Motivation and Well being: Flow and Finding Success - What Motivates You to Succeed? What motivates us at work? More than money. “When we think about how people work, the naïve intuition we have is that people are like rats in a maze,” says behavioral economist Dan Ariely (TED Talk: What makes us feel good about our work?)
“We really have this incredibly simplistic view of why people work and what the labor market looks like.” Instead, when you look carefully at the way people work, he says, you find out there’s a lot more at play — and at stake — than money. Ariely provides evidence that we are also driven by the meaningfulness of our work, by others’ acknowledgement — and by the amount of effort we’ve put in: the harder the task is, the prouder we are. Dan Pink: The puzzle of motivation. RSA Animate - Drive: The surprising truth about what motivates us. How To Motivate People - 4 Steps Backed By Science. Employees, spouses, kids — what does it take to get people motivated so you don’t have to nag them?
Motivation is powerful. It predicts success better than intelligence, ability, or salary. Via The 100 Simple Secrets of Successful People: When tested in national surveys against such seemingly crucial factors as intelligence, ability, and salary, level of motivation proves to be a more significant component in predicting career success. While level of motivation is highly correlated with success, importantly, the source of motivation varies greatly among individuals and is unrelated to success. – Bashaw and Grant 1994 I’ve covered persuasion, leadership, improving habits and fighting procrastination but what’s it take to get others to really give their best?
1) Stop Bribing Them When actors would ask the great film director Alfred Hitchcock “What’s my motivation?” Rewards definitely work. Rewards just motivate people to get rewards. When the rewards go away, people stop. How To Motivate Yourself: 3 Steps Backed By Science. You make goals… but then you procrastinate.
You write a to-do list… but then you don’t follow through. And this happens again and again and again. Seriously, what’s the problem? Why are we so good at thinking of what to do but so terrible at actually doing those things? The problem is you’re skipping an essential step. The Mistake Every Productivity System Makes Productivity systems rarely take emotions into account.
We can’t ignore our emotions. And we can’t fight our feelings. Via The Antidote: Happiness for People Who Can’t Stand Positive Thinking: …when experimental subjects are told of an unhappy event, but then instructed to try not to feel sad about it, they end up feeling worse than people who are informed of the event, but given no instructions about how to feel. So what does the unavoidable power of feelings mean for motivation? In their book Switch, Chip and Dan Heath say that emotions are an essential part of executing any plan: Focus on emotions. 1) Get Positive. How To Be Motivated: 4 New Insights From Research. Sometimes there is not enough coffee in universe to get you going.
How to be motivated is something we all struggle with at some time or another. Or, um, daily. Motivation is such a mystery. It’s a feeling and we understand it so poorly it feels impossible to do anything about it. Is there anyone who can unravel the science of how motivation works and tell us what to do? Dan Pink wrote the book on motivation. He’s the New York Times bestselling author of Drive: The Surprising Truth About What Motivates Us. His books have sold more than 2 million copies. How to Get Motivated When You’re Not In The Mood. Source: PicJumbo We all know that in order to develop good habits, we need motivation to start.
This is why, in the beginning, we “chunk” habits down so they’re super simple to do (think Mini Habits). Simple: The less activation energy a habit needs, the easier it is to do. And, most importantly, the less it relies on motivation.
Books. Even Tiny Rewards Can Motivate People to Go the Extra Mile. Business school faculty often bemoan how their students place too much importance on economics and finance courses and not enough on more humanistic ones, such as human-resource management.
Condescension toward such courses is as misguided as it is common, the complaint goes. As Rosabeth Moss Kanter once commented about her experience with Harvard MBA graduates, “Five years out, they often say they wish they had taken fewer finance courses and more people-oriented courses.” Such was the challenge facing one of us (Furtmüller), who was given the task of reshaping a required introductory course in human-resource management at Europe’s largest business school, WU (Vienna University of Economics and Business). Typically, most students choose to take the course online, and there is almost no face-to-face interaction with instructors. Needless to say, getting them to truly engage with the learning material is onerous. How, then, do you generate engagement in online settings?