Self-determination theory posits that people are most motivated when they act of their own volition, feel competent and have a sense of belonging. Deci and Ryan's model enables people to effectively develop intrinsic motivation in their personal and professional lives.
Table of contents
- What is self-determination theory?
- Origin and authors: Deci and Ryan
- Three basic psychological needs according to self-determination theory
- Differences between extrinsic and intrinsic (autonomous) motivation in the context of self-determination theory
- How to use self-determination theory in practice?
- Application of Deci and Ryan's theory to management
- Advice from a Group specialist Meeting
Main conclusions
- Deci and Ryan's self-determination theory posits that fulfilling the three basic psychological needs - autonomy, competence and belonging - leads to greater motivation and commitment.
- Developing intrinsic motivation reinforces quality performance, long-term commitment and task satisfaction, regardless of external rewards.
- Extrinsic motivation, while effective in the short term, does not replace the need for intrinsic motivation stemming from personal values and a sense of purpose.
- Individuals with a high sense of efficacy and autonomy are more likely to take on challenges and self-direct their own development.
- Findings from SDT motivation research have applications in education, management, coaching and therapy - helping to increase motivation and improve performance.
What is self-determination theory?
Self-determination theory is a psychological concept that explains the sources of a person's czł motivation as stemming from their intrinsic needs: autonomy, competence and relationships with others. The creators of this theory, Edward Deci and Richard Ryan, have demonstrated that people function best when they act in accordance with their values and have influence over their decisions.
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Origin and authors: Deci and Ryan
Self-determination theory. Self-Determination Theory - SDT) was developed by American psychologists Edward Deci and Richard Ryan in the 1980s. The researchers noted that not all forms of motivation are equally effective. The key conclusion: people achieve the highest satisfaction and value of their actions when they are motivated internally.
As opposed to extrinsic motivation (e.g. money, promotions), intrinsic motivation is based on the natural desire to develop, learn and achieve goals in line with one's „why”. It is the understanding of this mechanism that makes the theory of Deci and Ryan finds practical application in education, team management and personal development.
Three basic psychological needs according to self-determination theory
According to Deci and Ryan, three things are needed to achieve sustained intrinsic motivation psychological needs. Each of these has its own specific meaning and influences the behaviour of the c1TP1Person in different contexts - both at work and outside work.
| Need | Definition | A practical example |
| Autonomy | A sense of influence over one's own decisions and actions, in line with personal values. | The employee chooses how to carry out the project himself, rather than receiving precise instructions. |
| Competence | Self-efficacy belief and ability to cope with challenges. | A student who regularly receives positive feedback from the teacher is more willing to take on difficult tasks. |
| Relationships / affiliations | A strong bond with others, the need to be accepted and to be part of a community. | C1TP1A team member who feels needed and valued is more likely to collaborate and engage in team activities. |
Differences between extrinsic and intrinsic (autonomous) motivation in the context of self-determination theory
In the context of self-determination theory extrinsic motivation is based on action taken to obtain rewards or avoid punishment, whereas intrinsic motivation (autonomous) stems from personal satisfaction, curiosity and alignment with one's values. Deci and Ryan emphasise that it is autonomous motivation that leads to greater commitment, sustained development and higher quality of the activities performed.
How to use self-determination theory in practice?
To motivate themselves or others in a way that is long-term and consistent with the theory of self-determination, you need to consciously develop autonomy, competence and relationships. The following describes specific actions that you can implement immediately - whether you are a team leader, coach or self-development person.
1. Building autonomy - let you act in your own way
- Don't control - support. Instead of giving instructions, ask questions: „How would you do it?”, „What way would be most effective for you?”.
- Share objectives, not methods. Explain why something is important, but let the employee choose such as will do so.
- Avoid over-evaluation. Instead of judging, give development-focused feedback, e.g. „What else can you improve?”, „What worked best?”.
2. empowerment - challenge and recognise effort
- Level tasks. Not too difficult, but not too easy either - the ideal ones are those that require effort but are achievable.
- Development feedback. Feedback should focus on progress and concrete actions, not on the person.
- Experiential learning. Allow you to make mistakes, analyse them and learn from them. This raises self-esteem effectiveness.
3. create relationships and belonging - nurture the team and the atmosphere
- Ensure a culture of respect. People engage more when they feel they are treated with dignity and have a voice.
- Promote cooperation, not competition. Rivalry undermines intrinsic motivation, relationships and trust.
- Celebrate the team's successes. Reinforce sense of belonging to the community - even small achievements are worth celebrating together.
Application of Deci and Ryan's theory to management
Self-determination theory is one of the most useful tools in modern team management. Leaders who apply the principles of SDT are able to more effectively motivate their people, increase engagement and reduce staff turnover.
Examples of use:
- Motivational feedback: „I saw that you solved the problem in a very creative way - the whole team benefited as a result.”
- Target management: Setting goals with the employee, not for them.
- Development sessions: Regular 1:1 meetings focused not only on results but also on strengthening the self-esteem values and impact.
Advice from a Group specialist Meeting
„From a team development perspective, self-determination theory is a tool with huge potential. If you want to really motivate people - stop controlling them and start building a relationship and giving influence. We at the Encounter Group often use Eric Berne's needs/hunger reference in our coaching and training processes, especially in the areas of managerial and team development.”
Summary - why is it important to know the theory of self-determination?
Self-determination theory makes it clear that true, lasting motivation does not come from outside, but stems from the internal needs of the czł person: autonomy, competence and belonging. Meeting these three conditions not only increases the effectiveness of activities, but also leads to greater life satisfaction, better relationships and long-term development.
Thanks to the model Deci and Ryan you can:
- improve the team atmosphere,
- make people more efficient,
- build a working environment that motivates really - not temporarily.
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FAQ - Frequently asked questions
1. what is the difference between intrinsic and extrinsic motivation?
Intrinsic motivation is an inner drive to act out of curiosity, satisfaction or value, while extrinsic motivation depends on extrinsic rewards such as money or recognition. Self-determination theory shows that only intrinsic motivation leads to better development units.
2. what are the three components of Deci and Ryan's theory?
This: autonomy, competence i social relations (belonging). Fulfilment of these needs is a condition for high level of motivation and satisfaction with life.
3. is SDT theory applicable to education?
Yes - parents and teachers, who support autonomy and strengthen intrinsic motivation, increase pupils' engagement and willingness to learn. Research shows that a teaching style based on control lowers the motivation of the individual and limits creativity.
4. is it possible to increase intrinsic motivation in employees?
Yes - through actions that promote autonomy, the communication of goals rather than commands, and recognition for progress and relevant competences. This approach translates into long-term commitment and lower staff turnover.
5. what does motivational psychology say about external control?
According to SDT, excessive control reduces autonomy and stifles self-motivation. In the long term, it can lead to lack of motivation, burnout and low job satisfaction.
6. does SDT theory have an empirical basis?
Yes - it was founded on hundreds of research on motivation, social relationships and human behaviour in a variety of contexts, including educational, organisational and sporting. This model is one of the best established theories in motivational psychology.
