For centuries, M2.0 and its extrinsic drives, was enough for humans to organize society, culture, defense and justice. For a large part of the world, M2.0 is still enough. It is what drives many organizations, employees & employers, in their daily structure. If you do a job, you expect to be fairly compensated for it. If a manager wants something more from their staff, they may dangle more benefits, i.e. carrots, such as cash and spa dates, in the hopes for a more concentrated effort. It’s a basic ROI principal to human behaviour, and it works both ways: If you want me to work harder, what’s in it for me? An extra day or two off at my discretion, perhaps?
All this M2.0 works well enough, but for many of us, we have begun to crave something deeper from our daily lives. Something that is intrinsic to our nature. We want Freedom - the freedom to choose how we work; where we work; when we work. We want to be free to be creative, to play, to have some fun every day on & off the job. Call this Motivation 3.0, based on the concept of a “third drive”, which is found in a lot of behavioural science theory outlined in the book
Our concept of how Kudos works dovetails nicely with M3.0, and I’ll explore the ideas developed by Mr. Pink in this book even further in future blog posts, including asking Mr. Pink for his feedback and expertise in some sort of interactive forum. In the meantime, I encourage everyone to pick up a copy of Drive and share it with his or her managers and co-workers
What do you think of some of the M3.0 concepts and/or business practices suggested in the book, such as “Fed-Ex Days”?
Looking forward to your comments!