One of the main implications of four-drive theory is that
one of the main implications of four-drive theory is that
Good leaders need to constantly look for ways of enhancing each of the four drives. This is an ongoing commitment that requires leaders to be focused on looking for different ways in which they can provide the opportunities for employees to satisfy their needs. They should implement new structures and processes and see how they work.
Unsurprisingly, educational level also showed a correlation with the drive to comprehend, with those participants who had achieved a graduate degree valuing this drive much more than those with just a high-school degree or some college.
This drive is fulfilled primarily through Job and Organizational Structure. Organizations need to ensure that the various job roles within the company provide employees with stimulation that challenges them or allows them to grow. Job roles that satisfy this drive should:
Drive D: Define & Defend
Q: Customers are ruled by these four drives, just like everyone else. So what product, or product strategy, is needed to attract the four-drive customer?
Q: What can any manager or business leader take away from reading Driven?
chapter contains discussions on the theories of motivation in relation reward systems and motivation in organizations, rewards and productivity, empirical literature on rewards and performance, and the techniques available to managers to ensure desired organizational behavior. The crux of the literature will be on effective reward systems which end in motivation which then leads to job satisfaction. In addition, a conceptual framework for the study of motivation and job satisfaction in organizations…
Equity Theory of Motivation As the cliche goes, no man is an island. Everything man does is influenced by other men and his environment. Be it in school or at work, the reason why people persevere lies on the desire to achieve a certain goal. Hence, motivation is essential to keep the drive of doing things passionately and effectively. However, the enthusiasm to sustain the dream and keep the motivation alive can be tampered by life’s uncertainties. Given the unique characteristics that each student…
The Four Drive Model of Employee Motivation was presented by Lawrence and Nohria in 2002. The model is a holistic way of looking at employee motivation beyond the typical “pay” model that is prevalent in the corporate world today. I will not go into detail regarding the model here, but just give an overview and how this model presents a new way of thinking for organizational leaders.
The Four Drive theory is based on research that shows four underlying drives – the drive to Acquire & Achieve, to Bond & Belong, to be Challenged & Comprehend and to Define & Defend. Each of these drives are important if we are to understand employee motivation. While companies typically focus on the drive to Acquire & Achieve (i.e., base pay, incentives, etc…), the other three drives play an integral part in fully motivating employees. Thus, the new theory provides a model for employers to look at when they are trying to find ways to increase employee engagement and motivation.
The Four Drive theory definition is based on research that shows four underlying drives – the drive to Acquire & Achieve, to Bond & Belong, to be Challenged & Comprehend and to Define & Defend. Each of these drives is important if we are to understand employee motivation. While companies typically focus on the drive to Acquire & Achieve (i.e., base pay, incentives, etc…), the other three drives play an integral part in fully motivating employees. Thus, the new theory provides a model for employers to look at when they are trying to find ways to increase employee engagement and motivation.
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basic needs, but needs that make a person different from other living organisms (Maslow, 1943).
4) Victor Vroom and his Expectancy theory.
Countless theories and models have been developed over the years to explain why and how people are motivated or moved to action. Of these, Maslow’s Hierarchy of Needs is perhaps the most well-known. Less so is the “Four Drive” theory, which is unique in the sense that it is tailored to people in the workplace. Developed by Drs. Paul Lawrence and Nitin Nohria in 2002 to emphasize the occupational motivating factors that go beyond simply paying employees a salary, these “drives” (in an easy-to-remember ABCD format) include the following:
Most humans (and especially sales people) are motivated by meeting goals, thereby improving their own status and earnings potential.
The Four Drive model presents human aspirations as a set of fundamental needs. The theory was introduced in the 2002 book titled Driven. These dynamic needs were acquired over time from human evolutionary past and became a part of the mental stock meant to serve as an advantage in the epochs to come.
Contrary to the active drives to acquire, bond, and learn which people seek to fulfill, the drive to defend is subtle and becomes active only when triggered by a threat. The stimulation to defend can be a result of a threat to the organization, the group, or the individual. In this scenario, it is best for the organization to work out an environment that minimizes or eliminates the source of these threats. With misguided and unintentional triggers handled, the drive to defend allows workers to effectively respond to genuine threats.
As an industry expert, you can get more information about Washington State’s online mba options to enhance your knowledge base and support your workplace motivation efforts. As a busy, working professional, you can earn your mba degree online from Northeastern and other top-ranked universities without the need to interrupt your work schedule.
The four-drive model of employee motivation is a holistic way to look beyond typical financial workplace rewards. It is an innovative and unique approach for organizational leaders, and each drive is necessary to understand motivation in the workplace. Executives typically concentrate their energy on the need for their employees to achieve by offering incentives, benefits, and higher base pay. However, the three additional drives in this theory combine with achievement to perform an integral role in employee motivation. Thus, this design presents a model for informed managers to boost worker engagement.