Self-determination theory

Definition

Self-determination theory is a psychological framework that emphasizes the importance of intrinsic motivation and the role of three basic psychological needs: autonomy, competence, and relatedness. This theory suggests that when these needs are satisfied, individuals are more likely to be motivated, engaged, and perform at their best. It highlights how personal agency and self-motivation contribute significantly to overall employee motivation in various settings.

5 Must Know Facts For Your Next Test

1. Self-determination theory posits that individuals are more motivated when they feel they have control over their own actions, which can lead to increased job satisfaction and performance.
2. The theory differentiates between intrinsic and extrinsic motivation, emphasizing that intrinsic motivation tends to yield better long-term outcomes for both employees and organizations.
3. Satisfying the basic psychological needs of autonomy, competence, and relatedness can lead to improved employee well-being and enhanced performance.
4. Research shows that environments that support self-determination can foster creativity and innovative thinking among employees.
5. Self-determination theory has been applied in various fields, including education, health care, and organizational behavior, illustrating its broad relevance in understanding motivation.

Review Questions

• How does self-determination theory differentiate between intrinsic and extrinsic motivation?
  • Self-determination theory distinguishes intrinsic motivation as engaging in activities because of the inherent satisfaction or joy derived from them. In contrast, extrinsic motivation refers to engaging in activities to obtain external rewards or avoid negative outcomes. Understanding this distinction is crucial for employers because fostering intrinsic motivation through supportive practices can lead to higher levels of engagement and job satisfaction among employees.
• Discuss how satisfying the basic psychological needs identified in self-determination theory can enhance employee performance.
  • When employers create an environment that meets the basic psychological needs of autonomy, competence, and relatedness, employees are more likely to feel motivated and engaged. Autonomy allows employees to take ownership of their tasks; competence provides a sense of effectiveness in their work; and relatedness fosters connections with colleagues. Together, these elements boost overall performance by encouraging employees to invest themselves fully in their roles.
• Evaluate the implications of self-determination theory for organizational practices aimed at increasing employee motivation.
  • Implementing self-determination theory within organizational practices has profound implications for enhancing employee motivation. Organizations that prioritize autonomy by allowing employees to make choices in their work, promote competence through training and development opportunities, and foster relatedness through team-building initiatives will likely see improved employee engagement and productivity. By understanding and applying these principles, organizations can create a motivating environment that not only benefits individual employees but also leads to greater organizational success.

Related terms

Intrinsic Motivation: The drive to engage in an activity for its own sake, due to the enjoyment or fulfillment derived from the activity itself.

Extrinsic Motivation: The drive to engage in an activity to achieve a separable outcome, such as receiving rewards or avoiding negative consequences.

Basic Psychological Needs: The essential needs identified by self-determination theory: autonomy (the need to feel in control), competence (the need to feel effective), and relatedness (the need to feel connected to others).