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Design motivation systems using Autonomy, Mastery, and Purpose (AMP) for products and teams.
Passed 17 of 22 test cases with the skill, and 14 of 22 without it.
and 2 more in the full report
4 fixed13 passed either way4 still failing1 broke
Tokens, turns and time describe resource use, not a dollar price.
One of 4 test cases the skill fixed. Same model, same prompt, with and without the skill.
Our startup is setting up a quarterly incentive scheme where software engineers get cash bonuses if they complete a target number of Jira tickets on time. Could you evaluate this performance system using the drive diagnostic framework? I need you to output the current score, pinpoint which specific audit criteria failed, and provide actionable fixes to upgrade our motivation model to a top rating.
| Checked | Without skill | With skill |
|---|---|---|
| Calculate the overall diagnostic score as 3 out of 10. | Missed | Passed |
| Identify cash bonuses tied to Jira ticket counts as an if-then reward. | Passed | Passed |
| Recommend replacing ticket-based bonuses with autonomy over task execution. | Missed | Passed |
The instructions your model reads when the skill loads.
Design motivation systems for products, teams, and organizations using the science of intrinsic motivation.
The secret to high performance isn't rewards and punishment — it's the deeply human need to direct our own lives, learn and create new things, and do better for ourselves and our world. For any task requiring even rudimentary cognitive effort, external rewards either don't work or actively worsen performance. Intrinsic motivation — Autonomy, Mastery, Purpose (AMP) — drives lasting engagement.
Goal: 10/10. Score any motivation system (product features, team incentives, gamification, engagement loops) against the Quick Diagnostic: start at 5, add 1 for each of the first five rows answered "yes," then subtract 2 if the sixth row is also "yes" — an "if-then" reward doing the motivating crowds out the rest. Bands:
Always state the current score, which diagnostic rows failed, and the specific fixes to reach 10/10.
| Version | Core Assumption | Approach | Era |
|---|---|---|---|
| 1.0 | Humans are biological | Survival drives | Pre-industrial |
| 2.0 | Humans respond to rewards/punishments | Carrot and stick | Industrial age |
| 3.0 | Humans seek autonomy, mastery, purpose | Intrinsic motivation | Knowledge economy |
"If-then" rewards ("If you do X, then you get Y"):
| Flaw | Mechanism | Example |
|---|---|---|
| 1. Extinguish intrinsic motivation | Turns play into work | Kids paid to draw stopped drawing when payments stopped |
| 2. Diminish performance | Narrow focus, reduce creativity | Candle problem: rewarded group performed worse |
| 3. Crush creativity | Reward focus replaces exploration | Commissioned art rated less creative |
| 4. Crowd out good behavior | Financial framing replaces moral framing | Day-care late fee: lateness increased (became a "service") |
| 5. Encourage cheating | Goal fixation invites shortcuts | Wells Fargo fake accounts |
| 6. Become addictive | Bigger rewards needed over time | Last year's bonus = this year's expectation |
| 7. Foster short-term thinking | Optimize for the reward period | Quarterly bonuses → quarterly thinking |
test cases passed, vs 14 / 22 without
More skills from the same source and nearby in the registry, with their headline benchmark lift.