Is money still a motivation?
I understand that, as the speaker says after 4:50, if we get the issue of money out of the table, it is not a motivator anymore for most of the complicated, creative, conceptual tasks. Practically, how is it really implemented? It seems to be easy to say "thank you for the amazing job done" without giving money to the best employee - Is it really that simple? How can we insure that this is not contra-productive, spreading frustration in the team? Is it a new theory for a "better world" that will drive human system in wrong direction? Debate is open ...
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Most striking here was that all research suggested that for complex tasks, highest reward produced worst performance. Think about the bankers bonuses here :-)
So what you are asking is how "intrinsic motivation" can be implemented in reality, because of course it is not enough to just stop monetary incentives and only say 'thanks, well done'- but in fact 'to get the issue of money off the table' first employees have to be paid decently which is not the case yet in most of the companies which are still run by bean counting MBAs...
After that it should be something along the lines of the examples given in this talk
* remove fixed schedules and time-stamping but let people get work done how/when they want
* let people define a considerable amount of self-defined targets and goals to go after
* build a company atmosphere which is appealing and tends to provoke positive emotions
I'd like to elaborate on the "if we get the issue of money out of the table" ...
It exactely means that if you set the first motivation "out of the table", the second motivation is then the first one.
To me, money still remain the first motivation : when you solved this very first issue, you get other motivations, and only then.
The rest of the demonstration remains valid anyway.