self determination theory presentation

Self-Determination Theory: How It Explains Motivation

Gabriel Lopez-Garrido

Undergraduate at Harvard University

Political Science and Psychology

Gabriel Lopez-Garrido is currently in his final year at Harvard University. He is pursuing a Bachelor's degree with a primary focus on Political Science (Government) and a minor in Psychology.

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Saul McLeod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul McLeod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

On This Page:

Key Takeaways

• Self-determination refers to the ability of individuals to make choices and determine their own actions.
• Self-determination is a theory of human motivation and personality that suggests that people can become self-determined when their needs for competence, relatedness, and autonomy are fulfilled.
• The presence versus absence of environmental conditions that allow satisfaction of these basic needs (in people’s immediate situations and in their developmental histories) is a key predictor of whether or not people will display vitality and mental health.
• People tend to become happier when pursuing things that are intrinsically motivated and aligned with their own goals – it not only makes them feel more responsible about the outcomes, it also helps them to really focus their time on what they want to be doing.
• Self-determination theory itself can be helpful in understanding the things that might motivate a given individual’s behavior. Feeling like one has both the autonomy and the capabilities required to make choices on their own is something that most, if not every, individual would want to have.

What is Self-Determination?

The term self-determination was first introduced by Deci and Ryan in their 1985 book Self-Determination and Intrinsic Motivation in Human Behavior .

The term self-determination refers to a person’s own ability to manage themselves, to make confident choices, and to think on their own (Deci, 1971).

Self-determination is a macro theory of human motivation and personality. It is a theory that deals with two huge factors: people’s inherent growth tendencies and the innate psychological needs of these same individuals.

Given how self-determination can help with achieving independence, this concept plays an essential role not only in the overall well-being of the individual, but also their overall psychological health.

Because self-determination puts the individual in the driving seat, it makes the person both responsible and potentially culpable for whatever happens.

Given this, self-determination also has a large impact on motivation. If the individual themselves believe they can manage themselves properly, they would more than likely find more motivation in whatever task they wish to carry out.

Theoretical Assumptions

The need for growth drives behavior.

The first assumption of self-determination theory is that a need for growth as a human being drives behavior. People are always actively seeking to grow and improve (Deci & Ryan, 1985).

Gaining mastery over challenges (both new and old) is essential for developing a sense of self or, at the very least, a cohesive one.

Autonomous motivation is important.

Self-determination theory focuses on the interplay between the extrinsic forces acting on persons and the intrinsic motive and needs of human beings. People can generally be motivated by outside factors such as money, acclaim, and fame, and this type of motivation is known as extrinsic . 

Self-determination theory focuses primarily on internal sources of motivation (known as intrinsic motivation), such as learning to gain independence and wanting to prove yourself.

According to Lepper et al. (1973), if the behavior is purely self-determined, there is a very high chance that it will be both intrinsically driven and that the behavior is done not for the reward or the prize, but rather for self-satisfaction, interest, and enjoyment for the behavior itself.

Non-self-determined behaviors are only performed only because they have to get done – not out of enjoyment or because it fulfills the individual, rather because the individual has little to no choice on whether they want to partake in said behavior. This leads to a lack of control given that this behavior is not done willingly.

Basic Needs

Self-determination theory posits that people are driven by three innate and universal psychological needs, and that personal well-being is a direct function of the satisfaction of these basic psychological needs (Deci & Ryan, 1991;Ryan, 1995),

Competence (need to be effective in dealing with the environment)

Competence is a term utilized to describe someone who has sufficient qualities to perform a given task or to describe the state of having sufficient intellect, judgment, skill, and/or strength.

When an individual feels competent, they feel able to interact effectively within their environment, and they have the skills needed for success to ensure that their goals are achieved. A competent person feels a sense of mastery over their environment.

If tasks are too challenging or a person receives negative feedback, feelings of competence can decrease. Alternatively, feelings of competence are enhanced when the demands of a task are optimally matched to a person’s skills, or positive feedback is received.

