Compliance Motivational Quotes

Control leads to compliance; autonomy leads to engagement.

Living a satisfying life requires more than simply meeting the demands of those in control. Yet in our offices and our classrooms we have way too much compliance and way too little engagement. The former might get you through the day, but the latter will get you through the night.

And in every instance, the motive is the same: suppressing dissent and mandating compliance.

grades become a reward for compliance—but don’t have much to do with learning. Meanwhile, students whose grades don’t measure up often see themselves as failures and give up trying to learn.

Mind control is the process by which individual or collective freedom of choice and action is compromised by agents or agencies that modify or distort perception, motivation, affect, cognition and/or behavioral outcomes. It is neither magical nor mystical, but a process that involves a set of basic social psychological principles. Conformity, compliance, persuasion, dissonance, reactance, guilt and fear arousal, modeling and identification are some of the staple social influence ingredients well studied in psychological experiments and field studies. In some combinations, they create a powerful crucible of extreme mental and behavioral manipulation when synthesized with several other real-world factors, such as charismatic, authoritarian leaders, dominant ideologies, social isolation, physical debilitation, induced phobias, and extreme threats or promised rewards that are typically deceptively orchestrated, over an extended time period in settings where they are applied intensively.

Social scientists have determined that we accept inner responsibility for a behavior when we think we have chosen to perform it in the absence of strong outside pressures. A large reward is one such external pressure. It may get us to perform a certain action, but it won’t get us to accept inner responsibility for the act. Consequently, we won’t feel committed to it. The same is true of a strong threat; it may motivate immediate compliance, but it is unlikely to produce long-term commitment.

Another sign of those with an “elder brother” spirit is joyless, fear-based compliance. The older son boasts of his obedience to his father, but lets his underlying motivation and attitude slip out when he says, “All these years I’ve been slaving for you.” To be sure, being faithful to any commitment involves a certain amount of dutifulness. Often we don’t feel like doing what we ought to do, but we do it anyway, for the sake of integrity. But the elder brother shows that his obedience to his father is nothing but duty all the way down. There is no joy or love, no reward in just seeing his father pleased. In the same way, elder brothers are fastidious in their compliance to ethical norms, and in fulfillment of all traditional family, community, and civic responsibilities. But it is a slavish, joyless drudgery. The word “slave” has strong overtones of being forced or pushed rather than drawn or attracted. A slave works out of fear—fear of consequences imposed by force. This gets to the root of what drives an elder brother. Ultimately, elder brothers live good lives out of fear, not out of joy and love.

Money cannot save you from tragedy, or give you control in a chaotic world. Only God can do that. What breaks the power of money over us is not just redoubled effort to follow the example of Christ. Rather, it is deepening your understanding of the salvation of Christ, what you have in him, and then living out the changes that that understanding makes in your heart—the seat of your mind, will, and emotions. Faith in the gospel restructures our motivations, our self-understanding and identity, our view of the world. Behavioral compliance to rules without a complete change of heart will be superficial and fleeting.

The armor of compliance and control is normally about fear and power. When we come from this place, we often engage in two armored behaviors: We reduce work to tasks and to-dos, then spend our time ensuring that people are doing exactly what we want, how we want it—and then constantly calling them out when they’re doing it wrong. The armor of compliance and control leads us to strip work of its nuance, context, and larger purpose, then push it down for task completion, all while using the fear of “getting caught” as motivation. Not only is this ineffective, it shuts down creative problem solving, the sharing of ideas, and the foundation of vulnerability. It also leaves people miserable, questioning their abilities, and even desperate to leave. The less people understand how their hard work adds value to bigger goals, the less engaged they are. It becomes a self-fulfilling prophecy of failure and frustration.

