Self Deterministic Theory

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Organizational Behaviour CIA – 1 Work Motivation through Self- Deterministic Theory and Its relation to other theories. (Review) Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational behavior, 26(4), 331-362. Motivation has to do with set of independent/dependent variable relationships that explains the direction, amplitude, and persistence of an individuals behaviour, holding constant the effect of aptitude, skill and understanding the task contains operating in the environment. (Campbell. Et.al) Self- Deterministic theory is the distinction between autonomous motivation and controlled motivation. Autonomous motivation is where the individual does a task or an activity on their own interest…show more content…
What SDT explains is that autonomous motivation and inner goals are something that can predict better of how a performance of the task is, whereas setting higher goals wont generally predict the performance on the task. The valid point out of this argument comes that motivation and goals means of joining characteristics of the activity and individual differences as well. Action regulation theory has been worked on by Germany in motivation in work setting has also influenced the need to study its relation with self-deterministic theory. It has something called the decision latitude that is basically equal to autonomy in SDT. The major difference in the relation between these two theories occurs is when SDT views decision latitude as only one factor but ignores the other important like inter and intra-personal skills that support in autonomy. Kanfer’s task motivation theory of work motivation basically falls in cognitive genre only. His theory is…show more content…
It does not predict how a persons’ performance will be due to these factors whereas SDT basically gives importance to the affective parts and wellbeing that shows various motivational types and how it affects performance on tasks. The Job characteristic theory by Hackman and Oldham (1980) suggest that in order to increase the inner work motivation the jobs should be designed in a manner that gives a chance to help others, provides positive feelings, helps practice understandable freedom and constructive feedback on their performance from their seniors. Considering this theory, the SDT has a few differences where it says that not just characteristics of the job but how well the managers support autonomy in the employee is what predicts task performance and motivation. In a research by Deci.et .al it was seen that subordinates became more committed and trusting towards the organization when their managers were trained in accepting and supporting autonomy at work place, i.e. understanding employee perspective, etc. Along with this another theory called

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