Four-Drive Theory
Final Research Paper
Four-Drive Theory in the Workplace
Organizational Behavior- MT3250
Dr. Carl W. Proehl, Jr.
November 5, 2013
ABSTRACT
One of the hardest jobs as a manager is getting people to do their best work, even in trying circumstances and deciphering what motivates us as human beings. A study in neuroscience, biology and psychology has led more researchers to learn about the human brain and what emotional needs people are driven by. In this paper we will look at the four-basic emotional drives that underlie everything we do, and what actions a manager can take to satisfy these four-drives and increase employee motivation.
Introduction The Four Drive theory describes human motivation in terms of a set of dynamic, interacting needs that are a fundamental part of humankind's makeup. The drives themselves are complete and elemental, offering a comprehensive explanation for human motivation that cannot be broken down into further basic elements. Each of the four drives (acquire, bond, learn, and defend) include features and components that influence interactions and outcomes in the workplace. By providing clear links between job performance and fulfillment with the four drive theory, it is recommended as a core component for building a satisfying job.
The Four-Drives and their Focus
Drive to Acquire The drive to acquire consists of people who are driven to acquire goods that are either material (food, clothing and shelter etc.) or positional (for example social acknowledgement and recognition). The drive to acquire includes both material goods and status and can lead to both outstanding performance and unhealthy competition. The drive to acquire includes physical objects and wealth, relating to gathering the necessities for survival, and social relationships, status, accomplishments, and power. This drive to acquire can be moderated by the drive to bond to help dampen the
Four-Drive Theory in the Workplace
Organizational Behavior- MT3250
Dr. Carl W. Proehl, Jr.
November 5, 2013
ABSTRACT
One of the hardest jobs as a manager is getting people to do their best work, even in trying circumstances and deciphering what motivates us as human beings. A study in neuroscience, biology and psychology has led more researchers to learn about the human brain and what emotional needs people are driven by. In this paper we will look at the four-basic emotional drives that underlie everything we do, and what actions a manager can take to satisfy these four-drives and increase employee motivation.
Introduction The Four Drive theory describes human motivation in terms of a set of dynamic, interacting needs that are a fundamental part of humankind's makeup. The drives themselves are complete and elemental, offering a comprehensive explanation for human motivation that cannot be broken down into further basic elements. Each of the four drives (acquire, bond, learn, and defend) include features and components that influence interactions and outcomes in the workplace. By providing clear links between job performance and fulfillment with the four drive theory, it is recommended as a core component for building a satisfying job.
The Four-Drives and their Focus
Drive to Acquire The drive to acquire consists of people who are driven to acquire goods that are either material (food, clothing and shelter etc.) or positional (for example social acknowledgement and recognition). The drive to acquire includes both material goods and status and can lead to both outstanding performance and unhealthy competition. The drive to acquire includes physical objects and wealth, relating to gathering the necessities for survival, and social relationships, status, accomplishments, and power. This drive to acquire can be moderated by the drive to bond to help dampen the
References: Four Drive Model: New Theory on Employee Motivation By June 20, 2009 by Kurt Nelson, PhD http://www.leadersbeacon.com/four-drive-model-new-theory-on-employee-motivation/ Lawrence and Nohria 's Four-Drive Model of Motivation- (2001) book Driven Lawerence, P. & Norhira, N. (2001) Driven: The Four Drive Theory in the Workplace San Fransico, CA: Jossey-Bass By thelanterngroup (June 2009) “The Four Pillars That Support Effective Motivation Initiatives” By Michelle Pokorny and Russ Frey (January 2013)