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はてなキーワード: centuryとは
【目的】
「日本語読んでたはずなのに、いつの間にか英語読んでた！」というのが理想。
TEDから文章だけでも内容が伝わるダニエル・ピンクのプレゼンを引っ張って来たのですが、実験的にやるにしては少し内容が堅く、マテリアル選択を誤った気がしなくもありませんｗ
http://www.ted.com/talks/lang/jpn/dan_pink_on_motivation.html
めちゃ長いですが、LanguageがTransformする過程を味わって頂ければと思います。
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最初に告白させてください。20年ほど前にしたあることを私は後悔しています。あまり自慢できないようなことをしてしまいました。誰にも知られたくないと思うようなことです。それでも明かさなければならないと感じています(ざわざわ)。1980年代の後半に私は若気の至りからロースクールlaw schoolに行ったのです(笑)。
In America, 法律は専門職学位です。まずuniversityを出て、それからlaw schoolへ行きます。law schoolで私はあまり成績が芳しくありませんでした。控えめに言ってもあまり良くなく、上位90パーセント以内という成績で卒業graduateしました(笑)。どうもlaw関係の仕事はしたことがありません。やらせてallowed toもらえなかったというべきかも (笑)。
But today, betterではないことだとは思いつつ、wifeの忠告にも反しながら、このlegal skillsを再び引っ張り出すことにしました。今日はstoryはtellしません。主張caseを立証します。合理的で証拠evidenceに基づいた法廷におけるような論証で、how we run our businessesを再考してみたいと思います。
陪審員juryの皆さん, take a look at this。This is called 「ロウソクの問題」。ご存じの方もいるかもしれません。1945年にKarl Dunckerという心理学者psychologistがこの実験experimentを考案し、様々な行動scienceのexperimentで用いました。ご説明しましょう。私が実験者だとします。私はあなた方を部屋に入れてcandleと画鋲thumbtackとマッチmatchesを渡します。そしてこう言います。「テーブルtableに蝋waxがたれないようにcandleを壁wallに取り付けattachしてください。」Now what would you do?
Many peopleはthumbtackでcandleをwallに留めようとします。でもうまくいきません。あそこで手真似をしている人がいましたが、matchの火でcandleを溶かしてwallにくっつけるというideaを思いつく人もいます。いいideaですがうまくいきません。After five or 10 minutes, most peopleは解決法を見つけます。このようにすればいいのです。Keyになるのは「機能的固着functional fixedness」を乗り越えるovercomeするということです。最初、あのboxを見て、単なる画鋲の入れ物だと思うでしょうが、それは別な使い方をすることもできます。candleの台platformになるのです。これがcandle problemです。
次にSam Glucksbergというscientistが、このcandle problemを使って行ったexperimentをご紹介します。彼は現在Princeton Universityにいます。この実験でthe power of incentivesがわかります。彼は参加者participantsを集めてこう言いました。「this problemをどれくらい早く解けるsolveできるか時計で計ります。」そしてone groupにはthis sort of problemを解くのに一般にどれくらい時間がかかるのかaverage時間を知りたいのだと言います。もう1つのgroupには報酬rewardsを提示します。「上位25percentの人には5dollarsお渡しします。fastestになった人は20dollarsです。」Now this is several years ago。物価上昇inflationを考慮に入れればa few minutes of workでもらえるmoneyとしては悪くありません。十分なmotivatorになります。
このグループはどれくらい早く問題を解けたのでしょう？答えはon average, 3分半余計に時間がかかりました。Three and a half minutes longer。そんなのおかしいですよね？I'm an American。I believe in 自由市場。そんな風になるわけがありません(笑)。If you want people to perform better, 報酬を出せばいい。Bonuses, commissions, あるいは何であれ、incentiveを与えるのです。That's how business works。しかしここでは結果が違いました。Thinkingが鋭くなり、creativityが加速されるようにと、incentiveを用意したのに、結果はoppositeになりました。思考は鈍く、creativityは阻害されたのです。
この実験experimentがinterestingなのは、それが例外aberrationではないということです。この結果は何度も何度もfor nearly 40 years 再現replicateされてきたのです。この成功報酬的な動機付けmotivators―If Then式に「これをしたらこれが貰える」というやり方は、in some circumstancesでは機能します。しかし多くのtasksではうまくいかず、時には害harmにすらなります。これはsocial scienceにおける最も確固robustとした発見findingsの1つです。そして最も無視ignoreされている発見でもあります。
私はthe last couple of years, human motivationの科学に注目してきました。特に外的動機付けextrinsic motivatorsと内的動機付けintrinsic motivatorsのdynamicsについてです。大きな違いがあります。If you look at これ、scienceが解明したこととbusinessで行われていることにmismatchがあるのがわかります。business operating system、つまりビジネスの背後にある前提assumptionsや手順においては、how we motivate people、どう人を割り当てるかという問題は、もっぱらextrinsic motivators(アメとムチ)にたよっています。That's actually fine for many kinds of 20th century tasks。But for 21st century tasks, 機械的mechanisticなご褒美と罰reward-and-punishmentというapproachは機能せず、うまくいかないか、害harmになるのです。Let me show you what I mean。