Relatedness (need to have close, affectionate relationships)

Relatedness is the ability to feel a sense of both attachment to other people and a sense of belonging amongst other people.

Relatedness involves feelings of closeness and belonging to a social group.

Without connections, self-determination is harder to achieve because the individual would lack access to both help and support.

Feelings of relatedness are enhanced when individuals are respected and cared for by others, and are part of an inclusive environment. Alternatively, feelings of relatedness are undermined by competition with others, cliques, and criticism from others.

Autonomy (need to feel self-governing and independent)

Autonomy is the ability to feel in control of one’s behavior and destiny, and involves self-initiation and self-regulation of one’s own behavior.

Autonomy involves being able to make your own decisions and is associated with feelings of independence.

Feelings of autonomy are enhanced when individuals are given choice and are able to govern their own behavior, and when other people acknowledge their feelings.

Alternatively, the individual lacks autonomy if they feel controlled or threatened by others, or have to operate according to deadlines.

Tangible rewards can also reduce feelings of autonomy. If one were to give someone an extrinsic reward for already intrinsically motivated behavior, then the likelihood that autonomy is undermined (given that the extrinsic reward is likely to draw attention away from autonomy) is fairly large.

It gets even worse if the behavior is repeated: as the behavior becomes increasingly controlled by external rewards rather than by autonomy. Thus, intrinsic motivation is diminished, and people start to feel both a different source for their motivation and less belief in their own personal qualities.

Research on self-determination theory has shown the importance of the three basic needs in real-world settings, such as the workplace, education, and sports.

In the Classroom

• Researchers have found that students show a greater intrinsic motivation towards learning when teachers encourage a culture of autonomy in the classroom (Niemiec & Ryan, 2009). Students experience autonomy when they feel supported to explore, take initiative and develop and implement solutions for their problems.
• Teachers should provide prompt feedback and stretch and challenge students to promote a sense of competence. If done correctly, feedback not only works because it provides an insight into how that student is doing, but because when students perform well and they are given positive feedback, it makes them feel good about the work they have achieved.
• Students experience relatedness when they perceive others listening and responding to them. When these three needs are met,
• It is fine to reward a student for their success, but avoiding excessive external rewards for actions students already enjoy is essential if one wants to improve their internal desire for motivation (Deci, Koestner, & Ryan, 1999) Students who are more involved in setting educational goals are more likely to experience intrinsic motivation, and are more likely to reach their goals.

In the Workplace

People who feel that they can have a positive effect at work tend to feel more engaged and motivated. How else can employers build self-determination in their workers?

• Organizations should encourage autonomy in the workplace as this can enhances employees’ well-being, productivity, and personal growth, and contributes to organizational effectiveness (Strauss & Parker, 2014).
• One way that managers and leaders can help their employees with developing self-determination is by putting them in leadership roles. For example, let’s say that the company needs to prepare a presentation for a huge client.
• A manager who wants to build his employer’s sense of self-determination will take steps to ensure that the each of the team members working on the presentation take an active role. One could be in charge of designing the graphs, while the other is in charge of the marketing strategy.
• Constructive feedback works wonders for building self-determined behaviors like competence.Feedback helps individuals understand what they are doing wrong and how they can improve doing said task. It helps people feel as if their work has actual value, which is key in trying to build motivation.
• Employers should be careful not to offer one too many extrinsic rewards as this can diminish a sense of autonomy. If extrinsic rewards are in the picture, it is likely to become the case that – at some point – the work will stop being about loving what one does and become about simply obtaining the reward.

In Competition

Fostering a sense of self-determination is one of the many things that can inspire certain individuals to excel – this is especially true in competitive settings -such as sports and athletics – where the stakes are sometimes so high.

• It surely is a given that athletes are driven to perform better in their designated sport if they themselves believe that they are capable of overcoming the hurdles that may arise along the way (Hagger & Chatzisarantis, 2008).

In a Social Setting

If an individual attempts to forge close, and affectionate relationships with other people – the likelihood that self-determination behaviors improve (or are seen more often) is high. What are some specific ways that people can build self-determination in social settings?

