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Daniel H. Pink wrote a great book called, "Drive" that I highly recommend for all Leaders. He answers the puzzle of motivation. James MacGregor Burns wrote, "Transformational Leadership" which I also highly recommend reading. Which leads me to: compare/contrast Leadership styles Transactional Leadership vs. Transformational Leadership with respect to motivation.
"Forget everything you thought you knew about how to motivate people—at work, at school, at home. It's wrong. As Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others) explains in his paradigm-shattering book Drive, the secret to high performance and satisfaction in today's world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.
Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of our lives. He demonstrates that while the old-fashioned carrot-and-stick approach worked successfully in the 20th century, it's precisely the wrong way to motivate people for today's challenges. In Drive, he reveals the three elements of true motivation:
*Autonomy—the desire to direct our own lives
*Mastery—the urge to get better and better at something that matters
*Purpose—the yearning to do what we do in the service of something larger than ourselves
Along the way, he takes us to companies that are enlisting new approaches to motivation and introduces us to the scientists and entrepreneurs who are pointing a bold way forward.
Drive is bursting with big ideas—the rare book that will change how you think and transform how you live."
"Forget everything you thought you knew about how to motivate people—at work, at school, at home. It's wrong. As Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others) explains in his paradigm-shattering book Drive, the secret to high performance and satisfaction in today's world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.
Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of our lives. He demonstrates that while the old-fashioned carrot-and-stick approach worked successfully in the 20th century, it's precisely the wrong way to motivate people for today's challenges. In Drive, he reveals the three elements of true motivation:
*Autonomy—the desire to direct our own lives
*Mastery—the urge to get better and better at something that matters
*Purpose—the yearning to do what we do in the service of something larger than ourselves
Along the way, he takes us to companies that are enlisting new approaches to motivation and introduces us to the scientists and entrepreneurs who are pointing a bold way forward.
Drive is bursting with big ideas—the rare book that will change how you think and transform how you live."
The puzzle of motivation
Posted from ted.com
Leadership
Leadership Development
Motivation
Entrepreneur
Posted >1 y ago
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Its a great book and it hits all the right spots. I was abel to hear Mr. Pink speak at a safety conference and it changed my attitude about how I was going to turn a company that had 61osha recordables and 3 fatalities to 0 without hidding injuries and I did it. It was easy you have to Switch your employees thinking. Employees use to work for the company. I think this was a wrong move. That means if the employer doesnt give what the employee what he or she wants well they get mad. However if its just a job and they are working for their family and or their hobbies outside of work then they will not put themselves in harms way to be a hero for the company instead they follow a safety peocedure to the letter to get home to what matters most their family, their church, and their hobbies. This is hard to do especialy with vets but it works. I shook every employees hand and found out what they lived for outside of work then convinced them to work for that not for the company. Then you know what happens they follow procedures this means less mistakes and a bigger profit for your company. It also made your employees so proud to work for a company that is providing for the things they love. The days of being a company man or woman are gone. It works sounds different but it works.
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