Dan Pink appears on the TED stage to host a talk on the science of motivation. Using research findings from behavioral economists, Pink offers a prescriptive view of how to improve motivation from a management perspective. As you prepare for graduation and life beyond college, consider your role as a future leader within your chosen field and reflect on how you will use this knowledge of motivation as you embark on your career path.
Watch the video and answer the questions below in the comments section.
In the comments section, answer the following questions:
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
2) In what field(s) do you believe the ROWE model may work best? Why?
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
Deadline to comment is Sunday, 10/11/2009, 11:59pm
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1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteI do find them very intuitive. I was very surprised by the result of the candle test and also when he was talking about wikipedia. When he was talking about the candle test it was very easy when the thumb tacks were outside of the box. He also talked about the left and the right brain for this. The more incentives that people are offered the less work gets done. This really took me by surprise. Dan Pink talked about not only taking this test to US and seeing what happens but going to another country where the incentives are worth more. The same thing still applied.
2) In what field(s) do you believe the ROWE model may work best? Why?
Results Only Work Enviroment. Dan Pink was saying that employees can show up when ever they want, get their work done when ever they want and all these things. I never would of thought that this would work. Once this happens productivity goes up, worker engagement goes up, worker satisfaction goes up. I think this would work best with jobs like, computer developer, Organizer or some sort, artist, basically any occupation that people enjoy doing for fun. In order For this to happen people will want to do it by themselves with out having a boss on there side. Im surprised that this works, but it does.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
I like the idea of giving the computer designers 24 hours to do what ever they want. FEDEX was a good name for it. The reason I like this is because it promotes leadership. Getting out of the norm and going your own route and using your creativity. I will use this information if I am in a leadership position by everyone and awhile straying outside of the norm. No one wants to do the same thing over and over again every day. By giving people 24 hours of freedom to work on what ever they want creates magic. Dan pink said half of the new invention was from that period alone. Dan pink is very good at thinking outside of the box.
I would believe that for some people the findings that Pink talk about would be intuitive, while for others it would not. The part that I find amusing is I’d bet that bosses in a company in general would be ones who would not find it to be intuitive, and the persons working under those bosses would have a grater likelihood to find that information to be intuitive. I feel this way because I can think form the perspective of a non managerial role. When I think about work that I have done, I think I perform better when I have freedom to do things my own way. When I know that my boss is watching I tend to slightly change my style and I find myself not moving as smoothly as usual.
ReplyDeleteI would love to work in a ROWE modeled work environment. I don’t think that the ROWE model would work at all for the profession that I am currently in (restaurant server). I believe that it could work for a restaurant manager, as long as there are people there who could take care of all the day to day activities. I think that the ROWE model could also work in an environment suck as a job that involves recruiting. So long as the people have access to phone and internet there shouldn’t be any problem as long as the individual workers have a high level of intrinsic motivation. I would think that the ROWE model would work in just about any environment that didn’t involve selling a good. A business that sells a service could have the deal taken care of from anywhere through phone and internet. I believe that the key here is that the people have a high level of internal motivation. Without a high level of intrinsic motivation I believe that there would be too high a potential for low productivity.
Once I have obtained a position that would allow me to delegate how, when and where people do there work, I will try to get my employees to become motivated from within. I believe that if you are given responsible workers, they can deliver outstanding results if they do the work on their own terms. Of course I wouldn’t give them total control of the project, but once you have established a common understanding of what, how, and when things need to be completed I will allow them to do their jobs without hovering over them. I would also have established check points where I would meet with them to be sure that things are proceeding as planned. Another way that I think I would use Pinks recommendations is that if science has proved something to work, I will use it, even if it goes against intuitive thinking. If there are recommendations made by people working for me, I will take the time to hear them out and give them a try if it seems to have potential. If there are no results shown from that idea we will have only lost some time, and we will switch back to the previous method. Even though we may have lost valuable time and resources, I will have gained more respect from the people who provided the idea, to that is just as valuable and could be seen as evening the scenario out.
