Four-Drive Theory Essay

2188 Words Nov 4th, 2013 9 Pages
Final Research Paper
Four-Drive Theory in the Workplace
Organizational Behavior- MT3250
Dr. Carl W. Proehl, Jr.
November 5, 2013

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
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It can also provide workers the means to respond to legitimate threats in the organization’s competitive or regulatory environment. If properly tempered and focused, the drive to defend can be a source of motivation and energy, but it is in nature and not beneficial if over-stimulated.

Four-Drive Theory and Motivating Employees 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 essential elements. Each of the four drives (acquire, bond, learn, and defend) include features and components that influence interactions and outcomes in the workplace. While companies typically focus on the drive to Acquire, the other three drives play an important part in fully motivating employees. Thus, the theory provides a model for employers to look at when they are trying to find ways to increase employee engagement and motivation. Overall motivation is focused on four commonly measured indicators, which include; engagement, satisfaction, commitment and intention to quit. Studies have shown that certain drives influence some of those motivational indicators. Engagement is the energy, effort and initiative an employee brings to their job. Whereas, satisfaction

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