Glucksbergはこれと似たanother experimentもしました。このように若干違ったslightly differentな形で問題を提示したのです。Tableにwaxがたれないようにcandleを壁にattachしてください。条件は同じ。あなたたちは平均時間を計ります。あなたたちにはincentiveを与えます。What happened this time？今回はincentivizedグループの方が断然勝ちました。Why？箱に画鋲が入っていなかったから。it's pretty easy isn't it?(「サルでもわかる」ロウソクの問題) (笑)
If-then rewards work really well for those sorts of tasks。Simpleなルールとclearな答えがある場合です。Rewardsというのはfocusを狭めmindを集中させるものです。That's why報酬が機能する場合が多い。だからこのような狭い視野で目の前にあるゴールをまっすぐ見ていればよい場合にはthey work really well。But for the real candle problem, そのような見方をしているわけにはいきません。The solutionが目の前に転がってはいないからです。周りを見回す必要があります。Rewardはfocusを狭め、私たちの可能性possibilityを限定restrictしてしまうのです。
Let me tell you why this is so important。In western Europe, in many parts of Asia, in North America, in Australia, white collarの仕事にはthis kind of workは少なく、このような種類の仕事が増えています。That routine, rule-based, left brain work, certain kinds of accounting, certain kinds of financial analysis, certain kinds of computer programingは 簡単にアウトソースできます。簡単にautomateできます。Softwareのほうが早くできます。世界中にLow-cost providersがいます。だから重要になるのはthe more right-brained creative, conceptual kinds of abilitiesです。
Your own workを考えてみてください。Youが直面faceしている問題は、あるいはweがここで議論しているようなproblemsは、こちらのkindでしょうか？A clear set of rules, and a single solutionがあるような？そうではないでしょう。ルールはあいまいで、答えはそもそも存在するとしての話ですが、驚くようなsurprisingものであり、けっして自明obviousではありません。Everybody in this room is dealing with their own version of the candle problem。And for candle problems of any kind, in any field, if-then rewardsは機能しないのです。企業の多くはそうしていますが。
Now, これにはcrazyになりそうです。どういうことかというと、これはfeelingではありません。私は法律家lawyerです。Feelingsなんて信じません。This is not a 哲学philosophy。I'm an American。Philosophyなんて信じません(笑)。This is a fact。私が住んでいるWashington D.C.でよく使われる言い方をするとtrue factです(笑)。(拍手)Let me give you an example of what I mean。Evidenceの品を提示します。Iはstoryをtellしているのではありません。I'm making a 立証。
Ladies and gentlemen of the 陪審員, 証拠を提示します: Dan Ariely, one of the great economists of our time, Heは3人の仲間とともにsome MIT studentsを対象に実験studyを行いました。These MIT studentsにたくさんのgamesを与えます。Creativity, and 運動能力motor skills, and concentrationが要求されるようなゲームです。そして成績に対するthree levels of rewardsを用意しました。Small reward, medium reward, large reward。Okay？非常にいい成績なら全額、いい成績なら半分の報酬がもらえます。What happened？「As long as the task involved only mechanical skill、bonusesは期待通りに機能し、報酬が大きいほどパフォーマンスが良くなった。 しかし、cognitive skillが多少とも要求されるタスクになると、larger rewardはより低い成績をもたらした。」
Then they said,「cultural biasがあるのかもしれない。Indiaのマドゥライで試してみよう。」In Madurai, Standard of livingが低いので、North Americaではたいしたことのないrewardが 大きな意味を持ちます。実験の条件はSameです。A bunch of games, three levels of rewards. What happens? medium level of rewardsを提示された人たちは small rewardsの人たちと成績が変わりませんでした。But this time, people offered the highest rewards, they did the worst of all。「In eight of the nine tasks we examined across 3回の実験, よりhigherインセンティブがworse成績という結果となった。」
これはおなじみの感覚的なsocialistの陰謀conspiracyなのでしょうか？No. Theyはeconomists from MIT, from Carnegie Mellon, from the University of Chicagoです。And do you know who sponsored this research? FRBです。これはまさにAmerican experienceなのです。
