dan pink motivation

dan pink motivation

Contrast that approach with behavior sparked by intrinsic motivation. Secondary school counselors doctor student transcripts so their seniors can get into college. As Edward Deci, Richard Ryan, and Richard Koestner explain, ‘Rewards do not undermine people’s intrinsic motivation for dull tasks because there is little or no intrinsic motivation to be undermined.’. When teachers create lessons with a focus on intrinsic motivation, they drive students to participate and excel. do not generate the kind of motivation that drives great performance. Maslow put forward a theory that there are five levels in a hierarchy of human needs that employees need to have fulfilled at work. Dan Pink's theory of motivation is based on the simple notion that people have the intrinsic or internal capability of unleashi ng the power to transform organizations, society, nations, and even the globe. In the search for happiness, we often confuse how something looks with how it’s likely to make us feel. The drive towards the goal can convince you to make decisions that in any other situation you would likely never consider. do not generate the kind of motivation that drives great performance. As the cadre of business school professors write, ‘Substantial evidence demonstrates that in addition to motivating constructive effort, goal setting can induce unethical behavior. See our Privacy Policy.Farnam Street participates in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising commissions by linking to Amazon. Here we explore a better way to learn and enjoy the process. Dan Pink is the author of five books about business, work, and management that have sold two million copies worldwide. “Autonomy is a really important point when comes to [employee] experiences,” Pink said. Dan Pink. Like all extrinsic motivators, goals narrow our focus. These same pressures that may nudge you towards unethical actions can also push you to make more risky decisions. (Dan Pink, TED Talk) Why Motivation Matters in the Creative Economy. Author and researcher Daniel Pink divides intrinsic motivation into three components: mastery, autonomy, and purpose. Enron sets lofty revenue goals – and the race to meet them by any means possible catalyzes the company’s collapse. But offer a reward that’s enticing enough to get the agent to act the first time, and the principal ‘is doomed to give it again in the second.’ There’s no going back. For complex or conceptual tasks, offering a reward can blinker the wide-ranging thinking necessary to come up with an innovative solution. 2020 Farnam Street Media Inc. All Rights Reserved. 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. We tend to think that we are either motivated by a fear of punishment or the excitement of a reward; the positive and the negative, the carrot and the stick. There is a person who toils alone for years in relative obscurity before finally cracking the code to become a hero. Rewards can work for routine (algorithmic) tasks that require little creativity. Amabile and others have found that extrinsic rewards can be effective for algorithmic tasks – those that depend on following an existing formula to its logical conclusion. TRANSCRIPT: I need to make a confession at the outset here. Increasing intrinsic motivation in everyday activities yields greater satisfaction and engagement. In Drive, Pink asserts that motivation, at its core, comes from within. Dan Pink is the author of five books about business, work, and management that have sold two million copies worldwide. Motivation 3.0. Executives game their quarterly earnings so they can snag a performance bonus. 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. Daniel Pink November 2015 When used in these situations, “if-then” rewards usually do more harm than good. Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. Daniel Pink on Incentives and the Two Types of Motivation, Drive: The Surprising Truth About What Motivates Us, Mental Model: Bias from Envy and Jealousy. Go deeper into fascinating topics with original video series from TED. Dan Pink: The Puzzle of Motivation. You will increase your chances for success when rewarding routine tasks using these three practices: Any extrinsic reward should be unexpected and offered only once the task is complete. Daniel Pink brilliantly makes the case that traditional extrinsic rewards (bonuses, awards, etc.) Book on motivation Learn more about the However, the issue of money as a motivator has become moot in many sectors. Dan Pink: The Puzzle of Motivation. He argues against old models of motivation driven by rewards and fear of punishment, dominated by extrinsic factors such as money. By neglecting the ingredients of genuine motivation—autonomy, mastery, and purpose—they limit what each of us can achieve. Speaker. Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. Motivation is a tricky multifaceted thing. Money was once thought to be the best way to motivate an employee. Indeed, most of the scandals and misbehavior that have seemed endemic to modern life involve shortcuts. The Daniel Pink Motivation Theory is a concept from the book Drive: The Surprising Truth About What Motivates Us by Daniel Pink. Being directed by others grates on our need for a sense ofcontrol, especially when we feel we could do a better job of left to our own devices. 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. The Daniel Pink motivation theory is a theory of the factors that are important in obtaining intrinsic, sustainable motivation. We tend to think that we are either motivated by a fear of punishment or the excitement of a reward; the positive and the negative, the carrot and the stick. Dan introduced this in 2009 in his fourth non-fiction book called … (If the task were desirable, the agent wouldn’t need a prod.) This man was bestselling author and Bucket List pioneer Dan Pink. ‘If, then’ rewards are when we promise to deliver something to an individual once they complete a specific task. In much of our lives, and certainly at work, we are beholden to others who influence or direct our choices, and control the resources we use. The Russian economist Anton Suvorov has constructed an elaborate econometric model to demonstrate this effect, configured around what’s called ‘principal-agent theory.’ Think of the principal as the motivator – the employer, the teacher, the parent. Extrinsic motivation is driven by external forces such as money or praise. If you recall the first article published on Lateral Action (also inspired by Dan Pink) we looked at Why Creativity Is Economic Priority Number One. But not the kind of technology you might immediately think of, like your iPhone. Let’s turn back to our conversation with Dan. Anytime you pitch anything (an idea, a product, a way of life), you are selling something. Daniel H. Pink (born 1964) is the author of six books about work, business, and behavioral science. When teachers create lessons with a focus on intrinsic motivation, they drive students to participate and excel. It’s slow, makes us second guess ourselves, and interferes with our natural learning process. Pink also describes two distinctly different types of tasks: algorithmic and heuristic. Both are very different and lead to disparate outcomes. Instead, he argues that three key variables--Autonomy, Mastery, and Purpose--are the … Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. From 1995 to 1997, he was the chief speechwriter for Vice President Al Gore. In much of our lives, and certainly at work, we are beholden to others who influence or direct our choices, and control the resources we use. If we want to maximize happiness, we need to prioritize experiences over appearances. Offer too small a reward and the agent won’t comply. Through an example regarding college students’ motivation, where the total utility obtained is constant, the differences and subsequent What people are saying - Write a review. This can have a large negative impact on intrinsic motivation. Example: Giving pre-school children a reward for drawing meant they drew less than the groups without any reward 2 weeks after the task ended. Daniel Pink November 2015 Drive: The Surprising Truth About What Motivates Us Daniel H. Pink Pink has, at the end of the book, summaries- of the whole book, and of each chapter. The myth of the lone genius. Increasing intrinsic motivation in everyday activities yields greater satisfaction and engagement. Motivation - Maslow (Hierarchy of Needs) Levels: GCSE, AS; Exam boards: AQA, Edexcel, OCR, IB; Print page. Following is the full transcript of author Dan Pink’s talk: The Puzzle of Motivation at TED Talk Conference. He has also been the host and co-executive producer of “Crowd Control,” a television series about human behavior on National Geographic.Before that, Dan has been a business columnist, an advisor, and even a speech writer to then U.S. Vice President, Al Gore. This can be frustrating when we disagree with directions and struggle to complete seemingly impossible work. Here are 6 powerful tips gleaned from his recent webinar on motivation and persuasion. There is a mismatch between what science knows and what business does. In some ways, that’s just common sense. … A variety of non-financial methods are available that can be used to improve employee performance and motivation. As you can see, the two types of motivations and tasks are quite different. People Management: Introduction to Motivation (GCSE) Study notes. Dan Pink: The puzzle of motivation. Daniel H. Pink is the author of several provocative, bestselling books about business, work, and behavior. Daniel Pink’s work on motivation is likely the most well known, the most quoted, and the most discussed in management circles. Pink condenses 50 