Drive: The Surprising Truth About What Motivates Us:

I am presently reading the book Drive by Daniel H. Pink. Pink is also the author of A Whole New Mind. According to Wikipedia “Pink speaks to corporations, associations, universities and education conferences about such topics as the shift from the Information Age-with its premium on logical, linear, computer-like abilities – to what he calls ‘the Conceptual Age,’ where ‘right brain’ qualities like empathy, inventiveness and meaning predominate.”

Pink explains in Drive that the traditional way managers and leaders look at what motivates individuals is false. Managers tend to think that people are motivated positively by money and, sometimes, by negative motivation, such as threats of discipline motivate people to perform. Pink contends (and he offers views from many researchers on this topic) that most people are intrinsically motivated. This means they work hard because they want to, not because of rewards given or threats made.

My initial thoughts on this concept reflected toward both teaching and parenting practices. Currently the federal government is placing emphasis on teacher pay for performance. The excellent teachers I have worked with throughout the years dedicate themselves to their teaching not based on pay, but based on the value of wanting students to succeed. I have long contended that parents should teach responsibility to children about household chores and performing the duty should be expected based on the child’s responsibility as a family member. Students should be expected to try hard in school and perform at a high level because of the intrinsic benefit of learning. Pink relates that parents who pay children to take out the garbage, for example, have forever tied household chores with pay. Children are initially motivated to take out the garbage for pay, but will only readily continue the chore as long as they get paid. Teachers who reward children with stickers, prizes and the like face the same scenario in the classroom. If teachers reward students for expected behavior the student will only continue to perform if rewards are given.

I found it very interesting that Pink used open source type developments as evidence that motivation often is not derived from purchase or threat. He used the example of Wikipedia, an encyclopedia created by tens of thousands of people who write and edit for pleasure and do not get paid. Wikipedia is thriving today while the for-profit venture MSN Encarta no longer even exists. Open source software programs, such as Firefox and Linux, were developed by individuals who have not earned one dime for their work.

In my own career, I have been described as a “hard worker” and “Type A Personality,” because I work long hours to do my job the best way I know how. I agree with Pink’s basic tenant, that each job must pay a comparable wage equal with others who do the same work. The real trick is to get everybody in an organization working to do his or her best based on intrinsic motivation.