100% PP 100%25%20PP
   700.00 + FREE Delivery
  • M.R.P.:    1,124.74
  • You Save:    424.74 (38%)
  • Inclusive of all taxes

Pay on Delivery (Cash/Card) eligible
What is this?
What is Pay on Delivery?
Pay on Delivery (POD) includes Cash on Delivery (COD) as well as Debit card / Credit card / Net banking payments at your doorstep.
Details
In stock.
Sold by Global Book Store (4.7 out of 5 stars | 159 ratings) and Delivered by Amazon.
Other Sellers on Amazon
Add to Cart
   780.00
FREE Delivery. Details
Sold by: Cloudtail India
Add to Cart
   910.00
   90.00 Delivery charge
Sold by: Bookswagon
List & Earn Rs.250* extra. Available in Bangalore, Mumbai, Chennai, Hyderabad. Sell on Local Finds.
Flip to back Flip to front
Listen Playing... Paused   You're listening to a sample of the Audible audio edition.
Learn more.
See all 2 images

Payoff: The Hidden Logic That Shapes Our Motivations (TED Books) Hardcover – 15 Nov 2016

3.0 out of 5 stars 1 customer review

See all formats and editions Hide other formats and editions
Price
New from
Hardcover
   700.00
   700.00

Want it faster? Available with FREE delivery from another seller at    780.

This product is limited to 2 units per customer.

The order quantity for this product is limited to 2 units per customer

Please note that orders which exceed the quantity limit will be auto-canceled. This is applicable across sellers.

click to open popover

Frequently bought together

  • Payoff: The Hidden Logic That Shapes Our Motivations (TED Books)
  • +
  • Predictably Irrational: The Hidden Forces that Shape Our Decisions
  • +
  • The Upside of Irrationality
Total price:   1,195.00
Buy the selected items together

Product description

About the Author

Dan Ariely, James B. Duke Professor of Psychology and Behavioral Economics at Duke University, is a founding member of the Center for Advanced Hindsight. He is the author of Payoff and the New York Times bestsellers Predictably Irrational, The Upside of Irrationality, and The Honest Truth About Dishonesty.

Excerpt. © Reprinted by permission. All rights reserved.

Payoff

1

How to Destroy Motivation, or: Work as a Prison Movie

Why it’s astonishingly easy to demotivate someone


Life is never made unbearable by circumstances, but only by lack of meaning and purpose.

—Viktor E. Frankl

A few years ago, I was invited to speak about the topic of decision making to a group of a few hundred engineers at a big Seattle-based software firm. During the years before I met them, the mandate for this carefully recruited, experienced, and brainy bunch had been to create something fabulously innovative that would become the next big thing for this staid software company.

The engineers dove into the challenge with enthusiasm. They conducted tons of research. They built an almost-working prototype. They were all proud of their work, having spent long hours—including evenings and weekends away from their families—to make this awesome thing happen. They believed their invention would transform their company and make it the innovation giant it should have been.

After a short introduction, I started talking about some research that I was working on. I began by describing a set of experiments that Emir Kamenica (a professor at the University of Chicago), Drazen Prelec (a professor at MIT), and I had carried out—studies that unexpectedly resonated with the engineers.4

In these experiments, we asked participants to build some Lego Bionicles. These are marvelously weird Lego creatures that kids can creatively assemble in many different ways. We picked Bionicles as the object of our investigation because the joy of Lego is almost universal across cultures and ages, and because building with them resembles, at least conceptually, the creative process that is so central to innovation in the workplace.

We divided the participants into two different conditions. We offered the participants in one group $2 for the first Bionicle they built. We told them that at the end of the experiment, we would disassemble the Bionicles, put the pieces back in the box, and use the same Bionicle parts for the next participant. The participants seemed perfectly happy with this process.

After these participants assembled their first Bionicle, we placed their completed creations under the table for later disassembly. We then asked: “Would you like to build another one, this time for eleven cents less, for $1.89?” If the person said yes, we gave him another one, and when they finished that one, we asked, “Do you want to build another?” this time for $1.78, another for $1.67, and so on. At some point, the participants said, “No more. It’s not worth it for me.” On average, participants in this condition built eleven Bionicles for a total take-home pay of a bit more than $14.

The participants in the second condition were promised the same amount of money per Bionicle, so they had the same financial incentive. But this time, as soon as they finished building a Bionicle and started working on the next one, we began disassembling their completed Bionicle. Right before their eyes. Once we finished undoing their work, we placed the parts back in the box.

