Drive: The Surprising Truth About What Motivates Us
Published by Penguin Random House Audio
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About this audiobook
The New York Times bestseller that gives readers a paradigm-shattering new way to think about motivation.
Most people believe that the best way to motivate is with rewards like money-the carrot-and-stick approach. That's a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). In this provocative and persuasive new book, he asserts that the secret to high performance and satisfaction-at work, at school, and at home-is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.
Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does-and how that affects every aspect of life. He examines the three elements of true motivation-autonomy, mastery, and purpose-and offers smart and surprising techniques for putting these into action in a unique book that will change how we think and transform how we live.
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Reviews for Drive
974 ratings70 reviews
- Rating: 4 out of 5 stars4/5I was recently paging through “Lean Logic” by David Fleming, when I came across an entry about incentives. As I’m working on a blockchain project focused on shifting behavior towards regenerative agriculture and ecological stewardship, it seemed with exploring. Fleming is very critical of incentive schemes, and cited a number of sources on the subject, including Pink’s book.“Drive” is about intrinsic versus extrinsic motivation in the business context, so it talks a fair bit about incentives. The book is from 2009, and it already feels a bit dated (it was an era where hackathons were called “FedEx days”). Regardless, it is a concise exploration of these topics.Incentives are good at motivating people to do boring, repetitive tasks. On the other hand, if a task requires autonomy, mastery, and creativity, incentives can actually drive out internal motivation and get people addicted to the reward. Then, as soon as the reward goes away, they no longer have the internal motivation to fall back on. The key to long-term motivation? Fostering an inherent curiosity in a subject, which, necessarily, means not using coercion or manipulation.There are instances where behavior is intermingled with reward, such as within a job. Pink has found that the best arrangement for long-term performance is to minimize people’s fixation on money by providing them with what they need, and then letting them forget about provisioning and dollar-denominated merit. Think: opposite of Goldman Sachs.I’d like to explore this topic further, and one book that keeps coming up is Alfie Cohn’s 1993 “Punished by Rewards.” I’d also like to learn more about people applying this thinking to the blockchain space.
- Rating: 4 out of 5 stars4/5Drive looks at what motivates people in there work, play and school. Interesting, with some research backing his observations. The recommendation was to encourage intrinsic motivation (autonomy, mastery, purpose) over extrinsic. Makes sense, but difficult to make changes. The book is attempting to do that.
- Rating: 4 out of 5 stars4/5Excellent ideas. Worthy of rereading.
- Rating: 5 out of 5 stars5/5Thanks for the contribute such a great idea I really appreciate it and love it
- Rating: 1 out of 5 stars1/5Terrible narration, book content is interesting though but nothing new. The theories in this book are well known economics behavioral theory.
- Rating: 5 out of 5 stars5/5Fantastic. A great resource to better understand one's own functioning and that of others whom we lead.
- Rating: 5 out of 5 stars5/5Great analogy and a real eye opener. I will sure start using the exercises in my line of business.
- Rating: 5 out of 5 stars5/5Cambia paradigmas, motiva a motivar. Autonomía, propósito y deseo masterizarse
- Rating: 4 out of 5 stars4/5Good ideas but presented only with the positive side and no downsides. Which clearly you will have when radically shifting the management perspective.
- Rating: 1 out of 5 stars1/5Anti-patern how to motivate your Employees to be customer obsessed
- Rating: 5 out of 5 stars5/5Loved how the author backed all points with research instead of just a bunch of theories.
- Rating: 2 out of 5 stars2/5nonfiction; business/management/leadership/psychology.
Full of boring fluff --I recommend you just watch the TEDtalk instead (autonomy-mastery-purpose), or if you already have the book in your hands, skip to the chapter summaries at the very end, then read any chapters you want more info on. - Rating: 4 out of 5 stars4/5A fascinating look on what really motivates us. We don't always get motivated by rewards or the the old "stick and carrot" motivators, we generally as a whole, are motivated by autonomy, mastery, and purpose. Drive takes a deeper look at businesses and owners that that use "motivation 3.0" to appeal towards employees real drives and offers ideas on how people can inject real motivation in all aspects of their lives: work, child-rearing, personal life, and more. The toolkit at the end is really good and something that readers can return to again and again. A great guide that can help you change how you think, it was really eye opening!
- Rating: 5 out of 5 stars5/5I am a retired OD Consultant (72 years old). This book makes me want to get back in the game .
- Rating: 5 out of 5 stars5/5Awesome insight on the trends of old and how to do a rehaul
- Rating: 3 out of 5 stars3/5Business, education and politics persist in ignoring the pertinent science of human behavior.
- Rating: 5 out of 5 stars5/5Excellent. I changed a few of my teaching methods because of ideas suggested in this book.
- Rating: 5 out of 5 stars5/5Everything we think we know about human motivation, rewards and punishment is wrong and outdated.