• One specific way to build self-determination in these types of settings is by actively seeking positive relationships with people that promote a positive environment.
• When seeking social relationships, an individual who wants to work on their self-determination should look for individuals who will support them in the pursuit of their goals.

How to Improve Self-Determination

People who are high in self-determination tend to believe in their own innate ability and that they have control over their own lives.

People who practice self-determined behaviors have an internal locus of control , and this makes them feel that their behaviors will have an influence on outcomes.

More importantly, it makes them understand that in order for other people to start believing in this individual’s abilities, the same individual must first believe in themselves.

People who believe in themselves- when faced with a difficult scenario feel that they can overcome anything they set their minds on through the use of diligence, good choices, and hard work.

Without an individual believing in themselves, chances are that individual is likely less to give 100% of his effort when trying to achieve any task (after all, why would said individual give so much time and effort to a cause they think they are bound to already fail)?

People who are high in self-determination tend to have high self-motivation.

People who demonstrate self-determined behaviors tend not to rely on external rewards as a means for them to do a task. Often, times completing the task properly is its own reward.

To improve motivation, it is essential to remove external rewards and punishments as a reason for completing a task. Self-determined individuals set goals and work to reach them because they feel enough motivation to know that their effort will produce a finished product.

People who are high in self-determination tend to take responsibility for their behaviors.

The biggest difference between someone who is self-determined and someone who isn’t is that highly self-determined people take credit for their success but also hold their heads high up in the face of failure. They have no problem with taking responsibility, because they know they can do better.

Conversely, individuals who lack self-determination will attempt to put the blame on someone or something else in an attempt to take of the pressure from themselves.

Taking responsibility is important for learning how to become self-determined as it helps the individual accept that they are human (meaning, that they are capable of failure) and also that they are capable of owning up to their mistakes (which is a sign of confidence).

It puts the individual in a situation where they appreciate that things happen to them even more because – at the end of the day – the person who is responsible for putting the individual in that situation is the individual themselves.

Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation . Journal of Personality and Social Psychology, 18, 105–115.

Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation . Psychological Bulletin, 125 (6), 627.

Deci, E., & Ryan, R. (1991). A motivational approach to self: Integration in personality”. In R. Dienstbier (Ed.), Nebraska symposium on motivation: Vol. 38. Perspectives on motivation (pp. 237–288). Lincoln: University of Nebraska Press.

Deci, E. L., & Ryan, R. M. (2012). Motivation, personality, and development within embedded social contexts: An overview of self-determination theory. In R. M. Ryan (Ed.), Oxford handbook of human motivation (pp. 85-107). Oxford, UK: Oxford University Press.

Hagger, M., & Chatzisarantis, N. (2008). Self-determination theory and the psychology of exercise . International review of sport and exercise psychology, 1 (1), 79-103.

Lepper, M. K., Greene, D., & Nisbett, R. (1973). Undermining children’s intrinsic interest with extrinsic reward: A test of the “over justification” hypothesis . Journal of Personality and Social Psychology, 28 (1), 129–137.

Niemiec, C. P., & Ryan, R. M. (2009). Autonomy, competence, and relatedness in the classroom: Applying self-determination theory to educational practice . Theory and research in Education, 7 (2), 133-144.

Pritchard, R.; Campbell, K.; Campbell, D. (1977). Effects of extrinsic financial rewards on intrinsic motivation. Journal of Applied Psychology, 62 (1), 9.

Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being . American Psychologist, 55 (1), 68–78.

Ryan, R. M. & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness . New York: Guilford Publishing.

Strauss, K., & Parker, S. K. (2014). Effective and sustained proactivity in the workplace: A self‐determination theory perspective . In M. Gagné (Ed.), The Oxford handbook of work engagement, motivation, and self‐determination theory (pp. 50–72). Oxford: Oxford University Press .

