Forget everything you thought you knew about how to motivate people--at work, at school, at home. It's wrong. As Daniel H. Pink explains in his new and paradigm-shattering book, the secret to high performance and satisfaction in today's world 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 our lives. He demonstrates that while the old-fashioned carrot-and-stick approach worked successfully in the 20th century, it's precisely the wrong way to motivate people for today's challenges. In Drive, he reveals the three elements of true motivation:
Along the way, he takes us to companies that are enlisting new approaches to motivation and introduces us to the scientists and entrepreneurs who are pointing a bold way forward.
Drive is bursting with big ideas-- the rare book that will change how you think and transform how you live.
©2009 Daniel H. Pink; (P)2009 Penguin
"Pink's analysis - and new model - of motivation offers tremendous insight into our deepest nature." (Publishers Weekly)
"Drive is the rare book that will get you to think and inspire you to act. Pink makes a strong, science-based case for rethinking motivation--and then provides the tools you need to transform your life." (Dr. Mehmet Oz, co-author of YOU: The Owners Manual)
My reading interests include business and organizational psychology books. In addition, I like mystery.
This book filters down all the empirical reseach into a very readable format.
I like how Pink proves that Corporate America is missing the point when it comes to motivating employees.
Every Manager/Leader needs to listen to this book before they draft a compensation plan that makes them look good, in the eyes of their management, but defeats the overall purpose of motivating their staff.
I am a life long learner who likes to think differently.
Yes, because there were snippets that were extremely valuable.
Yes, because I think too many people are motivated by the wrong reasons and they then motivate others ineffectively.
Good just repeated the message a number of times
Sure, I'd love to hear your story....
Excellent content that could have been much more effective with a really good narrator. It is typical of some of the non-fiction content where statistics just get folded into narration and get lost. This might be a better item to buy in hardcover if you're really interested in following this beyond the fact that it's an interesting concept.
I've seen some of this work in other sources. I particularly like the breakdown of tradition reward and punish design. I've seen reward/punishment fail all too often. This book is so good, I've been searchng out the other books he recommends and have already downloaded those I could find on audio. This book is about what he calls Motivation 3.0. He talks about the 4 T's -- which our desire to have autonomy around Task, Team, Time, and Technique. I've seen the 4 T's at work in my own organization and it's marvelous. I wish more employers would recognize this DRIVE. Read it, share it!
mostly nonfiction listener
Drive got trashed by the Economist - you should read it and make your own judgements.
Drive falls squarely in the "strengths" literature - a field I know best from the work of Marcus Buckingham. The basic premise is familiar. Traditional management strategies of incentives and sanction (rewards and sticks) are at best ineffective and at worst counter-productive in motivating performance. Effect motivation needs to be intrinsic. People need to do work that is meaningful, and they need be given both autonomy and responsibility for their jobs. Workplaces (and educational environments) are best set-up to focus on results rather than means. People will perform well if their job (or education's) matches their strengths (passions) - efforts by management to focus on and correct weaknesses are bound to fail.
Personally, I find this philosophy both correct and liberating. Drive is a book that I hope is read and discussed in both higher ed. and in other workplaces.
Eye opening truth
Anecdotes to support theory and statements.
Open and straight forward.
No, extreme reactions
Overall, the book presents a different perspective why people are driven and why some are not. I enjoyed the book but there are times that the information is so technical that I had to stop listening and come back to the book after listening to another book. I enjoy books about success and what makes certain people/companies 'successful'. In a few months I plan to listen to it again.
Amazing information... We could all learn a thing or two from Mr. Pink! We are living in the future and Mr. Pink gives us insight on how to catch up.
Marty Jacobs consults in the areas of strategic planning, board governance, leadership development, and community engagement.
Pink describes that the goal of this book is to bridge the gap between what science knows about motivation and what business does. He outlines the evolution of scientific theory regarding motivation from a focus on extrinsic motivation to one of intrinsic motivation. Using research from his previous book, A Whole New Mind, he ties that shift in theory to the change in the nature of work, that is, moving from more left-brain tasks to ones that require the use of the whole brain. Pink goes on to make his case for why external rewards backfire and lists seven deadly flaws of carrots and sticks, noting times when external rewards will be successful. Instead, Pink argues that the key to motivation is autonomy, mastery, and purpose. At the end of the book, Pink list a myriad of tips, best practices, and recommended books both for individuals and organizations.
I enjoy Authors: Ariely, Levitt and some of Gladwell. DRiVE is a book in the same vein... almost... This book is a terrible knock off. DO NOT WASTE YOUR MONEY! If you enjoy the description of this book, then go read Freakanomics.
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