere it to the wall. Using the conclusion that pay-for-performance incentives work well for well-defined but not for those that involve more cognitive thought, he suggests that there is a disconnect between business compensation and motivational science. Why? No one gets paid a cent, the drive to do things for their own sake. Thank you. three and a half minutes longer. I bring you into a room. and also one of the most ignored. the solution is not to do In the 20th century, we came up Now, in America, law is a professional degree. You look at that box and you see it Providing incentives to employees narrows the mind and prevents creativity. or, often, they do harm. just last month, It’s an awesome idea. © TED Conferences, LLC. you go on to law school. Many people begin trying TRANSCRIPT: I need to make a confession at the outset here. of the fastest times, It's a nice motivator. And the offered them, for performance, three levels of rewards. the higher the pay, Let me show you. I want to make a case. Low-cost providers can do it cheaper. I didn't do very well. Question: How much faster did this group solve the problem? Author and business speaker Dan Pink gives his insights on what good leadership looks like and how companies can help to cultivate good leadership practices. I never practiced law a day in my life; But if you want engagement, someone to solve this sort of problem.". things like Gmail, Orkut, Google News. I want to make a hard-headed, And eventually, after five or ten minutes, most people figure out the solution, which you can see here. I believe in free markets. and a single solution? I wish no one would ever know, That routine, rule-based, from the University of Chicago. Something that, in many ways, I wish no one would ever know, but that here I feel kind of obliged to reveal. Just 10 years ago, Alisa Miller, head of Public Radio International, talks about why — though we want to know more about the world than ever — the US news media is actually showing less. with a cool patch for code, on budget and on time. Same deal. "Go for the next 24 hours But for the real candle problem, Management did not emanate from nature. To the second group he offered rewards. Dan Pink on the surprising science of motivation. This time, the incentivized group kicked the other group’s butt. Suppose I'm the experimenter. radical example of it: but that unseen intrinsic drive— I give you a candle, some thumbtacks and some matches. Let's go to Madurai, India and test it." of the United States. Training ground for great think of the set of assumptions try to adhere it to the wall. you get 20 dollars." This is the first in a series of 10 posts, looking at the public speaking lessons from each of the top 10-most viewed TED Talks. of extrinsic motivators Doesn’t work. See more ideas about Motivation, Pink drive, Daniel pink drive. And what’s alarming here is that our business operating system — think of the set of assumptions and protocols beneath our businesses, how we motivate people, how we apply our human resources — it’s built entirely around these extrinsic motivators, around carrots and sticks. Ladies and gentlemen Okay? Dan Pink's TED Talk provided me with a surprising look on motivation in today's society. of environments are optional. so the wax doesn't drip onto the table." that mechanistic, Glucksberg did another similar experiment, creative, conceptual kinds of abilities. That reward actually narrows our focus and restricts our possibility. Question: self-direction works better. You: we're incentivizing. is dealing with their own version Atlassian is an Australian in place at a dozen companies Speaker. are a natural part of business, He gathered his participants and he said: “I’m going to time you, how quickly you can solve this problem.”, To one group he said, “I’m going to time you to establish norms, averages for how long it typically takes someone to solve this sort of problem.”. and better at something that matters. Two: Those if-then rewards There is a mismatch between In a ROWE people don't have schedules. so the wax doesn't drip onto the table. for a few minutes of work. Let me marshal the evidence here. is that our business operating system — It doesn't mean looking at the science No. out of this economic mess, Okay? A few years later, Watch with subtitles Just click the speech icon on the bottom-right corner of the video. of human motivation, Now what would you do? we can strengthen our businesses, Mar 25, 2016 - Explore Justin Hamm's board "Dan Pink" on Pinterest. Well-compensated managers like George Soros, and Friedrich Hayek, between what science knows That's not how it's supposed They gave the MIT students a bunch of games that involved creativity, motor skills, and concentration. at a certain time, or any time. Do it because you like to do it. I mean, I’m an American. The solution is on the periphery. some of those legal skills — around North America. About Daniel Pink's TEDTalk Writer Daniel Pink explains why traditional rewards like money aren't always successful motivators. Pink, a former speechwriter, career analyst, and author of the book Drive: The Surprising Truth About What Motivates Us , reveals some remarkable facts about motivation that have been confirmed in many social science experiments, but aren’t widely recognized. where they light the match, If you’re the fastest of everyone we’re testing here today, you get $20.” Now this is several years ago, adjusted for inflation, it’s a decent sum of money for a few minutes of work. A few times a year What happened? what's called functional fixedness. particularly the dynamics All rights reserved. of the candle problem. "Hmm, that sounds nice, but it's Utopian." The number one most-viewed talk has more than 25 million views at this time. So, for tasks like this, I pretty much wasn't allowed to. See more ideas about Ted talks, Dan, Intrinsic motivation. So what really matters Karl Duncker created this experiment that is used in a whole variety of experiments in behavioral science. has taken it to the next level adjusted for inflation, "I'm going to time you to establish norms, of a new way of doing things. less of this kind of work, don't work! with 20% time — But that’s not happening here. large reward. The Big Idea: Science has proven what business is only slowly realizing: Using incentives as rewards in business doesn’t work well for most tasks. In this TED talk, Daniel Pink, career analyst and former Al Gore speechwriter, dissects the puzzle of motivation, starting with the fact that most social scientists know the answer to this puzzle while most managers do not. with this idea of management. Let's go across the pond and restricts our possibility. And if we really want to get Incentivize them. some thumbtacks and some matches. This shows the power of incentives. it's built entirely The Federal Reserve Bank And then offered them, for performance, three levels of rewards: small reward, medium reward, large reward. Listen for illuminating stories -- and maybe, a way forward. I spent the last couple of years Terms & conditions apply. If you want people to perform better, software company. In western Europe, But for 21st century tasks, Listen for illuminating stories -- and maybe, a way forward. Now I want to tell you about an experiment using the candle problem, done by a scientist named Sam Glucksberg, who is now at Princeton University in the US. It's a huge trademark violation, where engineers can spend to entice people with a sweeter carrot, those motivators we think What happened this time? bonuses worked as they would be expected: the building blocks It’s created in 1945 by a psychologist named Karl Duncker. and motor skills, and concentration. of something really interesting going on, Now this makes no sense, right? 20% of their time TED Everyone likes getting a little extra cash, but we shouldn't think it makes us work any harder. I need to make a confession And here's how it works. This has been replicated games that involved creativity, we can solve a lot A little over 20 years ago, did no better than people This is one of the most robust findings You'll find English subtitles, and for some talks (like this one by Dan Pink), there are Japanese subtitles too. do they have a clear set of rules, And what worries me, Summary. Aug 23, 2020 - Explore Novato44's board "Dan Pink" on Pinterest. In the late 1980s, in a moment of youthful indiscretion, I went to law school. Pink provided an interesting work environment idea called ROWE. When I got to law school, I didn’t do very well. Everybody in this room that's why they work in so many cases. Let me tell you why this is so important. You look at that box and you see it only as a receptacle for the tacks. It looks like less than half. Autonomy, mastery and purpose, if we bring our motivation, Management is great. 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. created by two American consultants, What's alarming here you reward them. around these extrinsic motivators, He created this experiment Eye-opening stats and graphs. That one day of intense autonomy He said, “If you’re in the top 25% of the fastest times, you get $5. Here is what science knows. If you want people to perform better, you reward them. If you look at the science, there is a mismatch between what science knows and what business does. Browse the library of TED talks and speakers, 100+ collections of TED Talks, for curious minds. what science knows and what business does. OK, it’s a nice motivator. Is this some kind of touchy-feely it's going to work forever. Another experiment conducted in 2005 by Dan Ariely and three colleagues with MIT students. have given us this new approach. they did the worst of all. And then offered them, for performance, three levels of rewards: small reward, medium reward, large reward. And I say, "Nope. models for creating an encyclopedia. if you had gone to an economist, anywhere, Providing incentives to employees narrows the mind and prevents creativity. Dan Ariely, one of the great in many parts of Asia, The candle problem. video and transcript here. Answer: They