Two questions: 1) Why did you cut out the statistic of when the divergent thinking children were retested? The audio is missing at, what I think, it one of the most critical points of the video. 2) Do you know how to spell "longitudinal?" That ain't it, bro.

I got distracted, after 8 minutes... I wish my adhd wasn't real...

Altruism depends on ideals transcending the "self". Though the self may also benefit from the self as altruist. In this day and age, most people think only of their own needs - hence the world is as it is. In this case, altruism is no more than (in humanity) a moral theory. A tree is altruistic.

How about academic and intellectual "jobs"?

me hacen un resumen en español de que trata esto

We NEED CHANGE!!!

Ok

Algorithm Boost!

Accrue

You must win dudeeeee! XD!

Just finished his book and now I’m a follower

Economists have known for a long time that the carrot and stick method is an effective motivator for better performance. However, recently it was discovered that for more cognitive tasks, in which there must be an element of creativity or independence, people actually perform worse when the reward is highest. While this seems contradictory on the surface, it makes more sense when you examine why. If people are thinking about or worried about money, then they don’t have their entire brain working on that cognitive exercise. One example of this given is Atlassian. They gave their employees an entire day of unrestricted autonomy, and in that day numerous software bugs were fixed and new ideas for products were made. Mastery is important because people achieve satisfaction from mastering things. One example is Linux, which is an operating system which powers a lot of corporate servers. Purpose is important because it allows people to feel passionate about what they’re doing.

2:05

Dan Pink starts his animated talk by explaining a basic psychological concept. If you reward something there is an expectation that you will get more of a behavior. And if you punish something you will get less of a behavior. This is known as conditioning. Well taken out of the concept of experimentation, it can be permissible in a social boundary. The science behind motivation stems from conditioning people to do what will reward them the most. In business, this translates and tends to be power, recognition, and money. As he continues his talk, I wanted to know that I appreciate him recognizing the wrongs. it's a very simple, yet sophisticated notion, to be able to see the flaws in order to correct them rather than simply change for the sake of change. We learned that money is a motivator, but not in the way that might make people actually work harder and produce more outcomes effectively. Also, if there is enough money that is being paid to people so that they do not have to stress about finances outside of work, then they can focus more wholeheartedly on work and feel more fairly compensated.

Ok

Don't watch... Just tells you to do things that are already simple common sense. Things you already do

The theories presented in this video are in fact very counterintuitive to what most likely the majority of people think in regard to motivation.I found it fascinating that monetary motivation was only relevant when doing very simple tasks that involve a task and reward system. In order for there to be higher levels of motivation and engagement, we must see autonomy, mastery, and purpose. From a managerial position, it is important to be able to find the balance between making sure that there are not inefficiencies in the workplace but also making sure that workers feel that they are not being monitored. The example of the Australian software company speaks very highly in regard to motivation through autonomy. By allowing the employees 24 hours of uninterrupted research, the company benefited greatly through new innovation. This example is very interesting because they did not offer any kind of incentive, not monetary gain, no paid vacation time off, simply autonomous free time to do whatever they please, and at the end they are able to share their research in a fun group activity.

This video was required to watch for my Leadership and Organization business class. I learned a lot after watching this, and through this post I will summarize the most important ideas I remember discussing. Throughout our lives, we have a lot of vehicles for our motivation throughout our daily lives. Through this video, we learn how rewards may be a negative motivator for people in the workplace. He proposes two important questions at the beginning of the video: Does reward bring more of the behavior we want? And does punishment bring less of the behavior we want? When we think about rewards while working we think of the bonuses including cash or stock in the business that will total more money in a few years when the company improves organic growth. For example, if I do very well the first year at my job, they might give me a 10%. bonus to encourage me to continue working that hard, and obviously I would want to work harder in order to make more. However, when we talk rewards in a more cognitive problem, it tends to become more difficult. So, Dan Pink encourages businesses to allow autonomy among the employees because rewards in a cognitive world will produce less productivity. This will allow the employees to be more productive and work for a reason instead of a chunk of money.

