Work Motivation: Self-Determination Theory
We may not always know what motivates our employees, but the self-determination theory is the scientific work motivation theory from Industrial Organizational Psychology, that I apply in my business.
Self-Determination Theory is a work motivation theory that explains how people choose what they will do, in order to achieve their goals. It is based on the three basic human needs of autonomy, competence, and relatedness (Spector, 2021). Autonomy says people want to be able to control their lives at work. Competence says they want to feel that they can do their job well and accomplish what they need to. Relatedness says people have a need for positive relationships with other people.
In this theory, motivation is broken down into four different types of intrinsic, extrinsic, autonomous, and non autonomous (Spector, 2021). Intrinsic motivation happens when people get to do something they like. Extrinsic motivation happens when it leads to external rewards such as pay and promotions, even if doing the work is not necessarily enjoyed. Autonomous motivation happens when people do activities for their own purposes like getting to decide how they want to do their jobs. Non autonomous motivation happens when people are forced to do something they may not want to do, but have to because of external factors, like being threatened at work.
A way an organization might use this theory to create a productive working environment is by providing regular positive feedback and rewards for good performance. This can be done through game elements such as awarding badges or posting rankings on a leaderboard. This will let employees know that they are competent in their job and it will satisfy one of their needs. Employers can also provide autonomy in their work environment which would allow employees to feel intrinsically motivated and be more productive if they are placed in a position doing the kind of work they love. In fact, one study showed that an autonomous form of motivation is far more important in creating a positive work culture and producing positive outcomes than controlling forms (Howard et al., 2016).
Finally, a Christian worldview can also influence employee motivation. In the Word, God satisfies these three basic needs and calls us to do the same for our employees, or for ourselves as an employee.
Autonomy - God gives us the freedom to choose in our lives to follow Him or not. “But if serving the Lord seems undesirable to you, then choose for yourselves this day whom you will serve, whether the gods your ancestors served beyond the Euphrates, or the gods of the Amorites, in whose land you are living. But as for me and my household, we will serve the Lord.” (New International Version Bible, 1973/2011, Joshua 24:15).
Competence - He tells us we are perfectly made by Him and so should feel competent. In Jeremiah He says “Before I formed you in the womb I knew you…” (New International Version Bible, 1973/2011, Jeremiah 1:5). It also says in His word that He has given each of us different skills and talents. “We have different gifts, according to the grace given to each of us. If your gift is prophesying, then prophesy in accordance with your faith; if it is serving then serve; if it is teaching, then teach; if it is to encourage, then give encouragement; if it is giving, then give generously; if it is to lead, do it diligently; if it is to show mercy, do it cheerfully” (New International Version Bible, 1973/2011, Romans 12:6-8).
Relatedness - God came to Earth in the form of Jesus to be with the people, make connections, and calls us to do the same. After all, His second greatest commandment is to “Love your neighbor as yourself” (New International Version Bible, 1973/2011, Galatians 5:14). He does not want us to do this life alone and wired us for relationships.“Though one may be overpowered, two can defend themselves. A chord of three strands is not quickly broken” (New International Version Bible, 1973/2011, Ecclesiastes 4:12)
Self-Determination Theory shows us that if we can have our basic needs met, we will be motivated and can be productive in our organizations. And when we know that God can meet our basic needs, we will not need to look for them in the world, but can do the work He calls us to because He already gives us autonomy, reassures our competence, and can relate, always standing ready to connect with us. We can be motivated by scripture as it says in Philippians,“I press on toward the goal to win the prize for which God has called me heavenward in Christ Jesus” (New International Version Bible, 1973/2011, Philippians 3:14)
References
Howard, J., Gagne, M., Morin, A.J.S., & Van den Broeck, A. (2016). Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior 95-96(1). 74-89. https://www.sciencedirect.com/science/article/abs/pii/S0001879116300409?via%3Dihub
New International Version Bible. (2011). Zondervan. (Original work published 1973).
Spector, P. (2021). Industrial and organizational psychology: Research and practice (8th ed.). John Wiley & Sons, Inc.
finding peace by piece
Sometimes we won’t know until we try. Use your place of work as your own scientific research field and find positive ways to motivate your team at work. Not sure where to start, try with these suggestions on self-determination theory on yourself!