The first group built their Bionicles in what we called the “meaningful” condition, so called because they were allowed to feel that they had completed their work satisfactorily. We called the second condition the “Sisyphic” condition—named after the ancient Greek story about Sisyphus, who was condemned by the gods to roll a boulder up a hill only to have it roll down again and again for eternity. Those in the Sisyphic condition managed to build an average of seven Bionicles—four fewer than those in the “meaningful” condition.

As I described this experiment to the engineers, I added that we also looked at individual differences in terms of Lego love. Some people are naturally enthusiastic about building Bionicles, while others not so much. We wanted to see how this individual difference translated to productivity. In the meaningful condition, some participants were unenthusiastic about making Bionicles, so they made fewer of them. In contrast, those who loved making these creations were happy to assemble them for relatively small amounts of money. Basically, people who loved the task kept on going because they enjoyed the process and found meaning in it. (Of course, we weren’t talking about Meaning with a capital M. These folks weren’t curing cancer or building bridges; they were building plastic toys, and they understood that their creatures would be taken apart quite soon.)

But here’s what was so interesting: In the Sisyphic condition, we discovered that there was no relationship between the internal joy of making Bionicles and productivity. Those who weren’t terribly excited about Bionicles created about seven of them—the same number as those who loved building them. In general, we should expect that those who love Bionicles would build more of them, but by dismantling their creations right before their eyes, we crushed any joy that the Bionicle-loving participants could get out of this otherwise fun activity.

As I was describing these results, one of the chief engineers stopped me. “We completely understand the experiment you’re talking about,” he said, “because we’ve all just been part of the Sisyphic condition.”

They all nodded in sorrowful agreement. The chief engineer continued talking. “Last week, our CEO told us that our project was canceled, that the whole initiative was going to be scrapped, and that soon we would be assigned to other projects.”

Up to that point, I had wondered why the people sitting in front of me were so lethargic and depressed. Now I understood.

“Your situation,” I told them, “is also the way that some movies depict breaking the spirit of prisoners. Does anyone here remember the famous prison-yard scene from the movie The Last Castle?”

Several people nodded. In the movie, Robert Redford plays the role of Eugene Irwin, a court-martialed three-star lieutenant general who is sentenced to ten years in prison. Soon after he is imprisoned, he challenges the warden over the bad treatment of prisoners and is punished for insubordination. His punishment is to move enormous rocks from one side of the prison yard to another. The task is so daunting that many of the prisoners think he will pass out before finishing; others cheer him on. After hours of back-breaking work, Irwin manages a final push of energy. He pulls up the last huge rock, carries it across the yard, and drops it triumphantly onto the pile. The prisoners go wild. It looks like a happy ending—until a few seconds later when the warden tells the prisoner he’s not finished with the job and orders him to put the rocks back.

Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.

  • Apple
  • Android
  • Windows Phone

To get the free app, enter mobile phone number.



Product details

  • Hardcover: 128 pages
  • Publisher: Simon & Schuster/ TED (15 November 2016)
  • Language: English
  • ISBN-10: 1501120042
  • ISBN-13: 978-1501120046
  • Product Dimensions: 12.7 x 1.8 x 17.8 cm
  • Average Customer Review: 3.0 out of 5 stars 1 customer review
  • Amazon Bestsellers Rank: #59,007 in Books (See Top 100 in Books)
  • Would you like to tell us about a lower price?
    If you are a seller for this product, would you like to suggest updates through seller support?


Customer reviews

3.0 out of 5 stars
Share your thoughts with other customers
See all 1 customer reviews

Top customer reviews

13 November 2017
Format: Hardcover|Verified Purchase

Most helpful customer reviews on Amazon.com

Amazon.com: 4.1 out of 5 stars 134 reviews
Chiedozie
2.0 out of 5 starsIf you haven't read any of Ariely's old books, ...
29 November 2016 - Published on Amazon.com
Verified Purchase
82 people found this helpful.
Jordan Allred
3.0 out of 5 starsGreat as an introduction, not for those who've read his previous books
6 January 2017 - Published on Amazon.com
Format: Hardcover|Verified Purchase
14 people found this helpful.
Philippe Delteil
3.0 out of 5 starsNo really new information
6 December 2016 - Published on Amazon.com
Verified Purchase
19 people found this helpful.
Krishna Pendyala
5.0 out of 5 starsA great formula to thrive in our complex world!!! Dan Ariely offers a incredibly motivational mesaage in a tiny package.
16 November 2016 - Published on Amazon.com
Format: Hardcover|Verified Purchase
40 people found this helpful.
J. Edgar Mihelic, MBA
4.0 out of 5 starsA Gloss
19 December 2016 - Published on Amazon.com
Format: Hardcover|Verified Purchase
6 people found this helpful.

Where's My Stuff?

Delivery and Returns

Need Help?