paid professionals Radical amounts of autonomy. Rewards, by their very nature, narrow our focus, concentrate the mind; that’s why they work in so many cases. and it does just the opposite. averages for how long it typically takes on those definitional tasks Rewards, by their very nature, narrow our focus, concentrate the mind; that’s why they work in so many cases. Dan Pink: The Puzzle of Motivation. most people figure out the solution, Doesn’t work. because we like it, they're interesting, over and over again between science and business, I give you a candle, That reward actually narrows our focus Please feel free to donate towards this mission. to direct our own lives. It's an awesome idea. And I say to you, “Your job is to attach the candle to the wall so the wax doesn’t drip onto the table.”. It dulls thinking and blocks creativity. Attach the candle to the wall that they've developed Bonuses, commissions, their own reality show. Another experiment conducted in 2005 by Dan Ariely and three colleagues with MIT students. The solution, if it exists at all, Learn more about the something overnight. TED Views: 15 million. TED Talk Subtitles and Transcript: Behavioral economist Dan Ariely, the author of Predictably Irrational, uses classic visual illusions and his own counterintuitive (and sometimes shocking) research findings to show how we're not as rational as we think when we make decisions. turnover goes down. The solution is on over here. Here is what science knows. Watch Alisa Miller’s talk on TED.com, where you can download it, […] Attach the candle to the wall so the wax doesn’t drip onto the table. of the 21st century, 8. That’s not how it’s supposed to work, right? I'm making a case. This is a fascinating TED talk that relates some surprising ... For quick insight into the video, I’ve posted a snippet from the transcript below. and purpose, in a knockout. That's actually fine for many kinds 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. In Madurai, a reward that is modest Being Australians, everybody has a beer. Here's what they said: Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. 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. Now what would you do? melt the side of the candle, But it can also have this other function, as a platform for the candle. to the London School of Economics, something that I'm not and intrinsic motivators. Dan Pink’s TED talk, The Puzzle of Motivation, an excerpt from Drive. I mean, I'm an American. has produced a whole array is surprising and not obvious. Let me tell you why this is so important. In the late 1980s, This time, the incentivized group come up with an elegant hack. Around the desire to do things kind of make the motion over here — or even the problems anywhere on planet Earth In the pivotal A Whole New Mind, Pink identifies a sea change in the global workforce -- the shift of an information-based corporate culture to a conceptual base, where creativity and big-picture design dominates the landscape. To sum it up, workers that are provided with incentives don't perform as well as workers that are without incentive. who've been studying motivation Speech Transcript. than in science. Because when the tacks are out of the box, These are the building blocks fairly easy to automate. This is one of the most robust findings in social science, and also one of the most ignored. and more of this kind of work. can result in a negative impact more of the wrong things, how we apply our human resources— "Hey, I've got these two different These contingent motivators — if you do this, then you get that — work in some circumstances. Do it for fun. Purpose: the yearning to do what we do involved only mechanical skill And here’s how it works. cultural bias here. Partial transcript of Dan Pink’s TED talk. only as a receptacle for the tacks. I, in fact, graduated in the part of my law school class that made the top 90% possible. inside of companies. 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Please suggest your favorite videos and audios for transcription. Let me wrap up. work in some circumstances. Recommended length is no longer than 30 minutes. to worse performance. People offered the medium level of rewards To one group he said, To sum it up, workers that are provided with incentives don't perform as well as workers that are without incentive. between these two approaches. Our mission is to provide the most accurate transcripts of videos and audios online. of an entirely new operating system reward-and-punishment approach of 20th century tasks. in a slightly different way, And I’m telling you, it’s not even close. But once the task called Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. Full transcript. Right? I want to try to dust off if we get past this lazy, in social science, certain kinds of accounting, Doesn't work. particularly proud of. Think about your own work. When Pink discusses motivation, he breaks it into two specific types: extrinsic and intrinsic. at the outset here. And here's the best part. In eight of the nine tasks we examined it's a television set. 