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Adam Cheyne

Hello Class and Professor, For this week's discussion post we are asked to evaluate the following question, Four-drive theory recommends that companies must keep fulfillment of the four drives in balance. What is this balance and why is it important? Give an example (real or hypothetical) of how a company maintains balanced drive fulfillment. Also describe a company that does not provide this balance, including the consequences of this imbalance on employees attitudes and behavior. The four drives are made up of four exceling quantities or qualities. The drive to acquire and achieve, the right to bond and belong, to be challenged and comprehend, and to define and defend. These qualities make up the four-drive theory model, and to look right away at them and I would say they are important because they give employees a sense of purpose and belonging. In order to be successful, one must possess the aspects of success, and if they are found in their workplace, they will have a huge advantage. An example of a company that does not utilize the four-theory model would be Company C. This company allows for workplace gossip, shows favoritism, and allows for employees to goof off at work. Company C is not following the four-drive theory because it is in violation of the right to bond and belong. While some employees enjoy the time to gaff off at work, others feel left out and think that there are 'clicks' forming in at the workplace. For example, Employee C was promoted before Employee D even after her performance suffered from not being on time and missing work, although she has kept close to management during her time at Company C. Company A on the other hand, holds performance meetings monthly with every employee to go over their performance on the job and has highlighted some of each employee's accomplishments. Employee A has been great feedback from management and knows exactly what is expected from her at the workplace. This is important because Company A has demonstrated the right to be challenged and comprehend drive theory. By setting up meetings and giving feedback, Employee A now knows what is expected and can challenge herself to keep up a strong performance.