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Scientists have been researching the way to get employees motivated for many years. This research in a relational study which builds the fundamental and comprehensive model for study. This is especially true when the business goal is to turn unmotivated teams into productive ones. But their researchers have limitations. It is like studying the movements of car without taking out the engine.
Motivation is what drives people to succeed and plays a vital role in enhancing an organizational development. It is important to study the motivation of employees because it is related to the emotion and behavior of employees. Recent studies show there are four drives for motivation. They are the drive to acquire, the drive to bond, the drive to comprehend and the drive to defend.
The Drive to Acquire
The drive to acquire must be met to optimize the acquire aspect as well as the achievement element. Thus the way that outstanding performance is recognized, the type of perks that is provided to polish the career path. But sometimes a written letter of appreciation generates more motivation than a thousand dollar check, which can serve as the invisible power to boost business engagement. Successful organizations and leaders not only need to focus on the optimization of physical reward but also on moving other levers within the organization that can drive motivation.
The Drive to Bond
The drive to bond is also key to driving motivation. There are many kinds of bonds between people, like friendship, family. In company, employees also want to be an essential part of company. They want to belong to the company. Employees will be motivated if they find personal belonging to the company. In the meantime, the most commitment will be achieved by the employee on condition that the force of motivation within the employee affects the direction, intensity and persistence of decision and behavior in company.
The Drive to Comprehend
The drive to comprehend motivates many employees to higher performance. For years, it has been known that setting stretch goals can greatly impact performance. Organizations need to ensure that the various job roles provide employees with simulation that challenges them or allow them to grow. Employees don’t want to do meaningless things or monotonous job. If the job didn’t provide them with personal meaning and fulfillment, they will leave the company.
The Drive to Defend
The drive to defend is often the hardest lever to pull. This drive manifests itself as a quest to create and promote justice, fairness, and the ability to express ourselves freely. The organizational lever for this basic human motivator is resource allocation. This drive is also met through an employee feeling connection to a company. If their companies are merged with another, they will show worries.
Two studies have been done to find the relations between the four drives and motivation.The article based on two studies was finally published in Harvard Business Review. Most authors’ arguments have laid emphasis on four-drive theory and actual investigations. Using the results of the surveys which executed with employees from Fortune 500 companies and other two global businesses (P company and H company), the article mentions about how independent drives influence employees’ behavior and how organizational levers boost employee motivation.
有二项研究发觉了这四种驱动力和动机相互关系.这篇根据二项研究的文章内容最后发布在《哈佛商业评论》上.大部分创作者的论点论据偏重于四驱动器基础理论和具体调研.文中运用《財富》500强公司和此外俩家全世界公司(P企业和H企业)的员工开展的调查报告,探讨了单独驱动器怎样危害员工的个人行为,及其机构杆杠怎样推动员工鼓励. The studies show that the drive to bond is most related to fulfilling commitment, while the drive to comprehend is most related to how much effort employees spend on works. The drive to acquire can be satisfied by a rewarding system which ties rewards to performances, and gives the best people opportunities for advancement. For drive to defend, a study on the merging of P company and H company shows that employees in former company show an unusual cooperating attitude.
研究说明,创建关联的动力与执行服务承诺更为有关,而了解的动力则与员工在工作方面资金投入的活力更为有关.奖励机制将奖赏与销售业绩挂勾,并且为最出色的员工出示升职机遇,进而考虑她们的好奇心.针对drive to defend,一项有关P企业与H企业合并的研究说明,原企业员工的协作心态与众不同.
The key to successfully motivate employees is to meet all drives. Each of these drives is important if we are to understand employee motivation. These four drives, while not necessarily the only human drives, are the ones that are central to unified understanding of modern human life.