very powerful stuff <3

When we think of motivation in the work force, I think most people go straight to monetary influence. Bonuses and other rewards are good motivators…for simple tasks. For example, at my job at a grocery store, we are given a bonus based on how many or few paper bags we use. Because paper bags are more expensive for the company, they reward us for using less. But this is a simple task. When it comes to more cognitive work, it actually causes the worker to become less productive. You can’t force creativity from someone. So instead, what Dan Pink suggests is to allow for the autonomy of the employees, so they have the freedom to be creative and come up with new ideas. This will allow them to be productive. Not only this, but employees will have a purpose to their work. Instead of working for money, they are working for a reason. This will not only benefit the employee and make them happier in their position, but the company will find that their employees are exceeding their expectations. Ultimately, a leader needs to make sure their employee has the motivation, freedom, resources, and purpose to work and work well.

adding so much value to our life time and time again thanks a lot

Sven the bus driver gets paid more then raj because raj lives in a capital poor, over population part of the earth whilst Sven lives in a capital rich underpopulated part of the earth. For example if Sven and Raj swapped places Raj would be the superiors wage to Sven. It has nothing to do with the 'labour theory of value' but rather the allocation of capital and population across the earth.

"how to learn anything fast" when the video is over 20 minutes long

Laura Bates hates men and writes a lot of lies. She also disables comments below her video, which shows her disrespect for freedom of expression. Before you hateful women curse me, I am myself a woman but don't hate and tell lies about men!

This was a side of Prince Phillip that we didnt hear enough about. Thank you sir for your influence and support on behalf of our planet. R.I.P.

Regarding Dan Pink on Autonomy, Mastery and Purpose, I agree that incentives are one of the most crucial aspects of the business prospect. Not only is there a need to differentiate between extrinsic and intrinsic, but also to determine how each is implemented, and how much effort is needed in implemented success for a worker to acquire the offered incentive. Between a basic mechanical incentive, where the employee is paid or rewarded based on what he produces, and an incentive that requires even the most basic intellectual input, the latter carries far more weight according to Dan Pink. When an employee is given independence of the scenario to have the final say, and the incentive has great value, it often results in catastrophic failure. While it is true the financial incentives are most effective, based on the skillsets a worker has, and what resources are available, it can lead to a slew of conflicts. It all has to be a certain balance in order to ensure that the worker pursues the goal with the most effort, that they are rewarded with the appreciate reward, and that the organization sets the right goals before hand in order to assert success overall

Managers must motivate their employees and to do so managers need to take a step back and allow their employees to have autonomy. Autonomy allows subordinates to use their expertise and creativity in their projects and problem-solving. This independence allows employees to find joy and fulfillment in their work, as well as a sense of accomplishment. Managers should also work to motivate their employees through mastery in which employees are encouraged to become proficient which allows employees to enjoy their work, be satisfied, and be proud. Finally, managers should instill a purpose in their employees that goes beyond working for a paycheck. This video reminded me of Hewlett and Packard who did a fantastic job of motivating their employees at HP. For one, they included profit-sharing which used money as an incentive to collaborate, rather than to robotically complete work. They also gave employees autonomy to come to their own solutions and means of operation by utilizing a management style of “management by walking around.” In doing so, they allowed their employees to use their expertise to come to solutions and operate. Hewlett and Packard also instilled a great sense of purpose in their employees as they encouraged employees to make a contribution to society in their productions. These motivations worked as HP became a very successful, efficient company with great employee satisfaction.

RIP Prince Phillip. Let’s hope the world can respect his wishes and build peace, ecological balance and stability for both people, it’s animals and planet so as we can look towards the stars and say “here we come... together we come”.

It's not true that the higher the compensation, the higher the performance in the case of complicated tasks that involve creative or conceptual thinking. Incentives work for simple tasks because it is easier to motivate mechanical work than cognitive work. A manager can go about an employees motivations by urging them to be better at the things that challenge them. People seek mastery along with making a contribution, and when employees are encouraged to do so, they will. People get better results and flourish when they have a purpose. Subordinates are able to work towards a goal in a more efficient way when they know why they are completing tasks. Tasks that may seem simple, but ultimately contribute to the overall objective. My biggest takeaway was from the Atlassian example regarding autonomy. I learned that the desire to be self directed is what fuels creativity, and that can be used in any job in the future.