Let's go across the pond to the London School of Economics。11人のNobel 受賞者 in economicsを輩出しています。Greatな経済の頭脳がここで学んでいます。George Soros, and Friedrich Hayek, and Mick Jagger(笑)。Last month, just last month, economists at LSE looked at 51 studies of 成果主義 plans, inside of companies。彼らの結論は「We find that 金銭的なインセンティブ can result in a negative impact on 全体的なパフォーマンス.」ということでした。
There is a 食い違い between what 科学 knows and what ビジネス does. And what worries me, as この潰れた経済の瓦礫の中に立って, is that あまりに多くの組織 are making their decisions, their policies about 人や才能, based on assumptions that are 時代遅れ, 検証されていない, and rooted more in 神話 than in 科学. this 経済の窮地からget out ofと思うなら 21st century的な答えのないtasksで high performanceを出そうと思うのなら、wrong thingsを これ以上続けるのはやめるべきです. To 誘惑 people with a sweeter carrot, or 脅す them with a 鋭いムチ. まったく新しいアプローチが必要なのです.
And the いいニュース about all of this is that scientistsが新しいapproachを示してくれているということです. It's an approach built much more around 内的な motivation. Around the desire to do things because they matter, because we 好き it, because they're 面白い, because they are 何か重要なことの一部. And to my mind, that new operating system for our businesses revolves around three elements: 自主性、成長、目的. 自主性, the 欲求 to 方向 our own lives. 成長, the desire to get better and better at 何か大切なこと. 目的, the 切望 to do what we do in the service of 大きな何か than ourselves. これらがour businessesのentirely new operating systemの要素なのです.
I want to talk today only about 自主性. In the 20th 世紀, we came up with this idea of マネジメント. Management did not 自然に生じた. Management is like -- it's not a 木. It's a テレビ. Okay? Somebody 発明した it. And it doesn't mean it's going to work 永久に. Management is great. 服従を望むなら, Traditional notions of management are ふさわしい. しかし参加を望むなら, 自主性 works better.
Let me give you some 例 of some kind of 過激なnotions of 自主性. What this means -- あまり多くはありませんが 、非常に面白いことが起きています. Because what it means is paying people 適切に and 公正に, 間違いなく. Getting お金の問題 off the table. And then giving people 大きな自主性. Let me give you 具体的な例.
How many of you ご存じ of the 会社 Atlassian? 半分もいない感じですね(笑). Atlassian is an オーストラリアのソフトウェア会社. And they do すごくクールなこと. A few times a year they tell their エンジニア, "これから24時間何をやってもいい, as long as it's not part of your regular job. Work on 好きなことを何でも" So that エンジニア use this time to come up with a cool 継ぎ接ぎ for code, come up with an エレガントなハック. Then they 何を作ったのか見せる to their teammates, to the rest of the company, in 雑然とした全員参加の会合 at the end of the day. And then, オーストラリアですから, everybody has a ビール.
They call them 「FedExの日」. Why? Because you 何かを一晩で送り届けなければならない. It's 素敵. It's not bad. It's a huge 商標権 侵害. But it's pretty clever. (Laughter) That one day of 集中的な自主活動 has produced 多数の software 修正 that might never have existed.
And it's worked so well that Atlassian has taken it to 次のレベル with 20 Percent Time. Googleがやっていることで有名ですね.Where エンジニア can work, spend 20 percent of their time working on anything they want. They have 自主性 over their time, their task, their team, their 技術. Okay? Radical amounts of 自主性, And at Google, as many of you know, 新製品の半分近く in a typical year are 生まれています during that 20 Percent Time. Things like Gmail, Orkut, Google News.
