For century there been scientist and psychology’s studying motivation and what motivate people trying to understand human behavior, why they do what they do. Pink has been expressing for years about the benefits of moving to motivation 3.0 only for this ideal to fall on death ears. So, this essay will explain what Daniel Pinks, argument about moving to Motivation3.0 and the two individuals that also understood the human behavior and condition that was desirable to work under to product a positive outcome for their employees or even in our daily lives. in 1949 with a professor of psychology Harry F. Harlow became curious about primate human behavior and started his research with monkeys. The research found that these animals solved a puzzle
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Daniel Pink argument is that we have built most of our society and business around motivational 2.0 the carrot and stick model. While the 2.0 motivation operating system is centered around rewards and punishment and seems to have outlived its usefulness and seriously needs and upgrade to some part of it but not all. My feeling on this issue Is mixed. I do support Pinks position on that people have been condition to expect a punishment if their performance is poor and seek reward later down the line for a job well done, it has been effective over the years. This behavior and thought process of managing a company and even disciplining our children in our household has been ingrained in us as society from conception. It will take some time and hard work for some individual to understand the long-term benefits of 3.0. In my mind after taking notice that my company works under the premise of 2.0 and feeling the effect of this model. Has cause me to look at things in a different …show more content…
However, Pink admits that the old-style financial reward or the carrot the stick does work. Nonetheless, Pink contend there is another way Motivation 3.0 is the best and improved motivational application that should be used for the workplace environment, it gives an individual the freedom, autotomy, mastery, and purpose to feel useful and be able to master their jobs without the threat of reward and punishment. Pinks also emphasizes as well that type one behavior is both born and made, employing someone with a Type I behavior is better for the company. The type I behavior are more fueled by intrinsic desire than extrinsic whereas a type X behavioral is more fueled by extrinsic motivators, which they work toward getting larger compensation for their work. He contends that a type I behavioral individual almost always outperform the type X. Daniel pinks describes Type X behavior as not a person looking to do the work because they love it but because of the pay.
Although some might have objections to Daniel Pinks argument regarding motivation 2.0 and moving to motivation 3.0 but, I am of two minds but on the other hand, knowing that a person can be rewarded for a good job can be satisfying and is also a motivating factor in your
Daniel Pink argument is that we have built most of our society and business around motivational 2.0 the carrot and stick model. While the 2.0 motivation operating system is centered around rewards and punishment and seems to have outlived its usefulness and seriously needs and upgrade to some part of it but not all. My feeling on this issue Is mixed. I do support Pinks position on that people have been condition to expect a punishment if their performance is poor and seek reward later down the line for a job well done, it has been effective over the years. This behavior and thought process of managing a company and even disciplining our children in our household has been ingrained in us as society from conception. It will take some time and hard work for some individual to understand the long-term benefits of 3.0. In my mind after taking notice that my company works under the premise of 2.0 and feeling the effect of this model. Has cause me to look at things in a different …show more content…
However, Pink admits that the old-style financial reward or the carrot the stick does work. Nonetheless, Pink contend there is another way Motivation 3.0 is the best and improved motivational application that should be used for the workplace environment, it gives an individual the freedom, autotomy, mastery, and purpose to feel useful and be able to master their jobs without the threat of reward and punishment. Pinks also emphasizes as well that type one behavior is both born and made, employing someone with a Type I behavior is better for the company. The type I behavior are more fueled by intrinsic desire than extrinsic whereas a type X behavioral is more fueled by extrinsic motivators, which they work toward getting larger compensation for their work. He contends that a type I behavioral individual almost always outperform the type X. Daniel pinks describes Type X behavior as not a person looking to do the work because they love it but because of the pay.
Although some might have objections to Daniel Pinks argument regarding motivation 2.0 and moving to motivation 3.0 but, I am of two minds but on the other hand, knowing that a person can be rewarded for a good job can be satisfying and is also a motivating factor in your