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Summary Of Drive For The Future

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Drive for the Future: Realizing Motivation 3.0
What motivates you? In the past I believed that the most important thing to watch for was my grades and that if they were good then I was doing things the right way. However, after reading Drive by Daniel H. Pink I have realized that my focus was all wrong and that the things I saw as rewards were not always as good as they seemed. In Drive Pink introduces two types of motivations a person could possess. Motivation 2.0 is endorsed by extrinsic motivation or rewards and punishments. However, Motivation 3.0 favors intrinsic motivation or a more personal and intellectual reward. In addition, Pink discusses two types of behaviors, Type X which is centered on extrinsic motivation and Type I which is centered on intrinsic motivation. …show more content…

I’m of two minds about Pink’s claim that Motivation 3.0 and Type I behavior are essential qualities to have in our economy now a days. On one hand if people were actually motivated to work then our economy would benefit greatly from it. On the other hand, I’m not sure if people would be willing to sacrifice their external rewards or risk facing the possible consequences for internal rewards like personal growth. I am willing to apply Motivation 3.0 and Type I behavior in my academic future. I have very little control when it comes to focusing on a certain motivation, yet there are circumstances when one must be used than the other. I have used Motivation 2.0 for most of my academic life and want to use Motivation 3.0 for my academic future. In order to, adapt to motivation 3.0 and Type I behavior I must foster

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When Daniel Pink, listed the three elements of the motivational formula (autonomy, mastery, and purpose) he shows us how to attain intrinsic motivation. With situations where people are paid fairly, these three elements drive, engage, and stimulate people to do their best work. Pink says that autonomy is the opposite of what they control. They have different results, compliance is produced by control, whereas engagement is produced by autonomy. Engagement leads to mastery, which is the second of the three elements.

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It is apparent that the contradiction is quite large and yet the new Motivation Drive 3.0 system makes complete sense. However, changing society’s perception to change has always been slow moving. We tend to get stuck and not want change. I grew up in the “if-then” rewards system and apparently, I tend to do the same in my classroom.

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Type I focuses less on these rewards, and more on the happiness which comes from the activity. Because of this viewpoint, Type I cannot rely on the extrinsic rewards of current motivation. Instead, “Type I behavior depends on three nutrients:

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I am writing to you to describe my take on the book, “Drive: The Surprising Truth About what Motivates us”. The main goal of the book is to show the typical “carrot and stick approach”, in management is old and in need of an upgrade. Pink refers to a new system that relies more on intrinsic motivating factors, rather than extrinsic motivation from money and bonuses. This new way of motivating employees is backed up by evidence and a new innovating way of running a business for better and happier workers. Pink draws from many examples of motivation throughout the whole book.

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As I have just started my academic future I plan to factor in Motivation 3.0 in this new journey, I ask myself how? After reading Drive written by Daniel H. Pink and getting an insight of what is takes to be a have Type I behavior and how it can make a complete difference in how I handle what’s to come I will incorporate what I have read. Pink claims that it is possible to go from Type X to Type I behavior but it won’t be easy and it won’t happen overnight (79). Type I behavior depends on three things: autonomy, mastery and purpose.

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Although Motivation 3.0 model appears to remain an unproven theory, as it is largely based on SDT, it could certainly serve as partial framework for developing twenty-first century skills and promoting intrinsic motivation in school. While it is clear that each of the three elements, autonomy, mastery and purpose, are interrelated, the model may be better served by restoring SDT’s relatedness to foster socially engaged learning. We should consider if students want to connect and collaborate with others in meaningful

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For drivers of educational, some people do it by external because money; for example, to find a good job need a good qualifications; and others aspiration for obtaining knowledge. I think this can be distinguished into intrinsic and extrinsic drivers. Although they can all driving people to receive education, their results are not the same. Daniel H. Pink introduces two new concepts in the book Drive-Type I and Type X, Motivation 2.0 depended on and fostered Type X (Extrinsic) behavior- in my opinion Type X, they focused on external rewards, and Motivation 3.0 depended on and fostered Type I (Intrinsic) behavior-they main motivator is the freedom, in other words,Type X and Type I can be divided into two types: Extrinsically motivated and Intrinsically motivated. “To be sure, reducing human behavior to two categories sacrifices a certain amount of nuance.”(76)

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If people can’t do something, for sure they will tell you can’t do it too. And if you want something, go and get it. (Will Smith Movie Quotes That Will Motivate You Through Adversity, n.d.). Motivation can further divided into two subtypes which are intrinsic motivation and extrinsic motivation. Intrinsic motivation is the motivation that comes from inner side of one self and urges him in doing something no matter what is the external reward given.

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Intrinsic motivation refers to performing an activity for it own sake and the joy received from it. Extrinsic motivation refers to performing an activity for some external reward, such as money or food. Between extrinsic and intrinsic motivation, there are five levels of motivation, differing by their level of self-determination. First is amotivation, in which an athlete has no extrinsic or intrinsic reasons for continuing their sport or activity. Next, external regulation refers to an athlete performing an activity to fulfil an external demand or for an external reward, such as a paycheck.

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“Motivation supports leaders to achieve the objectives through goal-oriented characteristics and pushes individuals to work hard at achieving the highlighted goals. “ Is the definition of motivation according to (Anon., 2012) According to (Carter. D, 2007) there are two primary types of motivation; extrinsic and intrinsic. In the movie coach carter, Coach Ken Carter uses intrinsic motivation as he is motivated and driven by his passion for basketball.

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introduction Motivation has been defined as some driving force within an individual by which they attempts to achieve some goal in order to fulfill some needs or expectations (Mullins, 1996). Beside Mullins, some scholar also define motivation as the psychological process that gives behavior purpose and direction (Kreitner, 1995) ; A predisposition to behave in a purposive manner to achieve specific unmet needs (Buford, Bedeian, and Linder, 1995); An internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); All those inner-striving conditions described as wishes, desires, drives, etc. (Donnelly, Gibson, and Ivancevich 1995); and the way urges, aspirations, drives and needs of human beings direct

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Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic.

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Next, there are four types of important theories of motivation which includes Maslow`s H Hierarchy of Needs Theory, McGregor’s Theory X and Theory Y, Herzberg’s Two- Factor Theory and McClelland’s Three-Needs Theory. These theories represent the foundation from which contemporary theories grew and still are used by practising managers to explain employee motivation. Motivation is an internal feeling which can be understood by manager because he is only one always close contact with the employees.” Motivation is

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