I am totally shocked about the research findings of the behavioral economists, and I do not find it to be intuitive in the slightest. I would totally expect that reward/incentive would improve the performance, everytime. I never thought that the highest rewards would actually hinder performance. That just seems totally backwards to me. It seems that the ROWE model would work best in probably all fields, since there are many different types of people out there. You could find doctors that wanted to work the afternoons and evenings, and have the mornings off to do errands or engage in hobbies; you could find programmers working after raids and in the middle of the night when inspiration hits them; and I am sure there are many more examples out there. I personally tend to do my best work late at night or extremely early in the morning. I think that autonomy is a great idea that I would like to incorporate into a leadership role if I were to ever get a leadership role. I anticipate trying some of the options that were offered in the “case.” I might be inclined to try the intrinsic motivation and the ROWE model itself. These findings are quite astounding, and are definitely something I want to keep with me as I get a career.
ReplyDeleteI was shocked to a point but at the same time was not. With being in that work environment, it is difficult to get motivated to go above and beyond because you only look for the easy way to complete it. So I had my suspicion of it when he talked about it so I had a feeling that with incentive based work things will not get done with goo performance.
ReplyDeleteI think the ROWE model will work best with engineering, programing and creative work forces. The reason why is for people to really do what they want and turn things in with more of a personal approach to it. Also things will get done with a more Right and Left Brain mixture.
I have tried using this model at work. As a manager I want people to work that way, My problem is the higher ups at where I work, are of the old model where the harder you work the better it is. Problem with that sales are down and you need new ways to get people to come in. So if employees can not think of how to bring up sales then production is going to be down. So when I go some place else I will use other more ROWE bases ideas and maybe the 20% free time, so that way employees are not thinking of finding a new place but look forward to being able to do what they like to do.
The research findings reported by Pink were a bit surprising. I would have tended to think that people would work harder and faster when there was an opportunity for reward. Hearing that the actual tests presented a completely opposite result was quite interesing.
ReplyDeleteI think that the ROWE model is very different from what I would expect when working for a business. It seems that it would deffinitely breed more creativity than traditional workplace methods. I feel it is a great option for finishing work that can be easliy done by individuals and compiled after completion. It could however be very difficult for work projects that require lots of group thought and mettings because people would be spread out and not follow the same time schedules.
It is hard for me to think about having a leadership role within a corporation. If I were to be in that type of position I would have to think very carefully about the recommendations put forth by Pink. There are many different methods that could be employed to achieve the best work output. It would depend highly on the location and type of work being done on what method I would choose. If the work required basic mechanical skill I would be more likely to use incentives than work that was more cognitive based.
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteI don't find the research cited as intuitive, but reiterative. It goes back to a lengthy comment that I made in cornerstone and a brief statement I think I made here in capstone. "What do you want? What do you think? How would you do it?" If you ask different levels of a business, you will get different responses because they are treated differently in the information they have, responsibilities are distributed differently, and personal treatment is different. These three questions lead right to Pink's autonomy, mastery, and purpose through empowering the employees at all levels.
2) In what field(s) do you believe the ROWE model may work best? Why?
I don't see a field, but an environment. I say environment because most of the work environments using ROWE are creative, imaginative, and holistic concepts that one person or team has to work through from start to finish. Home-based and web-based businesses are prime examples of ROWE in usage, and the person is in a measure control, responsibility, and expression. This level of productivity can be fit together like building blocks, and would take more scrutiny than I can provide here.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
In general terms, I already do. When I work with any person on something, I connect with them showing appreciation and respect for their circumstance. I give them assurance the task can be learned by them through us working together. I commend them on reaching each plateau towards their goal, whatever it may be. In the literal term of leadership, I don't recall too many companies looking for people who lead by example and manage by the big picture with everyone in it for the greatest good. When I look at the new media's stock exchange reports and such, the picture is very different from what leadership in an organization should be via its financial size.
I think that the research findings are extremely intuitive and say a lot more than even just what people will work for and their motivations. To me that seems like something that creates nerves and causes people to over think situations not allowing them to see the ease that these things can be done. I think this is evident when he shows the example after of the tacks being outside the box.
