Learnings - 25th - Motivation, what we should know.

Another of the many TED Talks I am inspired by http://www.ted.com/talks/dan_pink_on_motivation.html. What learnings in just 20 mins!

Candle Problem

1.      The candle problem – In a classic experiment demonstrating functional fixedness, Duncker (1945) gave participants a candle, a box of thumbtacks, and a book of matches, and asked them to attach the candle to the wall so that it did not drip onto the table below. Duncker found that participants tried to attach the candle directly to the wall with the tacks, or to glue it to the wall by melting it. Very few of them thought of using the inside of the box as a candle-holder and tacking this to the wall. In Duncker’s terms the participants were “fixated” on the box’s normal function of holding thumbtacks and could not re-conceptualize it in a manner that allowed them to solve the problem. For instance, participants presented with an empty tack box were two times more likely to solve the problem than those presented with the tack box used as a container (Adamson 1952). http://en.wikipedia.org/wiki/Functional_fixedness

2.      Functional fixedness is a cognitive bias that limits a person to using an object only in the way it is traditionally used. The concept of functional fixedness originated in Gestalt Psychology, which is a movement in psychology that emphasizes holistic processing where the whole is seen as being separate from the sum of its parts. Karl Duncker defined functional fixedness as being a "mental block against using an object in a new way that is required to solve a problem." (citation please) This "block" then limits that ability of an individual to use the components given to them to make a specific item, as they can not move past the original intention of the object. http://en.wikipedia.org/wiki/Functional_fixedness

3.      Incentivized Performance – does the opposite, dulls thinking and blocks creativity.

4.      Mismatch between what sciences tells about the motivation and what business actually practice.

5.      Carrot and stick approach for the last century. Not for 21^st century.

6.      Simply task – narrow focus – not much creativity required – incentives and bonus work the best there. Rewards narrow focus. The left-handed side, routine based work can now be easily done by programs or outsourced.

"This leads to an interesting observation, outsourcing is usually done to the developing nations because of cheap labour. Previously the West was using raw materials of the developing countries for industrial revolution, and now the minds" - AT.

7.      “As long as the task involves mechanical skills, bonuses worked as they would be expected: the higher the pay, the better the performance.” http://www.nytimes.com/2008/11/20/opinion/20ariely.htm

8.      “In eight of the nine tasks we examined across  the three experiments, higher incentives led to worst performance”.

9.       We find that financial incentives .. can result in a negative impact on overall performance” Dr. Bernd Irlendbusuch LSE

10.  Autonomy – making our own choices, mastery – getting better at what we do and purpose – and contributing positively to something larger than life.

11. Examples at work – FEDex Day – one day for doing what you want to do nothing  related to work.

12. 20% time engage in your passions at Google. Result -  Orkut, Gmail

13. ROWE – No schedule, just get work done.

14. Encarta – Microsoft verses Wikipedia.

Further watching:

http://www.youtube.com/watch?v=u6XAPnuFjJc