Theory Of Self-Determination Theory

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INTRODUCTION Self-Determination Theory (SDT) was conceived by Edward L. Deci and Richard M. Ryan. This theory is concerned with human motivation, personality, and optimal functioning. For the purpose of SDT and work motivation, motivation is considered the core of biological, cognitive, and social regulation. Instead of just looking at the amount of motivation, self-determination theory focuses on different types of motivation. SDT focuses on people’s inner motivation. SDT assumes that people naturally self-motivate themselves and that success inherently is the greatest reward, not just external rewards or outcomes. The theory also recognizes that people can become stagnant and passive in their behavior. SDT accounts for this division by examining…show more content…
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance…show more content…
Edwin A. Locke from the University of Maryland. As early as the 1960s, Locke studied the power of goal setting and motivation. The primary principle is that people’s performance will be greater when their goals are specific, clear, and challenging. The goals must be difficult enough to attain with high valence. The theory does not differentiate varying kinds of motivation. In contrast to goal-setting theory, SDT believes that to obtain better results motivation needs to be autonomous and have intrinsic goals. Another work motivation theory is Action Regulation Theory (ART) which can be described as a goal-oriented behavior where there is no cause for action unless there is a goal. ART looks at ways people meet their goals through action and regulation. This theory is useful in understanding organizational design and workflow when issues exist with work procedures. SDT differs from ART in that SDT uses the concepts of autonomous and controlled types of motivation to predict effective performance (Gagne and Deci,

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