Motivation : Self

Determination Theory
Session Overview

 What is motivation?
 What is self-determination?
 What is self-determination theory of
motivation?
 How can we use SDT in organizational
structure?
What is motivation?

 A motive is an impulse that causes a

person to act.
 Motivation is an internal process that
makes a person move toward a goal.
 Motivation can facilitate an individual
reaching his/her personal goals, and
can facilitate the self-development of
an individual.
What is self-determination?

“Self determination reflects our views of

our own abilities and what that identifies
with the organization and its goals.”
Our Definitions of Self-Determination

 Self-determination is taking charge.

 Self-determination is being confident in
you!
 Self-determination keeps me
motivated.
 Self-determination is when you are
making new opportunities.
 Self-determination brings the future to
us.
What is self-determination theory
of motivation?

 The theory was developed by Richard M. Ryan &

Edward L. Deci in 1985.

 A theory of motivation that is concerned with the

beneficial effects of intrinsic motivation and the
harmful effects of extrinsic motivation.
Extrinsic and Intrinsic
Motivation
 Extrinsic motivation is a drive to behave in certain
ways that comes from external sources and results
in external rewards. Such sources include grading
systems, employee evaluations.
 Intrinsic motivation comes from within. There are
internal drives that motivate us to behave in certain
ways, including our core values, our interests, and
our personal sense of morality.
SDT Model
Autonomy
 Refers to being self initiating and self-regulating of
one’s own actions.
 Autonomy or freedom of choice. Perceived
autonomy is high when individuals feel they are
engaging in an activity they want to do, not because
they feel pressurized by other people
(mangers/peers/top management) or external
factors (expectations).
How can we use SDT in
organizational structure?
 We can promote relatedness through team lunches,
quizzes and employee of the month awards.
 We can set goals for sub-ordinates based on their
interests and core values.
 We can encourage peer-to-peer mentoring to
ensure employees of varying levels of seniority can
coach each other.
 We can demonstrate autonomy by letting
employees work remotely and benefit from flexible
working schedules. This ensures a healthy work-life
balance and demonstrates trust.
Thank You