In his latest book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink draws from five decades of behavioral science to offer an understanding of what motivates people at work.
Pink suggests that although money is a motivator, if you pay people enough to take the issue of money off the table, people can focus on their work. Autonomy, mastery and purpose then become the primary motivators for performance at work.
Educators are known for “not being motivated by money.” Do we sometimes take this for granted? What are the most meaningful elements of compensation for Randolph teachers and staff and when is compensation “enough”? Human capital is our greatest asset and our largest investment.
As the School implements Goal 5 of the Strategic Plan, an important question for us is how to optimize our limited resources to provide the greatest motivation for teacher and staff performance and ultimately enrich the student experience.