RSA ANIMATE: Drive: The surprising truth about what motivates us

Summary

The video script explores the complexities and nuances of human motivation, challenging the conventional wisdom that rewards and punishments directly correlate with performance. It discusses surprising research findings from MIT and Madurai, India, which suggest that high rewards can actually hinder performance in tasks requiring cognitive skills. The script argues for the importance of autonomy, mastery, and purpose as key motivators, rather than monetary incentives. Examples from companies like Atlassian and movements like Linux and Wikipedia illustrate the power of self-direction and the desire for meaningful work, advocating for a shift in organizational thinking towards valuing intrinsic motivators over traditional carrot-and-stick approaches.

Takeaways

• 🧠 The science of motivation is complex and surprising, often contradicting traditional beliefs about rewards and punishments.
• 💰 High rewards can lead to poorer performance, especially when tasks require cognitive skills beyond simple mechanical ones.
• 📚 A study at MIT showed that higher monetary incentives did not improve performance on tasks requiring rudimentary cognitive skills.
• 🌏 The findings from the MIT study were replicated in Madurai, India, where higher rewards also resulted in worse performance.
• 💼 Money is a motivator, but its most effective use is to pay enough to remove financial concerns from an individual's mind, allowing them to focus on the work itself.
• 🚀 Autonomy, mastery, and purpose are three factors that lead to better performance and personal satisfaction in the workplace.
• 🏢 Companies like Atlassian encourage autonomy by allowing employees to work on any project they choose for a day, fostering innovation.
• 🎼 Mastery is a strong motivator, as people naturally seek to improve their skills and find satisfaction in doing so.
• 🌐 Examples like Linux, Apache, and Wikipedia show that highly skilled individuals are willing to contribute significant time and effort without monetary reward for the sake of challenge, mastery, and contribution.
• 💡 The 'purpose motive' is becoming increasingly important in organizations, as it not only improves the work experience but also attracts better talent.
• 🌟 When profit motives become detached from purpose motives, it can lead to ethical issues and subpar products and services.
• 🛠 Successful companies, regardless of their profit status, are driven by a strong sense of purpose and the desire to make a positive impact.

Q & A

What is the main topic discussed in the video script?

The main topic discussed in the video script is the science behind human motivation, particularly how rewards and punishments affect behavior in different contexts.

How does the speaker describe the science of motivation?

The speaker describes the science of motivation as 'really surprising' and 'a little bit freaky', indicating that it challenges common assumptions and is not as predictable as one might think.

What was the purpose of the study conducted at MIT?

The purpose of the MIT study was to examine the effects of different levels of monetary rewards on performance, particularly in tasks that require cognitive skills beyond simple mechanical tasks.

What did the MIT study find about the relationship between rewards and performance for tasks requiring cognitive skills?

The MIT study found that for tasks requiring rudimentary cognitive skills, a larger reward led to poorer performance, which contradicts the common belief that higher rewards always lead to better performance.

Why did the researchers decide to replicate the experiment in Madurai, rural India?

The researchers decided to replicate the experiment in Madurai, rural India, to test whether the unexpected results were specific to the MIT student population or if they held true in a different cultural and economic context where the monetary rewards would be more significant.

What were the results of the replicated experiment in rural India?

In the replicated experiment in rural India, the results showed that people offered the medium reward did no better than those offered the small reward, and those offered the top reward performed the worst, further supporting the finding that higher incentives can lead to worse performance.

According to the script, what are the three factors that science shows lead to better performance and personal satisfaction?

The three factors that science shows lead to better performance and personal satisfaction are autonomy, mastery, and purpose.

What is Atlassian's approach to encouraging innovation among its developers?

Atlassian encourages innovation by giving its developers one day every quarter to work on any project they want, in any way they want, with anyone they want, and then presenting the results in a fun and relaxed setting.

Why do people engage in activities like playing musical instruments, even when they don't directly benefit from them?

People engage in activities like playing musical instruments for the enjoyment and satisfaction of getting better at something, which is a form of mastery that provides intrinsic motivation.

What is the 'purpose motive' and why is it becoming more important in organizations?

The 'purpose motive' refers to the desire of organizations to have a transcendent purpose beyond just making a profit. It is becoming more important because it enhances the work experience, attracts better talent, and leads to better outcomes in terms of products and services.

How does the speaker suggest we should treat people in organizations to build better work lives?

The speaker suggests treating people like people, not like 'horses', by moving past the ideology of carrot and stick motivators and instead focusing on autonomy, mastery, and purpose to build better work lives.