Four drive theory consist of drive to acquire, bond, comprehend and defend. The drive to
acquire explains on employees wants more salaries, commissions and benefits which enables them
to compete against other employee such as promotion, appreciation and status improvement
recognition. Besides, employees also compare what they have with what others possess and they
always want more.
The drive to bond related with positive and negative emotions. In organization, the drive
to bond will boost employee motivation when they feel proud belonging to the organization and
they will loss morale when they feel betrayed. Employees will feel loneliness, anger and timidity
when the drive to bond is not satisfied compared to when the drive to bond is satisfied it will assist
employee focus on organizational objectives and thinking about the benefits of group they belong
to (Lawrence and Nohria 2002).
Next is the drive to comprehend indicates when employees want to act and respond to
organizational goals in order to make meaningful contribution. Hence, drive to comprehend is a
factor of the innovation creating new knowledge and specialization for all corporation . To satisfy
the drive to comprehend employee’s contribution in making decision processes should be given
and organization should design a duty which it can help employee develop their skill and abilities
and employee can learn new things.