Posts Tagged ‘4HWW’

The 4-Hour Body: 60 Percent of The Time it Works Every Time!

Wednesday, December 15th, 2010

In his new book The 4-Hour Body, author of The 4-Hour Workweek Tim Ferriss makes the giant leap from get-rich-quick guru to extreme fad diet guru. As you can see from the above graphic describing his book’s principles, taken from the book trailer, something doesn’t quite add up here.

Ferriss original book took the idea of leverage from The Pareto Principle (the 80/20 rule) to extremes. The original notion is that 20% of one’s efforts (e.g. customers) lead to 80% of one’s results (e.g. revenue). Ferriss’ version was that you should be utterly ruthless and hyper-competitive in order to create your own small business that gives you the free time to brag about how much free time you have while endlessly promoting yourself. This book launched the entire “lifestyle design” cottage blog industry (Ferriss himself coined the phrase). But in the NEW! and IMPROVED! The 4-Hour Body, Mr. Ferriss claims that one can do oh so much more with oh so much less (and leaving 2.5% mysteriously unaccounted for to boot).

This is a long post. Here’s the tl;dr version: Tim Ferriss is a fraud*. But you already knew that, didn’t you. *sigh* Such is the foolishness of critiquing such figures.

So what exactly can one do to hack one’s body into superhero levels of fitness in an instant with Ferriss’ magic bullet secret information never before released to the drooling, gullible public? Here is a summary taken directly from the Amazon product page (with my snarky comments in red): (more…)

The Science of Intrinsic and Extrinsic Motivation, and the Implications for Society

Tuesday, September 22nd, 2009

I recently watched a very interesting, much-linked-to-and-discussed TED talk with Dan Pink entitled “on the surprising science of motivation.” Pink presents a case for why extrinsic motivation—rewards and punishments—worked great for manufacturing and compliance, but is counterproductive for knowledge work and creativity. He cites many interesting psychological studies as to why intrinsic motivation—a desire for autonomy, mastery, and purpose—works much better for engagement and self-direction, critical factors for contemporary knowledge work.

Pink presents two kinds of radical changes to workplaces that increase intrinsic motivation: 20% time and the Results-Only Work Environment (ROWE). 20% time is famously employed at Google, where employees get to work on whatever projects they want for 20% of their designated hours. This unusual work structure has been said to have given birth to many of the cool Google features many people love, such as Gmail. ROWE is an even more radical idea, which is that employees are given full autonomy to work whenever they want, from wherever they want, and meetings are optional. The only things that matter are getting results defined by the company.

Many blogs in the personal development/marketing sphere have covered ROWE and 20% time, usually very positively, and rarely covering any socio-cultural, economic, or political aspects of these ideas besides that of increased productivity. What would be the likely implications for society if such measures were much more widely implemented? How might they benefit society, and what potential risks or drawbacks would there be?

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