8:07 Because Mutual Aid [is] a Factor in Evolution. Your professor would have reacted as you describe because liberal economics are based on simplistic Darwinist ideas about human nature (even though Darwin didn't espouse them nearly as much as this term would imply).

How long does he meditate for?

There is nothing we can do about the situation in, because there are too many people obsessed with profits, the worlds 2 most devastating industries, agriculture and fishing are so deeply engrained into the world economy that there’s no hope of reducing their impact on the environment, its not a case of turning your lights off or going for a bike ride every now and then, the agriculture industry, livestock have the biggest impact on the health of the planet. There’s nothing we can do practically, WWF and all these other charities are useless, the figures show we are losing more and more wild area each decade, we are going steadily downhill, NGO’s are not the answer, they make it look like they’re doing a lot when in actual fact they just want u to donate. We’re all doomed, haven’t even mentioned population, which has exploded since only a 100 years ago, grown enormously in a fraction of time, there are too many people on the planet, we need a giant storm to take out a few billion, that would help things a lot.

So true! Brene Brown, you hit it spot on!!!

Great man and thinker he was

This video came to me as a shock, learning the paradox that exists between the motivating factors in people. On one side people are motivated by a reward system however that only applies to manual labor and once a barrier of cognitive ability is crossed, the reward system becomes damaging both to the individual and the company. This is why studies like these are incredibly informative and allow us to dig deeper to the generalizations we make in any profession. Business, specifically, requires the study of the human brain to effectively give value back to the world. It is important to put together a successful team so the company produces better results. The way a business is run, why the business is running, and how it will continue to run is all dependent on the people working for the company. If we understand people at a deeper level, we can understand both our employees and our customers better. It’s when we understand your employees where business leaders can accommodate work methods to each individual and use their skill to the maximunimum. This would be the ideal situation, as the video explained, people are also motivated to master their skills. Therefore if each individual is given tasks that are tailored to their psychology and skill they can further master that skill and be an even better asset to the company as well as society.

my manager who is black switches this idiot off every day

Awkward interview

This video talk about a study of high end college students and how they react to incentives. Motivation has always been something people were trying to understand. Cash incentives have seem to be the most effective for most people. However, Dan Pink does not believe this is the way of action when giving complex objectives. When the college students were given simple objectives, they completed them better as the incentive got better. The opposite was had when the objectives got more complex. Thinking about it now after watching this clip, the more discouraged humans are the less likely they are to complete a task to their best ability or with full confidence. When something is clear and laid out, we know with confidence we are able to complete it. It is not that the task is necessarily that much more difficult that a cash incentive wont allow them to complete it. Through Autonomy, mastery, and purpose employees can gain the confidence through individual direction and achievement. Letting them interact in their own way and master it in their own way allows people to best achieve tasks. Independence is a key to development which is why it is necessary for people to try and fail and try again!

He's great! I wonder what he thinks about the future of cities after The Pandemic...

...

El es el indicado para estos tiempos de crisis! Invoco a nuestros ancestros los Incas y la pachamama para que lo protejan y le den la sabiduria de ayudarnos!!!! HDS 2021!

This video does an excellent job outlining the fundamentals of nature human motivation, and their applicability to workplace productivity. Assessing motivation as a internal drive for excellence can be difficult for business owners, as it is not externally malleable and takes cultivation rather than enforcement. Providing raises or bonuses for increased productivity and otherwise incentivizing success is typically a recipe for disaster. While this methodology can work in the short term, it is not a healthy development of the work culture which is integral to optimized employee productivity. Again as I mentioned, the human motivation for achievement is is always greater when it comes from within. Any great leader knows to allow his subordinates the space they need to think for themselves and retain the sense of self worth and intrinsic value. The video rightly touches on our innate desire for mastery as an explanation for this. Humans typically as a whole, want to be good at things. We want to understand and achieve and work at what we do in confidence and autonomy. Often times allowing the employee to create individual value for himself within his role, will naturally align his personal goals with those of the business. Our desire to master things comes from within us, and we are typically best at those tasks which we have an individual sense of desire to engage in. Presenting a work environment which cultivates this type employee autonomy and self responsibility, in turn yields a well developed sense of respect and dignity for the human person. This respect is what builds relationships and makes for the most successful businesses.