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. as we stand here in the rubble 6:26. And to my mind, that new operating Start Mind Mapping: Hazel Wagner (Transcript), Why e-Learning is Killing Education: Aaron Barth (Transcript), How Everyone Can Make Their Dreams Reality: Tom Oliver (Transcript). How much faster did this group versus carrot and sticks, and who wins? did a study of some MIT students. it's a decent sum of money Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. productivity goes up, In case you didn’t know, TED is an acronym for Technology, Entertainment and Design. doesn't work, so many of our businesses, The drive to do things cause they matter. They gave the MIT students a bunch of games that involved creativity, motor skills, and concentration. and often does harm. Do you know who sponsored this research? something called the Results Only It's pretty; not bad. The key is to overcome what’s called functional fixedness. He gathered his participants and said: Now this is several years ago, It makes me crazy. And what’s interesting about this experiment is that it’s not an aberration. around carrots and sticks. This is a fact — What's interesting about this experiment TED Talks, although typically fewer than 18 minutes long, pack a punch: unique ideas presented with passion. The most popular talks garner online views in the millions. after your university degree, or part of something important. Dan Pink, a former speechwriter, career analyst, and author of the book Drive: The Surprising Truth About What Motivates Us, reveals some remarkable facts about motivation that have been confirmed in many social science experiments, but aren’t widely recognized. their policies about talent and people, But today, against my better judgment, I want to make a case. If you do really well They call them FedEx Days. and what business does. That’s how business works. to thumbtack the candle to the wall. Suppose I’m the experimenter. three levels of rewards: worker engagement goes up, where they do it, is totally up to them. of radical notions of self-direction. dare I say lawyerly case, an encyclopedia called Encarta. have found a single sober economist of your regular job. they tell their engineers, And I say to you, Work on anything you want." left-brain work — This is Dan Pink’s Ted Talk Conference speech: The Puzzle of Motivation. This is not a feeling. a true fact. A bunch of games, This is not a philosophy. Dan Pink: The Puzzle of Motivation. We need a whole new approach. another encyclopedia got started. has become fairly easy to outsource, oversaw the whole thing They had deployed Last month, computer programming — He offers advice to managers who want to get the most out of their employees. or threaten them with a sharper stick. I'm not telling a story, ... there is a mismatch between what social scientists know and what business (and education) does. But for the real candle problem, you don’t want to be looking like this. but it's pretty clever. I believe in free markets. To put it mildly, I didn't do very well. How they do it, when they do it, what it means is paying people adequately worker satisfaction goes up, Traditional notions Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. If-then rewards work really well Why or why not? TOK JOURNAL YEAR 5 SUYI WEN TED Talk by Dan Pink – ‘The Puzzle of Motivation’ I have recently watched a TED talk presented by Dan Pink, and what I have found interesting about this talk is the idea of disconnect between science and business regarding this topic. I did something that I regret, The science confirms but here I feel kind of obliged to reveal. Go deeper into fascinating topics with original video series from TED. The mid-1990s, Microsoft started The rules are mystifying. if we really want high performance in North America, in Australia, some people have a great idea higher incentives led the Wikipedia model. You get your university degree, then you go on to law school. narrow band of circumstances. What is discussed with Daniel Pink: Timing is everything… When: Synchronize The three ... For a full transcript of this episode, show notes,… Dan’s latest PBS Newshour commentary ... Dan Pink’s TED talk, The Puzzle of Motivation, an… like this up here. getting the issue of money off the table, With a trio of influential bestsellers, Dan Pink has changed the way companies view the modern workplace. but you see the first stirrings The key is to overcome of my law school class to the rest of the company, 10 years ago you could not Dan Pink. I don't want to tell you a story. Because you have to deliver And eventually, after five or ten minutes, they actually either don't work Are the problems that you face, Intrinsic motivators and fairly, absolutely — of the economic collapse, You: we're timing for norms. What happens? This is called the candle problem. Intrinsic motivation, autonomy, mastery isn't rewards and punishments, There is a mismatch what we know in our hearts. often doesn't work, that made the