Leadership: Analyzing Four Drive Theory and Maslow's Hierarchy

This essay provides a comparative analysis of the Four Drive Theory and Maslow's Hierarchy of Needs, two prominent theories in the field of leadership and motivation. It highlights the key differences, such as the dependency on previous stages in Maslow's theory versus the independence of drives in the Four Drive Theory, as well as the number of drives/needs considered. The essay also explores the alignment between the two theories, particularly their focus on human behavior and satisfaction. Furthermore, it argues for the suitability of the Four Drive Theory in a workplace setting, emphasizing its precision and the effectiveness of the 'Achieve and Acquire' drive in rewarding employees and enhancing organizational success. The essay references relevant academic sources to support its arguments.

Running head: THEORY ANALYSIS
THEORY ANALYSIS
Name of the Student
Name of the University
Author note

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THEORY ANALYSIS
Difference in between Four Drive Theory and Maslow’s need Hierarchical theory
The major difference in between the Four Drive Theory and Maslow’s Hierarchical
theory are as follows: -
Dependency on the previous activity of the process is one of the main differences that
are to be considered. It is seen that for performing and concluding the process of Maslow’s
theory the main aspect that is considered is that for reaching out to a phase, the previous steps
is to be completed. In case the previous step is not completed, one cannot proceed to the next
stage (Saracho 2019). Whereas in case of the Four Drive theory, the stages are independent.
Any drive can be performed at any stage. This leads to the fact that the process is highly
efficient and is used by the leaders.
Another difference that can be stated is that there are 5 drives in the Maslow’s theory
and in case of the Four Drive theory there are 4 drives that are to be considered.
Maslow’s need hierarchy onto Four Drive theory
There is alignment in both the processes as well. The alignment is due to the fact that
both the theories are focused on human behavior. Analyzing human behavior is the main
prospect of the organization. Again, both the theories are not concerned with the work place
motivation (Shafi et al, 2016). This leads to be the fact that both the organizations are having
a similar kind of objective.
Another concerned factor is that both the theories are focused on providing
satisfaction. Pursuit of satisfaction is the major goal of both theories. Just the difference in
satisfaction factor is present in both the theories. Maslow’s law is basically focused on the
satisfying needs whereas the Four Drive theory is based on satisfying drives.
Selection of the theory and reason
Four Drive theory will be much more appropriate for implementation more than that
of the Maslow’s need. The main reason of selecting this theory is because of the preciseness
it provides. There are 4 drives among which one drive can be selected. The drives are namely
Acquire and Achieve, to be challenged and comprehend, to bond and belong and to define
and defend.
As per the requirement of the work place employees, usage of the Achieve and
Acquire will be the best option that is available. With this drive the employees are highly and
deservedly rewarded for better performances that they produce. This drive will be
encouraging the employees of the organization. This ensures that the performers who will be
exceeding the demands of the company target will be getting rewarded. Payment process is
also highly enhanced. This has been a major aspect that is to be considered and hence wise
retaining of the employees can be performed as well (Reeve 2016). This will be impacting on
the organization’s success as well in a positive manner. Another factor that should be
considered is that proper promotion is provided to the top employees internally (Perryer et al,
2016). Dependency issues are also not present in the process and hence wise this will be
bettering the entire operational process.

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THEORY ANALYSIS
References
Perryer, C., Celestine, N. A., Scott-Ladd, B., & Leighton, C. (2016). Enhancing workplace
motivation through gamification: Transferrable lessons from pedagogy. The
International Journal of Management Education, 14(3), 327-335.
Reeve, J. (2016). A grand theory of motivation: Why not?. Motivation and Emotion, 40(1),
31-35.
Saracho, O. N. (2019). MOTIVATION THEORIES, THEORISTS, AND THEORETICAL
CONCEPTIONS. Contemporary Perspectives on Research in Motivation in Early
Childhood Education, 21.
Shafi, A. A., Khemka, M., & Roy Choudhury, S. (2016). A new approach to motivation:
Four-drive model. Journal of Human Behavior in the Social Environment, 26(2), 217-
226.