Motivation and Performance in the Workplace

Studies show that traditional reward systems of giving higher ______ for better performance do not always work as expected.

For tasks requiring ______ skills, larger rewards led to poorer performance.

Money is a ______ at work, but the best approach is to pay people enough to take the issue of money off the table.

______, mastery, and purpose are key factors that lead to better performance and personal satisfaction in the workplace.

Atlassian's approach of giving employees one day of complete ______ led to innovative fixes and ideas.

The rise of the "______ motive" in organizations is becoming increasingly important.

Studies show that traditional reward systems of giving higher incentives for better performance do not always work as expected.
Research conducted at MIT and in rural India revealed that for tasks requiring cognitive skills, larger rewards led to poorer performance.
Psychologists, sociologists, and economists have replicated these findings multiple times, showing that for complex tasks, traditional motivators like monetary rewards are ineffective.
Money is a motivator at work, but the best approach is to pay people enough to take the issue of money off the table, focusing instead on autonomy, mastery, and purpose.
Autonomy, mastery, and purpose are key factors that lead to better performance and personal satisfaction in the workplace.
Examples like Atlassian's approach of giving employees one day of complete autonomy led to innovative fixes and ideas that would not have emerged otherwise.
The rise of the "purpose motive" in organizations is becoming increasingly important, where profit should be aligned with a transcendent purpose to drive better outcomes and attract top talent.

Explore the factors that truly drive motivation and improve performance in the workplace, beyond simply monetary rewards. Learn about autonomy, mastery, purpose, and their impact on employee satisfaction and innovation.