Those Nazis have allowed a demon to control their minds, and so they lost their empathy

In this video Dan Pink explains how to better incentivize employees in the workplace. He starts with talking about the original way companies try to motivate employees, which was through a reward system. Incentivize people to do better work with promising monetary rewards to the highest performers. Only he goes on to say that does not always work. In cases of doing basics tasks it works great, but in cases where the tasks get more technical and complicated, it does not in some cases people did even worse than usual. So the question becomes what do you do in thos circumstances to motive people and he says its through a thing called purpose motive. Which is done in three factors; autonomy, mastery and purpose. First let employees have self direction, give them the independence they need. Then mastery, employees get more motivation and satisfaction when they can work on something in their own way and until they got it down to a t. Lastly purpose, without a true purpose behind tasks employees won't feel a need or want to work because theres nothing to work for or towards. If companies were to implement this new way of rewarding and working with their employees Dan says its may not only give people more self-satisfaction and fun at work but it could also help create a better world.

It is recognized that the school fulfills a double function: to educate and to socialize. In practice, historically the conditions of the environment have been the modulating agents of school work. In its beginnings, the conditions of the environment made teaching to read and write valued by society, and the school emerged. In the beginning, the importance of socializing was not visualized. In practice, the face-to-face school does not fully perform either of its two functions. Socialization time at school is reduced. Indeed, most of the time that the child is in school, he is sitting, in silence, listening to the teacher, a teacher who must adapt the content to be transmitted at a rate that is clearly inefficient; For some students, the pace of teaching is slow, while others fail to understand the subject being taught. The former get bored and the latter get frustrated. A personalized education would end this problem and improve the "efficiency" of education, allowing more time for socialization. Education must be analyzed considering that it is a long-term project. Everything indicates that before a decade, technology will allow each student to have an “avatar” as a tutor. It will be a face-to-face avatar (probably holographic), who will interact with the student, and will be aware of how much they know; he will monitor her state of mind, and will have a pedagogical capacity impossible to emulate by a human being. To the above it must be added that the education we know has as its ultimate purpose a utilitarian purpose. This purpose is to provide tools to achieve adequate job performance. Technological gadgets will be replacing the human being in what we know as "work". The unemployment rate will gradually increase. Although there are some who bet that what happened with the Industrial Revolution will be repeated, and that as many or more jobs will be created than robots will do, this bet is fallacious, since it is based on assuming that it will be repeated. the history. Just as it makes sense to assume that jobs that don't exist today will be created, it makes sense to assume that much of it will be done by technological gadgets. (This text was written in Spanish and the Google translator was used to translate it into English).

guy is a twat

too real lmao

BEAUTIFUL!

It has been known since antiquity that election is not democracy (the government of the people). It's at best the election of an aristocracy (the government of the best). You have to read the thinkers of political philosophy, Aristotle, Plato, Rousseau, Montesquieu an so on. What you've call "representative democracy" by construction (the election) is not a democracy.

This video changed my life

This short clip discussed and discovered the surprising truth about what really motivates people. A misconception made many times is that we are as endlessly manipulable. The short clip referred to this statement by going into great detail of a research study done at MIT. The study faced several people with several tasks and the top performance would receive a cash prize. A high reward is often linked with better performance. Economists from prestigious institutions came together saying that rewards do not actually work this way and wanted to take testing in an area where 50$ means a lot to someone and is a large incentive to excel in the contest. Looking at the different competitors in the competition, it was in fact found that people who were offered this top reward did worse than the rest of the performers. The tasks were over thought and too complex. When a simple straightforward task is given it is executed well. As tasks become more complicated, motivators don’t work as hard. I have seen this first hand playing on a collegiate field hockey team who has been nationally ranked. We always execute the simple plays more smoothly and successfully compared to the complex ones. It is doing the simple tasks that allow us to build confidence and win against our competitions. If we took the field before games trying to complete the most complicated game play, we would not succeed.

No one cares about a man wants in a relationship.... Men are seen as a commodity rather than a partner...