Sheepwalking I define “sheepwalking” as the outcome of hiring people who have been raised to be obedient and giving them a brain-dead job and enough fear to keep them in line. You’ve probably encountered someone who is sheepwalking. The TSA “screener” who forces a mom to drink from a bottle of breast milk because any other action is not in the manual. A “customer service” rep who will happily reread a company policy six or seven times but never stop to actually consider what the policy means. A marketing executive who buys millions of dollars’ worth of TV time even though she knows it’s not working—she does it because her boss told her to. It’s ironic but not surprising that in our age of increased reliance on new ideas, rapid change, and innovation, sheepwalking is actually on the rise. That’s because we can no longer rely on machines to do the brain-dead stuff. We’ve mechanized what we could mechanize. What’s left is to cost-reduce the manual labor that must be done by a human. So we write manuals and race to the bottom in our search for the cheapest possible labor. And it’s not surprising that when we go to hire that labor, we search for people who have already been trained to be sheepish. Training a student to be sheepish is a lot easier than the alternative. Teaching to the test, ensuring compliant behavior, and using fear as a motivator are the easiest and fastest ways to get a kid through school. So why does it surprise us that we graduate so many sheep? And graduate school? Since the stakes are higher (opportunity cost, tuition, and the job market), students fall back on what they’ve been taught. To be sheep. Well-educated, of course, but compliant nonetheless. And many organizations go out of their way to hire people that color inside the lines, that demonstrate consistency and compliance. And then they give these people jobs where they are managed via fear. Which leads to sheepwalking. (“I might get fired!”) The fault doesn’t lie with the employee, at least not at first. And of course, the pain is often shouldered by both the employee and the customer. Is it less efficient to pursue the alternative? What happens when you build an organization like W. L. Gore and Associates (makers of Gore-Tex) or the Acumen Fund? At first, it seems crazy. There’s too much overhead, there are too many cats to herd, there is too little predictability, and there is way too much noise. Then, over and over, we see something happen. When you hire amazing people and give them freedom, they do amazing stuff. And the sheepwalkers and their bosses just watch and shake their heads, certain that this is just an exception, and that it is way too risky for their industry or their customer base. I was at a Google conference last month, and I spent some time in a room filled with (pretty newly minted) Google sales reps. I talked to a few of them for a while about the state of the industry. And it broke my heart to discover that they were sheepwalking. Just like the receptionist at a company I visited a week later. She acknowledged that the front office is very slow, and that she just sits there, reading romance novels and waiting. And she’s been doing it for two years. Just like the MBA student I met yesterday who is taking a job at a major packaged-goods company…because they offered her a great salary and promised her a well-known brand. She’s going to stay “for just ten years, then have a baby and leave and start my own gig.…” She’ll get really good at running coupons in the Sunday paper, but not particularly good at solving new problems. What a waste. Step one is to give the problem a name. Done. Step two is for anyone who sees themselves in this mirror to realize that you can always stop. You can always claim the career you deserve merely by refusing to walk down the same path as everyone else just because everyone else is already doing it.

Genuine compliance" The manipulation of symbols is necessary for three reasons. First of all, it persuades the individual to enter the framework of an organization. Second, it furnishes him with reasons, justification, motivations for action. Third, it obtains his total allegiance. More and more we are learning that genuine compliance is essential if action is to be effective. The worker, the soldier, and the partisan must believe in what they are doing, must put all their heart and their good will into it; they must also find their equilibrium, their satisfactions, in their actions. All this is the result of psychological influence, which cannot attain great results alone, but which can attempt anything when combined with organization.

How much more relevant could God be than to be a provider of food for life? What good is religion if it cannot feed the hungry? Satan was perilously and painfully close to a truth. But it was a half-truth, and a half-truth gets so interwoven with a lie that it becomes deadlier by the mix. Ask yourself this question: What kind of a following would result if the sole reason for the affection toward the leader is that he provides his followers with bread? Both motives would be wrong—for the provider and the receiver. These are the terms of reward and punishment that are mercenarily tainted and have diminishing returns, at best engendering compliance, but not love. Their appeal, too, is soon lost when offered as enticements or when withheld to engender fears. Dependence without commitment will ever look for ways to break the stranglehold. The

