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Ernesto222222222587

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  • 1. Aspt:GONZALEZARMIJOS ERNESTO
  • 2. about the 4-Drive Model of Employee Motivation A Simple Story Kurt Nelson ©2009 The Lantern Group
  • 3. Meet our protagonist… We’ll call him “The Manager”
  • 4. Meet our protagonist… Hi! We’ll call him “The Manager”
  • 5. The Manager works for a Company
  • 6. The Manager works for a Company We make stuff!
  • 7. But there is a problem…
  • 8. The workers aren’t motivated…
  • 9. The workers aren’t motivated… Breaks over!
  • 10. The workers aren’t motivated… #%$#*!
  • 11. The Manager needs to figure out how to increase employee motivation
  • 12. But how? The Manager needs to figure out how to increase employee motivation
  • 13. He tried to get the workers excited!
  • 14. He tried to get the workers excited! Let’s go!
  • 15. He tried to get the workers excited! Get motivated!
  • 16. He put motivational quotes up around the office
  • 17. He tried to instill fear!
  • 18. He tried to instill fear! Get moving or your fired!
  • 19. He even tried to “entice” them
  • 20. He even tried to “entice” them Big Bucks! I got the Big Bucks!
  • 21. These “fixes” all worked for a while…
  • 22. But none of them seemed to work for long
  • 23. Ho Hum… But none of them seemed to work for long
  • 24. Then one day The Manager read a book
  • 25. Called Driven, by Lawrence and Nohria
  • 26. And it helped him figure out…what he needed to do
  • 27. And it helped him figure out…what he needed to do Eureeka!
  • 28. He realized there are four main drives that impact employee motivation
  • 29. Acquire, Bond, Challenge and Defend He realized there are four main drives that impact employee motivation
  • 30. And that he needed to work on all four of these drives with his employees
  • 31. As Lawrence and Nohria say, “every job must provide an opportunity to fulfill…all four drives.” And that he needed to work on all four of these drives with his employees
  • 32. The drive to Acquire is about an employees need to acquire “stuff”
  • 33. The drive to Acquire is about an employees need to acquire “stuff” [ like money, things, awards, prestige ] $$
  • 34. They are motivated to Acquire this “stuff” $$
  • 35. And they’ll work hard to get it
  • 36. And they’ll work hard to get it…
  • 37. And they’ll work hard to get it…and keep it
  • 38. And they’ll work hard to get it…and keep it
  • 39. And they’ll work hard to get it…and keep it Grrr!!!!
  • 40. So now The Manager knows the way to structure pay and rewards to leverage the drive to Acquire (not just as base pay)
  • 41. 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
  • 42. The Manager also knows that the Acquire drive is relative
  • 43. Employees will always compare themselves to others… the drive is never fully satisfied The Manager also knows that the Acquire drive is relative
  • 44. And you need to know what your employees think
  • 45. 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
  • 46. And The Manager knows that the drive to Acquire is about more than just money
  • 47. 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
  • 48. 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!
  • 49. But employees also have a drive to Bond
  • 50. But employees also have a drive to Bond
  • 51. But employees also have a drive to Bond [ form positive social relationships with co- workers ]
  • 52. Bonding is an innate drive that helps employees feel part of a group
  • 53. They will go out of their way to help people in their group
  • 54. They will go out of their way to help people in their group Do you need any help?
  • 55. These bonds will help to instill loyalty and engender positive emotions about the company
  • 56. These bonds will help to instill loyalty and engender positive emotions about the company What a great place to work!
  • 57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  • 58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  • 59. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  • 60. Which leads to the employees identifying themselves as a team
  • 61. Which leads to the employees identifying themselves as a team…
  • 62. Which leads to the employees identifying themselves as a team…with more motivation
  • 63. The Manager knows that teambuilding sessions are about more than fun…
  • 64. The Manager knows that teambuilding sessions are about more than fun… Teambuilding should provide opportunities for greater bonding and trust building
  • 65. 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
  • 66. And that celebrations actually have a business impact
  • 67. And that celebrations actually have a business impact Happy Birthday!
  • 68. Of course there is the drive to be Challenged
  • 69. Of course there is the drive to be Challenged [ be inspired to learn and grow – face and overcome challenges ]
  • 70. Where regular employees can become…
  • 71. Where regular employees can become… SUPER HEROES!
  • 72. And by creating variety, stretch goals, new experiences, and opportunities to learn…
  • 73. Companies create teams of super heroes!
  • 74. Who come to work motivated and engaged!
  • 75. Who come to work motivated and engaged!
  • 76. Who come to work motivated and engaged!
  • 77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
  • 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. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things We are going for that
  • 80. And structure the jobs and the processes so they don’t become routine and rote
  • 81. And structure the jobs and the processes so they don’t become routine and rote I’m bored
  • 82. But instead they challenge the individual
  • 83. But instead they challenge the individual Set stretch goals, assign different types of projects, job sharing, have contests, expand duties…
  • 84. And provide new learning opportunities Training classes, job shadowing, mentorships, strategic planning
  • 85. The last element is the drive to Defend
  • 86. The last element is the drive to Defend [ defend the company and the ideals it stands for ]
  • 87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
  • 88. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks You talkin’ to me?
  • 89. Competitive action
  • 90. The Economy
  • 91. Rumors and negative talk Negative information and rumors
  • 92. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company
  • 93. And feel pride about what the company does and how it acts
  • 94. This means that The Manager has to do and act the right way as well
  • 95. 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
  • 96. 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!
  • 97. 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…
  • 98. So The Manager implemented these changes and low and behold….
  • 99. So The Manager implemented these changes and low and behold….motivation improved
  • 100. The Company prospered…
  • 101. The Company prospered…
  • 102. The Company prospered…
  • 103. And The Manager got promoted!
  • 104. And The Manager got promoted!
  • 105. And The Manager got promoted!
  • 106. And The Manager got promoted! Yeah!
  • 107. To find out more about the 4-Drive Model www.lanterngroup.com 612-396-6392 ©2009 The Lantern Group – use permitted with acknowledgement Read this… Or contact us…
  • 108. ©2009 The Lantern Group – use permitted with acknowledgement Bye!