Issue Spotting and Analysis
The two-part video series titled “Daniel Pink on the surprising science of motivation” covers the discussion by Daniel Pink about motivation and the limited amount of information that both managers and scientists know about the subject. He noted that the contingent motivators applied by managers were largely ineffective as they lowered performance and creativity. Pink also noted that the carrot and stick approach might have a profound effect in a clear-cut situation guided by rules but it limited creativity and flexibility in decision-making.
One of the major concepts in the video series is employee motivation. In particular, the level of efficiency between contingent and intrinsic motivators is discussed in detail. There is a valid argument supporting the significant effectiveness of intrinsic motivators. This change in mindset involves empowering employees to take control of their jobs. Another aspect from class is the reward system. In Pink’s presentation, the focus on intrinsic drive rather than monetary or other forms of reward is evident. High performance is generated form a high level of internal motivation among the employees.
According to Daniel Pink, the concept of employee motivation is most effective when it originates from within the employee. I concur with this argument since it is difficult for anyone to force me to work on any objective when I am not interested. Pink also covered the need to embrace a less scientific approach towards management. He argued that scientists failed to realize the true essence of motivation. I also concur with this idea since I know that monetary rewards are only effective in simple and straightforward task. In complex tasks, I prefer intrinsic motivators as they explain the true purpose of the tasks.