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This paper aims to critically evaluate the article “Employee Motivation- A Powerful New Model” published by Harvard Business Review. This study was made by Nitin Nohria, Boris Groysberg, and Linda-Eling Lee and they based their research upon the four drives: acquire, bond, comprehend, and defend. The purpose of their studies is to examine a new model, looking at how each of the drives operates and prove for the importance of all these four drives in employee motivation. The authors indicated the organizational levers influence overall motivation. Moreover, the authors demonstrated the role of direct managers to fulfill the drives.
2. Strengthens and Weaknesses
First, two major research studies were undertaken to show an organization’s ability to meet the four fundamental drives explains, on average, about 60% of employees’ variance on motivational indicators (engagement, satisfaction, commitment, and intention to quit) and certain drives influence some motivational indicators more than others. They showed practical implications for managers referring to Bob Nardeli’s and Lowe’s management style, where it is seen the impact of neglecting any particular drive. The result showed that individual managers influence overall motivation as much as an organization as a whole.
The four drives that underlie motivation have been examined in great detail. 1. Drive to acquire: all people are driven to acquire scarce goods but also intangibles e.g. entertainment, social status. 2. Drive to bond: all people driven to bond to their cohorts that causes human’s positive or negative feelings. 3. Drive to comprehend: people have the drive to comprehend which means to satisfy one’s curiosity and master the world around. In the workplace this drive accounts for the desire to make a meaningful contribution 4. Drive to defend: people are naturally...
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