About a month ago,
we were directed to read a book and discuss how the lessons from that book can
be incorporated into our daily activities and make us perform our individual
roles and collective responsibilities better on our weekly KSS sessions. I am
the KSS anchor for my branch; KSS simply means the ‘Knowledge Sharing Session’ is usually held on Thursday mornings
from 7:00am. So, I had to read, understand, digest and present the contents and
teachings from the book to my colleagues.
‘Drive:
Surprising Truth about What Drives Us
‘ is authored by
Daniel H. Pink; Drive is the fourth non-fiction book by Daniel Pink. The book
was published on December 29, 2009 by Riverhead Hardcover. In the text, he
argues that human motivation is largely intrinsic, and that the aspects of this
motivation can be divided into autonomy, mastery, and purpose. He argues
against old models of motivation driven by rewards and fear of punishment,
dominated by extrinsic factors such as money. (Source: Wikipedia.com)
Reading the book
enlightened me in countless ways, it challenged the norm and explained with
extensive details why rewards can be de-motivating and how to ensure that
employers of labor and top management executives use rewards the right way.
Motivation which is the main focus of the book was divided into two
sub-headings.
Intrinsic Motivation – a feeling of
enthusiasm, interest, or commitment that makes somebody want to do something,
or something that causes such a feeling. It basically explains that motivation
is internally cultivated.
Extrinsic Motivation – the act of giving
somebody a reason or incentive to do something. It argues that motivation can
be influenced by external forces. (Source: Encarta Dictionaries)
Moving swiftly on,
the book was divided into three parts and each part discussed different
branches of the topic.
v  Part 1 – ‘A New Operating
System’
explained that it is high time employers of labor and key decision makers come to terms with the inevitable fact that
rewards and punishments are inadequate management techniques. It also noted
that few companies are coming up with various modifications to the ‘carrots and
sticks approach’ with wonderful results. This part ultimately summaries that
Motivation 2.0 needs an upgrade because it is not consistent with the present socioeconomic realities of the 21st century workplace.
v  Part 2 – ‘The Three Elements’
– the chapter explains the limitations of the ‘carrot and stick approach’. It
further explained that Motivation 2.0 does not/gives little room for the three
elements – Autonomy, Mastery and Purpose which are essential for the creation
of a viable atmosphere for intrinsic motivation to blossom. Hence, the need for
change.

v  Part 3 – ‘The Type I Toolkit’
provides the much needed conclusion and advisory role for organizations to
maximize their talents and ensure employees perform to the fullest of their
potentials. The third part gives wonderful strategies and improvement plans for
intrinsically motivated individuals to grow and inspire other to achieve great
results.
Conclusively, we
should not forget the essence of this write-up which is to educate every one of
us about the dangers of dangling rewards at any given opportunity. As the topic
suggest, rewards become de-motivating in special occasions and the author
addressed the issue which various examples and illustrations which are summarized
under seven 7 sub-headings. They can be found in page 20 of the 114-page book.
They are listed in the below;
*     
They can extinguish intrinsic
motivation
*     
They are diminish performance
*     
They can crush creativity
*     
They can crowd out good behavior
*     
They can encourage cheating,
shortcuts and unethical behavior
*     
They can become addictive
*     
They can foster short-term thinking
On a final note, I
would suggest that we take time off our often busy schedule to read, understand
and familiarize ourselves with the lessons from this great and prodigious book.
I promise to forward an E-copy upon the receipt of a request.

God Bless Us All
Olusanya, Oluwole
Sheriff
Oluwole Olusanya
Oluwole Olusanya is the Founder and Chief Executive Officer (CEO) of one of the fastest-growing lifestyle and entertainment website in the country. He is a banker, writer, blogger, public affairs analyst and a tax consultant. He anchors Trending Topics on SHEFFA where he shares his thoughts and opinions on trending issues. He is currently studying for a Master’s Degree in Business Administration at the University of South Wales, Wales, United Kingdom. He has diplomas in Banking and Finance, Investigative Journalism, Creative Writing, and Linguistics from Lagos State Polytechnic, Isolo, Lagos, University of Strathclyde, Glasgow, Scotland and The Open University, Milton Keynes, United Kingdom.