Four-drives theory encourages organizations to rely on financial rewards rather than non-financial rewards to motivate employees.

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Four-drives theory suggests that employees are motivated by four basic drives: the drive to acquire (financial rewards), the drive to bond (socialization and relationships), the drive to comprehend and learn (personal growth and development), and the drive to defend (fighting against threats to oneself and the organization). Therefore, the theory encourages organizations to provide a mix of both financial and non-financial rewards to effectively motivate employees.

Four-Drives Theory Encourages Organizations to Rely on Financial Rewards Rather