Motivation is necessary
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The document summarizes the 4-Drive Model of employee motivation proposed by Lawrence and Nohria, which identifies four main drives that impact employee motivation: acquire, bond, challenge, and defend. It tells a story of a manager who struggles to motivate his workers until he reads about this model and learns to appeal to all four drives. He does this by structuring pay and rewards to leverage acquisition, fostering bonding through social activities, ensuring employees are constantly learning new skills, and making them feel pride in the company. As a result, employee motivation and company performance improved.
![The drive to Acquire is about an employees need to acquire stuff [ like money, things, awards, prestige ] $$](https://image.slidesharecdn.com/motivation-13026810560473-phpapp02/85/Motivation-is-necessary-32-320.jpg)
![But employees also have a drive to Bond [ form positive social relationships with co-workers ]](https://image.slidesharecdn.com/motivation-13026810560473-phpapp02/85/Motivation-is-necessary-50-320.jpg)
![Of course there is the drive to be Challenged [ be inspired to learn and grow face and overcome challenges ]](https://image.slidesharecdn.com/motivation-13026810560473-phpapp02/85/Motivation-is-necessary-68-320.jpg)
![The last element is the drive to Defend [ defend the company and the ideals it stands for ] ACME](https://image.slidesharecdn.com/motivation-13026810560473-phpapp02/85/Motivation-is-necessary-85-320.jpg)
Motivation is necessary
- 1. about the 4-Drive Model of Employee Motivation A Simple Story Kurt Nelson 息2009 The Lantern Group
- 2. Meet our protagonist Well call him The Manager
- 3. Meet our protagonist Hi! Well call him The Manager
- 4. The Manager works for a Company
- 5. The Manager works for a Company We make stuff!
- 6. But there is a problem
- 7. The workers arent 馨看岳庄厩温岳艶糸
- 8. The workers arent 馨看岳庄厩温岳艶糸 Breaks over!
- 9. The workers arent 馨看岳庄厩温岳艶糸 #%$#*!
- 10. The Manager needs to figure out how to increase employee motivation
- 11. But how? The Manager needs to figure out how to increase employee motivation
- 12. He tried to get the workers excited!
- 13. He tried to get the workers excited! Lets go!
- 14. He tried to get the workers excited! Get motivated!
- 15. He put motivational quotes up around the office
- 16. He tried to instill fear!
- 17. He tried to instill fear! Get moving or your fired!
- 18. He even tried to entice them Salary $$$
- 19. He even tried to entice them Big Bucks! I got the Big Bucks! Salary $$$
- 20. These fixes all worked for a while
- 21. But none of them seemed to work for long
- 22. Ho Hum But none of them seemed to work for long
- 23. Then one day The Manager read a book
- 24. Called Driven , by Lawrence and Nohria
- 25. And it helped him figure outwhat he needed to do
- 26. And it helped him figure outwhat he needed to do Eureeka!
- 27. He realized there are four main drives that impact employee motivation
- 28. Acquire, Bond, Challenge and Defend He realized there are four main drives that impact employee motivation
- 29. And that he needed to work on all four of these drives with his employees
- 30. As Lawrence and Nohria say, every job must provide an opportunity to fulfillall four drives. And that he needed to work on all four of these drives with his employees
- 31. The drive to Acquire is about an employees need to acquire stuff
- 32. The drive to Acquire is about an employees need to acquire stuff [ like money, things, awards, prestige ] $$
- 33. They are motivated to Acquire this stuff $$
- 34. And theyll work hard to get it $$
- 35. And theyll work hard to get it $$
- 36. And theyll work hard to get itand keep it $$
- 37. And theyll work hard to get itand keep it $$
- 38. And theyll work hard to get itand keep it Grrr!!!! $$
- 39. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay) Bonus Check $$$
- 40. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay) Utilize incentives to drive performance and create a culture of recognition and reward Bonus Check $$$
- 41. The Manager also knows that the Acquire drive is relative Bonus Check $$$
- 42. Employees will always compare themselves to others the drive is never fully satisfied The Manager also knows that the Acquire drive is relative Bonus Check $$$
- 43. And you need to know what your employees think Bonus Check $$$
- 44. Find out who your employees compare themselves too ( this is not always obvious) and make sure that your pay and perks are comparable And you need to know what your employees think Bonus Check $$$
- 45. And The Manager knows that the drive to Acquire is about more than just money Wendy is NUMBER !