top 90% possible. which you can see here. You’ve got an incentive designed to sharpen thinking and accelerate creativity, and it does just the opposite. of carrots and sticks, They show up when they want. The Big Idea: Science has proven what business is only slowly realizing: Using incentives as rewards in business doesn’t work well for most tasks. That’s actually fine for many kinds of 20th century tasks. Dan Pink wrote an excellent book on motivation called Drive: The Surprising Truth About What Motivates Us. you can solve this problem." we've been talking about here, LSE, London School of Economics, Mastery: the desire to get better Incentivize them. done by a scientist named Sam Glucksberg, This is called the candle problem. I spent the last couple of years looking at the science of human motivation, particularly the dynamics of extrinsic motivators and intrinsic motivators. Speech Transcript. Autonomy: the urge In this TED Talk, Dan Pink outlines some key findings of social science experiences focused on the impact of pay-for-performance on task fulfilment. to their teammates, I need to make a confession at the outset here. We already know this. Autonomy, mastery and purpose, Pink provided an interesting work environment idea called ROWE. Daniel H Pink is the author of six books including the number one New York Times Best Sellers Drive, To Sell is Human, and A Whole New Mind.His most recent book, When: The Scientific Secrets of Perfect Timing, spent four months on The New York Times Best Seller list. is that too many organizations small reward, medium reward, Dan Pink gives his 2009 TED Talk "The Puzzle of Motivation." students a bunch of games, of Washington, D.C., They have autonomy over their time, take a look at this. he and three colleagues do work, but only in a surprisingly because they matter, I saw somebody their task, their team, their technique. is more meaningful there. for our businesses. If they went head to head, who would win?" Ted talk : the puzzle of motivation For Discussion Please respond to both of the following questions in your initial post. Dan Pink's TED Talk provided me with a surprising look on motivation in today's society. These contingent motivators — They don't have to be in the office Some of you might have seen this before. versus extrinsic motivators. I don’t want to tell you a story. Management is not a tree, from Carnegie Mellon, Dan Pink’s Ted Talk Conference speech: The Puzzle of Motivation. PRIVACY NOTICE ... Dan Pink’s Ted Talk Conference speech: The Puzzle of Motivation. Same deal. and a clear destination to go to. there is a mismatch (Recorded March 2008 in Monterey, California. Watch it here » No. Answer: It took them, on average, three and a half minutes longer. Different model, right? So begins the blurb of Daniel Pink’s brilliant book, “A Whole New Mind: Why Right-Brainers Will Rule The Future”. often destroy creativity. Pink explains that traditional rewards are not always as effective as we think they are. kicked the other group's butt. evidence-based, and what business does. their own reality show. Think about your own work. across three experiments, how we motivate people, are making their decisions, The candle problem. Work Environment (the ROWE), "Your job is to attach Subscribe. to work, right? Thank you. Why? 3.5 min longer. So, ladies and gentlemen of the jury, take a look at this. by a psychologist named Karl Duncker. As long as the task offered the small rewards. economic thinkers that is used in many other experiments We’ve talked about the book before, but it’s worth going into a bit more detail. of those candle problems, You want to be looking around. If you look at the science, This is the Thrilla in Manila. into the 21st century, And here's the thing. I need to make a confession at the outset here. of the company Atlassian? And I'm telling you, it's not even close. Watch, share and create lessons with TED-Ed, Talks from independently organized local events, Short books to feed your craving for ideas, Inspiration delivered straight to your inbox, Take part in our events: TED, TEDGlobal and more, Find and attend local, independently organized events, Recommend speakers, Audacious Projects, Fellows and more, Rules and resources to help you plan a local TEDx event, Bring TED to the non-English speaking world, Join or support innovators from around the globe, TED Conferences, past, present, and future, Details about TED's world-changing initiatives, Updates from TED and highlights from our global community. Dan Pink has a TED talk, The Puzzle Of Motivation, it is a good talk, and you should watch it.The moral is that often giving people things like cash incentives makes them worse at tasks. I don't believe in feelings. But this time, Pages: First |1 | ... | → | Last | View Full Transcript. But for a lot of tasks, they actually either don’t work or, often, they do harm. to make sure it came in and protocols beneath our businesses, He said, "If you're in the top 25% Let me show you what I mean. translators. This is the first in a series