0:14

are motivations are unbelievably interesting i mean it i’d find about her

0:18

work in this for a few years i just find the top still so amazingly engaging

0:22

and interested so i won’t tell you about that

0:25

scientist really surprising

0:27

the science is a little bit freaky

0:30

we are not as endlessly manipulative or and as predictable as you would think

0:35

there’s a whole set up

0:37

unbelievably interesting stories i want to give you two

0:39

the call into question this idea that if you were bored something you get more

0:43

the behavior you want

0:44

to punish something you get left foot left talk

0:47

let’s go from

0:48

london to the mean streets of cambridge massachusetts

0:52

the northeastern part a united states let’s talk about a study done at m_i_t_

0:55

massachusetts institute of technology

0:57

here’s what they do the typical whole group of students and they gave me a set

1:00

of challenges things like tom

1:03

memorizing strings of digits

1:04

uh… stopping word puzzles other kinds of spatial puzzles even physical tasks

1:09

like throwing a ball

1:11

at the gate at least challenges and they said

1:13

to incentivize their performance

1:15

they gave me three levels of rewards

1:17

so if you did pretty well you got a small monitor reward if you didn’t

1:22

medium well you get a medium monetary or

1:24

and if you did really well if you were one of top reformers you’ve got a barge

1:27

calf

1:30

we’ve seen this movie before this is centrally typical motivation scheme

1:34

within organizations right

1:35

we worked very

1:37

top performers we nor the local formers and adult books come in the middle of k

1:42

it a little bit

1:44

so what happens

1:46

they didn’t ask to have these incentives here’s what they found out

1:50

as long as the copy about only mechanical you know

1:54

bonuses work as they would be expected the higher the pay the vendor

1:57

performance

1:58

faith that make sense but here’s what happens

2:01

but once the task offer even rudimentary cognitive skill

2:06

a larger reward led to poorer performance

2:11

now this is strange right on larger reward but the poor performance how can

2:14

that possibly be

2:15

now with interesting about this is that these folks here who who who did this

2:19

are all economist at that through at m_i_t_ one of the university of chicago

2:23

one at carnegie mellon ok topsy-turvy economics professor and they’re reaching

2:27

this conclusion that seems

2:29

contrary to what a lot of us learned in economics

2:31

which is which is that the higher the reward the better performance than they

2:35

are saying that once you get above rudimentary cognitive skill

2:40

if the other way around

2:42

which seems like this kind of the idea that these rewards the work that way

2:45
seems vaguely left-wing in socialist doesn’t it
2:49
uh… this kind of weird
2:52
for those of you have those conspiracy theories i want to point out the so
2:56
notoriously left-wing socialist group that financed the research
3:00
bedroom their back
3:02
driven as the mainstream of the mainstream coming to a conclusion that’s
3:05
quite
3:06
surprise it seems to defy the law of the vehicle physics
3:09
there was a stranger straight funny so what i did it said lets this is this is
3:12
freaky
3:13
let’s go tested somewhere else maybe that
3:15
fifty dollars a sixty dollar price is insufficiently motivated for an m_i_t_
3:19
right
3:20
let’s go to lights were fifty dollars actually
3:22
more significant relative so with that they could spare moved in a good ahmad
3:26
orion india through india where fifty dollars sixty dollars whatever the
3:30
number was is actually significant sum of money city replicate experiment india
3:34
roughly as follows smaller awards
3:37
equivalent to accelerate
3:40
answers the small performance slow performance to accelerate
3:43
media performance about a month salary
3:46
uh…
3:48
high performance but two months aller
3:50
as it is a real good incentives but this is going to get a different
3:53
result here
3:55
what happened though was that the people offered the medium reward
3:58
you’d know better than the people often small report
4:01
but this time around people offered proper work
4:04
they did worst of all higher incentives what the worst performance with
4:08
interesting about this is that it actually isn’t all that anomalous this
4:10
has been replicated over and over and over again by psychologist
4:14
by uh…
4:15
six and by sociologist
4:17
uh… and bike on a mess over and over and over again
4:20
for simple straightforward tasks
4:22
those kinds of incentives if you do this then you get that
4:25
their re
4:26
first pass at our algorithmic
4:28
set of rules we have to follow along and get a right answer
4:32
if then rewards carrots and sticks
4:34
outstanding
4:36
but when
4:37
task gets more complicated when it requires a