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Drive by Daniel Pink

Book club book report, 2/22/12 Elementary practicum course
by

Kelley Tucker

on 17 December 2012

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Transcript of Drive by Daniel Pink

! Drive Daniel Pink's The surprising truth about what motivates us Operating System Model Elements of
Intrinsic Motivation Autonomy: 2 Mastery internal drive to learn, create, better the world Motivation 1.0 external stimuli (rewards/punishments) reptile brain (food, water, sex) Motivation 2.0 Our 'societal OS' is a "set of assumptions and protocols for how things work that runs beneath our [social institutions]." Motivation 3.0 We need an upgrade because: 1. Intrinsic motivation is stronger.
2. We're not actually that rational.
3. This only works for routine tasks. Problems
with
"Carrots and Sticks" 1. They can extinguish instrinsic motivation. 2. They can diminish performance. 3. They can crush creativity. 4. They can crowd out good behavior. 5. They can encourage unethical behavior. 6. They can become addictive. 7. They can foster short-term thinking. offer rationale
acknowledge tedium
give autonomy provide "now-that" v. "if-then" rewards
give praise
give useful feedback upgrade: self-directedness over task, time, team, and technique. 1 often
undermined by management Purpose pursuit of Begins with "Goldilocks" experiences where challenges match abilities. Infinitely improvable
Demanding
Elusive and alluring a cause greater and more enduring than the self 3 The Now what??? Using Rewards in Motivation 3.0 For routine tasks: For creative tasks: Implications for Teachers Every assignment should promote intrinsic motivation - no meaningless exercises. Give self-directed work time - see what they come up with. Use self-evaluation - ask the student if they met learning goals. Give specific, sincere praise in private for effort and strategy, not intelligence. Provide relevance. Give students the opportunity to teach. Teaching requires mastery. Discussion Is there an elegant way to reconcile intrinsic motivation and accountability? How has Mot. 2.0 affected your experiences? How would Mot. 3.0 change that? Go forth and do... People are less likely to give blood when compensated. People report being happier in purpose-ful rather than lucrative vocations. “Rewards, by their very nature, narrow our focus. That’s helpful when there’s a clear path to a solution. They help us stare ahead and race faster. But “if-then” motivators are terrible for challenges like the candle problem.” pg 44 “Rewarded subjects often have a harder time seeing the periphery and crafting original solutions.” pg 46
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