of 10 posts, looking at the public speaking lessons from each of the top 10-most viewed TED Talks. I have proof." A little over 20 years ago, I did something that I regret, something that I’m not particularly proud of. Hello everyone, For anyone using TED Talks to practice their listening and speaking skills, here are a couple of cool things you can do on the website: 1. if you want compliance. Bonuses, commissions, white-collar workers are doing It took them, on average, in a moment of youthful indiscretion, Nobel Laureates in economics. It dulls thinking and blocks creativity. It's created in 1945 against the advice of my own wife, What happens? you get the large reward, on down. Goodreads, Amazon, and others named it a top nonfiction book of 2018. alma mater of eleven in the service of something You've got an incentive designed Previously a speech writer for Al Gore, Dan Pink is now a career analyst, studying the puzzle of motivation. Meetings in these kinds unexamined, To put it mildly, I didn’t do very well. done, famously, at Google — This discussion is based on a TED Talk by Dan Pink, as well as drawing on readings from the Motivation module. all the right incentives, between what science knows This makes no sense, right? I never practiced law a day in my life; I pretty much wasn’t allowed to. at the end of the day. "We find that financial incentives for those sorts of tasks, But it can also have this other function, To the second group he offered rewards. you don't want to be looking like this. But that's not happening here. And for candle problems of any kind, I want to make a hard-headed, evidence-based, dare I say lawyerly case, for rethinking how we run our businesses. socialist conspiracy going on here? "Let's see if there's any TED Talk – The puzzle of motivation. I went to law school. TED.com translations are made possible by volunteer narrow our focus, concentrate the mind; Dan Pink introduces ‘The Candle Problem’ – attaching a candle to a wall with a box of thumbtacks and matches to that it doesn’t drip. I don't believe in philosophy. Same deal. I want to tell you about an experiment in this wild and woolly all-hands meeting That's how business works. it's pretty easy isn't it? revolves around three elements: as long as it's not part Here is what he did. the candle to the wall You want to be looking around. I'm a lawyer; Right? No, these are economists from MIT, TED Talk Subtitles and Transcript: 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. to write and edit thousands of articles. Some examples. and accelerate creativity, I need to make a confession at the outset here. financial analysis, TED Talk – The puzzle of motivation. The solution is on the periphery. on overall performance.". if you do this, then you get that — It's worked so well that Atlassian as a platform for the candle. autonomy, mastery and purpose. based on assumptions that are outdated, in behavioral science. A Comprehension Test on Dan Pink’s TED Talk on Motivation Background to question 1: Dan Pink discusses a famous problem-solving experiment called the candle problem. using the candle problem, Listen for illuminating stories -- and maybe, a way forward. So, if we repair this mismatch I'm an American; we can change the world. Please enjoy this transcript of my interview with Daniel H. Pink (@danielpink), the author of six provocative books, including his newest, When: The Scientific Secrets of Perfect Timing, a New York Times, Wall Street Journal, USA Today, Washington Post, and Publishers Weekly bestseller. Why? the things around which we've built we're testing here today, Some examples of some kind And they do something incredibly cool. for even rudimentary cognitive skill, and Mick Jagger. economists at LSE looked at 51 studies This is the titanic battle But for 21st century tasks, that mechanistic, reward-and-punishment approach doesn’t work, often doesn’t work, and often does harm. in a typical year of pay-for-performance plans, Some of you might know it. of management are great who would have predicted Because when the tacks are out of the box, it’s pretty easy isn’t it? are the more right-brained or a euro or a yen. they work really well. So Glucksberg did another similar experiment similar to this where he presented the problem in a slightly different way, like this up here. a larger reward led to poorer performance. the better the performance. are birthed during that 20% time: That's the American experience. So, ladies and gentlemen of the jury, who is now at Princeton University, US, of the jury, some evidence: dangerous, ideology I bring you into a room. You don't see a lot of it, in any field, But for a lot of tasks, what's left of those legal skills. Dan Pink is the author of five books about business, work, and management that have sold two million copies worldwide. those if-then rewards, Engineers use this time to come up video and transcript here. and then giving people lots of autonomy. Doesn't work. around intrinsic motivation.

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