Occasionally we’ll tweet excerpts from our book, Total Engagement, and then give more context here on our blog:

Twitter Tidbits #10, 11 and 12:

When workers are engaged by rewards that are intrinsic to their task rather than controlled by bosses, organizations can better decentralize. Pg 8

Well designed game environments can define work via loose hierarchies, where self-organizing behavior by player-workers is productive. Pg 8

Work can have a more compelling purpose, allowing people to be continuously reminded how their efforts contribute to something worthwhile. Pg 8

Tweets in Context:

When workers are engaged by rewards that are intrinsic to their task rather than controlled by bosses, organizations can better decentralize, allowing people to live where they want but play in the same game. Well designed game environments can define work via loose hierarchies, where self-organizing behavior by player-workers is productive. Work can be democratized, allowing people to choose the tasks they take on and to have influence on how and when the work is completed. Work can have a more compelling purpose, allowing people to be continuously reminded how their efforts contribute to something worthwhile and larger than themselves. Teams will convene, often on their own initiative, across organizational levels, departments, and cultures. Internal motivation will become more important than external persuasion, encouraging people’s best efforts.

The full first chapter can be found here.

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