daaextreme.blogg.se - Drive by Daniel H. Pink

Provide useful information: focus on specifics when giving feedback.

Consider non tangible rewards: praise and feedback.

Keep in mind that if this becomes predictable, it will become expected.

And the essential requirement: any extrinsic reward should be unexpected and offered only after the task is complete.

Allow people to complete the task their own way.

Offer a rationale for why the task is necessary.

For routine tasks, rewards can provide a small motivational booster shot.Ensure that baseline compensation is adequate and fair.and the Special Circumstances When They Do

They can encourage cheating, shortcuts, and unethical behavior.Ĭhapter 2A.They can extinguish intrinsic motivation.Rewards narrow our focus, which is good for tasks that have a clear path to completion (algorithmic tasks), but bad for tasks that require problem solving and creativity.Ĭarrots and Sticks: The Seven Deadly Flaws.Part One - A New Operating System Chapter 2 - Seven Reasons Carrots and Sticks (Often) Don’t Work…

Monetary rewards an deliver short-term boosts in productivity when tasks are clear, but decrease long-term motivation.