Name: Bigad Hazem
ID: 220190044
Self-Determination Theory (SDT) is a psychological framework that explains how motivation is driven by
three innate psychological needs. These needs are autonomy, competence, and relatedness, and when
they are met, individuals are more likely to be motivated.
Autonomy: This need refers to the desire for control over one’s actions and decisions. When individuals
feel that they have the freedom to make choices and take action, they are more likely to be motivated.
Competence: This need refers to the desire to feel effective and capable. When individuals feel that they
are competent and able to achieve their goals, they are more likely to be motivated.
Relatedness: This need refers to the desire for connection and belonging with others. When individuals
feel that they are connected to others and valued, they are more likely to be motivated.
The Importance of Meeting These Needs
When these three needs are met, individuals are more likely to experience intrinsic motivation, which is
motivation that comes from within. Intrinsic motivation is associated with greater satisfaction,
engagement, and well-being. On the other hand, when these needs are not met, individuals may
experience extrinsic motivation, which is motivation that comes from external sources, such as rewards
or pressure from others. Extrinsic motivation can lead to decreased satisfaction and well-being.
An Industry example:
Workplaces and Industrial/Organizational Psychology:
Companies: Unknown (general references to “organizations” and “industrial and organizational
psychology” without specific names)
Researchers: Vansteenkiste, Baard, Olafsen, and others (Annual Review of Organizational Psychology
and Organizational Behavior)
Education:
Researchers: Jang (studied student motivation and engagement)
Sports and Athletics:
Researchers: Gadoury (studied coach-athlete relationships and self-determination theory)
Healthcare:
Researchers: Pelletier et al. (studied environmental behaviors and self-determination theory)
Government and Public Policy:
None explicitly mentioned, but SDT’s applications could extend to policy-making and public health
initiatives
Non-Profit and Community Organizations:
Examples:
Google: Google’s “20% Time” policy allows employees to dedicate 20% of their work hours to personal
projects, fostering autonomy and intrinsic motivation. This approach aligns with SDT’s emphasis on
providing employees with opportunities for self-directed work and growth.
REI: The outdoor recreation retailer REI has implemented a “Work-Life Integration” program, which
encourages employees to pursue their passions and interests outside of work. This approach supports
SDT’s need for autonomy and relatedness, as employees are able to integrate their personal and
professional lives.
Patagonia: Patagonia’s “Environmental and Social Responsibility” initiatives provide employees with
opportunities to contribute to environmental and social causes, aligning with SDT’s emphasis on
autonomy and competence. Employees are empowered to take ownership of projects and make
decisions that benefit both the company and the environment.
The Motley Fool: This financial services company has a “Foolish Culture” that emphasizes autonomy,
transparency, and collaboration. Employees are encouraged to take ownership of their work and make
decisions, which aligns with SDT’s need for autonomy and competence.
Morning Star: This tomato-processing company has a unique management structure that eliminates
traditional hierarchies and titles. Employees are encouraged to take initiative and make decisions,
fostering autonomy and intrinsic motivation.
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“APA citation not required everything was hand written using the above referrences”