ReplyDeleteI think that the ROWE model works because in all kinds of profession, I know that it doesn’t seem possible for someone like a physician to be able to make their own schedule but I think it is. And I think when something like this happens it allows for the person providing the service to be better at what they are doing because they want to be there and if they aren’t putting in the effort than the job won’t get done and they basically won’t have one.
If I attain a leadership role where my main job is to watch over people I would defiantly allow for this type of work to be done. I feel that when people feel that they don’t have someone breathing down there back if they want their job they will do the work and they will do it to the best of their ability making a better environment for everyone.
I am not too shocked by the research findings. It confirms much of what I have heard during my education in Hospitality Management and in Education itself. People are most motivated when they simply WANT to do the task before them.
ReplyDeleteI think the ROWE method could work best in areas without much interaction with the public. For example, this method would NOT work at all in the hospitality field in my opinion. Imagine walking into a hotel, theme park, or restaurant and hardly anyone, if anyone at all, is there to serve you because they were not scheduled to come in at a specific time.
Fields that this would work in, in my opinion would be techinical, manufacturing, or construction fields. When the field calls for day to day interaction with people i.e. hospitality, teaching, and other service areas it would be better to have schedules, but the schedules could be based on each employees preferences. That way it could be ensured that there is enough coverage to handle the demands of the public, but employees could be scheduled during times they prefer.
I am currently a supervisor, part time. I cannot follow the ROWE method in terms of scheduling, but I DO listen to my team. As hard and challenging as it is, I try to develop tasks and practices based on their feedback and opinion. I will begin conducting one on one reviews with them next week and plan to ask them "what do you enjoy most at work?" and ask them to answer honestly. That way I can have them spend more time doing the task that they prefer.
1)Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteIntrinsic value trumps external reward always. This much is clear to me and has been for some time. I dare say it's even common sense. What really surprised me is the negative effect rewards had on productivity, creativity and performance. I never realized that such a motivator would only work within certain parameters, those being simple mechanistic tasks with single straight forward solutions. It hard to believe that the reward punishment model which has been present in my life since a very young age is a terrible, even detrimental, motivator.
2) In what field(s) do you believe the ROWE model may work best? Why?
The ROWE model would work wonders in a classroom. Education in my experience is mostly based on compliance. You follow the rules and you are rewarded with good grades and accolades. If you disobey you are punished. I truly believe if students were given a chance to have some autonomy in the classroom they would see the value of a strong education and work hard to attain it.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
Depending on the organization and type of work being preformed I strongly believe I will implement the ROWE system. At the very least I would try to employ the 20% technique used by Google or a similar program. The well being of my employees will be a high priority. With that in mind I hope to create a postie work atmosphere and I believe the ROWE system does just that. Such business practices will foster a more positive work environment, boost productivity, and encourage creativity.
1) I believe the research findings, in terms of the incentive system for work, while intuitive when explained, might not be a commonsense idea, so to speak. When considering rewards, we focus on the fact that you're given an incentive for doing your job. However, like Pink mentions, incentives are not necessarily the best when it comes to tasks that require a broad consciousness, as oppose to a narrow focus.
ReplyDelete2)I believe non-profit, humanitarian, artistic fields, to name a few, would work the best with this model. Rewards are not the basis for this kind of work, they emphasize selflessness, creativity- you have to have a passion to succeed in these fields, and there's no one specific goal.
3) I think in terms of leadership, this emphasizes that you have to motivate people not with incentives, but you have to create within them an inner motivation. People need to have a fulfilling purpose within their careers, I think I will also want to push people to better themselves, and to always strive towards self-improvement.
I thought the research findings of the behavioral economists cited by Pink to be intuitive because this motivational technique is something used inadvertently by my manager at my job. We have two managers where I work. One is in charge of one half of the business, while the other is in charge of the half in which I work. Manager 1’s employees are completely unproductive, show no respect, and goof off all day. Meanwhile, manager 2’s employees are on task, work very hard, and actually make efforts to spend time with her outside of work. Manager 1 uses scare tactics if you do something wrong and rewards people with not being a jerk if they do something right. Manager 2 places her complete trust in us, does not scold us (nor does she need to), and allows us to do whatever we want as long as we get our work done. She has also never had any sort of managerial training or taken any business classes but leads with her heart. Manager 1 was taught by Starbucks and his college business classes.