This video discusses the importance of reward, and the video was particularly interesting for me because it essentially refutes information that I initially held to be true. The video discusses reward via a case study where employees were given three levels of rewards based on their performance. In many different variations of the experiment, it was concluded that people who ended up with the largest reward had the worse performance. This makes no sense, so I thought, but the more and more I watched, the more and more it made sense. Reward schemes are effective when given a simple and straightforward task, but as soon as critical thinking and innovation is involved, it doesn't have the same effect. It is far more effective for a company to make their stated purpose clear within the company, while also making their purpose important to all of the employees, so they have a reason to want to defend the purpose when they come to work every day. If a companies purpose is stated to be clear and concise, and everyone knows what they are working toward, then it makes coming to work easier. People can then learn and practice self-direction, which leads to many ideas and fixes that may not have been possible otherwise. The video states, if you want engagement, you must allow self-direction. This actually makes sense for me, if I am an employee for a company and I understand my tasks and the goal of the company, wouldn't it be better for me to complete my work and tasks under my own direction and thinking process? By doing this, many new ideas and innovations may arise, and better work is done as a result. Money is a key motivator, but if you give people enough money where they don't even think about money, they think about their purpose and their work. Factors of autonomy and mastery play a role in this notion, people act better under self-direction, and people want to be better at stuff because it's satisfying and more fun (mastery).

Clickbait. Misleading title. Little did I realize I'd be listening to a socialist, anti-capitalist who couldn't resist getting a jab in at Trump. Classic Marxist professor. The kind that indoctrinate our children and hide their methods from their parents. Good riddance.

This single video is going change people's lives in profound ways

That drawer sure deserves something after this

When does "outreach" seem like politicized "crop-dusting"?

Quite aside from the brilliant exposition of the problems with the education system (well understood by Pink Floyd many years ago), the animation is simply breathtaking.

I really like the video because it explains what really motivates us. The video describes how when tasks require conceptual and creative thinking, monetary does not motivate the people to perform better. It first tells how if you do not pay people enough, they won't be motivated. However, it then talks about another paradox: the best use of money as a motivator is to pay people enough to take the issue of money off the table. In order words paying people enough, so they're not thinking about the money but the work. Here we learned that they are three factors that led to better performance and personal satisfaction. The first factor is autonomy which is our desire to be self-directed, direct our own lives. It explained that if you want engagement in the workforce as people are doing more sophisticated things, self-direction is better. So one day of autonomy in a workplace can produce something that had never emerged before. The second factor is mastery which is the urge to get better at stuff. Lastly, the last factor is purpose which is something that inspires and motivates a person. This is where a person wants to contribute to the world to make it a better place with the product that is being created and focuses on this purpose and not on the profit gained from creating the product.

Paraphrase: "The difference in humans is their frontal lobes, gives us the ability to empathize for the first time"... other animals have frontal lobes do they not? Elephants have smaller frontal lobes and I would say show an ability to empathize to some degree. How they "think" of this might be debatable but it seems certain animals can most certainly show empathy or caring for others without a direct form of personal gain.

Nada me prende tanto como escuchar a Soto hablar 🥵

This video reflects on a study conducted that aimed to determine what motivates people. It was found that simple tasks had high performance. Once tasks started getting more complicated, requiring conceptual, creative thinking, people lost motivation and reduced performance. Interestingly, tasks involving mechanical skills generated better performance than tasks that required cognitive skills. We know for a fact that money is a motivator at work, but it stops working if you don’t pay people enough. You have to pay people enough to stop thinking about the money and start thinking about the actual work. Three factors that lead to better performance are autonomy, mastery, and purpose. Autonomy involves letting people take control and make decisions freely; this encourages self-motivation and innovation. Mastery is the urge to get better at stuff; taking up additional challenges and making a contribution are things that drive people. Purpose is beneficial when above the profit motive because it involves direction and gives room for people to stay motivated within the organization. The solution is to start treating people like people. People want to be self-directed. They want to have the freedom to innovate and make their own decisions within the organization. The main idea is that people should not be treated as horses with the carrots and sticks ideology because this pushes for mechanization. People should instead be seen as essential assets given the ability to make decisions and feel motivated to think beyond the box.

