This is an interesting topic and a well written synopsis of the science of motivation. If you are a leader in a working company who has had to motivate people in the past, this book will mostly confirm what you already know. Monetary and other extrensic incentives don't work and they can be very detrimental. That in itself makes it valuable as a work of literature. There are a lot of people in high levels of leadership who may actually need a book like this to tell them what they should already know by looking at the effects of the systems they have created.
I wouldn't call this book a must read or a game changer however. It is saying what a LOT of literature in the business world is currently saying. What it does do is organize what is very good science behind ideas that are being propogated in many other books. There are a few other books I would recommend ahead of this one but if you are well read in business and leadership texts, this is definitely not one you want to skip.
Daniel Pink has a presentation on TedTalks about this book that prompted me to read it. Check it out on YouTube, you won't be sorry.
The book expands on the same points he makes in the talk, going further into the science and the disparity between what science knows and business does--what Mr. Pink doesn't tell you about his work is that it applies to so much more than business settings--it really is the way the world works. I've quoted this book so many times in leadership and experience classes in the past year it's not funny.
Read it. You won't be sorry! And, who knows? Maybe you'll make the world a better place?
More people should read this - especially those in sales. Management teams are using outdated and broken sales methods. The shelf life on some of their methods expired long ago, but basically you have people with either no experience heading up sales teams, or old dinosaurs who use the "it was good enough in my day so it has to be good enough for today." This book challenges their lack of vision and relevance to the world today. Let's face it, we are in the age of near instant information and people are in time demanding jobs that have little room for some sales schmuck who makes 30 cold calls per days just to get one appointment. The era of "hit and run" sales and getting "ink" same day of the appointment is for amateurs and people selling commodities out of their car trunk. Do you really want your company brand and reputation to be as a cheesy churn and burn shop? And yet, some large Fortune 500's are doing that (and kiiling their brand recognition in the process). Read this book and get new insight, get educated and well researched insights if you want to propose any manner of solution selling or selling something that is worth more than $100 per month.
This was an excellent book which helped me understand how I can greatly improve my personal and professional life. I read "Flow" many years ago and this is the perfect compliment to that book. "Drive" is narriated by the author who does an excellent job of delivering a clear and understandable message of what makes people succeed (or fail). I highly recommend "Drive".
A thoroughly enjoyable read. The themes were repeated in such away that I could absorbed them even in the audio format. I've been encouraging others to read the book by listing the three factors of drive. This tells me that the material was presented to that I could actually benefit from it. In some ways the book was too long in there there wasn't new material added when the existing topics were covered. I wholeheartedly recommend the book to managers, even parents!
Drive is about "the 3rd drive" which relates to people's intrinsic motivation (rather than basic motivation and extrinsic motivation). It is a book that exposes the research data related to intrinsic motivation and tries to convince the reader that there is "something wrong" with most traditional management theories related to motivation. (and he does a good job convincing).
The book is an easy read and written a little bit too popular. Still it is worth a read. The book is structured in 2 parts and a bunch of appendixes. Part 1 talks about the difference between intrinsic and extrinsic rewards and why the external rewards don't work (at least, don't work in a modern knowledge-worker setting). The second part then answers the question: "If extrinsic motivation doesn't work, how can we create an environment in which people are motivated".
Dan Pink's answer: 3 elements are important for intrinsic motivation:
Mastery is about getting good at something. Self-direction is about being in control of your own life and decisions. Purpose is about trying to achieve something meaningful. (these 3 points are very similar to the work of Richard Hackman, which was referred at times).
The book is a very easy read, well written. It contains interesting stories and facts and does a great job at convincing the reader. This book is important as extrinsic rewards are still everywhere and are destroying the motivation to do work. It will take a long time to change that, but this book is one step in the right direction. An important book and thus, even with its drawbacks, still 5 stars.