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Please write 10 discussion on the paragraphs in quotation mark, discussions shou


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Please write 10 discussion on the paragraphs in quotation mark, discussions should be written in first person and it should be questions, ideas, thoughts, concerns, anything that stood out and every point should explain why you stated what you did. Also discussion should be nicely agreeing with points made that’s in the paragraph or answers to questions. The book to use is Motivation: Theory, Research and Application 6th edition by Herbert Petri and John Govern. A rubric on how to reply will be uploaded also:
1) “1. I enjoyed watching Dan Pink speak, as I feel as though motivation in the workplace is critical and needs more attention to aid the growing population of workers, especially during a tumultuous time and transition back to the office as a result of the Covid-19 pandemic. Initially, when I was deciding to go into psychology, I wished to follow a path leading into industrial organization psychology (IO), which is why I chose to minor in business.I found the use of the candle problem to be significant, as it dealt with perspective of the task and the situation- it is fluid and flexible, much like the workplace, and therefore, the approach to the ‘problem’, needs to be approached in much the same manner. I found it interesting that the type of reward negatively correlated with performance in terms of higher functioning tasks. I feel as thought these findings should reach beyond the workplace and have a functional role within the school systems as well, as it will hopefully create a catalyst to intrinsically motivate more individuals and create a genuine investment in learning through an external source first.Lastly, I found it interesting that this was not predominately a scenario used within psychological studies, but that it was a critical point to be acknowledged within economics (i.e.: Dan Ariely). This is important because I feel as though reward (in the workplace) can, to some extent, be related to one’s position within the workplace. For example, higher ranking individuals would potentially have more access to ‘higher levels of rewards’, and this could negatively impact performance. However, since they are in positions of power and reaping these benefits with what is assumed to be reduced productivity, it negatively impacts those lower to them, who have less opportunity for movement within the ‘firm’, and less, or of a lower quality of reward(s).”
2) “2. The ted talk video was very insightful introducing topics i haven’t heard of like The Candle Problem. Dan Pink’s use of the Candle Problem was an advantage to his talk and those who listened because he was able to use it as a foundation to fully express his ideas on motivation. It was a surprise to me that those who were aiming to gain a high reward actually had a poor performance. I believed that the idea of winning a reward would push people to have the right motivation to win and do their best. But the video exhibited examples that showed otherwise. For instance, I made a guess in the beginning of the video, that maybe the people were only focused on winning the reward/money that they put less focus on their actual performance. Lastly, I agree with Dan Pink when he concluded his talk by stating that if the reward system was to vanish, business in society would be more powerful and accomplish more goals.”
3) “3. As I briefly touched on in my presentation, the vast majority of my behaviour that led to varying achievements throughout my life have been fuelled by extrinsic motivation. Varying from studying that resulted in respectable test grades to challenging myself at practice to improve my chances of obtaining an athletic scholarship, the concept of rewards or positive consequences has dramatically affected my willingness to participate in a multitude of activities. This being said, after watching Dan Pink’s The Puzzle of Motivation, I was surprised to discover that extrinsic motivation doesn’t always benefit performance, but can instead hinder it. As noted by the speaker, studies have demonstrated that the notion of a reward often supports thinking similar to “tunnel vision.” Essentially, individuals attempting to solve the situation at hand focus on the objective rather than the creative means of approaching the goal. This was substantiated through the idea of The Candle Problem, as described in his discussion. Apart from my this aspect of my reaction, I also admit to a certain level of confusion following Dan Pink’s explanation. Despite his seemingly sound logic, he also notes the overall lack of application of this ideology in varying professional environments, many employees being encouraged with monetary rewards aimed at improving performance. This reality is ultimately what my level of puzzlement stems from, as logically, I would expect employers to utilize the most beneficial tactic to promote the improved completion of work-related responsibilities. However, despite this aspect of my personal thoughts, I thoroughly enjoyed The Puzzle of Motivation. I frequently find TED Talks to be well-done and captivating, and therefore, welcome them in any academic setting. ”
4) “4. After viewing the Ted Talk, I was fascinated to learn that for a more creative and thoughtful motivation, it is not merely based on a reward system but rather autonomy, mastery, and purpose (Pink, 2009). I thought about how Dan Pink gave a great example of how business correlates with science and the efforts being used for work and integrity. I was shocked to find out that when conducting the study of the candle, many of those who were offered a large amount of money would struggle more to solve the puzzle because they narrowed their focus to one task rather than being more open-minded. I was also fascinated to find out about the concept of 20%, time which allows employees to work on their own projects during their work time. This works great in businesses because it removes the stress of completing a task at a deadline, it will instead turn time into of creative thinking process for a concept of their own. It was interesting to see how huge companies like google were using this strategy and how they have been great outcomes such as G-mail and google news (Pink, 2009). What I would question is that if this strategy is proven to have great results why is it not used in more businesses? Also, would this strategy work for more intrinsic motivation in a school setting?”