ReplyDeleteI cannot think of any work environments in which the ROWE model would not work. The only thing that could pose a problem would be a customer service job, because you have to show up when the customers need your assistance, but other than that I believe this is a great concept. Workers with more freedom and less worry have so much more time for creative thinking. Also, doing something for your self produces much better results than being at the end of a cracked whip.
Once I attain a leadership role within my organization, I hope to use this method to encourage my employees to do the best they can. Having seen this concept used first hand by my own boss, I am positive it is the best way to increase productivity and creativity. Also, having happy workers is something invaluable to a manager. I want to make the work environment for my employees the most enjoyable possible, because I truly believe this will help my business as a whole.
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteI found this article to be very intuitive especially in some of the examples that he gives. I really liked the example that he used with the candle. It was obvious that you couldn't pin the candle to the wall with a thumbtack but melting it on the wall got me thinking. The use of the platform was definitely the best final solution to the problem which really made your mind go to work. This is when your critical thinking skills are used to solve a problem. I feel that rewarding someone for doing great at work is a great idea and should be consistent throughout there career but if your employee is not doing a good job nor working to his or her fullest they shouldn't be awarded anything.
2) In what field(s) do you believe the ROWE model may work best? Why?
I think that the ROWE model would best be used in fields where people work for themselves and can do whatever they want whenever they want rather them being on a specific schedule at all times. Some of these fields might include a handyman, artist, athlete ect.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
I totally agree with everything that PINK had to say in this wonderful video. Pink really wants people to get awarded for there hard work. In my career I would expect to be rewarded when I accomplish something or doing something good for my company. It will make me want to work harder and do better and better every time.
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteI think that the research findings at the time they were new in the field were intuitive. Now a days I think that we find those findings to be common knowledge. We know that people lose the ability to fully contemplate a problem when a financial reward is offered. We become more focused on receiving the reward and not finding a viable solution.
2) In what field(s) do you believe the ROWE model may work best? Why?
I believe the ROWE model would work best in fields that allow for sideways movement. Fields like writing that allow the authors a certain amount of freedom. Fields such as law, medicine, and engineering don't allow for certain interpretations of their basic requirements. These fields need the regulation of schedules and meetings.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
I want to utilize the information from the beginning of Pink's lecture. The idea of appropriate reward, using a reward that bolsters creative thinking not hinders it.
1)I found Pink's research findings to be intuitive. It was good to see logical evidence reflecting the larger reward led to poorer performance. In the workplace I’ve seen many instances where people will solve a problem to get the reward—but in reality the “extrinsic reward/solution” was cheapened by lack of true innate motivation which compromised cost and design in the long-run. It is smarter to work for the “common goal” of the company or design, etc., rather than the reward—this ensures integrity of the final solution without deflecting/stifling the employee by short-term gimmicks.
ReplyDelete2)When I worked for IBM decades ago--they had a Research Facility where Scientists, Programmers, etc., worked. Even though IBM still had the wing-tipped image, this site had a completely different image—and different privileges to boot. It was a “think tank” where the employees mostly wore sandals, jeans (not nudist however), beards, etc. Creativity was fostered. Suits/ties/wing-tips were frowned upon. This site was build in the rural country. The “offices” were not ‘clinical-looking’, many atria--you get the picture. This was “IBM’s Research and Development” and people were “free to create”--and the environment supported this ideology by example. Similarly, Silicon Valley (California) in the 1980’s were beginning this creative ideology for all employees--not just the inventors. In addition, I did Clinical Work in Psychiatric Facilities where “both” Doctors and patients dressed the same—no white lab coats. I personally witnessed these environments that were painstakingly designed to foster freedom, creativity, learning, 2-way communication--and observed the prevention of tainting either doctor/patient image. There was no dominance of right-brain overbearance of rules and restrictions, tunnel vision.
