Monthly Archives: May 2011
How to answer the question: “What do you make?”
This is from a blog for men call All-Swagga (don’t let the name fool you – it really isn’t about swagga at all but about being true and honest). This is from an author Taylor Mali – by far one … Continue reading
Filed under Uncategorized
Moments
I found this to be beautiful – a reminder of all the little things in this world (the good, bad and ugly) that make it so very wonderful. Hope you like it too. Continue reading
Filed under Gratitude
Implications of 4-Drive Research: Guest Blog by Kristen Swadley
Guest blog by Kristen Swadley
According to the Four-Drive Model the drives to acquire, bond, comprehend, and defend motivate every human being and should all be addressed in the workplace. However, it is critical for managers and leaders to recognize that employees are motivated by the four drives at differing levels. My recent study, which is discussed in the post “New Research on The Four-Drive Theory of Employee Motivation”, revealed that a person’s demographic background effects which of the drives he or she values the most.
This information could have three potentially significant effects on the way managers implement the Four-Drive Model of motivation. Continue reading
Filed under Employee Motivation, Four Drive Theory
Today I’m Grateful For: Skype
My wife is in Chile for 10 days for work…we got to Skype tonight for the first time since she left. 35 minutes of free talk (she doesn’t have a video camera on her computer). Nice to be able to … Continue reading
Filed under Employee Motivation
New Research on The Four Drive Theory of Employee Motivation
Our knowledge of the Four-Drive Model of Employee Motivation is constantly being expanded as researchers study it and organizations work with it. This is exciting because it allows us to use this theory more effectively to drive performance and increase employees motivation.
Recently I have been in contact with Kristen Swadley, a student at Missouri Southern State University. Ms. Swadley has added to our understanding of Four-Drive Model by conducting research to see if demographic differences such as age, gender, marital status, tenure, income, job role, or education level impact any of the four drives. Analyzing data from 315 surveys, Ms. Swadley found some interesting findings that point to both the robustness of the Four-Drive Model as well as how specific demographics correlate to some of the drives. Continue reading
Filed under Employee Motivation, Four Drive Theory, Motivation
Some fun motivational images – enjoy!
www.slideshare.net/kurtnelson/fun-motivational-sayings-and-visuals
Filed under Employee Motivation
“We are human beings, not machines”
What you do is you appeal to their “humanness.” You tap into their drive to make a difference. Ensure that they feel that they are being challenged and give them an opportunity to grow. You make sure that they have friends in the club that they bond with so they can work on the projects together. You make the work as fun as you can. You focus on the good that you are doing in the community and the world. You appeal to people’s pride in what they can bring to the table for this project. You recognize their success and hard work.
Yes, if you want to be an effective leader, you need to focus on the very human side of things. Continue reading
Filed under Employee Motivation, Leadership, Motivation