Bohr is really doing what the Stoic allegorists did to close the gap between their world and Homer's, or what St. Augustine did when he explained, against the evidence, the concord of the canonical scriptures. The dissonances as well as the harmonies have to be made concordant by means of some ultimate complementarity. Later biblical scholarship has sought different explanations, and more sophisticated concords; but the motive is the same, however the methods may differ. An epoch, as Einstein remarked, is the instruments of its research. Stoic physics, biblical typology, Copenhagen quantum theory, are all different, but all use concord-fictions and assert complementarities. Such fictions meet a need. They seem to do what Bacon said poetry could: 'give some show of satisfaction to the mind, wherein the nature of things doth seem to deny it.' Literary fictions ( Bacon's 'poetry') do likewise. One consequence is that they change, for the same reason that patristic allegory is not the same thing, though it may be essentially the same kind of thing, as the physicists' Principle of Complementarity. The show of satisfaction will only serve when there seems to be a degree of real compliance with reality as we, from time to time, imagine it. Thus we might imagine a constant value for the irreconcileable observations of the reason and the imagination, the one immersed in chronos, the other in kairos; but the proportions vary indeterminably. Or, when we find 'what will suffice,' the element of what I have called the paradigmatic will vary. We measure and order time with our fictions; but time seems, in reality, to be ever more diverse and less and less subject to any uniform system of measurement. Thus we think of the past in very different timescales, according to what we are doing; the time of the art-historian is different from that of the geologist, that of the football coach from the anthropologist's. There is a time of clocks, a time of radioactive carbon, a time even of linguistic change, as in lexicostatics. None of these is the same as the 'structural' or 'family' time of sociology. George Kubler in his book The Shape of Time distinguished between 'absolute' and 'systematic' age, a hierarchy of durations from that of the coral reef to that of the solar year. Our ways of filling the interval between the tick and tock must grow more difficult and more selfcritical, as well as more various; the need we continue to feel is a need of concord, and we supply it by increasingly varied concord-fictions. They change as the reality from which we, in the middest, seek a show of satisfaction, changes; because 'times change.' The fictions by which we seek to find 'what will suffice' change also. They change because we no longer live in a world with an historical tick which will certainly be consummated by a definitive tock. And among all the other changing fictions, literary fictions take their place. They find out about the changing world on our behalf; they arrange our complementarities. They do this, for some of us, perhaps better than history, perhaps better than theology, largely because they are consciously false; but the way to understand their development is to see how they are related to those other fictional systems. It is not that we are connoisseurs of chaos, but that we are surrounded by it, and equipped for coexistence with it only by our fictive powers. This may, in the absence of a supreme fiction-or the possibility of it, be a hard fate; which is why the poet of that fiction is compelled to say From this the poem springs: that we live in a place That is not our own, and much more, nor ourselves And hard it is, in spite of blazoned days.

Intentional: The abuser consciously or subconsciously sets out to use deliberate abusive tactics to achieve his/her ends. The abuser chooses to abuse and he can choose to stop abusing at any time. • Methodical: The abuser systematically uses a series of abusive tactics to gain power over the partner and to control her. • Pattern: The abused partner often at first sees the abusive tactics as isolated and unrelated incidents, but they are really a series of related acts that form a pattern of behaviors. • Tactics: The abuser uses a variety of tactics to gain power and to control his partner such as threats, violence, humiliation, exploitation, or even self-pity. • Power: The abuser aims to acquire and employ power in the relationship. For example, the abuser may use force or threats of physical harm to intimidate his or her partner, thereby gaining physical and emotional power. Or the abuser may prohibit the partner from working, making the partner financially dependent on the abuser, and thereby gaining financial power. • Control: With sufficient power, the abuser can control his partner—forcing or coercing her to do as the abuser wishes. For example, the abuser controls the decision making for the relationship, or controls who has social contact with the partner, or determines the sexual practices of the partner. The goal of the abuser is to force compliance. • Desires: The abuser’s ultimate goal is to get his emotional and physical desires met and he aims to selfishly make use of his partner to meet those needs. Most abusers are afraid their desires will not be fulfilled through a normal healthy relationship. Fear motivates them to use abuse to ensure that their desires will be met.

