The four drive theory defined by Nohria and Lawrence has assisted to explain the nature of human needs and the reason as to why humans need those aspects. In a college that needs to achieve its mission and strategy the four drives are applicable since they are elemental and complete in providing a significant explanation of motivations in human that cannot be adjusted to other elemental constituents. The four drives which include to acquire, to defend, to learn and to bond have significant components and features that impact the college workplace interactions. Therefore, it is important to compare and contrast the four drivers and their significant to Florida College in achieving its mission and strategy.
To acquire involves both status and material goods that enhance to significant performance and excellent competition in the work place (Simons 2014). To acquire is basic and involved in collecting the concepts of survival, power and accomplishments. Therefore provided with the aspects of job fulfillment and performance in the college to acquire is significant component for enhancing job satisfaction.
On the other hand, to bond enhances in the urge of an employee to search for other employees and hence involve in a significant mutual caring relationship. Therefore, if the employees are significant in establishing significant relationship with other employees then job performance is excellent. In this way, the college can include this type of drive in enhancing significant attachment to work divisions and work groups and the entire college. To learn is another drive that involves satisfaction of the work environment that leads to developing and exploration and allows curiosity (Simons 2014). In this way, an individual is in a position to understand their importance in the organization. Therefore, if the workers in the college are experienced in their job and acknowledge their challenges in the workplace then the degree of the work satisfaction is excellent. Finally, to defend drive involves driving away any threats in the organization and protecting the welfares of the employees by enhancing security and safety.
Leaning, bonding and acquisition are important drives that individuals strive to fulfill but on the other hand, the defend drive is latent (Simons 2014). This is because defend drive needs to be enhanced by a threat in order to be active. Therefore the college can eliminate any threats by activating the defend drive. Therefore it is a significant aspect to measure the perception of the employees in the college workplace by initiating the four drives.
Simons R, (2014) Designing Organizations for Performance: The Alignment of Design and Strategy: Harvard Business School Press
Simons R, (2014) Tensions of Organizational Design: Optimizing Trade-offs: Harvard Business School Press