- 46. And The Manager knows that the drive to Acquire is about more than just money The drive to Acquire is also about prestige and status Wendy is NUMBER !
- 47. And The Manager knows that the drive to Acquire is about more than just money Make sure you give credit and promote your employees achievements! Wendy is NUMBER !
- 48. But employees also have a drive to Bond
- 49. But employees also have a drive to Bond
- 50. But employees also have a drive to Bond [ form positive social relationships with co-workers ]
- 51. Bonding is an innate drive that helps employees feel part of a group
- 52. They will go out of their way to help people in their group
- 53. They will go out of their way to help people in their group Do you need any help?
- 54. These bonds will help to instill loyalty and engender positive emotions about the company
- 55. These bonds will help to instill loyalty and engender positive emotions about the company What a great place to work!
- 56. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!
- 57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!
- 58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction Beers on me!
- 59. Which leads to the employees identifying themselves as a team Beers on me!
- 60. Beers on me! Which leads to the employees identifying themselves as a team
- 61. Beers on me! Which leads to the employees identifying themselves as a teamwith more motivation
- 62. The Manager knows that teambuilding sessions are about more than fun
- 63. The Manager knows that teambuilding sessions are about more than fun Teambuilding should provide opportunities for greater bonding and trust building
- 64. The Manager knows that teambuilding sessions are about more than fun And should create a shared experience that helps build a unique and positive culture
- 65. And that celebrations actually have a business impact
- 66. And that celebrations actually have a business impact Happy Birthday!
- 67. Of course there is the drive to be Challenged
- 68. Of course there is the drive to be Challenged [ be inspired to learn and grow face and overcome challenges ]
- 69. Where regular employees can become
- 70. Where regular employees can become SUPER HEROES!
- 71. And by creating variety, stretch goals, new experiences, and opportunities to learn
- 72. Companies create teams of super heroes!
- 73. Who come to work motivated and engaged!
- 74. Who come to work motivated and engaged!
- 75. Who come to work motivated and engaged!
- 76. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
- 77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things We are going for that
- 78. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things We are going for that
- 79. And structure the jobs and the processes so they dont become routine and rote
- 80. And structure the jobs and the processes so they dont become routine and rote Im bored
- 81. But instead they challenge the individual
- 82. But instead they challenge the individual Set stretch goals, assign different types of projects, job sharing, have contests, expand duties
- 83. And provide new learning opportunities Training classes, job shadowing, mentorships, strategic planning
- 84. The last element is the drive to Defend ACME
- 85. The last element is the drive to Defend [ defend the company and the ideals it stands for ] ACME
- 86. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks ACME
- 87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks You talkin to me? ACME
- 88. Competitive action comp ACME
- 89. The Economy ACME
- 90. Rumors and negative talk Negative information and rumors ACME
- 91. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company
- 92. And feel pride about what the company does and how it acts
- 93. This means that The Manager has to do and act the right way as well
- 94. This means that The Manager has to do and act the right way as well I need to be honest and courteous being transparent about how and what the company is doing
- 95. This means that The Manager has to do and act the right way as well I need to highlight the good that we do and constantly focus on the big picture!
- 96. This means that The Manager has to do and act the right way as well And I need to stick up for my team and walk the walk
- 97. So The Manager implemented these changes and low and behold.
- 98. So The Manager implemented these changes and low and behold.motivation improved
- 102. And The Manager got promoted!
- 103. And The Manager got promoted!
- 104. And The Manager got promoted!
- 105. And The Manager got promoted! Yeah!
- 106. To find out more about the 4-Drive Model www.lanterngroup.com 612-396-6392 息2009 The Lantern Group use permitted with acknowledgement Read this Or contact us
- 107. 息2009 The Lantern Group use permitted with acknowledgement Bye!