Creating “Correct” Children in the Classroom One of the most popular discipline programs in American schools is called Assertive Discipline. It teaches teachers to inflict the old “obey or suffer” method of control on students. Here you disguise the threat of punishment by calling it a choice the child is making. As in, “You have a choice, you can either finish your homework or miss the outing this weekend.” Then when the child chooses to try to protect his dignity against this form of terrorism, by refusing to do his homework, you tell him he has chosen his logical, natural consequence of being excluded from the outing. Putting it this way helps the parent or teacher mitigate against the bad feelings and guilt that would otherwise arise to tell the adult that they are operating outside the principles of compassionate relating. This insidious method is even worse than outand-out punishing, where you can at least rebel against your punisher. The use of this mind game teaches the child the false, crazy-making belief that they wanted something bad or painful to happen to them. These programs also have the stated intention of getting the child to be angry with himself for making a poor choice. In this smoke and mirrors game, the children are “causing” everything to happen and the teachers are the puppets of the children’s choices. The only ones who are not taking responsibility for their actions are the adults. Another popular coercive strategy is to use “peer pressure” to create compliance. For instance, a teacher tells her class that if anyone misbehaves then they all won’t get their pizza party. What a great way to turn children against each other. All this is done to help (translation: compel) children to behave themselves. But of course they are not behaving themselves: they are being “behaved” by the adults. Well-meaning teachers and parents try to teach children to be motivated (translation: do boring or aversive stuff without questioning why), responsible (translation: thoughtless conformity to the house rules) people. When surveys are conducted in which fourth-graders are asked what being good means, over 90% answer “being quiet.” And when teachers are asked what happens in a successful classroom, the answer is, “the teacher is able to keep the students on task” (translation: in line, doing what they are told). Consulting firms measuring teacher competence consider this a major criterion of teacher effectiveness. In other words if the students are quietly doing what they were told the teacher is evaluated as good. However my understanding of ‘real learning’ with twenty to forty children is that it is quite naturally a bit noisy and messy. Otherwise children are just playing a nice game of school, based on indoctrination and little integrated retained education. Both punishments and rewards foster a preoccupation with a narrow egocentric self-interest that undermines good values. All little Johnny is thinking about is “How much will you give me if I do X? How can I avoid getting punished if I do Y? What do they want me to do and what happens to me if I don’t do it?” Instead we could teach him to ask, “What kind of person do I want to be and what kind of community do I want to help make?” And Mom is thinking “You didn’t do what I wanted, so now I’m going to make something unpleasant happen to you, for your own good to help you fit into our (dominance/submission based) society.” This contributes to a culture of coercion and prevents a community of compassion. And as we are learning on the global level with our war on terrorism, as you use your energy and resources to punish people you run out of energy and resources to protect people. And even if children look well-behaved, they are not behaving themselves They are being behaved by controlling parents and teachers.

When trying to understand why people acted in a certain way, you might use a short checklist to guide your probing: their knowledge, beliefs and experience, motivation and competing priorities, and their constraints. •​Knowledge. Did the person know something, some fact, that others didn’t? Or was the person missing some knowledge you would take for granted? Devorah was puzzled by the elderly gentleman’s resistance until she discovered that he didn’t know how many books could be stored on an e-book reader. Mitchell knew that his client wasn’t attuned to narcissistic personality disorders and was therefore at a loss to explain her cousin’s actions. Walter Reed’s colleagues relied on the information that mosquitoes needed a two- to three-week incubation period before they could infect people with yellow fever. •​Beliefs and experience. Can you explain the behavior in terms of the person’s beliefs or perceptual skills or the patterns the person used, or judgments of typicality? These are kinds of tacit knowledge—knowledge that hasn’t been reduced to instructions or facts. Mike Riley relied on the patterns he’d seen and his sense of the typical first appearance of a radar blip, so he noticed the anomalous blip that first appeared far off the coastline. Harry Markopolos looked at the trends of Bernie Madoff’s trades and knew they were highly atypical. •​Motivation and competing priorities. Cheryl Cain used our greed for chocolate kisses to get us to fill in our time cards. Dennis wanted the page job more than he needed to prove he was right. My Procter & Gamble sponsors weren’t aware of the way the homemakers juggled the needs for saving money with their concern for keeping their clothes clean and their families happy. •​Constraints. Daniel Boone knew how to ambush the kidnappers because he knew where they would have to cross the river. He knew the constraints they were operating under. Ginger expected the compliance officer to release her from the noncompete clause she’d signed because his company would never release a client list to an outsider.

