| It seems that people are hungry for a better way to | | | | For instance, companies often pay lip service to team |
| motivate their employees. Dan Pink's new book | | | | building as they don’t see how it really impacts |
| "Drive" has been at the top of the business book best | | | | performance. The Four Drive model shows that team |
| seller list since its release at the end of December. | | | | building relates directly to the drive to Bond & |
| Our own work with companies points to the fact that | | | | Belong – which in turn can influence an employees |
| companies want more than the typical pay raise or | | | | motivation. Thus conducting a team building session |
| standard incentive program. As business evolves, | | | | should no longer be just about having fun for a few |
| we are moving past the old model and into a new | | | | hours, it should help a company’s employees |
| world that looks at both extrinsic and intrinsic | | | | positively build and enhance the bonds they have with |
| motivators. | | | | their co-workers. |
| The Four Drive Model of Employee Motivation was | | | | The drive to be Challenged & Comprehend |
| developed by Lawrence and Nohria in 2002. The | | | | highlights the fact that we perform better when we |
| model is a holistic way of looking at employee | | | | are not bored or “not challenged” and learning |
| motivation beyond the typical “pay” model that is | | | | on the job. Instead of trying to automate and simplify |
| prevalent in the corporate world today. I will not go into | | | | all work, leaders should look at how they can enhance |
| detail regarding the model here, but just give an | | | | or create challenges for employees and provide them |
| overview and how this model presents a new way of | | | | opportunities to learn and grow. With this in mind, |
| thinking for organizational leaders. | | | | organizations must look at how they are structuring |
| The Four Drive theory is based on research that | | | | their jobs, their projects, their incentives. |
| shows four underlying drives – the drive to Acquire | | | | Organizations do not typically think of the drive to |
| & Achieve, to Bond & Belong, to be | | | | Define & Defend when they are thinking about |
| Challenged & Comprehend and to Define & | | | | motivation. The Four Drive model indicates that a |
| Defend. Each of these drives are important if we are | | | | company’s reputation, its moral bearing, the culture |
| to understand employee motivation. While companies | | | | and what it does can all be significant factors in how |
| typically focus on the drive to Acquire & Achieve | | | | motivated employees are. Think of the different |
| (i.e., base pay, incentives, etc…), the other three drives | | | | motivation an employee would have working for a |
| play an integral part in fully motivating employees. | | | | pharmaceutical company that is providing life saving |
| Thus, the new theory provides a model for employers | | | | medicines for people or a one that is out to maximize |
| to look at when they are trying to find ways to | | | | shareholder returns. Which do you think would have |
| increase employee engagement and motivation. | | | | the more motivated workforce? |