Deci stepped out for precisely eight minutes and watched what the participant did when left alone. When the participant had solved 2 of 3 puzzles, Deci told the participant he had to step out for a few minutes to retrieve the 4 th puzzle, and the participant was free to do whatever she liked. In each session, a participant was given 3 puzzles. The experiment ran in one-hour sessions held over 3 consecutive days.

Allow workers to spend time on socially meaningful projects.

Set company values around deeper ideals like “honor” and “helping the community” rather than steril words like “efficiency” and “value.”.

Explain why something needs to be done.

A particularly common and especially motivating purpose is helping other people.

Understanding the purpose and impact of work is motivating.

If it were so easy, we’d all be masters of our craft.

Management guidance: apply the principles of deliberate practice to workers.

Get fast feedback on how you’re doing and what you can improve.

Do challenging tasks that are at the limit of your ability, but not so hard that you will certainly fail.

To make faster progress on the path to mastery, conduct deliberate practice:.

People naturally want to get better at skills and be recognized for their skills.

Set the direction, trust people to do a good job, and then be hands-off.

Management guidance: People are naturally wired to be self-driven.

Different people prefer different mixes of these dimensions of autonomy.

Over team: people can choose who they work with.

Over technique: people can choose how they accomplish the goal.

Over time: people can choose when they work.

Over tasks: people can choose what they work on.

There are four major dimensions of autonomy:.Often centered around helping other people

Purpose: understanding why you’re doing the work.Mastery: wanting to get more skilled and be recognized for competency.Autonomy: having a choice in what you do, and being self-driven.Intrinsic motivation is made up of three components: It’s also more enduring - intrinsic motivation doesn’t decay like external rewards do. The child isn’t being paid to play with it - curiosity and enjoyment are enough.Īs an adult, intrinsic motivation increases job performance in the long term. Intrinsic motivation is a desire to do something for internal satisfaction, not for external rewards. What’s needed is a new, more complete model of human motivation.

Drive h pink