Compassion, self-interest, love, tenacity, greed. Hate. Fear. It was only in situations like this when you realize that what you consider to be civilization and society is only a front. Narrow confines within which self-interest motivates compliance. Once the rewards of compliance disappear—once self-interest no longer dictates civility, selflessness, or compassion, we see the true nature of the human being. At once selfish and brutal, they possess in the same shell a phenomenal capacity for love and sacrifice, a paradox that is only the more tragic for its singular revelation in times of abject misery, sorrow and terror. I shook my head in sorrow and confusion, brought back to reality by the cruel, grating feel of bodies disintegrating before us.

1 = Very important. Do this at once. 2 = Worth doing but takes more time. Start planning it. 3 = Yes and no. Depends on how it’s done. 4 = Not very important. May even be a waste of effort. 5 = No! Don’t do this. Fill in those numbers before you read further, and take your time. This is not a simple situation, and solving it is a complicated undertaking. Possible Actions to Take ____ Explain the changes again in a carefully written memo. ____ Figure out exactly how individuals’ behavior and attitudes will have to change to make teams work. ____ Analyze who stands to lose something under the new system. ____ Redo the compensation system to reward compliance with the changes. ____ “Sell” the problem that is the reason for the change. ____ Bring in a motivational speaker to give employees a powerful talk about teamwork. ____ Design temporary systems to contain the confusion during the cutover from the old way to the new. ____ Use the interim between the old system and the new to improve the way in which services are delivered by the unit—and, where appropriate, create new services. ____ Change the spatial arrangements so that the cubicles are separated only by glass or low partitions. ____ Put team members in contact with disgruntled clients, either by phone or in person. Let them see the problem firsthand. ____ Appoint a “change manager” to be responsible for seeing that the changes go smoothly. ____ Give everyone a badge with a new “teamwork” logo on it. ____ Break the change into smaller stages. Combine the firsts and seconds, then add the thirds later. Change the managers into coordinators last. ____ Talk to individuals. Ask what kinds of problems they have with “teaming.” ____ Change the spatial arrangements from individual cubicles to group spaces. ____ Pull the best people in the unit together as a model team to show everyone else how to do it. ____ Give everyone a training seminar on how to work as a team. ____ Reorganize the general manager’s staff as a team and reconceive the GM’s job as that of a coordinator. ____ Send team representatives to visit other organizations where service teams operate successfully. ____ Turn the whole thing over to the individual contributors as a group and ask them to come up with a plan to change over to teams. ____ Scrap the plan and find one that is less disruptive. If that one doesn’t work, try another. Even if it takes a dozen plans, don’t give up. ____ Tell them to stop dragging their feet or they’ll face disciplinary action. ____ Give bonuses to the first team to process 100 client calls in the new way. ____ Give everyone a copy of the new organization chart. ____ Start holding regular team meetings. ____ Change the annual individual targets to team targets, and adjust bonuses to reward team performance. ____ Talk about transition and what it does to people. Give coordinators a seminar on how to manage people in transition. There are no correct answers in this list, but over time I’ve

