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Transcript of Self-Determination Theory
What is the Self-Determination Theory?
People prefer to feel that they have control over their actions.
Anything that makes a previously enjoyable task feel more like an obligation than a freely chosen activity will undermine motivation.
Focus: cognitive evaluation theory
Self Concordance: how strongly people’s reasons for pursuing goals are consistent with their interests and core values
What is Motivation?
Two kinds of Motivation
Intrinsic: doing a task because it is interesting and spontaneously satisfying
Identified: doing a task because it feels personally important to you
External: doing the activity in order to receive a reward or avoid punishment
Introjected: doing an activity for approval or to avoid guilt
Intrinsic vs. Extrinsic Motivation
Intrinsic: motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on external pressures or a desire for reward.
Extrinsic: is the performance of an activity in order to attain an outcome, whether or not that activity is also intrinsically motivated.
SDT suggests that extrinsic motivation can be internalized by the individual if the task fits with their values and beliefs and therefore helps to fulfill their basic psychological needs.
Control vs. Coercion
Demonstrates a decrease in motivation because of the competitive atmosphere and the trademark negative feedback of the reality show.
Rewards and deadlines diminish motivation if people see them as coercive.
If people believe they are in control over their behavior, extrinsic rewards (i.e. verbal praise and feedback) can improve intrinsic motivation.
Analysis of the Theory
Team: Humongous Melonheads
(Tim Chang, Priscilla Chi, Johnny Failla, Skylar Grey, David Leith)
Good goals: goals that help enhance your intrinsic motivation (i.e. Duck Dynasty)
Bad goals: goals that only enhance your extrinsic motivation (i.e. Enron)
Good Goals vs. Bad Goals
STRENGTHS OF THE THEORY
WEAKNESSES OF THE THEORY
STRONG PREDICTIVE VALUE IN WHAT SITUATIONS
WEAK PREDICTIVE VALUE IN WHAT SITUATIONS
Builds stronger team environments
Helps managers understand what drives employees
Supports autonomy to allow workers to explore new ideas
Employees invest more in their work
Develops an engaged and creative workspace
Difficult to understand people's perspectives
Over integration in decision making process could stifle productivity
Supporting peoples exploration and letting them try new ways could lead them off track from their intended goals
Highly Altruistic Professions
Strong Team Design
Teams with Natural Coalitions
Fast paced environments that require quick decision making
Weak team design
Professions with purely greed-based goals
Teams with different values
-Can you think of an example of coercion discouraging intrinsic motivation?
-Can you think of an example of when extrinsic rewards can improve intrinsic motivation?
What have been some times where you have been specifically extrinsically or intrinsically motivated?
Can you think of any situations in which SDT would have
strong predictive value?
weak predictive value?