Drive Daniel Pink Analysis

Rough Draft

In the book Drive, Daniel Pink expresses his ideas about several motivations we still use today and he argues that businesses have not caught up to what science is proving about autonomy, mastery and purpose. I am someone who believes motivation and these three components will get you far in life. In my future career I plan to use and explain the importance of Motivation 3.0 and how in Pinks perspective it works.

In chapter 1 of Drive he explains the rise and fall of motivation 2.0 and the different motivations we should transition to. Pink is showing that motivation 2.0 does not work anymore and he argues that we need to move to motivation 3.0 which shows that employees should have more freedom. Pink states that “And perhaps

most important, it’s hard to reconcile with much of what we actually do at work- because for growing numbers of people, work often creative, interesting and self-directed rather than unrelentingly routine…” (Pink 31). Throughout my educational career I have learned that carrots and sticks do not always work that sometimes it hurts the employee rather than better them. I agree with Pink that we should move on from our old management ways and move on to a more effective operating system for better results.
In chapter 2 Pink claims these seven deadly flaws that cause problems between carrots and sticks and why they do not work in management or businesses anymore. Carrots and sticks do not work anymore in many reasons including incentives that are given for only a short period of time. As Pink observes, “Likewise, several studies show that paying people to exercise, stop smoking or take their medications…incentives are removed” (Pink 57). Pinks theory of incentives being a negative thing is very useful because it sheds light on the problem of motivation 2.0 and why it is necessary to move on to motivation 3.0. Being a nurse in my future career puts a huge impact on incentives because raises and benefits are important and if that is not a factor I believe it would be difficult. Also he explains that carrots and sticks do have their advantages such as short term goals or the “if-then” rewards. According to Pink, “”For routine tasks, which aren’t very interesting and don’t demand much creative thinking, rewards can provide a small motivation booster shot without harmful side effects” (Pink 60). Pink is mistaken in this sense because he overlooks the long term effects such as if someone is getting a raise they are going to want more and more to continue the same job.
In chapter 3 Pink claims the importance of Type I and Type X personalities and the Self Determination Theory (SDT).

He explains SDT and why it is caused from tendencies and without satisfaction it is declined. As pink explains the differences of Type I and Type X behaviors, “Type X behavior is fueled more by extrinsic desires” as opposed to, “Type I behaviors fueled more by intrinsic desires” (Pink 75). He points out that Type X behavior is more aggressive people and that is the way people should feel and think. I disagree with Pink here because not everyone who has this type of behavior is aggressive and uptight. I believe that humans can be a mixture of both behaviors in certain situations. Pink also studies that Type X behaviors have a higher background of having heart problems at younger ages. In my career I will be encouraged to be more Type I behavior, which is more relaxed and calm, because of customer

service.
In chapter 4 Pink emphasizes the importance and meaning of autonomy, mastery and purpose and why these things are so important to the society we live in today. Pink himself writes “On the edges of the economy-slowly, but inexorably-old-fashioned ideas of management are giving way to a newfangled emphasis on self-direction” (Pink 83). What Pink means by this is there are new ways of management now and there should be more freedom and creativity related with each job. He mentions a plan that he believes in called ROWE, results only work environment, which includes businesses not having schedules for their employees they are able to come and leave when they would like. I agree that ROWE is a very effective way to run a new business because I believe that the old way of management is not good for long term goals for a company or an employee. Mastery is the will to want to do the best you can do at something and have it down pat. As pink explains this is the key component for Type I behaviors and t deals with control and compliance. According to Pink, “The highest most satisfying experiences in people’s lives were when they were in flow” (Pink 112). I absolutely agree here because there is a difference of someone wanting to do something for a hobby and someone doing it for money or a career. Pink also explains purpose and why this ties everything together. Purpose and why you want to do something and what you will get from it. As Pink quotes from a manager, “As a manager, my purpose is to serve the greater good by bringing people and resources together to create value that no single individual can create alone” (Pink 136). I agree that purpose is a very important factor within motivation because within my school experience there was always a reason I wanted to continue my educational career and that was because I wanted to focus and master my future career as a nurse and put purpose into something I love to do.
Overall, Motivation 2.0 is just not an option for management or long term jobs because carrots and sticks do not give a purpose to employees.

In my future career I plan to use the Motivation 3.0 option because it allows employees the change to put their own spin on things and make them feel more important in the job itself. Autonomy, mastery and purpose are definitely the key aspects and they are the reason Motivation 3.0 has its perks such as creativity and freedom. Although I do see Pinks point in how carrots and sticks would work, but I do not believe there is enough evidence that it would be successful in a management or long term

careers.