Ernesto222222222587

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Ernesto222222222587

  1. 1. Aspt:GONZALEZARMIJOS ERNESTO
  2. 2. about the 4-Drive Model of Employee Motivation A Simple Story Kurt Nelson ©2009 The Lantern Group
  3. 3. Meet our protagonist… We’ll call him “The Manager”
  4. 4. Meet our protagonist… Hi! We’ll call him “The Manager”
  5. 5. The Manager works for a Company
  6. 6. The Manager works for a Company We make stuff!
  7. 7. But there is a problem…
  8. 8. The workers aren’t motivated…
  9. 9. The workers aren’t motivated… Breaks over!
  10. 10. The workers aren’t motivated… #%$#*!
  11. 11. The Manager needs to figure out how to increase employee motivation
  12. 12. But how? The Manager needs to figure out how to increase employee motivation
  13. 13. He tried to get the workers excited!
  14. 14. He tried to get the workers excited! Let’s go!
  15. 15. He tried to get the workers excited! Get motivated!
  16. 16. He put motivational quotes up around the office
  17. 17. He tried to instill fear!
  18. 18. He tried to instill fear! Get moving or your fired!
  19. 19. He even tried to “entice” them
  20. 20. He even tried to “entice” them Big Bucks! I got the Big Bucks!
  21. 21. These “fixes” all worked for a while…
  22. 22. But none of them seemed to work for long
  23. 23. Ho Hum… But none of them seemed to work for long
  24. 24. Then one day The Manager read a book
  25. 25. Called Driven, by Lawrence and Nohria
  26. 26. And it helped him figure out…what he needed to do
  27. 27. And it helped him figure out…what he needed to do Eureeka!
  28. 28. He realized there are four main drives that impact employee motivation
  29. 29. Acquire, Bond, Challenge and Defend He realized there are four main drives that impact employee motivation
  30. 30. And that he needed to work on all four of these drives with his employees
  31. 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. 32. The drive to Acquire is about an employees need to acquire “stuff”
  33. 33. The drive to Acquire is about an employees need to acquire “stuff” [ like money, things, awards, prestige ] $$
  34. 34. They are motivated to Acquire this “stuff” $$
  35. 35. And they’ll work hard to get it
  36. 36. And they’ll work hard to get it…
  37. 37. And they’ll work hard to get it…and keep it
  38. 38. And they’ll work hard to get it…and keep it
  39. 39. And they’ll work hard to get it…and keep it Grrr!!!!
  40. 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. 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. 42. The Manager also knows that the Acquire drive is relative
  43. 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. 44. And you need to know what your employees think
  45. 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. 46. And The Manager knows that the drive to Acquire is about more than just money
  47. 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. 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. 49. But employees also have a drive to Bond
  50. 50. But employees also have a drive to Bond
  51. 51. But employees also have a drive to Bond [ form positive social relationships with co- workers ]
  52. 52. Bonding is an innate drive that helps employees feel part of a group
  53. 53. They will go out of their way to help people in their group
  54. 54. They will go out of their way to help people in their group Do you need any help?
  55. 55. These bonds will help to instill loyalty and engender positive emotions about the company
  56. 56. These bonds will help to instill loyalty and engender positive emotions about the company What a great place to work!
  57. 57. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  58. 58. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  59. 59. So The Manager now knows that he has to foster bonding and create opportunities for social interaction
  60. 60. Which leads to the employees identifying themselves as a team
  61. 61. Which leads to the employees identifying themselves as a team…
  62. 62. Which leads to the employees identifying themselves as a team…with more motivation
  63. 63. The Manager knows that teambuilding sessions are about more than fun…
  64. 64. The Manager knows that teambuilding sessions are about more than fun… Teambuilding should provide opportunities for greater bonding and trust building
  65. 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. 66. And that celebrations actually have a business impact
  67. 67. And that celebrations actually have a business impact Happy Birthday!
  68. 68. Of course there is the drive to be Challenged
  69. 69. Of course there is the drive to be Challenged [ be inspired to learn and grow – face and overcome challenges ]
  70. 70. Where regular employees can become…
  71. 71. Where regular employees can become… SUPER HEROES!
  72. 72. And by creating variety, stretch goals, new experiences, and opportunities to learn…
  73. 73. Companies create teams of super heroes!
  74. 74. Who come to work motivated and engaged!
  75. 75. Who come to work motivated and engaged!
  76. 76. Who come to work motivated and engaged!
  77. 77. The Manager knows that he has to ensure that his employees are constantly challenged and learning new things
  78. 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. 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. 80. And structure the jobs and the processes so they don’t become routine and rote
  81. 81. And structure the jobs and the processes so they don’t become routine and rote I’m bored
  82. 82. But instead they challenge the individual
  83. 83. But instead they challenge the individual Set stretch goals, assign different types of projects, job sharing, have contests, expand duties…
  84. 84. And provide new learning opportunities Training classes, job shadowing, mentorships, strategic planning
  85. 85. The last element is the drive to Defend
  86. 86. The last element is the drive to Defend [ defend the company and the ideals it stands for ]
  87. 87. Where employees feel such pride and attachment to the company that they are motivated to defend it against all attacks
  88. 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. 89. Competitive action
  90. 90. The Economy
  91. 91. Rumors and negative talk Negative information and rumors
  92. 92. The Manager knows that to activate the drive to Defend, employees must feel a connection to the company
  93. 93. And feel pride about what the company does and how it acts
  94. 94. This means that The Manager has to do and act the right way as well
  95. 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. 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. 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. 98. So The Manager implemented these changes and low and behold….
  99. 99. So The Manager implemented these changes and low and behold….motivation improved
  100. 100. The Company prospered…
  101. 101. The Company prospered…
  102. 102. The Company prospered…
  103. 103. And The Manager got promoted!
  104. 104. And The Manager got promoted!
  105. 105. And The Manager got promoted!
  106. 106. And The Manager got promoted! Yeah!
  107. 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. 108. ©2009 The Lantern Group – use permitted with acknowledgement Bye!

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