Further Reading

• Deci, E. L., La Guardia, J. G., Moller, A. C., Scheiner, M. J., & Ryan, R. M. (2006). On the benefits of giving as well as receiving autonomy support: Mutuality in close friendships. Personality and Social Psychology Bulletin, 32 (3), 313–327.
• Deci, E. L., & Ryan, R. M. (2000). The” what” and” why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11 (4), 227-268.
• Reis, H. T., Sheldon, K. M., Gable, S. L., Roscoe, J., & Ryan, R. M. (2000). Daily well-being: The role of autonomy, competence, and relatedness. Personality and Social Psychology Bulletin, 26 (4), 419–435.
• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55 , 68-78.

Which psychological need in the self-determination theory (sdt) is described as the basic need to feel effective and capable in one’s actions?

In Self-Determination Theory (SDT), the psychological need described as the basic desire to feel effective and capable in one’s actions is referred to as ‘Competence.’ This need represents an individual’s inherent desire to engage in challenges and to experience mastery or proficiency in their endeavors.

According to self-determination theory, people’s behavior and well-being are influenced by what three innate needs?

According to Self-Determination Theory, people’s behavior and well-being are influenced by three innate needs: Autonomy, the need to be in control of one’s actions and choices; Competence, the need to be effective and master tasks; and Relatedness, the need to have meaningful relationships and feel connected with others.

These needs are universal, innate, and psychological, and are essential for an individual’s optimal function and growth.

What is self-determination?

Self-determination refers to the process by which a person controls their own life. It involves making choices and decisions based on personal preferences and interests, the freedom to pursue goals, and the ability to be independent and autonomous.

Self Determination Theory and How It Explains Motivation

Traditionally, self-determination has been more used in this diplomatic and political context to describe the process a country undergoes to assert its independence.

However, self-determination also has a more personal and psychology-relevant meaning today: the ability or process of making one’s own choices and controlling one’s own life.

Self-determination is a vital piece of psychological wellbeing; as you may expect, people like to feel control of their own lives.

In addition to this idea of controlling one’s own destiny, the theory of self-determination is relevant to anyone hoping to guide their live more.

Before you continue, we thought you might like to download our three Goal Achievement Exercises for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change.

This Article Contains

What is the meaning of self-determination theory, self-determination theory and goals, self-determination theory in (special) education and disability, self-determination theory and work motivation, self-determination theory in social work, self-determination theory in sports, self-determination theory in nursing and healthcare, how to promote and encourage self-determination skills, recommended books, 11 quotes on self-determination, a take-home message, frequently asked questions.

Self-Determination Theory, or SDT, links personality, human motivation, and optimal functioning. It posits that there are two main types of motivation—intrinsic and extrinsic—and that both are powerful forces in shaping who we are and how we behave (Deci & Ryan, 2008).

It is a theory that grew out of researchers Edward L. Deci and Richard M. Ryan’s work on motivation in the 1970s and 1980s. Although it has grown and expanded since then, the basic tenets of the theory come from Deci and Ryan’s seminal 1985 book on the topic.

Deci and Ryan’s Theory of Motivation (1985)

According to Deci and Ryan, extrinsic motivation is a drive to behave in certain ways based on external sources and it results in external rewards (1985). Such sources include grading systems, employee evaluations, awards and accolades, and the respect and admiration of others.

On the other hand, intrinsic motivation comes from within. There are internal drives that inspire us to behave in certain ways, including our core values, our interests, and our personal sense of morality.

It might seem like intrinsic motivation and extrinsic motivation are diametrically opposed—with intrinsic driving behavior in keeping with our “ideal self” and extrinsic leading us to conform with the standards of others—but there is another important distinction in the types of motivation. SDT differentiates between autonomous motivation and controlled motivation (Ryan & Deci, 2008).

Autonomous motivation includes motivation that comes from internal sources and includes motivation from extrinsic sources for individuals who identify with an activity’s value and how it aligns with their sense of self. Controlled motivation is comprised of external regulation —a type of motivation where an individual acts out of the desire for external rewards or fear of punishment.

On the other hand, introjected regulation is motivation from “partially internalized activities and values” such as avoiding shame , seeking approval, and protecting the ego.

When an individual is driven by autonomous motivation, they may feel self-directed and autonomous; when the individual is driven by controlled motivation, they may feel pressure to behave in a certain way, and thus, experience little to no autonomy (Ryan & Deci, 2008).