Let me give you an even more 過激な example of it. Something called 「完全結果志向の職場環境」. The ROWE(Results Only Work Environment). Created by two American コンサルタント, in place at about a dozen companies around 北アメリカ. In a ROWE people don't have スケジュール. They show up 好きなときに. They don't have to be in the office 特定の時間に, or any time. They just have to 仕事を成し遂げる. How they do it, when they do it, where they do it, is totally up to them. ミーティング in these kinds of environments are オプショナル.
What happens? ほとんどの場合, productivity goes up, 雇用期間 goes up, 社員満足度 goes up, 離職率 goes down. 自主性Autonomy, 成長mastery and 目的purpose, These are the 構成要素 of a new way of doing things. Now some of you might look at this and say, "Hmm, 結構だけど、it's 夢物語." And I say, "Nope. I have 証拠."
The mid 1990s, Microsoft started an 百科事典encyclopedia called Encarta. They had deployed all the right インセンティブ. All the right incentives. They paid プロ to write and edit 何千という記事. たっぷり報酬をもらっている managers oversaw the whole thing to make sure it came in on budget and on time. 何年か後に another encyclopedia got started. 別なモデル, right? Do it for 楽しみ. No one gets paid a cent, or a Euro or a Yen. Do it because you 好き to do it.
ほんの10年前に, if you had gone to an 経済学者, anywhere, And said, "Hey, I've got 百科事典を作る2つのモデル. 対決したら, who would win?" 10 years ago you could not have found a single まともな経済学者 anywhere on planet Earth, who would have predicted the Wikipediaのモデル.
This is the 大きな battle between these two approaches. This is モチベーションにおけるアリ vs フレージャー戦. Right? This is 伝説のマニラ決戦. Alright? 内的な motivators versus 外的な motivators. Autonomy, mastery and purpose, versus アメとムチcarrot and sticks. And who wins? Intrinsic motivation, autonomy, mastery and purposeが ノックアウト勝利します.まとめましょう.
There is a 食い違い between what science knows and what business does. And here is what science knows. One: Those 20th century rewards, those motivators we think are a 当然 part of business, do work, but only in a surprisingly narrow band of circumstances. Two: Those if-then rewards often 損なう creativity. Three: The 秘訣 to high performance isn't rewards and punishments, but that 見えない intrinsic drive. The drive to do things 自分自身のため. The drive to do things それが重要なことだから.
And here's the best part. Here's the best part. We already know this. The science confirms what we know in our hearts. So, if we repair this mismatch between what science knows and what business does, If we bring our motivation, notions of motivation into the 21st century, if we get past this lazy, dangerous, ideology of carrots and sticks, we can strengthen our businesses, we can solve a lot of those candle problems, and maybe, maybe, maybe we can change the world. I rest my 立証。
Linked In "Digital Marketing"グループでのある会話。
I'm experimenting with Huddle workspaces in my Linkedin profile.
I'm starting to list all the free, or low fee, marketing tools worth looking at...
I'm using an excel sheet in Huddle as a starter.
Drop me an email and i'll grant you access to it, all i ask in return is that you contribute to the list to make it more comprehensive.
“There is no delight in owning anything unshared.”
(Roman philosopher, mid-1st century AD)
---
Hi Peter,
Great idea and I love your quote about sharing.
Funnily enough I have been searching free tools today and here are a few goodies I am happy to share with you and the group.
1. http://www.keotag.com/ - searches tags on blogs and social bookmarking sites. (been having plenty of fun with this one and it's seems v. useful).
2. http://boardtracker.com/ - Searches posts on bullitin boards / forums for mentions of keywords / brand terms.
3. http://www.trendrr.com/ - enables you to track trends and provides some very valuable competitive analysis functionality.
4. http://usernamecheck.com/ This tool is essential for brand name protection. It lets you search a wide range of social sites to see if anyone is using your brand term / name as their profile ID. If they are not then I would suggest you register your brand / business name even if you do not plan to use the site to protect your business from damage. If your name is taken and not being used the chances are it is being squatted by a chancer. I had this issue on twitter with my social site for business people marzar.com but the nice folks at twitter reverted the name to me as the trade mark owner as soon as I contacted them in regards to the issue.