years of social science studying on the subject of motivation into a few simple words: “If-then” motivation is great for simple and short tasks. In many ways, this is common sense as it is the opposite of the ‘if, then’ rewards allowing you to avoid its many failings (focus isn’t solely on the prize, motivation won’t wane if the reward isn’t present during the task, etc…). Pink puts it succinctly: Once the baseline rewards have been sorte… TED Everyone likes getting a little extra cash, but we shouldn't think it makes us work any harder. Drive: The Surprising Truth About What Motivates Us is the fourth non-fiction book by Daniel Pink. Money was once thought to be the best way to motivate an employee. Student videos. Try to … Science knows that the 20th century tiered financial rewards do not improve performance and can even destroy creativity. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation/transcript The New York Times bestseller that gives readers a paradigm—shattering new way to think about motivation. But that initial signal, and the reward that goes with it, forces the principal onto a path that’s difficult to leave. Offer a rationale for why the task is necessary. 1. There are inherent dangers with ‘if, then’ rewards. Using experimental analysis and statistics, Dan Pink has relied on information from top economic institutions such as Massachusetts Institute of Technology (MIT), University of Chicago, and the London School of Economics (LSE). 1. Salary, contract payments, some benefits, a few perks are what I call “baseline rewards.” If someone’s baseline rewards aren’t adequate or equitable, her focus will be on the unfairness of her situation and the anxiety of her circumstance. As a career analyst, Dan Pink describes motivation in two parts: extrinsic and intrinsic. Using a blizzard of complicated equations that test a variety of scenarios between principal and agent, Suvorov has reached conclusions that make intuitive sense to any parent who’s tried to get her kids to empty the garbage. Daniel Pink’s work on motivation is likely the most well known, the most quoted, and the most discussed in management circles. Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us.” Think back to the last time you really struggled to master something but finally did. “The problem with ‘if, then’ rewards is the event – the contingency – because the contingency is a form of control. If you are a skilled worker, you will quite easily be able to find a job in your desired salary range. Science knows that motivators only work to solve narrow problems, Pink declares, but they destroy creativity. If you wanted someone to stay with your company or to perform better, you simply had to offer financial incentives. When the reward is the activity itself – deepening learning, delighting customers, doing one’s best – there are no shortcuts. Motivation Theory - Taylor (Scientific Management) Student videos. Sears imposes a sales quota on its auto repair staff – and workers respond by overcharging customers and completing unnecessary repairs. In discussing ‘extrinsic’ vs ‘intrinsic’ motivation, Pink points out that there is often a trade-off; extrinsic factors may work best in the short-term, but in the long run intrinsic motivation is always the winner! Business; Study notes; Motivation; Job rotation; Job enrichment; Job enlargement; Flexible working; Empowerment; Delegation; Consultation; Show more... Study notes Emerging Economies. According to various studies conducted to study employee motivation, results reveal that employees are motivated more by intrinsic incentives other than extrinsic incentives. In this provocative and persuasive new book, he asserts that the secret to … Sometimes when we are running towards a goal, we suddenly lose steam and peter out before we cross the finish line. Motivation - McGregor (Theory X & Theory Y) Study notes. Many of these rewards will actually achieve the opposite effect of what was intended. You’ll get neither the predictability of extrinsic motivation nor the weirdness of intrinsic motivation. Like all extrinsic motivators, goals narrow our focus. Dan Pink: The puzzle of motivation, a summary Posted on 3 February 2016 by Maya Saric There is a mismatch between what science knows and what business does. Summary. This is fine for algorithmic tasks but hurts us with heuristic-based tasks. There are two types of motivation: intrinsic and extrinsic. For routine tasks, which aren’t very interesting and don’t demand much creative thinking, rewards can provide a small motivational booster shot without the harmful side effects. Intrinsic motivation is something that comes from within and can be as simple as the joy one feels after accomplishing a challenging task. Motivation - Pink (Three Elements of Intrinsic Motivation) Study notes. Open Translation Project. The Rise and Fall of Motivation 2.0. Listen to the MP3 