Student one
NICOLE GYLES-FULLWOOD
Nicole Gyles-Fullwood- Week 3 Discussion Response
The topic of motivation is a common topic covered in many studies, yet the message or lessons learnt has not been fully adopted in all organizations. There is a constant approach toward contingent motivators has explained by Dan Pink. In other words, a reward system based on results. According to Dan, such approaches are not effective in gaining the necessary sustained motivation towards success. While this may work for more simplistic tasks requiring a narrow focus, it is ineffective toward complex task requiring a widen focus. Like Dan Pink, I am in agreement that contingent motivators are not fitting for more complex problems. Given the ability to lead an organization, I would work towards adopting an approach similar to what Dan identifies as the new operating system for businesses, built on autonomy, mastery and purpose. The ability to achieve these levels in a team creates a strong team, built of discipline, trust, hard work and committed employees. This makes for a strong foundation. The ability to maintain the aforementioned intrinsic motivation covers a wide array of concerns leaders typically have with a team. Autonomy empowers, mastery is a results of such empowerment and purpose fulfills that innate desire that we all need fed in order to keep going day after day. In questioning the effectiveness of what many would describe as a revolutionary approach, I would advise to looks at the results from google’s 20% approach and Atlassian “fedex day” as discussed in Pink’s Ted Talk. There is no doubt that the world is evolving and the need for organizations to be agile to remain competitive is critical. Understanding what truly motivates employees is key to not making assumptions that are incorrect. Happy employees is a key ingredient to a successful organization. Personally I have never been motivated by a pay increase. The excitement one feels to see a boost in their paycheck is very short lived. What motivates me, is that sense of confidence knowing I am good at my job (mastery), as a result I am trusted to independently perform the tasks for my job (autonomy), and that my career fits into the dreams I have for myself and brings some level of happiness and peace of mind (purpose). I have worked with individuals with different nationalities, socio-economic backgroud, cultures and this is common desire I have observed. The individuals that are the happiest has successfully achieved some level of the three components of the new operating systems and the ones that are the most unhappiest tends to be further away from such achievement.
Source
Retrieved from: https://www.ted.com/talks/dan_pink_on_motivation?language=enResponse to Nicole Gyles-FullWood Discussion Post
Hi Nicole,
I like your discussion post from the beginning to the end. You have clearly provided a clear and interesting opening paragraph or introduction to the post making me understand or get a glimpse of what you are to discuss in the entire post. You have also organized your discussion with a clear introduction, body and conclusion and worked hard to ensure grammatical mistakes in your discussion post is minimal.
I have also read the entire paper and I believe you have done a great job arguing from both sides by for instance explaining why one motivation method might not work before recommending the best motivation approach or strategy. I also like your idea of talking from your personal experience that you have never been motivated by a pay rise thereby making connect with your choice of motivational strategy and all other arguments in your discussion post. Your conclusion remarks also appeals to me. Kindly keep the good job up in your further discussion posts.
Student two
RACHEL DYE
Ted Talk 4 – The Puzzle of Motivation
COLLAPSETop of Form
At Engstrom Auto Mirror Plant, a new program was introduced to entice employees. The Scanlon program, an incentive bonus program, was implemented in order to help it’s employees increase their motivation. After it was enforced it lead to immense productivity, but only for a short period.
As we see in Dan Pink’s Ted Talk, sometimes enticing people with a “sweeter carrot” isn’t always the answer to motivating them. This also held true in the situation above. So if this is the case, why do we continue to try to motivate with cash bonuses, etc.? In an article written in Fortune magazine, it’s recognized that motivation stems from a variety of factors such as doing meaningful work, innovating and creating new things, developing strong relationships, and challenging oneself and overcoming obstacles.
With this in mind, if I were to become a team leader, I would focus on personalizing employee’s experiences instead of offering incentives. I believe that monetary incentives aren’t enough for people in our generation. Most companies pay a pretty comparable salary, and offer similar benefits. This compared with the situations addressed in the case, Ted Talk, and Fortune article, shows that employees are looking for something more.
I would plan to personalize my employee’s experience by allowing them more of a say in team decisions, offering more fun activities around the office such as lunch get-togethers, and promoting more team work amongst their coworkers. I believe that this will be successful because it helps employees feel as though they matter and that they can enjoy their time at work. Instead of spending time unhappy while chasing money, they will be able to enjoy what they do everyday, and have inner-fulfillment.
Citations:
Beer, M. ; Collins, E. (2008). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad. Harvard Business School.
Pink, Dan. (2009). The Puzzle of Motivation. Ted Talk.
Sabria, Pau. (2016). More Money Won’t Motivate your Employees. Fortune.
Hi Rachel,
From your introductory sentence, I can say it is very interesting and it makes me want to read more to see your choice of best motivational technique you have chosen. You have also done tremendously well in referencing the information you have in your discussion post making it possible for me to refer to them and read more when I want to get more information or to confirm if your information is indeed true. Your use of question marks in part of your discussion post also makes it stands out as it reduces monotony in your discussion post making interesting for me to read over and over again.
Finally, the organization of your paper is also well organized in appropriate paragraphs making it easier for me to see and differentiate your introduction, discussion or body and conclusion of your discussion post. You have also tried your best to explain why your choice of best motivational technique would work best as opposed to others by discussion the pitfalls of other motivational techniques that might not be present in your selected choice of motivational technique. I would like to see the same kind and level of reasoning in your next discussion post. Good work.
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