It seems like the aforementioned ideology is returning again, hopefully with deeper roots [Later on in the late 1980’s there was no point to nurture employees when our jobs/companies were shipped overseas and our middle class was gutted.]. However, I believe ROWE (Results Only Work Environment) resembles this older “Silicon Valley Ideology” and--in a similar sense, if developed to its full potential—ROWE could thrive in areas of Research and Development, Psychology, and Law, to name only a few. These disciplines/areas require creativity, critical thinking, and most important from my past experience—“freedom to nurture” Autonomy, Mastery, and Purpose.
For me the ROWE ideology helps people focus on what needs to be done and not stroking someone’s ego/protocols--nor using the “old rules-of-the-road” which are pocked with potholes and hamper the breadth and totality of a creative and interdisciplinary masterpiece [which by the way includes both left and right brain—both].
3) Unfortunately many of today’s workplaces are a world away from Pink’s ideologies. Don’t get me wrong, I think it is great and have wondered this for decades after I experienced this in a flash-from-the past… It will take time and money to trickle up/down education and “retrain” businesses (and the leaders who covet their salaries and golden parachutes). Many Corporations’ Hierarchies for the past 3 decades invested money + R&D into the Cornerstone of their Extrinsic Ideological Tendrils supporting the old, dominant, left-brain philosophy.
I believe that Intrinsic Motivation is our new path to Global and domestic success. This will require a major shift for these Corporations to (deviate from corporate greed and politics) accept/re-learn & re-invest away from the dominant left-brain paradigm—Corporate America needs to recognize that the right brain (autonomy/mastery/purpose) is better able to calibrate and design the working infrastructure today—In this context, the right brain is better equipped to gauge Intrinsic/unrestrictive problem-solving environments as well as re-balance the integration of left-brain’s relevance in a new global experience of redesigning work environments and maximizing talent from inside out.
Lisa Beni
n the comments section, answer the following questions:
ReplyDelete1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
I do think the research findings to be very intuitive. It's very interesting to take something accepted by popular belief to be challenged.
2) In what field(s) do you believe the ROWE model may work best? Why?
I honestly feel like there should be some structure. Todays society is very lazy and I think there needs to be some boundaries. But obviously in the fields of arts and certain sales positions the ROWE model may work the best.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
Intrinsic motivation is the way to go! MAP Mastery- getting masters out of their craft Autonomy- deciding a path, clear focus Purpose- wanted to go above and beyond. These would be the principles I would guide my team along with.
1)
ReplyDelete- It's like I've been saying for a long time. For creativity to be established the goal of the experiment has to be focused in the intrinsic nature of experiment itself not the promise of a reward, especially something as necessary or open ended in todays world, as a monetary reward.
2)
- Sales, no question. I mean where else would you be rewarded for what you perform if not if the performance is based on your gain. money is not only the reward, its the goal. Theres a compound interest involved that deals with incentives.
3)
- I'm thinking perhaps, performance based reward systems that reward collectively. If theres a system implemented within the work environment that compensates good performance but hinders the end result, I might as well use it to build association and cohesiveness within my coworkers in order to have better performances in the future.
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteThe results of the Candle experiment, the encyclopedia example and the ROWE model were all a surprise to me. However, they say hindsight is 20/20. I can definitely look back and see why these results occurred.
2) In what field(s) do you believe the ROWE model may work best? Why?
I believe that the ROWE model could only work in an development atmosphere. Production, Service based business could not function under such circumstances.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
I can see that employees given time to use their minds in a creative environment could benefit the organization immensely as demonstrated by the Google example. 50% of all their innovations occurring during their employees own creative time is amazing.
1) Did you find the research findings of the behavioral economists cited by Pink to be intuitive? Why or why not?
ReplyDeleteI feel that the research findings cited by Pink would be very intuitive to a particular type of person. The creative thinker will find this information to be more beneficial. For example, an assembly line worker who performs one task a certain way based on how they were taught just like a machine may not benefit in quite the same way. If the leaders and managers of businesses adopted this way of production, they may find themselves with some better products.
2) In what field(s) do you believe the ROWE model may work best? Why?
I believe the Results Only Work Environment would work best with a specialized conceptual type job such as engineering as opposed to occupations that may require a high turnover such as the medical field in which there is a standard operating procedure for each particular situation. If a ROWE environment requires no specific work schedule, it would not be a desirable model for a job which requires constant assistance to patients in need of care.