We should not err by regarding personal satisfaction, “happiness,” as the criterion for mental health. Mental health must be judged not only by the relative harmony that prevails within the human ego, but by the requirements of a civilized people for the attainment of the highest social values. If a child is “free of neurotic symptoms” but values his freedom from fear so highly that he will never in his lifetime risk himself for an idea or a principle, then this mental health does not serve human welfare. If he is “secure” but never aspires to anything but personal security, then this security cannot be valued in itself. If he is “well adjusted to the group” but secures his adjustment through uncritical acceptance of and compliance with the ideas of others, then this adjustment does not serve a democratic society. If he “adjusts well in school” but furnishes his mind with commonplace ideas and facts and nourishes this mind with the cheap fantasies of comic books, then what civilization can value the “adjustment” of this child? The highest order of mental health must include the freedom of a man to employ his intelligence for the solution of human problems, his own and those of his society. This freedom of the intellect requires that the higher mental processes of reason and judgment should be removed as far as possible from magic, self-gratification, and egocentric motives. The education of a child toward mental health must include training of the intellect. A child’s emotional well-being is as much dependent upon the fullest use of his intellectual capacity as upon the satisfaction of basic body needs. The highest order of mental health must include a solid and integrated value system, an organization within the personality that is both conscience and ideal self, with roots so deeply imbedded in the structure of personality that it cannot be violated or corrupted. We cannot speak of mental health in a personality where such an ethical system does not exist. If we employ such loose criteria as “personal satisfaction” or “adjustment to the group” for evaluating mental health, a delinquent may conceivably achieve the highest degree of personal satisfaction in the pursuit of his own objectives, and his adjustment to the group—the delinquent group—is as nicely worked out as you could imagine. Theoretically,

Motivation is the by-product of desire. Desire and motivation can’t be separated. They are always at the same level. True motivation can’t be cranked up any higher than the level of desire. To best understand how desire increases, and motivation along with it, you must learn more about the three levels of motivation. Level Three: Commitment Level Two: Goal Identification Level One: Compliance The lowest level (Level One) is compliance, which is essentially doing something because you were told to do it. There isn’t much motivation or personal desire involved. Character is not built at the compliance level. The next higher level (Level Two) is identification with the goal. Identification gives the individual a feeling of investment in the goal and produces increased desire and motivation. The highest level of motivation (Level Three) is commitment. There is no greater motivation than when someone feels the goal is truly their own. “Because I said so” is all the management ability needed to get somebody to Level One. Simply order the person around as if they can’t think or reason for themselves and have no special ability or investment in getting the job done other than to avoid being fired. To help people reach Level Two, you must clearly and simply communicate the benefits of achieving the goal. Include them in why the job needs to be done and how it’s in their best interest for all to do it well. When there is something to gain, people invest more. Many a company turnaround has started at this level. To reach Level Three, a person needs to understand why they’re uniquely suited for the task. Show that person how his or her strengths (not yours) can be used to help achieve their part of the goal. Not only will they feel that there’s a personal benefit for a job well done, but more important, they’ll bring a part of themselves to the job. Nobody in your organization will be able to sustain a level of motivation higher than you have as the leader. If a person rises above the leader’s level of motivation, they have to leave you and go somewhere else. Therefore, it behooves you to internalize the goals of your organization and build everyone else up to your level of commitment. I’ve heard it described as “organizing energies around a goal.” What a responsibility! What a challenge! What a growth opportunity!

president, Kerry, Moniz, Sherman, and many others, we obtained more than the necessary support. The congressional review period expired without a vote of disapproval. The deal was done! The Iran agreement is proof of the value of tough sanctions, when combined with skillful, relentless diplomacy, to accomplish the seemingly unachievable in international affairs. The JCPOA was a finely detailed agreement that effectively closed all pathways to Iran developing a nuclear weapon and ensured Iran would face the most rigorous, intrusive international inspections regime ever established. It was never able, nor was it intended, to halt all of Iran’s nefarious behavior—its support for terrorism, its destabilization of neighboring states, its hostility toward Israel, or its ballistic missile program. Still, it effectively addressed our biggest concern and that of the international community—preventing Iran from posing a far more dangerous threat to the region and the world through its acquisition of nuclear weapons. Understandably, Israel always said it viewed Iran’s nuclear program as an existential threat. So, surely, the removal of that threat would be welcome news to Israel, our Gulf partners, and their backers. In reality, we discovered that removing the nuclear threat was not in fact their principal motivation. Rather, Israel and the Gulf Arab countries aimed to put permanent and crippling economic and military pressure on Iran such that either the regime collapsed, or it was too weak to wield meaningful influence in the region. The nuclear deal, which allowed Iran to access much of its own frozen assets held abroad under sanctions, in exchange for full and verifiable compliance with the terms of the agreement, was deemed worse than no deal at all by those who prioritized keeping the international community’s boot on Iran’s neck above halting its

