Critical Review “Employee Motivation- a Powerful New Model” by Nitin Nohria, Boris Groysberg and Linda-Eling Lee
2013
Critical Review
“Employee Motivation- A Powerful New Model” by Nitin Nohria, Boris Groysberg and Linda-Eling Lee
Group 1: Ajit Shenoi (29), Mandar Jha (15), Nandan) Mathur (20), Kshitij Varma (39), Sarin Sio (33) PGDM-Communications 8/9/2013
SUMMARY
The article attempts to shed light on the issue of motivating employees. The topic of motivation has been one that has intrigued thinkers thorough our history. As a result from Aristotle to Freud to finally Maslow everyone has had their own take on the topic. However the writer believes that some of the previous theories on motivation were formulated based on careful observation and investigation. These theories did not enjoy the advantage of having modern knowledge at their disposal. Thanks to cross disciplinary research in various field like neuroscience, biology and evolutionary psychology, today one can formulate a more applicable and universal theory. The article identifies four basic emotional needs or drives, they are: Drive to acquire: Obtaining scarce goods including tangibles such as social status Drive to bond: Form connections with individuals and groups Drive to comprehend: Satisfy our curiosity and master the world around us Drive to defend: Protect against external threats
Two major studies were undertaken to arrive at this theory. One involved surveying 385 employees of two firms-one a financial services giant and the other a leading IT services firm. The other study included survey of 300 of the fortune 500 companies. To define overall motivation four commonly measure workplace indicators were taken, which are: 1. 2. 3. 4. Engagement Satisfaction Commitment Intention to quit
Both the studies showed that an organization’s ability to meet the four fundamental drives is on an average about 60% of the employee’s variance on motivational indicators. It was also found that certain drives influence motivation more than others. But a company on the whole can improve its
Critical Review
“Employee Motivation- A Powerful New Model” by Nitin Nohria, Boris Groysberg and Linda-Eling Lee
Group 1: Ajit Shenoi (29), Mandar Jha (15), Nandan) Mathur (20), Kshitij Varma (39), Sarin Sio (33) PGDM-Communications 8/9/2013
SUMMARY
The article attempts to shed light on the issue of motivating employees. The topic of motivation has been one that has intrigued thinkers thorough our history. As a result from Aristotle to Freud to finally Maslow everyone has had their own take on the topic. However the writer believes that some of the previous theories on motivation were formulated based on careful observation and investigation. These theories did not enjoy the advantage of having modern knowledge at their disposal. Thanks to cross disciplinary research in various field like neuroscience, biology and evolutionary psychology, today one can formulate a more applicable and universal theory. The article identifies four basic emotional needs or drives, they are: Drive to acquire: Obtaining scarce goods including tangibles such as social status Drive to bond: Form connections with individuals and groups Drive to comprehend: Satisfy our curiosity and master the world around us Drive to defend: Protect against external threats
Two major studies were undertaken to arrive at this theory. One involved surveying 385 employees of two firms-one a financial services giant and the other a leading IT services firm. The other study included survey of 300 of the fortune 500 companies. To define overall motivation four commonly measure workplace indicators were taken, which are: 1. 2. 3. 4. Engagement Satisfaction Commitment Intention to quit
Both the studies showed that an organization’s ability to meet the four fundamental drives is on an average about 60% of the employee’s variance on motivational indicators. It was also found that certain drives influence motivation more than others. But a company on the whole can improve its