The Self-Determination Model, Scale, and Continuum

We are complex beings who are rarely driven by only one type of motivation. Different goals, desires, and ideas inform us what we want and need. Thus, it is useful to think of motivation on a continuum ranging from “non-self-determined to self-determined.”

At the left end of the spectrum, we have amotivation , in which an individual is completely non-autonomous, has no drive to speak of, and is struggling to have any of their needs met. In the middle, we have several levels of extrinsic motivation.

One step to the right of amotivation is external regulation , in which motivation is exclusively external and regulated by compliance, conformity, and external rewards and punishments.

The next level of extrinsic motivation is termed introjected regulation , in which the motivation is somewhat external and is driven by self-control, efforts to protect the ego, and internal rewards and punishments.

In identified regulation , the motivation is somewhat internal and based on conscious values and that which is personally important to the individual.

The final step of extrinsic motivation is integrated regulation , in which intrinsic sources and the desire to be self-aware are guiding an individual’s behavior.

The right end of the continuum shows an individual entirely motivated by intrinsic sources. In intrinsic regulation , the individual is self-motivated and self-determined, and driven by interest, enjoyment, and the satisfaction inherent in the behavior or activity he or she is engaging in.

Although self-determination is generally the goal for individuals, we can’t help but be motivated by external sources—and that’s not necessarily a bad thing. Both intrinsic and extrinsic motivation are highly influential determinants of our behavior, and both drive us to meet the three basic needs identified by the SDT model:

• Autonomy : people have a need to feel that they are the masters of their own destiny and that they have at least some control over their lives; most importantly, people have a need to feel that they are in control of their own behavior.
• Competence : another need concerns our achievements, knowledge, and skills; people have a need to build their competence and develop mastery over tasks that are important to them.
• Relatedness (also called Connection): people need to have a sense of belonging and connectedness with others; each of us needs other people to some degree (Deci & Ryan, 2008).

According to the developers of SDT, Deci and Richard M. Ryan, individual differences in personality result from the varying degrees to which each need has been satisfied—or thwarted (2008). The two main aspects on which individuals differ include causality orientations and aspirations or life goals .

Causality orientations refer to how people adapt and orient themselves to their environment and their degree of self-determination in general, across many different contexts. The three causality orientations are:

• Autonomous : all three basic needs are satisfied.
• Controlled : competence and relatedness are somewhat satisfied but autonomy is not.
• Impersonal : none of the three needs are satisfied.

Aspirations or life goals are what people use to guide their own behavior. They generally fall into one of the two categories of motivation mentioned earlier: intrinsic or extrinsic. Deci and Ryan provide affiliation, generativity, and personal development as examples of intrinsic life goals, while they list wealth, fame, and attractiveness as examples of extrinsic life goals (2008).

Aspirations and life goals drive us, but they are considered learned desires instead of basic needs like autonomy, competence, and relatedness.

SDT presents two sub-theories for a more nuanced understanding of intrinsic and extrinsic motivation. These sub-theories are Cognitive Evaluation Theory (CET) and Organismic Integration Theory (OIT) which help explain intrinsic motivation with regards to its social factors and the various degrees of contextual factors that influence extrinsic motivation (Deci & Ryan, 2000).

Let’s take a deeper look:

Cognitive Evaluation Theory (CET)

According to CET intrinsic motivation can be facilitating or undermining , depending on the social and environmental factors in play. Referring to the Needs Theory, Deci & Ryan (1985,2000) argue that interpersonal events, rewards, communication and feedback that gear towards feelings of competence when performing an activity will enhance intrinsic motivation for that particular activity.

However, this level of intrinsic motivation is not attained if the individual doesn’t feel that the performance itself is self-determined or that they had the autonomous choice to perform this activity.

So, for a high level of intrinsic motivation two psychological needs have to be fulfilled:

• The first is competence so that the activity results in feelings of self-development and efficacy .
• The second is the need for autonomy that the performance of the chosen activity was self-initiated or self-determined.

