Introduction:
Interestingly, studies reveal that even up to 80% of the workforce of organizations globally remain uninterested in their jobs and this leads to a loss of more than $450 billion worth of efficiency each year. Such finding clearly illustrate the need for exploring what makes people more motivated, and it is towards addressing this question that self-determination theory has been developed. Self-determination theory, an appealing explanation of human behavior and motivation, assists in tapping into and harnessing people’s energy toward worthwhile pursuits in an organizational context.
It is a common experience for individuals to experience the sense of lack of identity and calling in their careers, consequently resulting in symptoms of apathy and discontentment. But is it possible to know how to influence specific motivational tendencies that humans have and achieve the desired level of satisfaction and passion? Self-determination theory has provided an answer to this issue identifying three innate psychological needs that are necessary to understand and predict human behavior as well as approaches on how one could enhance these needs particularly of autonomy, competence and relatedness in one and others. In this article we will define the theory of self-determination and review some of the key principles of the theory, as well as, some of the ways you can implement it in your everyday life.
The Self-Determination Theory (SDT) is a theoretical perspective that examines people’s requirements for psychological and social growth. Developed by Edward Deci and Richard Ryan, SDT posits that human behavior is motivated by three innate psychological needs: self-determination theory was used to measure three essential psychological needs: autonomy, competence, and relatedness. These needs are the basic factors that affect the behavior of people, and they have a huge impact on motivations and objectives, as well as general states of well-being.
Understanding the Three Types of Motivation: Intrinsic, Extrinsic, and Amotivation
At the heart of SDT is the concept of motivation, which is divided into three distinct types: McKnight et al. found four antecedents: intrinsic motivation, extrinsic motivation, and amotivation. Positive self-motivation is basically of two types: extrinsic and intrinsic and both have separate motivation, effects and importance.
The main aspects of the theory are autonomy, competence and relatedness as the sources of intrinsic motivation. When intrinsically motivated, we partake in activities for motives that are inherent in the activity and one finds purpose in the activity. Looking at it from the positive side, the motivation is vested in the potential for learning, creating and developing, as well as the pleasure associated with attaining the intended objectives. Intrinsic motivation reflects voluntary activities that are self-initiated and self-maintained, including interest, enjoyment, and recreation.
In contrast, extrinsic motivation is one that is obtained from environmental factors that include appealing incentives, approval from others, and peer pressure. Extrinsic motivation is the type of motivation whereby the individual is pressured to perform specific activities to get outside rewards or incentives that accrue to him or her or results from the endeavor. However, there are problems related to extrinsic motivation too: When motivation is based on outer incentives it can have successful results only for a short period of time, in the long run it can leade to burn-out, demotivation, and a decrease of subjective well-being.
Amotivation is the opposite of motivation, and it is more of a situation where one will not be motivated either through internal motivation, or external motivation. It means that when we are amotivated we may fail to identify with the pursuit of the goals that we set, perhaps we do not have something for which we feel that it is worthwhile to work and strive, and we may feel helpless. Amotivation may be caused by external forces, lack of control over the activities, or having no hope in the task at hand.
The Three Psychological Needs in SDT
Self-Determination Theory (SDT) posits that human behavior is motivated by three innate psychological needs: autonomy, competence, and relatedness. These needs are the fundamental drivers of human behavior, and they play a crucial role in shaping our motivations, goals, and overall well-being.
Autonomy
The need for autonomy refers to the desire to feel a sense of control and independence in one’s actions and decisions. When we feel autonomous, we are able to make choices that align with our values and interests, and we are able to act in accordance with our own goals and values. Autonomy is essential for our sense of identity and self-concept, and it is a fundamental need that drives human behavior.
When our autonomy is supported, we are more likely to experience intrinsic motivation, which is characterized by a desire to engage in activities for their inherent enjoyment and satisfaction. Autonomy support can take many forms, such as providing choices, offering feedback, and respecting individual differences.
Competence
Competence need it is the self-need that hospitalized individuals have the wish to feel competent in completing transactions with their environment. The fact is that Proficient experience which means that we are ready to achieve our needs and goals and thus gain confidence or self efficacy. Personal competence is key to self-identity and self-esteem and refers to one of the most basic and significant needs that influence people’s behavior.
That is when nursing competence is relevantly supported, interior motivation is sensed as the ability to engage and pursue intrinsic motivation characterized by a self-supplying motive to pursue necessary activities for enjoyment. Competence support can be both formal and informal but includes, providing learning experiences, feedback and significantly acknowledging accomplishment.
Relatedness
Relatedness need is a fundamental need where the individual wants to feel affiliated or connected to others. When we have a sense of belonging we are free to develop interpersonal relationship and relationships organized in a manner that fosters humane and healthy social interactions that promote require and acknowledge the rights of human worth. Connection is a critical component of a well-functioning human as it forms the basis of our frequently stated core need – and that is belonging.
Finally, when our relatedness needs are met, people are in a position to develop what is known as autonomous motivation – that is, the motivation that comes from freely choosing an activity because it is interesting to do it. Relatedness support can be physical, wherein one can get chances to meet people, be it friends or family, emotional, in form of comforting words and appreciation of social contacts.
Applications of SDT in Various Fields
Self-Determination Theory (SDT) has been applied in various fields to promote the satisfaction of the three psychological needs: autonomy, competence, and relatedness. Here, we will explore some of the ways in which SDT has been applied in education, workplace, healthcare, and personal development.
Education
In education, SDT has been used to promote student motivation and engagement. For example, providing students with choices and autonomy in their learning can increase their motivation and satisfaction. Teachers can also use SDT to create a supportive learning environment that fosters a sense of relatedness among students.
One study found that when students were given autonomy in their learning, they reported higher levels of motivation and engagement compared to students who were given less autonomy. Additionally, teachers who used SDT-based approaches, such as providing feedback and recognizing student achievements, reported higher levels of student motivation and engagement.
Workplace
SDT has been practiced in workplace productivity enhancement and employee satisfaction. For instance, giving employees the freedom which comes along with the ability to manage one’s own work, can boost up employees’ morale to work and their job contentment levels. FS As for SDT it can also be used by managers to provide a supportive environment, which will help employees to feel related to each other.
Another research indicated that employees in job contexts where they had explicit and greater control and discretion over their tasks rated their jobs as more meaningful and challenging than employees in the lower-control contexts. Furthermore, the managers who implemented some of the interventions from the SDT inclining to fulfil the employees’ psychological needs by providing feedback and praising their achievements claimed that the levels of the employees’ motivation and job satisfaction were higher than before.
Healthcare
Healthcare is one of the fields that has applied SDT in order to encourage patient’s self-motivation and follow treatment regime. For instance, empowering the patients and giving them the ability to decide when and how they are treated can go a long way in motivating them to accept the treatment plans that are being offered to them. Automotive companies, by applying the SDT, can also provide a supportive environment for patients and healthcare providers within the healthcare sector.
Another research showed that when patients themselves are allowed to have certain amount of choices and authority regarding their treatment program, they were more motivated and compliant as opposed to those patients who have limited or no control at all over their treatment program. In the same regard, the study established that healthcare providers who implemented SDT-based strategies, for instance offering feedback and subsequent endorsement of patients’ accomplishments realized higher patient motivation and compliance with set plans.
Personal Development
In personal development, SDT has been used to promote individual motivation and well-being. For example, providing individuals with autonomy and control over their personal goals can increase their motivation and well-being. Coaches and mentors can also use SDT to create a supportive environment that fosters a sense of relatedness among individuals.