5) “5. The candle problem was interesting, and I don’t know if I would have thought to use the tack box to hold the candle. I was surprised to learn that bigger incentives can result in poorer performance, every time I’ve been incentivized, I thought my performance stayed the same or improved. I was also surprised to learn that our current work routines and management restrict creativity, but I understand that doing the same thing everyday becomes repetitive and boring, so less energy is put into doing creative things. It makes sense that when we are intrinsically motivated, we perform better. As an athlete I have to be intrinsically motivated to push through those hard sessions, as I wouldn’t be where I am today if I didn’t have that love for my sport. I have heard many stories of athletes dropping out of sports they have been playing most of their lives because they don’t love their sport anymore. Practices become a chore, they don’t care about the money, and they are extrinsically motivated to continue because they and their families have dedicated so much time to it, it would be a waste to let it all go. It enjoyed learning about intrinsic and extrinsic motivation and being able to link parts of my life to psychological theories!”
6) “6. As I had said in my reaction paper, I really liked the video. I was engaged the whole time, especially because the speaker, Dan Pink, would crack jokes here and there. I hope we have more TED talk videos to watch throughout the semester. Mr. Dan Pink kept me engaged for the entire video especially with the little jokes that he threw in there from time to time. In regards to what he talked about, I paused the video at first because I wanted to see if I could figure out the candle problem myself, and I definitely did not think to use the thumbtack box. It was interesting to find out that such a simple task was stumping so many people, just like me. I thought that Pink had a good point with the statement, “There’s a mismatch between what science knows and what business does.” I think it is true that the way that businesses assume that people can be motivated with incentives such as money, prizes, etc. has reached its peak. I thought that the group who was being given money would have completed it faster in order for them to get their money. In my opinion, I think nowadays when you add a reward or incentive to any task, there is this pressure on the person that overwhelms their thoughts, rather than taking this simple task and completing it.”
7) “7. I also liked that Dan Pink used the Candle Problem in his Ted Talk to elaborate his viewpoints. I agree that the findings from this should be taken more into considerations in different settings rather than just the business world. Like you mentioned, focusing on kids and how motivated they are based on rewrads can be very beneficial. I believe that as a society we can help mold minds to be motivated in different ways, since this showed that rewards can negatively impact the amount of motivation in a person. One thought I have is if there are other solutions or factors that can actually push more to motivate (whether in school or business) since certain rewards can’t.”
8) “8. Firstly, I completely agree with your conclusion that The Candle Problem was a beneficial example to include in Dan Pink’s presentation. I found it to be a simple, easily-understood foundation for his more complex ideas regarding the professional environment. With this, I believe it’s important to acknowledge that extrinsic motivation, especially in the form of rewards, can be productive when completing unimaginative tasks. Due to this, I feel as though the abolishment of this system wouldn’t be entirely necessary, but rather could be best implemented in individual scenarios dependent on the nature of work.”
9) “9. Within your discussion, you touched on the negative effects of extrinsic rewards. This made me think of the opposite end of the spectrum- what if these rewards were replaced with punishments? For example, management motivating their workers through fear- “make sure you meet this deadline, or your pay will be decreased by X amount”. It has been noted that fear is a highly motivational factor however, it is not necessarily the most productive, meaning that there is not an incredibly high quality of work produced. Thinking from this perspective, at face value, would be less detrimental to the workplace prior to implementing newer methods to motivate- a fear approach or an extrinsic reward approach?”
10) “10. I was also very shocked to learn that large incentives resulted in a narrowed focus on the task. I wonder if personality type would also affect performance? Whether those who are more calm in nature, were able to remain calm and open-minded? I think that an intrinsic motivation strategy would work well in school environments, and I would like to see if there have been any studies conducted on this. I think big organisations and businesses don’t want to risk stepping away from the same old structure that has been working for decades, when their systems are working ‘well enough’. ” No outside sources.


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