Four drive theory

Lawrence and Nohria’s Four Drive Theory

Lawrence and Nohria suggest that there are four factors that drive motivation. They were attempting to explore the determinants of human behaviour, and applied this to a business world.

1. Drive to Acquire

2. Drive to Bond

3. Drive to Learn

4. Drive to Defend

Four Drive Theory

Four Drive Theory: provides an interpretation of human behaviour that covers all emotions and motivations, and is based in evolutionary past. It covers the drive to acquire, bond, learn, and defend.

 How does this motivate people?

• Lawrence and Nohria argue that each of the four drives acts as a motivator, so satisfying one or more will result in increased motivation.

Lawrence and Nohria’s Four Drive Theory

1. Drive to Acquire: is the desire to achieve rewards and high status
   
   

2. Drive to Bond: is the desire to participate in social interactions and feel a sense of belonging.
   
   

3. Drive to Learn: the desire to gain knowledge, skills, and experience
   
   

4. Drive to Defend: the desire to protect personal security as well as the values of the business

Drive To Acquire

The drive to acquire is also known as achievement. It is the means of identifying the desire for non-material things (such as status, influence) and money. 

Employers can use this to motivate by:

• Ensuring pay is comparable with other businesses 

• Using monetary related rewards for performance, including incentives and bonuses

• Allow employees to feel proud of their work, e.g., promotions and recognition. 

• Establishing high levels of performance and rewards

• Increased range of responsibilities

Drive To Bond

The drive to bond is most commonly about creating a sense of belonging in the workplace. Individuals want to feel liked and appreciated. 

Employers can use this to motivate by:

• Ensure managers interact with employees in a positive way 

• Develop corporate culture and improve relationships, e.g., celebrating milestones outside of the workplace such as birthdays, engagements etc

• Encourage teamwork and collaboration, with high value placed on collective achievements 

• Holding social events that employees can regularly attend

• Personal friendships between employees are fostered and supported

Drive to Learn

The drive to learn involves the need to understand the work we are doing, and being challenged via interesting/varied work experiences.

Employers can use this to motivate by:

• Provide opportunities to learn new skills regularly 

• Create interesting tasks and variety of duties for each employee to avoid repetition and boredom 

• Build challenges into each work assignment to increase satisfaction when task is finished 

• Create daily work that employees feel is developing valuable skills and experience 

• Active supporting of the gaining of additional skills and qualifications, including from external institutions

Drive to Defend

The drive to defend works to ensure the work environment is safe and non-threatening. It works to remove fears and insecurities from the workplace.

Employers can avoid the need to defend by:

• Ensure the workplace is safe and supportive, and intimidation is not used as a management technique

• Fair and consistent treatment of employees

• Systems and processes for rewards are clear and transparent, to avoid discrimination 

• Encourage employees to speak up with concerns, without fear of reprimand

• Developing a vision employees agree with

• Implementing policies utilising employee input

Four Drive Theory Advantages and Disadvantages