The Four Drive Theory (Lawrence)
ABCD
Motivation theory that says that human behavior is driven by four biological &
evolutionary drives that incorporates emotions & rationality. The drives decide which
emotion is tagged to stimuli. Our mental skill set choose action to reduce need.
1. The drive to Acquire: money, power, status
2. The drive to Bond: friendships, colleagues, family
3. The drive to Defend: themselves & beliefs, groups
4. The drive to Comprehend: discover, understand
Organizations should provide balanced opportunity to fulfill these drives
Learned needs theory (McClelland)
AAP
Needs can be strengthened or weakened through reinforcement, learning and social
conditions. He mentioned three learned needs:
1. Need of Achievement: challenge, feedback & recognition (working alone)
2. Need of Affiliation: approval, conform, avoid conflict (long-term relationship)
3. Need of Power: control over others, decisions, personalized & socialized power
Personalized power is used for themselves, socialized is used to help others.
Expectancy theory of motivation (vroom)
People become motivated when they believe that the behavior will produce the most
favorable outcomes it exist out of 3 main components:
- Effort, Performance & outcome
The effort is based on 3 factors
- E- to- p expectancy: how much they believe effort will lead to performance
- P- to - o expectancy: how much performance will be rewarded
- Outcome valences: is the outcome attractive
, Organizational & behavior modification
Behaviorist approach to motivation. It attempts to change behavior by managing
antecedents & consequences. (A-B-C model)
- Antecedents (cue) = events before behavior, informing that certain behavior will
produce certain consequences
- behavior
- Consequences = events after the behavior
The OBM provides four types of consequences
1. Positive reinforcement: increases behavior by introducing
2. Negative reinforcement: increases behavior by removing
3. Punishment: reduces behavior
4. Extinction: no consequences, behavior reduces
Social cognitive theory
Learning occurs by observing, modeling & anticipating consequences. It gives 3 most
relevant employee motivation
1. Behavior consequences: others, changes P-to-O expectancy
2. Behavior Modeling: imitating, increases self-efficiency
3. Self-regulation: by self-reinforcement: punish/reward because of goals
Effective goal setting & feedback
Goals are more effective when they are SMARTER
- S = Specific: what needs to be accomplished
- M = Measurable: quantity & quality
- A = Achievable: not to challenging
- R = Relevant: within control
- T = Time-framed: due date
- E = Exciting: committed
- R = Reviewed: feedback
ABCD
Motivation theory that says that human behavior is driven by four biological &
evolutionary drives that incorporates emotions & rationality. The drives decide which
emotion is tagged to stimuli. Our mental skill set choose action to reduce need.
1. The drive to Acquire: money, power, status
2. The drive to Bond: friendships, colleagues, family
3. The drive to Defend: themselves & beliefs, groups
4. The drive to Comprehend: discover, understand
Organizations should provide balanced opportunity to fulfill these drives
Learned needs theory (McClelland)
AAP
Needs can be strengthened or weakened through reinforcement, learning and social
conditions. He mentioned three learned needs:
1. Need of Achievement: challenge, feedback & recognition (working alone)
2. Need of Affiliation: approval, conform, avoid conflict (long-term relationship)
3. Need of Power: control over others, decisions, personalized & socialized power
Personalized power is used for themselves, socialized is used to help others.
Expectancy theory of motivation (vroom)
People become motivated when they believe that the behavior will produce the most
favorable outcomes it exist out of 3 main components:
- Effort, Performance & outcome
The effort is based on 3 factors
- E- to- p expectancy: how much they believe effort will lead to performance
- P- to - o expectancy: how much performance will be rewarded
- Outcome valences: is the outcome attractive
, Organizational & behavior modification
Behaviorist approach to motivation. It attempts to change behavior by managing
antecedents & consequences. (A-B-C model)
- Antecedents (cue) = events before behavior, informing that certain behavior will
produce certain consequences
- behavior
- Consequences = events after the behavior
The OBM provides four types of consequences
1. Positive reinforcement: increases behavior by introducing
2. Negative reinforcement: increases behavior by removing
3. Punishment: reduces behavior
4. Extinction: no consequences, behavior reduces
Social cognitive theory
Learning occurs by observing, modeling & anticipating consequences. It gives 3 most
relevant employee motivation
1. Behavior consequences: others, changes P-to-O expectancy
2. Behavior Modeling: imitating, increases self-efficiency
3. Self-regulation: by self-reinforcement: punish/reward because of goals
Effective goal setting & feedback
Goals are more effective when they are SMARTER
- S = Specific: what needs to be accomplished
- M = Measurable: quantity & quality
- A = Achievable: not to challenging
- R = Relevant: within control
- T = Time-framed: due date
- E = Exciting: committed
- R = Reviewed: feedback