Thus for CET theory to hold true, motivation needs to be intrinsic and have an appeal to the individual. It also implies that intrinsic motivation will be enhanced or undermined depending on whether the needs for autonomy and competence are supported or thwarted respectively.

It is believed that the use of the needs for autonomy and competence are linked to our motivations. Deci conducted a study on the effects of extrinsic rewards on people’s intrinsic motivation.

Results showed that when people received extrinsic rewards (e.g., money) for doing something, eventually they were less interested and less likely to do it later, compared to people who did the same activity without receiving the reward.

The results were interpreted as the participants’ behavior, which was initially intrinsically motivated, became controlled by the rewards which lead to an undermined sense of autonomy. This concept is beautifully explained in this video by RSA Animate.

Organismic Integration Theory (OIT)

The second sub-theory is Organismic Integration Theory (OIT) that argues that extrinsic motivation depends on the extent to which autonomy is present.

In other words, extrinsic motivation varies according to the internalization and integration of the value of the activity. Internalization is how well the value of an activity is felt while integration explains the process of individual transformation from external regulation to their own self-regulated version (Ryan & Deci, 2000).

For instance, school assignments are externally regulated activities. Internalization here could be if the child sees the value and importance of the assignment; integration in this situation is the degree to which the child perceives performing the assignment as their own choice.

The OIT thus offers us a greater perspective on the different levels of extrinsic motivation that exist and the processes of internalization and integration, which could eventually result in the autonomous choice of performing the activity for its intrinsic perceived joy and value.

Examples of SDT in Psychology

To understand self-determination theory, it can be useful to see some examples of people who are high in self-determination, or thinking and acting in an autonomous and intrinsically motivated fashion.

The best description of a self-determined individual is someone who:

• Believes she is in control of her own life.
• Takes responsibility for her own behavior (taking credit and blame when either is warranted).
• Is self-motivated instead of driven by others’ standards or external sources.
• Determines her actions based on her own internal values and goals.

For example, imagine a high school student who fails an important test. If she is high in self-determination—feels responsible for her actions, believes she is in control of her behavior, etc.—she might tell her parents that she could have spent more time studying and that she plans to carve out some extra time to study.

Her plan of action would be the same whether her parents were upset or apathetic, because she herself is motivated by an internal desire to be competent and knowledgeable.

If this same student is low in self-determination—feels that she is not in control of her life and that she is a victim of circumstance—she might blame the teacher for giving a tough test that students were not ready for. She may blame her parents for not helping her study or her friends for distracting her.

If she does care about her grade, it is not due to an internal desire to do well, but a desire to win her parents’ approval, or perhaps bolster her self-image by getting the best grade in the class or impressing her teacher with her knowledge.

The man who decides to start a new hobby because he thinks he’ll enjoy it is exhibiting self-determination, while the man who begins a new hobby because it seems prestigious or impressive, is not.

Similarly, the woman who blames all of her ex-lovers for ruining their relationships is not displaying self-determination; the woman who takes responsibility for her part in contributing to unhappy past relationships is showing self-determination.

You may have spotted the theme here: those who take responsibility for their actions and do things because they align with their own personal values and goals are self-determined. Those who blame others, see themselves as constant victims and do things solely for external approval or recognition, are not.

Self-Determination Theory Questionnaires

Feel free to use any of them for academic or research purposes, but please note that to use any of the scales for commercial purposes, you will need to seek permission from Edward L. Deci and Richard M. Ryan.

They list 17 questionnaires that are either directly or indirectly related to self-determination theory. These questionnaires are listed below.

Aspiration Index

This scale measures the extent to which seven broad goal domains motivate the individual, including wealth, fame, image, personal growth, relationships, community contribution, and health. Respondents rate the importance of each aspiration, their beliefs about the likelihood they will attain each, and the degree to which they have already attained each. You can find the complete packet for this scale here .

Basic Psychological Need Satisfaction Scale (BPNSS)

This scale was developed to assess the extent to which the individual feels each of the three basic needs—autonomy, competence, and relatedness—have been satisfied in his or her life. This scale has been developed for several contexts, like work and relationships, but there is a more general form as well. You can learn more about this scale or download a version for your own use here .