We reduce work to tasks and todos, then spend our time ensuring that people are doing exactly what we want, how we want it - and then constantly calling them out when they're doing it wrong. The armor of compliance and control leads us to strip work of its nuance, context, and larger purpose, then push it down for task completion, all while using the fear of "getting caught" as motivation.

In our offices and our classrooms we have way too much compliance and way too little engagement. The former might get you through the day, but only the latter will get you through the night.

The strongest deterrent against corporate crime is the prospect of prison time for individual employees.” – Lanny Breuer

you should demand cultural compliance. It’s fine that people come from other company cultures. It’s true that some of those cultures will have properties that are superior to your own. But this is your company, your culture, and your way of doing business. Do not be intimidated by experience on this issue; stick to your guns and stick to your culture. If you want to expand your culture to incorporate some of the new thinking, that’s fine, but do so explicitly—do not drift. Next, watch for politically motivated tactics and do not tolerate them.

Angry words might sometimes motivate children to do what you say, but a closer look reveals damaged family relationships. Short-term compliance comes at the cost of long-term closeness.

Teachers, before you dole out yet another time-consuming assignment, run it through this Type I homework test by asking yourself three questions: • Am I offering students any autonomy over how and when to do this work? • Does this assignment promote mastery by offering a novel, engaging task (as opposed to rote reformulation of something already covered in class)? • Do my students understand the purpose of this assignment? That is, can they see how doing this additional activity at home contributes to the larger enterprise in which the class is engaged? If the answer to any of these questions is no, can you refashion the assignment? And parents, are you looking at homework assignments every so often to see whether they promote compliance or engagement? Let’s not waste our kids’ time on meaningless exercises. With a little thought and effort, we can turn homework into homelearning

By offering a reward, a principal signals to the agent that the task is undesirable. (If the task were desirable, the agent wouldn’t need a prod.) But that initial signal, and the reward that goes with it, forces the principal onto a path that’s difficult to leave. Offer too small a reward and the agent won’t comply. But offer a reward that’s enticing enough to get the agent to act the first time, and the principal “is doomed to give it again in the second.” There’s no going back. Pay your son to take out the trash—and you’ve pretty much guaranteed the kid will never do it again for free. What’s more, once the initial money buzz tapers off, you’ll likely have to increase the payment to continue compliance

This view of motivation, where students invest effort to get good at something, is often seen in out-of-school contexts – learning so as to be a dancer, a musician, a gamer. When in-school experiences lack this sense of purpose, it is most often because of dreary content and grading practices that reward compliance rather than learning. The measurement literature is replete with studies documenting the mixture of considerations that go into teachers’ grades. The majority of teachers use points and grades to “motivate” their students. Contrary to their intentions, this leads to the com-modification of learning and fosters a performance orientation rather than a mastery or learning orientation.