5. http://hellotxt.com update your status from one place across multiple social sites.
6. http://www.twilert.com/ Seems to be a number of tools to monitor twitter but this one seems to be pretty useful. Twilert is a Twitter application that lets you receive regular email updates of tweets containing your brand, product, service, well any keyword you like really.
7. http://www.backtype.com/ Monitors comments left on blog posts monitoring posts for sentiment may not be enough and issues and or insights often come from the comments posted by readers.
8. http://socialmention.com/ Again allows you to search blog posts, comments, news, events, images, bookmarks, microblogs and video all at once or on their own. This is a very useful tool and when I searched on my brand terms it came back with results that the other tools did not pick up on. In particular I found the bookmark search to be of value.
9. http://www.samepoint.com conversation search engine again came back with differing results to the other tools listed above.
10. http://www.marzar.com free to use business networing platform. Many members are involved with online marketing and or are senior business people. The audience is similar to Linkedin but the functionality differs. I built this site and I am working hard towards the next release of our platform now that we are funded.
Hope that this list posted publicly to the group helps others :)
Regards,
John
---
Wow John you rock I haven't heard of any of these!
---
Darren,
Thanks :) you are welcome I only added 10 but I could have listed at least 50 if I had the time. I hope you find this list of use.
John
---
I'm experimenting with Huddle workspaces in my Linkedin profile.
I'm starting to list all the free, or low fee, marketing tools worth looking at...
I'm using an excel sheet in Huddle as a starter.
Drop me an email and i'll grant you access to it, all i ask in return is that you contribute to the list to make it more comprehensive.
“There is no delight in owning anything unshared.”
(Roman philosopher, mid-1st century AD)
Posted 6 months ago | Reply Privately
Peter Abraham
Digital Marketing & E-commerce Professional, Director Econsultancy.com (80,000 professionals) Twitter:peterjabraham
See all Peter’s discussions »
Comments (32)
John Horsley
Internet Evangelist email john@marzar.com 9000+
Hi Peter,
Great idea and I love your quote about sharing.
Funnily enough I have been searching free tools today and here are a few goodies I am happy to share with you and the group.
1. http://www.keotag.com/ - searches tags on blogs and social bookmarking sites. (been having plenty of fun with this one and it's seems v. useful).
2. http://boardtracker.com/ - Searches posts on bullitin boards / forums for mentions of keywords / brand terms.
3. http://www.trendrr.com/ - enables you to track trends and provides some very valuable competitive analysis functionality.
4. http://usernamecheck.com/ This tool is essential for brand name protection. It lets you search a wide range of social sites to see if anyone is using your brand term / name as their profile ID. If they are not then I would suggest you register your brand / business name even if you do not plan to use the site to protect your business from damage. If your name is taken and not being used the chances are it is being squatted by a chancer. I had this issue on twitter with my social site for business people marzar.com but the nice folks at twitter reverted the name to me as the trade mark owner as soon as I contacted them in regards to the issue.
5. http://hellotxt.com update your status from one place across multiple social sites.
6. http://www.twilert.com/ Seems to be a number of tools to monitor twitter but this one seems to be pretty useful. Twilert is a Twitter application that lets you receive regular email updates of tweets containing your brand, product, service, well any keyword you like really.
7. http://www.backtype.com/ Monitors comments left on blog posts monitoring posts for sentiment may not be enough and issues and or insights often come from the comments posted by readers.
8. http://socialmention.com/ Again allows you to search blog posts, comments, news, events, images, bookmarks, microblogs and video all at once or on their own. This is a very useful tool and when I searched on my brand terms it came back with results that the other tools did not pick up on. In particular I found the bookmark search to be of value.
9. http://www.samepoint.com conversation search engine again came back with differing results to the other tools listed above.
10. http://www.marzar.com free to use business networing platform. Many members are involved with online marketing and or are senior business people. The audience is similar to Linkedin but the functionality differs. I built this site and I am working hard towards the next release of our platform now that we are funded.
Hope that this list posted publicly to the group helps others :)
Regards,
John
Posted 6 months ago | Reply Privately
Darren Monroe
Chief Operating Officer/ President
Wow John you rock I haven't heard of any of these!