Christian Religious Internalization Scale (CRIS)

The CRIS, also known as the Religion Self-Regulation Questionnaire or SRQ-R, can determine the reasons why an individual engages in religious behavior. The scale is divided into two subscales: Introjected Regulation, representing the more externally motivating factors, and Identified Regulation, representing the more internally motivation factors.

There is a long form version with 48 items and a shorter, psychometrically sound 12-item version. Click here to learn more about the CRIS.

General Causality Orientations Scale

The General Causality Orientations Scale, or GCOS, can determine the degree to which the respondent embodies the three orientations: the autonomy orientation, the controlled orientation, and the impersonal orientation. The GCOS presents vignettes, or descriptions of common social or achievement-oriented situations, and asks respondents to indicate how typical each of three responses is for them on a 7-point Likert scale.

It is also available in a long form (17 vignettes and 51 items) and a short form (12 vignettes and 36 items). You can learn more about the GCOS or download it at this link .

Health-Care SDT Packet (HC-SDT)

The HC-SDT is comprised of three scales that measure self-regulation (SRQ), perceived competence (PCS), and perceived autonomy supportiveness of healthcare climate (HCCQ), three self-determination constructs related to health behaviors. The scales target four health behaviors: smoking cessation, diet improvement, exercising regularly and drinking responsibly. Click here to learn more about the HC-SDT.

Index of Autonomous Functioning (IAF)

The IAF measures trait autonomy based on three subscales: authorship/self-congruence, interest-taking, and low susceptibility to control. The first subscale assesses the degree to which the individual views his behavior as under his control and the consistency among his behaviors, attitudes, and traits .

The second assesses his ongoing insight into himself and his experiences in an open-minded manner, and the third assesses the absence of internal and external pressures as motivators for his behavior. You can download the scale at this link .

Intrinsic Motivation Inventory (IMI)

This scale was developed for use in experiments, and measures the extent to which respondents found an activity interesting or enjoyable, their perceived competence at the task, the effort they put into the task, how valuable or useful they found it, how much tension or pressure they felt, and how much choice they felt they had while completing it.

The interest/enjoyment subscale is considered the individual’s self-reported level of intrinsic motivation in the experiment. Click here to download the scale and learn more.

Mindful Attention Awareness Scale (MAAS)

The MAAS may be familiar to you if you’ve read any of our pieces on mindfulness. It provides a measure of “receptive awareness and attention to present-moment events and experience.” It consists of 15 items, all of which comprise a single factor. SDT co-developer Richard M. Ryan developed this scale with another colleague in 2003. Click here to learn more about the MAAS scale and see suggested reading on mindfulness .

Motivators’ Orientation

The Motivators’ Orientation set of questionnaires measures the extent to which an individual in a supervisory capacity tends to be autonomy-supportive versus controlling. There are two questionnaires designed for specific contexts: the Problems in Schools Questionnaire (PIS) is designed for teachers, while the Problems at Work Questionnaire (PAW) is designed for managers in a work environment.

Each questionnaire requires respondents to read eight vignettes and rate four behavioral options on appropriateness for the situation. The four options represent four tendencies: Highly Autonomy Supportive (HA), Moderately Autonomy Supportive (MA), Moderately Controlling (MC), and Highly Controlling, (HC). You can learn more about these scales here .

Motives for Physical Activity Measure (MPAM-R)

The MPAM-R assesses the strength of five different motivations for participating in a physical activity like team sports, aerobics, or weight lifting: (1) fitness, (2) appearance, (3) competence/challenge, (4) social, and (5) enjoyment. The results of this scale can reliably predict behavioral outcomes like attendance, persistence, and maintained participation, as well as constructs like mental health and wellbeing. You can find more information on this scale at this link .

Perceived Autonomy Support

This is a set of scales that measures the individual’s perceptions of the extent to which a particular social context is autonomy-supportive or controlling. It includes the aforementioned health care climate questionnaire (HCCQ) as well as scales on the learning climate (LCQ), the work climate (WCQ), the sports climate (SCQ), and the parental autonomy support climate (P-PASS).