- Rating: 3 out of 5 stars3/5In Drive, Daniel Pink reveals some surprising facts about motivation. All of our old school methods of using the carrot or the stick don't really work. The key to high achievement is intrinsic, internal motivation. This was great news for me. Now, I finally understand why threats and bribes don't elicit the behavior I want from my son. But I was still looking for that magic pill that would give my son an intrinsic desire to not just write amazing essays (or any essays), but simply throw his dirty laundry in the hamper. I've tried the trick of pretending the laundry hamper is a basketball hoop. The problem in our household is that my son is neither a good free throw shooter or a rebounder, so all the missed shots lie around the hamper. And I am still looking for a fun game that revolves around writing a 5 paragraph essay. Until then, I might have to revert to those M&M bribes...
Still an informative and funny audiobook! - Rating: 4 out of 5 stars4/5Mostly I just find it amusing that a business book gave the best argument I've ever seen for a guaranteed minimum income.
- Rating: 4 out of 5 stars4/5I generally shy away from the "business book du-jour" genre, but read this for a book club. It's actually a really good read, focused more on learning about human behavior than about the tired "how to succeed" stuff.
- Rating: 4 out of 5 stars4/5The last few chapters are the best.
- Rating: 5 out of 5 stars5/5Very inspiring book! A must read for all who wants to live and lead with purpose
- Rating: 4 out of 5 stars4/5I found the autonomy to be quite interesting to read and learn. I'm hoping this comes in to our company.Mastery and Purpose are equally good as well.
- Rating: 4 out of 5 stars4/5My boss loaned me this book after a discussion about teacher compensation.
In our discussion, I took the position that teachers needed financial incentives instead of the static salary schedule model we have in place right now. My boss said that he thinks that internal/intrinsic motivation may be more of a factor, and he cited this book - which happened to be on his desk. He was about to read it, but he generously offered to let me read it first.
Turns out that we're both right.
Before I explain, I'd like to say something about the author. When I was about halfway through the book, I had a few questions and observations. On the book jacket, the author encourages emails - so I emailed him. I got a thoughtful response THE NEXT DAY. Not bad!
There's a lot to say about this book and I'm just going to make a few quick points. For those of you who, like me, just want a quick "Should I read this and why?" here it is: If you are interested in understanding motivation, in learning better management techniques, and getting more personal satisfaction out of your work (and ultimately your life), read this book. It will only take you 3-5 days.
Now on to my observations...
As far as my being "right" about better teacher financial incentives, Mr. Pink doesn't say that offering bonuses, raises, or other financial rewards for performance will increase motivation. What he says is that people in ALL fields need to have a baseline of fair compensation to START with. Without that baseline, he argues, there is going to be dissatisfaction. My friends and colleagues who are teachers understand this. If you were to ask them if they honestly felt that hard-working,dedicated teachers are fairly compensated, the answer would be a passionate "No!" And over time, I would argue, that is why burn-out, mediocrity, and bitterness kick in. It's why so many leave after 5 years or so.
As far as the internal motivation angle goes, Mr. Pink argues (and demonstrated with examples) that giving autonomy and respect to employees (or students!) along with clear goals and expectations is what gets people excited about their vocations.
There were a few examples that really intrigued me - companies where supervisor's said "We need you to do X. We don't care if you come in to work all day, every day, some days, once a week, once a month...whatever. As long as you accomplish X, we don't care how you do it." There were other examples where companies gave employees time to pursue ideas that weren't related to their normal tasks independently or with colleagues. Oftentimes this lead to breakthroughs and innovation.
Now how I could use this as an educator is still buzzing around in my head - but I've definitely got a few ideas this book inspired me to try. - Rating: 3 out of 5 stars3/5This book could be at least half the length. The author takes on material from the likes of Ariely, Dweck and Csikszentmihalyi to make his point time and time again. Yes the man has a point and what he says is important, but you’ll do better going straight to the sources, or, just read the chapter summaries. Also towards the end, this book feels like a preparation for you to read “When”.
1 person found this helpful
- Rating: 4 out of 5 stars4/5Very good, very eye-opening to motivation overall a great's theory and approach. At times a little repetitive. But overall extremely informative
- Rating: 3 out of 5 stars3/5Very interesting, and I recommend it to anyone who is interested in the topic. I disagree with the author on the key point he's making, however.
We're always motivated by our bodies reward system, including what he categorize as "intrinsic". You never intrinsically want to do anything. However he still has a point, that external motivation (money) turns something you might otherwise have had an interest in, into something you're doing for another person, and are trying to fit their requirements instead of your own.1 person found this helpful
- Rating: 3 out of 5 stars3/5240 pages but actually it's half of that. Outdated
1 person found this helpful
- Rating: 5 out of 5 stars5/5Chuck full of interesting ideas about life and business. Kind of repetitive, but I appreciated the deeper explorations in the second half all the same. REALLY like the idea of business decisions grounded in modern science. Apparently lot of this material is rehashed from other sources (including some by the author), but it was new to me and quite fascinating.