Posted 6 months ago | Reply Privately
John Horsley
Internet Evangelist email john@marzar.com 9000+
Darren,
Thanks :) you are welcome I only added 10 but I could have listed at least 50 if I had the time. I hope you find this list of use.
John
Posted 6 months ago | Reply Privately
Steve Momorella
Owner, TEKgroup
Great list! Wow, I'd certainly be interested in seeing more if you have them posted somewhere. Thanks for sharing.
Posted 6 months ago | Reply Privately
Karla Ferrer
Bravo for this sharing! thanks a lot.. I will take a look
Posted 5 months ago | Reply Privately
Carrie Orfield Oman
Residential Sales Specialist at ADT Security Services
Thanks. I haven't heard of any of these, either.
Posted 5 months ago | Reply Privately
Caroline Bogart
Owner, Bogart Computing, LLC and Computer Software Consultant
Posted 5 months ago | Reply Privately
Judy Hoffman
Here is my email: judy@ judymae.com
Posted 5 months ago | Reply Privately
Lisa Russell
Independent Interactive Marketing Professional
Thanks for sharing!
Posted 5 months ago | Reply Privately
Darren Monroe
Chief Operating Officer/ President
OK been a month but all of our posts (me included) and no one has shared more resources so here goes
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abuse accounts affordable Afghanistan agenda allow along amid appointed approach areas around arrived assistance assure away balance become begun being believe benefits best billions bless boldly both bought built burden car career Carolina cars children's citizens clear close committed common company complete continue continued corporations countries creating crushing debates decline demand did different diploma directly disease doctors doesn't dollar doors dreams eliminate enterprise era example expand expanded extremism face failure far fastest-growing father few fiscal forces forge found four fraud full fully generation generations getting give God Greensburg had hard haven't healthy held helped highest him his historic households ideas ignore important industries innovation inspiration instead invented kind lasting launched law laying lift line lines list living loan look lose lower massive millions months mortgage much nations neighbor nobody office oil open order ordinary ourselves overseas own pass paychecks payment payments places policies priorities probably process program prosperity provided public quality quick quickly quitters quitting rates real rebuild recover reflects renewed require responsible re-start result revive rewards rules sacrifice safe second secure seek serious service set ship sitting small Social something source South spending spur state stock stopped stores strength strengthen strong stronger submit suffering surely takes teacher teachers term terrorists third though thousands threats three told tomorrow took tough trust trying tuition turn under upon very Vice view wake walk Wall waste wasteful weakened went what's wind worthy yourself
変化とか無視した。1個なんて載せられるかー！
(For Beginners)
(For Windows)
(For Mac)
(In case you are using shared computer)
(Information)
（語学学習サイト個人的リンクメモ / Lists of Language Learning Links）
http://kenz0.s201.xrea.com/weblog/2008/10/post_144.html
を見て
http://anond.hatelabo.jp/20061209160227
を思い出して
に行く。
少し難しいかもしれないけど高校生にはぜひ読んでほしい本。ホロコーストの社会心理学による説明。
Product Description
When and why do groups target each other for extermination? How do seemingly normal people become participants in genocide? Why do some individuals come to the rescue of members of targeted groups, while others just passively observe their victimization? And how do perpetrators and bystanders later come to terms with the choices that they made? These questions have long vexed scholars and laypeople alike, and they have not decreased in urgency as we enter the twenty-first century. In this book--the first collection of essays representing social psychological perspectives on genocide and the Holocaust-- prominent social psychologists use the principles derived from contemporary research in their field to try to shed light on the behavior of the perpetrators of genocide. The primary focus of this volume is on the Holocaust, but the conclusions reached have relevance for attempts to understand any episode of mass killing. Among the topics covered are how crises and difficult life conditions might set the stage for violent intergroup conflict; why some groups are more likely than others to be selected as scapegoats; how certain cultural values and beliefs could facilitate the initiation of genocide; the roles of conformity and obedience to authority in shaping behavior; how engaging in violent behavior makes it easier to for one to aggress again; the evidence for a "genocide-prone" personality; and how perpetrators deceive themselves about what they have done. The book does not culminate in a grand theory of intergroup violence; instead, it seeks to provide the reader with new ways of making sense of the horrors of genocide. In other words, the goal of all of the contributors is to provide us with at least some of the knowledge that we will need to anticipate and prevent future such tragic episodes.
