Not everyone has a strong sense of direction or motivation. For instance, my father gains motivation by improving on his skills, but my mother (who I mostly take after) needs other people's positive feedback to drive her motivation.

Charlie Harayz's presentation on motivation was for businesses and businesspeople. However, much of what Hararyz discussed applies to American education as well. We often hear how our schools would perform so much better if private businesses were allowed to manage the schools. If this is the case, shouldn't corporate America first figure out what to do with its own systems of rewards and incentives?

So, is this stuff just wishful thinking or could this become a reality in your organisation? If not, what's stopping it- really?

What motivates is not simply the mechanical ability and financial reward, but the ethical value in the results. This list is somewhat more complicated and detailed than the two motivations given in the lesson! This is how I classified it. No, Inspiration--Description of the Developed (Logical or Intuitive) Motivation 1. Due to frustration. For vengeance – taking revenge against someone or something as the result of hatred. 2. As an escape or distraction from danger, fear, pain, anger, great embarrassment, despair or boredom– by supplying a service, without the provider having a good reason for doing it (by his/her masochistically, slavishly or blindly following the demands of a leader or of a situation) and unequivocally accepting whatever motivations are implied– alternatively in extreme cases, by committing suicide. 3. From selfish desires, by seeking personal benefit. For reasons of pride – so as to obtain due recognition of ability or talent, by means of a demonstration of it to oneself and to others. 4. For the sensation provided--of answering curiosity, getting a thrill or sense of adventure, for the love of the action or the pleasure experienced by its execution. This includes the healthy aspects of the associated physical activity, felt or known to be present. 5. For individual (material-property or social-position) benefit, both work-related activities and ego-building in general--the planning, fabrication and distribution of goods items or the supply of services having commercial value. It includes the organization of employees and the control of and payment for their activities. 6. For "soul-status" – with the optimistic belief that the activity will enable the doer to obtain a better place in an after-life. Logically this consists of the voluntary acceptance of social responsibility for doing good deeds, to transfer credit into a Heavenly account. To give practical help to others, and by the adoption of a compassionate non-materialistic or idealistic style of contribution. 7. As an expression of love or deep affection for someone, where the associated actions and their results are shared-- in many cases, this includes the conception and raising of children, thereby establishing a beneficial connection with posterity. 8. By the search for universal knowledge – to meet the need for the discovery/disclosure of scientific or technical facts and their greater understanding, with the intention of making the practical applications of these findings possible or easier to use. 9. By discussion of developing theories and common experiences-- for the subsequent spread of knowledge and technique, by teaching and the use of educational programs. 10. To provide social justice and for its means, by making some order and improvement to the world, by the conscious giving of ones time, money, energy, skill and intellect, for the benefit of neighbors, community and even for an enemy. 11. As a sign of religious faith, by spiritual identification. To glorify God, by religious observance.-- This includes the reciting with sincerity of various prayers, performing charitable deeds, joyful celebrations (feasting, singing, dancing, music, and generally showing happiness), the fabrication and use of well-illustrated books (for children), decorated articles of religious use, communal gatherings in elaborate or beautified prayer places etc.

Man seeks to satisfy his desires with the least exertion. But his desires are without limit! This does not mean that laziness and greed comprise his nature, but that the motivations in economics have the "mechanical" properties of the talk. So what is presented here are the nice to have additional features of a games-player whose material wants are already met. Such people are very few and the most that can be done to encourage them is to give them some small time allowance to think freely.

Daniel Pink argues convincingly that in the information age behavioral motivation system, based only on the remuneration for results, became not only useless, but also in many cases directly harms both employees and the company. But how then to motivate staff to achieve goals and to win the competition? We need to focus on the natural aspiration of every human excellence, skill and independence and to hire only those people who have strong internal motivation. You come to work on time, listen to superiors, pants sit at the meetings? Get Award! You're late? The dispute with the director? Not his tie? Get a penalty! Carrot and stick. What could be safer for the employees' motivation? Daniel Pink in his video turns everything upside down.

The talk starts off talking about behavior and how to get more of the behavior you want out of people. As we talked about in class it is found that to get more of a specific behavior out of someone give them a reward for their good behavior instead of punishing them for poor behavior. In the ted talks study punishment proved to not work, but reward doesn't quite work either. Reward works for simple mechanical task, yet when you try and reward people for cognitive, creative thinking it proves ineffective. Instead if you want people to perform better doing cognitive, creative tasks its better to allow people the freedom to go about that task their own way instead of directing them.

The economy should pay by performers . Yes I understand volunteers help build skills and accomplishment . Wellingness to participate and understanding is the best tools to succeed. Opening doors to success is willingness to complete with thriving drive yourself on your career choice.

it starts with asking question about whether rewards are always motivate people. The answer is no because the research by MIT shows that if the task is related to mechanical skills, higher you pay, better performance. if it is related to rudimentary cognitive skills, rewards do not work. it depends on three basic elements such as Autonomy, Mastery and purpose. the basic ideology for everything is we have to treat human as human.

Clean up the the house n walking just when mood like chill

if you find something you like you will go all the way even learning more infomation on the study and learning new tech ways of learning stuff

When the companies realize that engagement is better than compliance they will have more productive and motivated people. Because people stop to think about money and more about their purpose at work.