Ok 57 seconds in, both basic assumptions are false, in fact any such policiy is being completely undermined in the western world.

Otro ppk será con este soto

Astonishingly perceptive.

What loads of crap. *All suppositions, speculations, arbitrary or self-serving conjectures advancing already-fixed political agenda and ensuring, in perpetuity, unlimited governmental funds for the "consensual climate scientist a.k.a. grifters".* I wonder why all the *"consensual climate scientist" ignore epistemology, the foundational methodology of acquiring knowledge, so completely.* *An opinion,* even one as popularly consented as "climate change" *is not scientific knowledge.* The only way *to obtain scientific knowledge is to pose a theory that is susceptible to experimental falsification. If a single experimental outcome defies the theory predictions, the theory is falsified (not valid).* *The speaker* in this video *proposes many predictions* made by the climate change theory *for a multitude of experiments that have failed,* _i.e.,_ *most predictions have never been instantiated.* *The experiments failed, thus the climate change theory,* as presented by the speaker, *is false, **_i.e.,_** predicts falsehoods.* *The rest is idolatry of a mad child from Scandinavia and nefarious propaganda.*

You set up theories and tests that aren't valid. This video should be deleted

Definitivamente mi voto va para este señor m seria un honor que sea nuestro presidente. Amazing!!!!!

A very dishonest intelectual.

Chad hernando

Co-conspirator to destroy Johnny Depp with a depraved hoax. Con artist, liar and overall vile human being. JusticeForJohnnyDepp

'GMO piece of music'....wordsmith :)

The woman in the opening is kinda creepy

i remember the day when his dad was fired from The Telegraph, the reason was they have a peace agreement, you have done what was expected of you, you have done everything in your power to class the Irish as terrorists and you know that's not true, but we no longer need an Irishman to demonise Irish people, these people signed a peace agreement to get rid of people like his dad and his horrible son cuts people off, talks down to people, treats them like dir, he is nothing short of vile

This is profound.So glad I found this.

Marvellous, yet another thread of reality deniers. Blinded souls. Programmed to believe and not to explore.

Hernando de Soto habla perfectamente el inglés y también el francés, Rafael López Aliaga no sabe ni leer sus papeles, peor, está buscando la respuesta a las preguntas que ya se esperaba o se suponía iban a ser formuladas por tratarse del último y tercer debate, jóvenes electores piensen bien lo que van a hacer, no sólo vean tik toks, tiene la herramienta del you tube, busquen y descubran la importancia que ha tenido este economista en las últimas décadas

Vamo mi presi

Demos le un chance a este señor se que es el mejor ni lo será pero estaría bueno allí por que hay peores piénsenlo perú 🇵🇪

A tsunami of rationalisation here in the comments. A lot of rhetoric espoused from those used to wanting to have their cake and eating it too. Much of the time the rationalising comments seem to be attempting to justify being a miniscule fraction of the big issue of digital exploitation. Hijacking intellectual property law through piracy hits at the heart of the argument presented here - rationalising an action that is unethical by presenting the argument to oneself of it not being physical stealing, or just the use of a copy that is one of millions. The analogy I like to think of that relates is like of a bus that has paying passengers inside, merely 'transporting' people from A to B, who are paying a fee for the service, and that there are then people on skateboards hanging onto the back of the bus, claiming they're not hurting anyone, and if they couldn't do it, they wouldn't bother, etc, etc. It's just convenient rationalisation. I'm sure the foreign entities that engage in hacking of IP for high levels of gain at very little expense would enjoy the rationalisation of digital piracy to no end... to no end. The rationalisation of content discussed in this fine video, while natural, just illustrates the points made in it. Dig deep and you see the ethical dodgeball and moral manoeuvring often played out in people's heads - much of it subconsciously and therefore not consciously registered - until confession, getting grounded, a court case, etc. Resentment seems to also give it a greener light - the 'other people do it, so I'm going to as well' justification, especially in comparison to wealthy tax avoiders, multinational companies, etc - 'pick your victimiser' is just another part of the rationalising game. This video was fantastic food for thought. Compliments to the chef. Extra tip to the content provider please yt. I'll keep trying (unsuccessfully) to appeal to the better nature of pirates ;)