INNATE HUMAN DRIVES

NEEDS ARE A PART OF HUMAN NATURE.

NEEDS ARE BASED ON HUMAN DRIVES.
ARE INBORN AND MANIFESTED IN
CONSCIOUS EMOTIONS. INFLUENCE
RATIONAL DECISIONS.
ADAPT ION OF DRIVES TO IMPROVE FUTURE
PROSPECTS OF SURVIVAL AND
REGENERATION.
AFFECTED BY ENVIRONMENT, PHYSICAL
AND SOCIAL CAPABILITIES.

FOUR FUNDAMENTAL
DRIVES
1.
2.
3.
4.

DRIVE TO ACQUIRE.
DRIVE TO BOND.
DRIVE TO LEARN.
DRIVE TO DEFEND.
(REACTIVE)

DRIVE TO ACQUIRE
SEEK, OBTAIN, CONTROL AND RETAIN
OBJECT AND PERSONAL EXPERIENCES.
BEYOND BASIC NEEDS.
BETTER. BIGGER-FASTER-HIGHER.
INCLUDES NEED FOR RELATIVE STATUS
AND RECOGNITION IN SOCIETY.
FOUNDATION OF COMPETITION AND
NEED FOR ESTEEM.

DRIVE TO BOND
FORM SOCIAL RELATIONS. DEVELOP
MUTUAL CARE.
ALIGN WITH GROUPS/OTHERS..
RESEARCH- CONSIDERABLE TIME AND
EFFORT FOR FORMING AND MAINTAINING
RELATIONSHIPS WITHOUT AND MOTIVE/ SPL
CIRCUMSTANCES.
THIS DRIVE MOTIVATES PEOPLE TO
COOPERATE. INGREDIENT OF SUCCESS OF
ORGANISATION AND DEVELOPMENT OF
SOCIETIES.

DRIVE TO LEARN
SATISFY CURIOSITY. KNOW AND
UNDERSTAND ONESELF AND ENVIRONMENT.
CLOSE INFORMATION GAP. INCONSISTENCIES
AND THINGS BEYOND CURRENT
KNOWLEDGE.
SATISFY NEED FOR SOCIAL AND PERSONAL
IDENTITY. HIGH ORDER NEED FOR GROWTH
AND SELF ACTUALIZATION.

DRIVE TO DEFEND
PROTECTION PHYSICALLY AND
SOCIALLY.
FIGHT OR FLIGHT.
FIRST DRIVE TO DEVELOP.
GOES BEYOND DEFENDING ONESELF.
RELATIONSHIPS, ACQUISITIONS AND
BELIEFS.
ALWAYS REACTIVE.

HOW DRIVES AFFECT MOTIVATION

AND BEHAVIOR
EMOTIONAL CENTRE

RATIONAL CENTRE

INNATE
DRIVES

MEMORY
AND
COMPETENCY

EMOTIONAL MARKERS
FEAR
EXCITEMENT
ANGER ETC

HOW DRIVES AFFECT

MOTIVATION AND BEHAVIOR
INNATE DRIVES SPEED UP DECISION
MAKING THROUGH EMOTIONAL
MARKERS: ALTERNATIVES TO AVOID.
ALTERNATIVES TO FAVOUR.

EMOTIONAL MARKERS ARE CONSTANT

SOURCE O MOTIVATION.

NEED FOR ACHIEVEMENT

(nAch)
STRONG nAch REASONABLY CHALLENGING
GOALS THROUGH OWN EFFORTS.
PREFER TO WORK ALONE.
MODERATE RISK TAKERS.
DESIRE FEEDBACK AND RECOGNITION.
MONEY WEAK MOTIVATOR.
SUCCESSFUL ENTREPRENEURS HIGH nAch.
CHALLENGING GOALS, RISK AND
COMPETITION.
CORPORATE/ TEAM LEADERS LOW nAch
DELEGATE WORK, REQUIRE SUPPORT.

ACHIEVEMENT MOTIVATED
ACHIEVEMENT IS MORE IMPORTANT THAN MATERIAL OR
FINANCIAL REWARD.
ACHIEVING THE AIM OR TASK GIVES GREATER PERSONAL
SATISFACTION THAN RECEIVING PRAISE OR
RECOGNITION.
FINANCIAL REWARD REGARDED AS A MEASUREMENT OF
SUCCESS, NOT AN END IN ITSELF.
FEEDBACK IS ESSENTIAL, BECAUSE IT ENABLES
MEASUREMENT OF SUCCESS, NOT FOR REASONS OF
PRAISE OR RECOGNITION
ACHIEVEMENT-MOTIVATED PEOPLE CONSTANTLY SEEK
IMPROVEMENTS AND WAYS OF DOING THINGS BETTER.
ACHIEVEMENT-MOTIVATED PEOPLE WILL LOGICALLY
FAVOUR JOBS AND RESPONSIBILITIES THAT NATURALLY
SATISFY THEIR NEEDS. ENTREPRENEUR, SALES ETC

NEED FOR AFFILIATIONS

(nAff)
DESIRE TO SEEK APPROVAL OF OTHERS, CONFORM TO
THEIR WISHES AND AVOID CONFRONTATION.
STRONG nAff DESIRE TO DEVELOP POSITIVE
RELATIONSHIPS.
PROJECT FAVORABLE IMAGE TO BE LIKED.
ACTIVE SUPPORT OTHERS SMOOTH OUT CONFLICTS.
GOOD COORDINATORS, JOINT PROJECTS, CONFLICT
REVOLVERS.
SALES POSITIONS FOR LONG TERM CUSTOMER
RELATIONSHIP.
LIKE WORKING WITH OTHERS.
INDECISIVE AND CANNOT ALLOCATE SCARCE
RESOURCES.
NOT RECOMMENDED FOR POSITIONS WHICH GENERATE
CONFLICTS.

NEED FOR POWER

(nPow)
DESIRE TO CONTROL ENVIRONMENT PEOPLE AND
RESOURCES.
EXERCISE CONTROL AND MAINTAIN THEIR LEADER
POSITION.
PERSUASIVE COMMUNICATORS. DOMINATE IN MEETINGS.
HIGH PERSONALIZED POWER. FOR ADVANCEMENT IN
CAREER/ PERSONAL INTERESTS.
STATUS SYMBOL. NO REGARDS FOR STAKEHOLDERS.
HIGH SOCIALIZED POWER. FOR BENEFIT OF SOCIETY/
OTHERS.
INCREASE ORGANISATIONAL EFFECTIVENESS.
CORPORATE/ POLITICAL LEADERS. HIGH nPow. MOTIVATES
AND INFLUENCE OTHERS.
BUT REQUIRED IS SOCIALIZED POWER

LEARNING NEEDS

ACHIEVEMENT, AFFILIATION AND POWER NEEDS ARE

LEARNED RATHER THAN INSTINCTIVE.
CAN BE IMPROVED BY TRAINING.
RESEARCH MORE NEW BUSINESSES, GREATER
COMMUNITY INVOLVEMENT, MORE INVESTMENT AND
GREATER EMPLOYMENT.
PRACTICAL IMPLICATIONS: BALANCE BETWEEN DRIVE TO ACQUIRE AND BOND.
FINANCIAL AND SYMBOLIC AWARD FOR TEAMWORK AND
ACHIEVEMENT.
SUPPORT DRIVE TO LEARN. PRACTICE NEW SKILLS.
MINIMIZE DRIVE TO DEFEND. OWN SAFETY, WELL BEING
AND SOCIAL RELATIONSHIP VS EMPLOYEE WELL BEING.