How to add vector image in android Studio ?

Using vector image in your app instead of a bitmap image can be really efficient and effective. There are many pros of using a vector image over bitmap image. Like it can avoid blurring or distorting…

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We are understanding motivation all wrong

Recently I came across a TED talk given by the career analyst Dan Pink, in which he talked about how motivation and incentives work.

To sum it up, we know nothing and businesses all over the world are doing it all wrong.

We all grew up under the general notion that incentives will improve the quality and/or the speed of our work.

But is that true?

Well, it’s half true.

Incentives do work, when your job consists on performing tasks that are automated.

When the type of work is creative or complex, incentives have the opposite result.

Let’s jump in with two cool case studies:

How it works:

See that image?

The participant is told that his job is to attach the candle to the wall in a way that the wax doesn’t spill on the table. Most people solve it after 5 or 10 minutes. The key is to overcome the “functional fixedness”.

The scientist Glucksberg took it to another level, adding incentives to the experiment.

Then, he told his participants that he was going to time them to see how quickly they could solve the problem.

He then separated them into two groups:

The result?

The second group took 3,5 minutes more than the first one to solve the problem.

This means that the incentive had the opposite effect to what was expected; it numbs thinking and blocks creativity.

But Glucksberg wasn’t yet satisfied, so he did the exact same experiment but using a different image:

This time, the incentivized group was a sounding winner! Why?

Because the problem became super easy to solve.

Rewards work well for the kind of task that is right before your eyes.

When you need to look around to find a solution, rewards will restrict your thinking and hold you back.

To incentivize their performance, they gave them three levels of rewards:

What happened?

Interesting, right?

For simple and straightforward tasks, rewards will work. But when a task gets more complicated, those kinds of motivators don’t work at all.

Money is indeed a motivator.

But not the way we usually think it is — otherwise why do people produce, create and engage in activities that involve hard work — for free?

Well, if you don’t pay people enough to do their job, they won’t feel motivated.

You need to pay your employees enough so money doesn’t become an issue. With that problem out of the equation, they can focus on the work.

But money isn’t the main motivator at all.

The secret resides in changing our approach to one that is built around the desire to do things because they matter, because we want to do them, because they are part of something important.

Science shows that there are 3 factors that lead to better performance and personal satisfaction:

The aussie software company Atlassian takes the lead on this one.

A few times a year, they tell their engineers to work on whatever they want for 24h, as long as it is not work related. The engineers will then present whatever they developed to the rest of the team.

The results are incredible: one day of free autonomy has produced a bunch of software fixes [that may never have existed if it wasn’t for this approach] and new ideas.

It has worked so well, that now employees have 20% of their time to work on what they want. Google has done the same, and that has given us Gmail and Google News.

If you want a more radical example to — maybe — put in practice in your company, try the ROWE: Results Only Work Environment.

Employees don’t have schedules; they just have to get the work done. How, when and where they do it… it’s up to them.

Sounds like a work environment dream, doesn’t it? And if it does, you’ll probably thrive in this kind of setting.

What happened to the companies that started using it?

Some may say that it is economically irrational to spend weekends learning a new skill just for fun and for the satisfaction to get better at it, not thinking about payment at all.

But is that so strange?

Why do people that have jobs do side hustles that involve technically sophisticated skills during their limited leisure time?

And more: they do that not for their employer, but for someone else for free (or for themselves).

That’s because purpose is our fuel. Because we get satisfaction when we get better at things that we like and things that challenge us.

This is starting to transfer from people to organizations as well.

Let’s face it: working at a company with a [meaningful] purpose makes everything better.

Mondays become bearable, and the organization attracts like-minded people that are willing to engage.

But when profit speaks higher, things start to get crappier.

People start to detach, the quality of the product starts to decrease, as well as the service, and so on.

The workplace becomes an automated machine, instead of a harmonious place with highly motivated employees.

We are purpose-driven.

Most importantly, we are people; not robots, not machines. If we do not feel engaged, if we do not feel appreciated, our productivity will decrease.

Science is only corroborating with common sense.

Even though all of this could be debated, it’s comforting and reassuring to read studies that support the idea that the right way to go is to follow our purpose.

It makes sense that we become more productive when we’re doing something that we like, with enough space to be creative and to think.

No one enjoys being micromanaged.

Once I had a job where my colleagues and I were micromanaged every single day, all the freaking time.

Besides being super distracting getting messages all day and getting work interrupted, my motivation started to decrease. I also lost any feeling of ownership that I could have, I didn’t feel trusted or valued, and just started to detach myself from it.

I started to have panic attacks even when I wasn’t at work, because the fear of failure and the constant communication with them made me anxious that I would miss a text, an email, or whatever was on their mind that day.

I felt that I was living under my potential. And boy, that is sad and frustrating.

This wasn’t a win-lose situation; they were also losing with this deal.

They had a worker that was operating half-gas; feeling pressured and having a leadership that doesn’t know how to lead is the recipe for insatisfaction at work.

I even got to the point where I wouldn’t share with my bosses any cool idea or project that I had in mind, because I knew that from the moment that I did it, the limitless control would begin and my creativity would be completely shut down — side by side with my motivation.

So, go with your guts: do what you love, find your purpose, be responsible for yourself.

You’re the main incentive you’ll ever need!

How to add vector image in android Studio ?

We are understanding motivation all wrong

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