8. History has given us many models
of Motivation…
Need for achievement
(n-ach)
Need for authority and
power (n-pow)
Need for affiliation (n-affil)
Need for achievement
(n-ach)
Need for authority and
power (n-pow)
Need for affiliation (n-affil)
McClelland
Needs Based Motivational Model
Locke & Lathum
Goal Setting
Bandura
Self Efficacy
12. And for employees, we need
to understand how to tap
into that
Motive + Action
13. The 4-Drive Model
Employee Motivationof
Lawrence & Nohria
Is a new motivational model that
helps show us how to tap into it…
14. The 4-Drive Model
Employee Motivationof
Lawrence & Nohria
2002
Is a new motivational model that
helps show us how to tap into it…
It was developed by
these two a few
years back…
15. The 4-Drive Model
Employee Motivationof
Lawrence & Nohria
And we are just touching the
surface of it here
30. So lets see how we can
impact each of the
four drives
to improve
employee motivation
31. Acquire
Bond
Challenge &
Comprehend
Defend
• Reward Systems
• Recognition
• Perks
• Culture
• Teamwork
• Social events
• Job Design
• Training
• Big picture
• Reputation
• Focus on competition
• Transparency
32. Impact
Acquire thru
Reward
Anything to do
with…
Recognition
Anything to do
with…
Perks
Anything to do
with…
• Salary
• Incentives
• Benefits
• Time off
• Special
allowance
• Awards
• Thank yous
• Top of class
33. Culture
Anything to do
with…
Teamwork
Anything to do
with…
Social
Anything to do
with…
Improve
Bonding by
• Values
• Norms
•Daily behaviors
• Job structure
• Projects
• Support
• Gather
• Sports/teams
• Fun
34. Challenge &
Comprehend
Job Design
Anything to do
with…
Training
Anything to do
with…
Goals
Anything to do
with…
• Skill training
• People training
• Coaching
• Stretch goals
• Employee input
• Line of site
• Job sharing
• New challenges
• Mentoring
35. Reputation
Anything to do
with…
Threats
Anything to do
with…
Transparency
Anything to do
with…
Build the will
to Defend
• Current Issues /
Success
•Trust
• Competitors
• Environment
• Outside
• Company
• Group
• Personal/ideas
This drive tends to be relative (we compare to others) and insatiable (we always want more).
Drive is associated with strong positive emotions (caring, friendship, love) and not negative (loneliness, anomie)
Organizations that people are proud of engender this positively – feel part of the group
People become bonded to their closest cohorts – leads to silo’s in the organization