PINK’S MOTIVATIONAL IDEAS

CASE STUDY: PINK’S MOTIVATIONAL IDEAS

Response to Pink’s ideas that satisfaction is dependent on having the right goal

Pink’s idea that satisfaction at work depends on having the right goal, which increases employee’s motivation is viable. The goal right goal, according to Pink, is not just attainment of wealth. Monetary incentives only motivate people for a short time and later fades away, but motivation by purpose takes place alongside profit maximization through inspiration. The right goal for an employee can be categorized as a purpose or desire for the promotion that will result in full satisfaction for the employee. Earning profit and making money is important but can not be discounted as the influence for the right goal. The individual desire to direct their own lives, outspread and enlarge their abilities and live a life of purpose is the main secrete for better performance. Furthermore, companies should appraise their employees enough salaries and not focus on meeting their basic needs only to motivate them. Pink suggests that employees should be reimbursed enough money to get the issue of money off the table. In most cases, a company can make money without attaining meaning and purpose. The company’s ideals are the key motivation for employees to achieve set goals. For instance, if the company’s ideals are based on revenue and making money, then employees will embody those ideals and make them their goals. Pinks’ ideas are both idealistic and realistic, depending on the organization and its ultimate goals. If a company aims for perfect goals such as making money, then the employees should be motivated towards this goal. Where in a company, the aim is to keep employees motivated and inspired in order to keep working hard idealism is the key. Thus, human motivation should be autonomous or fulfil the desire to be self-respected and include mastery that urges people to gain better skills and should be purposeful. The companies that only focus on making money without valuing purpose may end up with unsatisfied customers and unhappy employees.

The pros and cons of the shift in rewards that focuses on both profits and purpose

Shifting rewards to focus on profits and purpose is advantageous in that employees will be more engaged in work to earn satisfaction. Since human beings enjoy getting good at doing things to earn personal achievements and progress, shift ensures they earn their desires8. Allowing the employees in the company to enjoy their progress will contribute to inner drive, and the organization will benefit.  If the employees are denied the opportunity for self-improvement and profession development, they are likely to be bored by their work and get demotivated. Furthermore, allowing employees time for self-improvements pushes them out of their comfort zone and stretch themselves in order to develop their skills and earn more experience. The shift on rewards for employees also allows freedom at the workplace for workers to do whatever they want. The employees are able to spend time thinking of more innovative ideas and solutions concerning the organization. For instance, Google has gained benefits as a result of giving developers the freedom to pursue personal projects during working hours.  Also, understanding that people are only interested in doing things that matter is important for the success of an organization. Thus, ensuring that there is a purpose on what people do through the mission and goals for the organization will ensure that employees work towards something that matters. The employees will understand and appreciate their roles in the organization. As the world shifts to technology, the types of work that need to be done are different from the traditional one. The workforce had experienced changes from when workers were aware of what was expected from them to complete their jobs. Today every work requires critical thinking and creativity, and the shift will disadvantage the older generation of workers. This shift will create a rift to the older employees who will question the need for change. The younger generation of workers will benefit since their jobs will be more rewarding as they will work for both purpose and profit. The organization will attain more motivated employees who will help in attaining the organizational goals.

 

Pink’s concept of motivation on boomer and millennials generations

The concept of Pink can work for all generations of workers and employers since motivation is an essential part of work. In the traditional generation, motivation was based on external rewards and punishment with no external rewards. The traditional generation of workers can help improve rewards by accepting external rewarding as a way of motivation. The knowledge and experience possessed by the boomers are vital for business growth. Thus, the millennials are required to work together with the boomers to learn more skills. Furthermore, the two generations can accomplish more success that is fueled by purpose. With purpose, a person has greater accomplishment in the long term compared to motivation by money and profit. Human beings are happier when doing a task and completing a goal. The feeling of satisfaction when completing task and goal is the ultimate motivator for everything people do, including work. Thus, organizations that will adopt the form of motivation that includes employees’ purpose and satisfaction will earn more success. Pink’s concept of motivation may not work for everyone, but it is not something generational. The concept is attributed to personality and how one drives and motivates themselves in life. The idea is not easy to adopt since unlearning the old knowledge and undoing old habits is not easy but understanding that it is human nature to seek purpose will help to adopt Pink’s ideas. Human beings are made to active and engaged and their happiest moments are not when seeking validation from others, but when there are doing something that matters9. Thus, repairing the mismatch in work and motivation and bringing the understanding of motivation in the current century is not the only key for business growth but also an affirmation of humanity.

Bibliography

Zweig, David. Invisibles: The power of anonymous work in an age of relentless self-Promotion. Penguin, 2015.

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