Addiction If some scientists believe that “if-then” motivators and other extrinsic rewards resemble prescription drugs that carry potentially dangerous side effects, others believe they’re more like illegal drugs that foster a deeper and more pernicious dependency. According to these scholars, cash rewards and shiny trophies can provide a delicious jolt of pleasure at first, but the feeling soon dissipates—and to keep it alive, the recipient requires ever larger and more frequent doses. The Russian economist Anton Suvorov has constructed an elaborate econometric model to demonstrate this effect, configured around what’s called “principal-agent theory.” Think of the principal as the motivator—the employer, the teacher, the parent. Think of the agent as the motivatee—the employee, the student, the child. A principal essentially tries to get the agent to do what the principal wants, while the agent balances his own interests with whatever the principal is offering. Using a blizzard of complicated equations that test a variety of scenarios between principal and agent, Suvorov has reached conclusions that make intuitive sense to any parent who’s tried to get her kids to empty the garbage. By offering a reward, a principal signals to the agent that the task is undesirable. (If the task were desirable, the agent wouldn’t need a prod.) But that initial signal, and the reward that goes with it, forces the principal onto a path that’s difficult to leave. Offer too small a reward and the agent won’t comply. But offer a reward that’s enticing enough to get the agent to act the first time, and the principal “is doomed to give it again in the second.” There’s no going back. Pay your son to take out the trash—and you’ve pretty much guaranteed the kid will never do it again for free. What’s more, once the initial money buzz tapers off, you’ll likely have to increase the payment to continue compliance. As Suvorov explains, “Rewards are addictive in that once offered, a contingent reward makes an agent expect it whenever a similar task is faced, which in turn compels the principal to use rewards over and over again.” And before long, the existing reward may no longer suffice. It will quickly feel less like a bonus and more like the status quo—which then forces the principal to offer larger rewards to achieve the same effect.

By offering a reward, a principal signals to the agent that the task is undesirable. (If the task were desirable, the agent wouldn’t need a prod.) But that initial signal, and the reward that goes with it, forces the principal onto a path that’s difficult to leave. Offer too small a reward and the agent won’t comply. But offer a reward that’s enticing enough to get the agent to act the first time, and the principal “is doomed to give it again in the second.” There’s no going back. Pay your son to take out the trash—and you’ve pretty much guaranteed the kid will never do it again for free. What’s more, once the initial money buzz tapers off, you’ll likely have to increase the payment to continue compliance.

The MSS uses two main themes in recruiting foreign nationals of Chinese ancestry. First, it appeals to their perceived obligation to help the land of their heritage, thereby exploiting sentimental feelings of ethnic pride. Second, it implies that family members still in the PRC will receive unfavorable treatment unless the subjects cooperate. The latter approach is quite stressful for the subjects and a strong motivational factor in favor of compliance.

The opposite of autonomy is control. And since they sit at different poles of the behavioral compass, they point us toward different destinations. Control leads to compliance; autonomy leads to engagement. And this distinction leads to the second element of Type I behavior: mastery—the desire to get better and better at something that matters.

If victims deny their own terror, the danger they are in, and their rage, how can they understand their strict compliance with the captor’s every order, their state of extreme arousal, and their hypervigilance to the abuser’s needs, wants, and moods? Having denied the danger, terror, and rage, victims look to their environment and to their internal motivations for cues to explain their behavior and state of extreme arousal (cf. D. J. Bern 1972; Festinger 1957; Schachter and Singer 1962). Seeing themselves being compliant and even hypervigilant to the abuser’s needs, they interpret their physiological arousal and behavior as indicating they have strong positive feelings for the abuser (cf. Walster 1971; Walster and Berscheid 1971). The more extreme the state of arousal, the stronger the bond experienced by the victims. The more hypervigilant the victims are relative to the kindness shown by the abuser, the stronger the bond is interpreted to be. The harder the victims have to work to win over the abuser, the stronger the victims’ bond to the abuser (cf. Walster and Berscheid 1971).

The seemingly ubiquitous axiom that cops are racists has led to this age where non-compliance during police engagement is an encouraged strategy e.g. Eric Garner and Freddie Gray. Undoubtedly, the motive is financial since filing frivolous civil suits against cops for a financial settlement has become a new lottery system. However, confrontation instead of compliance will continue to lead to fatal consequences, and that’s what BLM gleefully envisions.

Market norms may foster compliance, but social norms foster engagement.

Excessive use of rewards and punishments may lead to a focus on compliance rather than genuine learning, hindering students' intrinsic motivation and long-term growth.