Audio here: Dan Pink on The puzzle of motivation at TED Talk. An algorithmic task is when you follow a set of instructions down a defined path that leads to a single conclusion. Dan Pink's theory of motivation is based on the simple notion that people have the intrinsic or internal capability of unleashi ng the power to transform organizations, society, nations, and even the globe. We’d do well […]. Instead, he argues that three key variables--Autonomy, Mastery, and Purpose--are the keys to making people want to put their heart into their work. Athletes inject themselves with steroids to post better numbers and trigger lucrative performance bonuses. © TED Conferences, LLC. According to Daniel Pink’s research, extrinsic motivation–what he calls the “carrot on a stick” approach to motivation–is great for people performing thoughtless or menial tasks.In other words, it’s great for 20th century industrial work. All rights reserved. Mastery. That’s a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). Author and researcher Daniel Pink divides intrinsic motivation into three components: mastery, autonomy, and purpose. Using experimental analysis and statistics, Dan Pink has relied on information from top economic institutions such as Massachusetts Institute of Technology (MIT), University of Chicago, and the London School of Economics (LSE). The key to high performance and satisfaction is intrinsic, internal motivation: the desire to follow your own interests and understand the benefits in them for you. Daniel Pink believes this is a problem with technology. Autonomy. We're Syrus Partners. How do we motivate people to become the best they can be? When we use goals to motivate us, how does that affect how we think and behave? Maybe, he says, if we can increase productivity in solving the candle problems everywhere, we can change the world. Daniel Pink is an author whose books have already sold more than 2,000,000 copies worldwide and translated into over 30+ languages. By offering a reward, a principal signals to the agent that the task is undesirable. Mastery. (See more about the dangers of goals.). translators. “Human beings have an innate inner drive to be autonomous, self-determined, and connected to one … Read more › Non-Financial Methods to Improve Employee Performance and Motivation. If you get in a pinch, go to the library and read these summaries. Daniel Pink affirms that extrinsic rewards tend to become the key reason for doing the task and thus they “crowd out” intrinsic motivation and any possible pleasure connected to the task itself. It argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose. More about the book Drive. “Drive: The Surprising Truth about Workplace Motivation” is a workshop that will enable HR and line managers to unlock the human desire for autonomy, mastery and purpose: the route to delivering truly engaged staff. 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 life. In environments where extrinsic rewards are most salient, many people work only to the point that triggers the reward – and no further. By Daniel Pink. This can be frustrating when we disagree with directions and struggle to complete seemingly impossible work. This book is better at explaining what motivation is than how to improve it, says Sean Howard, vice-president of SHL. TRANSCRIPT: I need to make a confession at the outset here. The secret to high-performance is that unseen intrinsic drive– the drive to do things for their own sake. A little over 20 years ago, I did something that I regret, something that I’m not particularly proud of. Of course, we all have moments when we’re alone and something suddenly clicks. The best use of money as a motivator is to pay people enough to take the issue of money off the table. You punish something, you get less of it. The book, on the importance and effectiveness of three intrinsic elements for motivation, became a bestseller soon after its publication in 2009. "As Dan Pink's new book Drive argues, financial incentives are no longer enough to give a business an edge: in an economy driven by ideas and creativity, it's more effective to give workers a sense of purpose, of mastery, of autonomy over their time and their tasks. Once the baseline rewards have been sorted, we are often offered other ‘carrots and sticks’ to nudge our behavior. We are all pitching. The New York Times bestseller that gives readers a paradigm—shattering new way to think about motivation. The book was published in 2009 by Riverhead Hardcover. Crowds-out intrinsic motivation. Ford is so intent on producing a certain car at a certain weight at a certain price by a certain date that it omits safety checks and unleashes the dangerous Ford Pinto. Let’s look at how they play against each other, depending on what type of reward is offered. Even if you can trigger the better behavior it will often disappear once incentives are removed. Photo: Dan Pink at TEDGlobal 2009, Session 12: “Enquire within,” July 24, 2009, in Oxford, UK. Pink describes mastery as the desire to continually improve at something that matters. 