Daniel Pink makes once again a great case for non-conventional thinking on the topic of the drivers of motivation. He debunks a number of assumptions that most of us take for granted just because we grew up in a world driven by the fallacy of rationality of economic agents, "carrot and stick" or "reward - punishment" paradigm. Pink shows how reward schemes actually force people to narrow their thinking down to obvious paths and therefore are mostly counter productive when it comes to really challenging situations, which is where rewards would be completely justified...
Perhaps an additional proof, if there was need for one, that money does not buy motivation, talent and ability to apply knowledge. There has to be something else. Something the builders of cathedrals in Europe knew centuries back when they were not only looking for capable craftsmen, but also looking for craftsmen that had a personal win in the success of the project to build a cathedral. And in a way Pink rediscovers and refines that by identifying three key aspects to motivation:
Those who've been involved in neurolinguistic programming might say that these are key values and beliefs for reaching excellence of impeccability because they define aspects of the transpersonal level in Bateson's logical levels and they drive acquisition of skills (strategies), ways of doing (skills + behaviors) and ways of being (attitude, intention). There are some excellent examples here amongst which why Encarta lost to Wikipedia.
Furthermore Pink's points are highly compatible with the attributes of Resonant Leadership as discussed by Boyatzis & McKee.
Just watch a fascinating presentation: