In part two of the book, Drive: The Surprising Truth About What Motivates Us, Pink discusses three elements of Type I behavior (intrinsic motivation) and how individuals and organizations are using them to improve performance and deepen satisfaction. These three elements are: autonomy, the desire to be self-directed, mastery, the urge to make progress and get better at what we do, and purpose, our yearning to contribute and be apart of something larger.
Autonomy- Pink describes autonomy as part of human nature and states it is the "rely-on-nobody individualism of the American cowboy." He also goes on to state that autonomy empathizes choice and "wired to be active and engaged." Pink describes four "essentials" in creating a workplace that values autonomy. These four essentials are time, technique, team, and task. Within time, Pink introduces as interesting concept called "ROWE" (results only work environment). This is a workplace that does not have schedules; workers can show up and leave as they wish, but they are still capable of getting their work done. It focuses more on the output (results) rather than the time/scheduling, allowing more flexibility when completing tasks. Within technique, Pink says that employers should not dictate how employees should complete their task, but rather provide initial guidance and then let them tackle the project in the manner they wish. Pink goes on to state that within the team, employees should be allowed some choice over who they work with. Lastly, for task, Pink states that employees should be given 'creative' days where they can work on any project/problem they wish.
Mastery- allow employees to become better at something that matter to them. In the chapter of the book, Pink introduces the term "Goldilocks tasks." He uses this term to describe those task which are neither overly difficult or overly simple. Pink states that these tasks allow employees to extend themselves and develop their skills. Furthermore, Pink says creating an environment where mastery is possible is to create an environment where learning and development are fostered.
Purpose- taking steps to fulfill employees' natural desire to contributing to a greater cause. Pink states employers should communicate the purpose so employees understand the purpose and vision of their organizations He goes on so say that employers should also place emphasis on purpose maximization and organization and individual goals should also focus on purpose. Lastly, Pink encourages to use purpose-oriented words and talk about the organization as a united team and use work such as "us" and "we".
In conclusion, applying these three elements to your life can help increase one to become more intrinsically motivated and thus lead into gaining a Type I behavior. Furthermore, these elements could help individuals and organizations to improve their performance and deepen satisfaction
Autonomy- Pink describes autonomy as part of human nature and states it is the "rely-on-nobody individualism of the American cowboy." He also goes on to state that autonomy empathizes choice and "wired to be active and engaged." Pink describes four "essentials" in creating a workplace that values autonomy. These four essentials are time, technique, team, and task. Within time, Pink introduces as interesting concept called "ROWE" (results only work environment). This is a workplace that does not have schedules; workers can show up and leave as they wish, but they are still capable of getting their work done. It focuses more on the output (results) rather than the time/scheduling, allowing more flexibility when completing tasks. Within technique, Pink says that employers should not dictate how employees should complete their task, but rather provide initial guidance and then let them tackle the project in the manner they wish. Pink goes on to state that within the team, employees should be allowed some choice over who they work with. Lastly, for task, Pink states that employees should be given 'creative' days where they can work on any project/problem they wish.
Mastery- allow employees to become better at something that matter to them. In the chapter of the book, Pink introduces the term "Goldilocks tasks." He uses this term to describe those task which are neither overly difficult or overly simple. Pink states that these tasks allow employees to extend themselves and develop their skills. Furthermore, Pink says creating an environment where mastery is possible is to create an environment where learning and development are fostered.
Purpose- taking steps to fulfill employees' natural desire to contributing to a greater cause. Pink states employers should communicate the purpose so employees understand the purpose and vision of their organizations He goes on so say that employers should also place emphasis on purpose maximization and organization and individual goals should also focus on purpose. Lastly, Pink encourages to use purpose-oriented words and talk about the organization as a united team and use work such as "us" and "we".
In conclusion, applying these three elements to your life can help increase one to become more intrinsically motivated and thus lead into gaining a Type I behavior. Furthermore, these elements could help individuals and organizations to improve their performance and deepen satisfaction