3) Given the findings and the recommendations made by Pink, in what way(s) do you anticipate using this information once you attain a leadership role within your organization?
Having a open mind to alternate views and trying to always bring something new to the table are ways to incorporate this powerful knowledge into any field or organization. If something is not working within a company, it makes no sense to keep making the same mistake over and over again without changing your approach to business thinking.
I find the research findings of the behavioral economists cited by Pink to be intuitive part of the time because experiments like “the candle test” exemplify how people need not to narrow their focus, but think outside the logical parameters to make it work.
ReplyDeleteI have been a longtime advocate of incentive based goals because they worked well at my former job. However, I agree with Pink that incentive actually results in employees doing less (not raising the bar, just meeting it).
The ROWE model may work best in creative fields that promote autonomy. Designers of any kind could more or less benefit from the use of the model if it is done just right. Google is a great example of a company that uses promotes autonomy with its employees and does extremely well.
Given the findings and recommendations made by Pink, I will absolutely consider the use of autonomy as apposed to just incentive, after I have attained a leadership role within an organization. However, I wouldn’t completely forget about incentive because it can produce just what a company needs when used appropriately; in certain situations to reach a common goal.
1) I definitely found that the research findings of the behavioral economists cited by Pink to be insightful, because I agree that essential rewards are much more effective than a nonessential rewards for motivating creative and original behavior. I feel that if you or anyone who runs a business or an organization will benefit from Dan Pinks This definitely shows how to motivate people, workers or students, to tackle and solve complicated issues these days.
ReplyDelete2) The fields I believe the ROWE model may work best would be areas in creativity, environmental studies, and especially any volunteer work, because these fields don’t follow your every movement and makes you feel as if you’re being judged or examined for any little flaw. Where as these fields, it allows the freedom to do great things and make a real difference. Those are the workings that end up in positive rewards as well.
3) Due to Pinks explanation, I anticipate using this information once I reach a leadership role within my field by using creativity and being able to understand how to solve complicated situations. I believe being a future teacher my reward will be seeing how students grow and learn, and most importantly feel inspired and want to inspire in return. I definitely want to motivate my future students to be creative and open-minded and to know not to be scared to be their own person and to be proud on their individuality
1)I found the research very intuitive. It presented something that is taken as common sense, rewards = better performance, and showed that the opposite can be true.
ReplyDelete2)As someone who will hopefully be getting my minor in education I really think the ROWE model should be utilized in the classroom. I think that if we taught students about the world that their education would open up for them, and relied on this motivation rather then incentives, it would be beneficial.
3)I really think I alreay utilize a lot of the ideas Pink presented. I always try to take the situation for what it is. In my current job your going to have good days and bad. I try to always stay positive and work. For example, I am a server at P.F. changs. I don't look at my tips after every table because thats giving yourself either a reward or a punishment. Either way this can be detrimental on your mood and cause you to perform poorly. Instead I go to work and enjoy myself and do what needs to be done.
1) Though the research findings may have been intuitive, they didn't surprise me much. I can see how incentives would hold people back in certain circumstances. In my case if I have a task that has incentives attached to the completion of I will be more focused on the reward at the end than on the actual task at hand. My creativity, as in the original candle test, would be impaired due to the thought of the reward. With no incentives my mind would be more focused on the task and my mind would be more open to form more creative ideas.
ReplyDelete2) I think the ROWE model would definitely work best in the business/marketing field. I think this model would allow for more creativity. This model would not work so well in a field such as medicine where it is critical to communicate with others and relay information back and forth.
3) Though I don't see myself attempting to attain any leadership roles in the near future, I will definitely remember the strategies of the lecture and may put them to good use depending on the circumstances.
1) I actually did find it pretty interesting. It makes a lot of sense how incentive can narrow a person's thought processes.
ReplyDelete2) It would work in any job where creativity is important. Not so much in a business setting where people are competing for money.
3) I would consider the fact that money is not the most valuable incentive. As a leader it is important to know the best way to motivate your team and get the best ideas and results.