Dan Pink’s video on autonomy, mastery and purpose as key motivators does not under-represent
the importance of financial rewards but rather effectively stated that financial rewards are great
and can get desired results only when the jobs require mechanical skills and are easy,
uncomplicated task that are algorithmic and does not require innovative thinking. With
statement supported by Tan (2013), The key motivators (autonomy, mastery and purpose) as
stated by Dan Pink are the intrinsic factors and are similar to Achievement, Growth, Promotion,
and Recognition categorized under Herzberg’s motivation and Maslow’s Self Actualization and
Self Esteem, as well as McClelland’s Need of Achievements. Money, Pay and Benefit on the
other hand are the extrinsic factors, and are found consistent with Maslow’s Safety and
Physiological Need and Alderfer’s Existence need Tan (2013). These extrinsic factors do not
really bring out the best out of people when they are expected to think out of the box rather it
diminishes the quality of job done.
Dan Pink stated that money is a motivator and people do not get motivated when they don’t get
paid well. He added that sufficient payment removes money concerns, letting people focus on
their task or job, which is a great way to apply money as a motivation. This correlates to
Heizberg’s hygiene theory, that presence of the hygiene factors (salary, policies, etc) do not
motivate people but its absence can cause people to be dissatisfied. Having the aforementioned
in place, gives room to the major factors that result in better performance and personal
fulfillment – autonomy, mastery and purpose. According to Freeman and Davis (2013), the
intrinsic motivation of workers needs to be understood rather than dwelling on the extrinsic
motivation in order to achieve better performance and overall well-being. They further claimed
that when the basic needs are met, other financial rewards tend to reduce performance especially
when the size of the reward is linked to performance. Intrinsic factors are helpful in building and
maintaining great effects on worker’s performance as these factors are needed for psychological
growth and fulfillment.
The effect of financial reward was effectively represented and illustrated in the video as it proves
there is increase in productivity and efficiency when workers are well satisfied by their
motivation needs rather than monetary reward Tan(2013).
I get motivated when my job encourages me to grow, learn and be a better version of myself.
This relates to Purpose factor of motivation in Dan Pink’s video and Abraham Maslow’s Self-
esteem and Self-actualization. The tendency to becoming better at what I do, the feeling of self-
fulfillment propels me to give my best and produce better quality of work. Purpose and Mastery
works well for me in getting a task done as Heizberg stated, there is the psychological obligation
to attain and increase, and this demand is achieved by tasks that makes one to grow and become
better The University of South Wales (2020).
References
Tan, S. K. (2013). ‘Herzberg's Two-Factor Theory on Work Motivation: Does it Works for
Todays Environment?’ Global Journal of Commerce and Management Perspective, 2(5), pp. 18-
22. Available at: https://www.researchgate.net/publication/262639924 (Accessed: 23 April
2020).
Freeman, P. and Davis T. (2010) ‘Some Key Points From “Drive” 1 By Daniel Pink and Possible
Implications For CHW Motivation’ Available at:
https://apha.confex.com/apha/140am/webprogram/Handout/Paper262086/Key%20points
%20from%20Drive%20(PF_TD).pdf (Accessed: 23 April 2020).
The University of South Wales (2020) ‘Leadership and Management Theories (16612)’
Available at: https://vle-usw.unicaf.org/mod/page/view.php?id=150260 (Accessed on: 16 April
2020).