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 life. All of these forms are extrinsic, and they work only in certain situations. Pink puts it succinctly: Of course the starting point for any discussion of motivation in the workplace is a simple fact of life: People have to earn a living. We are all pitching. But it provides great support and reference points for improving people management. It’s not only the person who is being motivated with the reward that is hurt here. 1. Dan Pink wrote an excellent book on motivation called Drive: The Surprising Truth About What Motivates Us. If you wanted someone to stay with your company or to perform better, you simply had to offer financial incentives. *** Most of us try to make decisions intended to bring us greater […], The standard way of learning is far from being the fastest or most enjoyable. Autonomy isn’t only vital at ‘boss-less’ companies, it also became a core factor in Dan’s famous Motivation 3.0 concept. Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us.” Autonomy isn’t only vital at ‘boss-less’ companies, it also became a core factor in Dan’s famous Motivation 3.0 concept. However, one word of caution – be careful if these rewards become expected, because at that point, they are no different than the ‘if, then’ rewards. This is especially true when it comes to our homes. So if students get a prize for reading three books, many won’t pick up a fourth, let alone embark on a lifetime of reading – just as executives who hit their quarterly numbers often won’t boost earnings a penny more, let alone contemplate that long-term health of their company. “Autonomy is a really important point when comes to [employee] experiences,” Pink said. That’s one reason they can be effective; they concentrate the mind. “Typically, if you reward something, you get more of it. We buy amazing businesses. In some sense, it’s impossible to act unethically because the person who’s disadvantaged isn’t a competitor but yourself. Likewise, several studies show that paying people to exercise, stop smoking, or take their medicines produces terrific results at first – but the healthy behavior disappears once the incentives are removed. Our collaboration with Dan Pink means we can exclusively offer his workshops to individuals and to organisations in the UK. If you hit your sales goals this month, then I will give you a bonus. In the video, Daniel Pink talks about employee motivation based on scientific evidence versus common business practices. How do we motivate ourselves? TED.com translations are made possible by volunteer Why is that? And … The three elements of intrinsic motivation are: autonomy, mastery and purpose. They tend to prompt a short term surge in motivation but actually dampen it over the long term. That’s a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). More by Dan Pink: Business and technology writer Daniel Pink discusses his book, “Drive: The Surprising Truth About What Motivates Us,” presented by Harvard Book Store. Maslow focused on the psychological needs of employees. Our sense of identityis also impacted when we feel we are doing the work of others rather than something where we … Science knows that the 20th century tiered financial rewards do not improve performance and can even destroy creativity. It was … Allow people to complete the task their own way (think autonomy not control). But as we’ve seen, a narrowed focus exacts a cost. Share: Share on Facebook Share on Twitter Share on Linkedin Share on Google Share by email. Think of the agent as the motivatee – the employee, the student, the child. Posted on 3 February 2016 by Maya Saric. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation Anytime you pitch anything (an idea, a product, a way of life), you are selling … But for more right-brain undertakings – those that demand flexible problem-solving, inventiveness, or conceptual understanding – contingent rewards can be dangerous. In his 2009 book, \"/community/BookInsights/Drive.phpDrive,\" Daniel Pink sets out a new vision for workplace motivation, which he labels \"Motivation 3.0.