Motivating Drives

Scientists have been researching the way to get employees motivated for many years. This research is a relational study which builds the fundamental and comprehensive model for study. This is especially true when the business goal is to turn unmotivated teams into pro-ductive ones. But their researches have limitations. It is like studying the movements of car without taking out the engine.

Motivation is what drives people to succeed and plays a vital role in enhancing an organi-sational development. It is important to study the motivation of employees because it is related to the emotion and behaviour of employees. Recent studies show there are four drives for motivation. They are the drive to acquire, the drive to bond, the drive to compre-hend and the drive to defend.

The Drive to Acquire

The drive to acquire must be met to optimise the acquire aspect as well as the achievement element. Thus the way that outstanding performance is recognised, the type of perks that is provided to polish the career path. But sometimes a written letter of appreciation generates more motivation than a thousand dollar check, which can serve as the invisible power to boost business engagement. Successful organisations and leaders not only need to focus on the optimisation of physical reward but also on moving other levers within the organisation that can drive motivation.

The Drive to Bond

The drive to bond is also key to driving motivation. There are many kinds of bonds between people, like friendship, family. In company, employees also want to be an essential part of company. They want to belong to the company. Employees will be motivated if they find personal belonging to the company. In the meantime, the most commitment will be achieved by the employee on condition that the force of motivation within the employee affects the direction, intensity and persistence of decision and behaviour in company.

The Drive to Comprehend

The drive to comprehend motivates many employees to higher performance. For years, it has been known that setting stretch goals can greatly impact performance. Organisations need to ensure that the various job roles provide employees with simulation that challenges them or allow them to grow. Employees don’t want to do meaningless things or monoto-nous job. If the job didn’t provide them with personal meaning and fulfillment, they will leave the company.

The Drive to Defend

The drive to defend is often the hardest lever to pull. This drive manifests itself as a quest to create and promote justice, fairness, and the ability to express ourselves freely. The organi-sational lever for this basic human motivator is resource allocation. This drive is also met through an employee feeling connection to a company. If their companies are merged with another, they will show worries.

Two studies have been done to find the relations between the four drives and motivation. The article based on two studies was finally published in Harvard Business Review. Most authors’ arguments have laid emphasis on four-drive theory and actual investigations. Using the results of the surveys which executed with employees from Fortune 500 companies and other two global businesses (P company and H company), the article mentions about how independent drives influence employees’ behaviour and how organisational levers boost employee motivation.

The studies show that the drive to bond is most related to fulfilling commitment, while the drive to comprehend is most related to how much effort employees spend on works. The drive to acquire can be satisfied by a rewarding system which ties rewards to performance, and gives the best people opportunities for advancement. For drive to defend, a study on the merging of P company and H company shows that employees in former company show an unusual cooperating attitude.

The key to successfully motivate employees is to meet all drives. Each of these drives is important if we are to understand employee motivation. These four drives, while not neces-sarily the only human drives, are the ones that are central to the unified understanding of modern human life.

Questions 27 – 31

Choose the correct letter, A, B, C or D.

Write the correct letter in boxes 27-31 on your answer sheet.

• 27.According to the passage, what are we told about the study of motivation?
• 28.What can be inferred from the passage about the study of people’s drives?

A Satisfying employees’ drives can positively lead to the change of behaviour.B Satisfying employees’ drives will negatively affect their emotions.C Satisfying employees’ drives can increase companies’ productions.D Satisfying employees’ drives will result in employees’ outstanding performance.

• 29.According to paragraph three, in order to optimise employees’ performance, ( ) are needed.
• 30.According to paragraph five, how does “the drive to comprehend” help employees perform better?
• 31.According to paragraph six, which of the following is true about “drive to defend”?

Questions 32 – 34

Choose THREE letters, A-F.

Write the correct letters in boxes 32-34 on your answer sheet.

• 32-34.Which THREE of the following statements are true of the study of drives?

Questions 35 – 40

Do the following statements agree with the claims of the writer in Reading Passage 3?

In boxes 35-40 on your answer sheet, write

YES   if the statement agrees with the claims of the writer 

NO   if the statement contradicts the claims of the writer

NOT GIVEN if it is impossible to say what the writer thinks about this

• 35.Increasing pay can lead to the high work motivation.
• 36.Local companies benefit more from global companies through the study.
• 37.Employees achieve the most commitment if their drive to comprehend is met.
• 38.The employees in former company presented unusual attitude toward the merging of two companies.
• 39.The two studies are done to analyse the relationship between the natural drives and the attitude of employees.
• 40.Rewarding system cause the company to lose profit.

答案及解析请付费后查阅：