{"id":7092,"date":"2012-07-18T08:26:58","date_gmt":"2012-07-18T15:26:58","guid":{"rendered":"http:\/\/iamsignificant.ca\/andre\/?p=7092"},"modified":"2018-01-23T17:02:35","modified_gmt":"2018-01-23T17:02:35","slug":"what-motivates-us","status":"publish","type":"post","link":"http:\/\/iamsignificant.ca\/andre\/success-with-significance\/what-motivates-us\/","title":{"rendered":"What Motivates Us?"},"content":{"rendered":"

Daniel Pink was voted one of the top 50 influential business thinkers in the world in 2011 and his book<\/span> Drive: The Surprising Truth of What Motivates Us<\/span><\/a> capitalizes on 50 years of behavioral science to reveal some surprising insight as to what indeed actually motivates us.<\/span><\/span><\/span><\/p>\n

For straightforward, mechanical tasks, a financial reward is very effective at increasing performance. \u00a0Interesting enough, for the tasks that require higher-level cognitive skills, innovation, and creativity, financial incentives actually impeded performance. \u00a0So if the stick and carrot aren't effective at inspiring performance with higher cognitive levels - how can we inspire performance in a way that releases innovation, creativity, and productivity?<\/span><\/span><\/span><\/p>\n

Pink suggests a more effective way to motivate. \u00a0The reality is to some degree money is a motivator but to a point - the key then is to pay well enough that money isn't the issue<\/strong>. \u00a0This means the employee isn't thinking about money but is thinking about the work. \u00a0With this base issue being addressed then these three areas<\/strong> are key to better performance:<\/span><\/span><\/span><\/p>\n