\" So called, he explains, because it's an upgrade from primitive survival (\"Motivation 1.0\") and from the culture of reward and punishment that we find in most businesses (\"Motivation 2.0\").Pink's theory is drawn from research undertaken by psychologists Harry Harlow and Edward Deci in 1971. It argues that human motivation is largely intrinsic, and that the aspects of this motivation can be divided into autonomy, mastery, and purpose. But not the kind of technology you might immediately think of, like your iPhone. A principal essentially tries to get the agent to do what the principal wants, while the agent balances his own interests with whatever the principal is offering. Just the fact of offering a reward for some form of effort sends the message that the work is, well, work. The examples are legion, the researchers note. It’s the stuff of Disney movies. Pink said that long-term employee motivation stemmed from offering people fair pay, along with autonomy, mastery, and purpose. Dan introduced this in 2009 in his fourth non-fiction book called Drive – The surprising truth about what motivates us. Speaker. In 'Drive', Dan Pink identifies three deep motivators that can also be viewed as needs. Pink recommends finding the unique personal contribution you can make as an individual, rather than focusing on changing the whole world. Motivation Theory - Maslow. As a career analyst, Dan Pink describes motivation in two parts: extrinsic and intrinsic. Likewise, when an extrinsic goal is paramount – particularly a short-term, measurable one whose achievement delivers a big payoff – its presence can restrict our view of the broader dimensions of our behavior. The person who is trying to encourage a certain type of behavior also falls into a trap and is forced to try and course correct which, often, leaves them worse off than if they had never offered the reward in the first place. However, the issue of money as a motivator has become moot in many sectors. When has autonomy in your work led to innovation? If you are a skilled worker, you will quite easily be able to find a job in your desired salary range. We’ve talked about the book before, but it’s worth going into a bit more detail. Browse the library of TED talks and speakers, 100+ collections of TED Talks, for curious minds. Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. Daniel Pink believes this is a problem with technology. Incentivised motivation is limited. The book was published in 2009 by Riverhead Hardcover. *** It’s the final moment before an important endeavor—a speech, a performance, a presentation, an […], Stop me if this sounds familiar. Rewarded subjects often have a harder time seeing the periphery and crafting original solutions. Additionally, rewards by their very nature narrow our focus, we tend to ignore everything but the finish line. Pay your son to take out the trash – and you’ve pretty much guaranteed the kid will never do it again for free. What’s more, once the initial money buzz tapers off, you’ll likely have to increase the payment to continue compliance. Incentivised motivation is limited. Pink condenses 50 years of social science studying on the subject of motivation into a few simple words: “If-then” motivation is great for simple and short tasks. Pink said that long-term employee motivation stemmed from offering people fair pay, along with autonomy, mastery, and purpose. How can you hire highly skilled workers, persuade them to work for free, and then release your product to the masses for free? He was the host and co-executive producer of the 2014 National Geographic Channel social science television series Crowd Control. You’ll get very little motivation at all. Dan Pink gives his 2009 TED Talk "The Puzzle of Motivation." The only route to the destination is the high road. Hosted by Pressable. In an attempt to simplify shifts in our motivation, Drive: The Surprising Truth About What Motivates Us, by Daniel Pink, has broken motivation into three operating systems: Motivation 1.0, 2.0, and 3.0. A heuristic task has no instructions or defined path, one must be creative and experiment with possibilities to complete the task. Dan Pink: The puzzle of motivation, a summary. Discover how companies use these new approaches to motivation; Dig Deeper. 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. Here’s how to make the most of motivation, both for yourself and others. Drive: The Surprising Truth About What Motivates Us Author: Dan Pink Publisher: Canongate Books Price: £12.99 Stars: 5 out of 5 Daniel Pink (@DanielPink), author of Drive about the science behind motivation, is out with a new book called To Sell Is Human: The Surprising Truth of Moving Others. Summary. Daniel Pink brilliantly makes the case that traditional extrinsic rewards (bonuses, awards, etc.) Why do we lose our motivation part way to achieving our goal? Daniel Pink first piques our curiosity by detailing a few well … That's a mistake, Daniel H. Pink says in his transformative new book. The problem with making extrinsic reward the only destination that matters is that some people will choose the quickest route there, even if it means taking the low road. Drive: The Surprising Truth About What Motivates Us is the fourth non-fiction book by Daniel Pink. When Pink discusses motivation, he breaks it into two specific types: extrinsic and intrinsic. User ratings. People Management: Non-Financial Motivation Methods (GCSE) Study notes .

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