Respondents rate the autonomy supportiveness of the context on a 7-point scale, with higher scores indicating greater autonomy support. There are two versions for each scale: a long, 15-item version and a short, 5-item version. Click here to learn more about these scales.

Perceived Choice and Awareness of Self Scale (formerly the Self-Determination Scale [SDS])

This scale, which was previously known as simply the Self-Determination Scale (SDS), measures individual differences in perceived choice, or the feeling that one has choices in how to behave, and awareness of self, or the awareness of one’s own feelings and sense of self. The PCASS is only 10 items long and is composed of two 5-item scales (one for each construct). Follow this link to learn more about the PCASS.

Perceived Competence Scale (PCS)

The PCS is a short questionnaire that measures perceived competence in a specific behavior or area. It is only 4 items long, and it is intended to be adapted for the specific behavior or area being studied. Click here to learn more about the PCS.

Perceptions of Parents

This scale for children was designed to measure how autonomy-supportive or controlling they perceive their parents to be. There are two versions of this scale: a 22-item version for children 8 years or older, and a 42-item version for college students. You can learn more about this scale and the two versions here .

Self-Regulation Questionnaires (SRQ)

The SRQ scales measure individual differences in regulation or motivation of behavior. There are seven self-regulation questionnaires listed on the website: the Academic Self-Regulation Questionnaire (SRQ-A) and the Prosocial Self-Regulation Questionnaire (SRQ-P), both of which are intended for children, and the Treatment Self-Regulation Questionnaire (TSRQ), the Learning Self-Regulation Questionnaire (SRQ-L), the Exercise Self-Regulation Questionnaire (SRQ-E), the Religion Self-Regulation Questionnaire (SRQ-R), and the Friendship Self-Regulation Questionnaire (SRQ-F), which are all intended for adults.

You can find these questionnaires at this link .

Subjective Vitality Scale (VS)

The Subjective Vitality Scale, or VS, assesses the extent to which an individual feels alive, alert, and energetic—a vital aspect of wellbeing. There are two versions, one of which considers individual differences (vitality as a trait or characteristic), while the other measures vitality as a more transitory experience (vitality as a state).

The items are generally the same, only the timeframe differs (long-term and stable for the trait version vs. short-term and fluctuating for the state version). The original scale consisted of 7 items, but a shorter, 6-item version has proven to be even more sound than the original. You can learn more about the scale here .

Treatment Motivation Questionnaire (TMQ)

Finally, the TMQ is used to assess motivation for receiving treatment. It measures the strength of four types of motivation on treatment attendance and compliance behaviors: intrinsic motivation, identified regulation, introjected regulation, and external regulation. You can download the scale or learn more about it here .

If you’re interested in assessing more traits and behaviors, please see our piece on mindfulness scales and questionnaires .

SDT has a lot to say about goals and goal striving.

The theory proposes that not only is the content of our goals (i.e., what we strive for) important for our need satisfaction and wellbeing, the process of our goals (i.e., why we strive for them) is just as influential on our wellbeing.

The degree to which behavioral regulation of goal striving is autonomous (or self-directed) versus controlled is a significant predictor of wellbeing outcomes.

In other words, we are more satisfied and successful when we can pursue goals in “our own way” rather than according to a strict, external system of regulation. Even when pursuing extrinsic rewards like wealth or fame, we are more satisfied and self-actualized when we pursue them autonomously, for our own reasons and with our own methods (Deci & Ryan, 2000).

Further research on SDT and goals has confirmed the connection between success and autonomy and supported the idea that success is also more likely when our goals are intrinsic and intended to satisfy our basic needs. Success in goal-striving is more likely when we are supported by empathetic and supportive people, rather than controlling or directive people (Koestner & Hope, 2014).

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It’s easy to see how SDT applies to education: students are more likely to learn and succeed in school when they are intrinsically motivated by their need for competence than when they are extrinsically motivated by teachers, parents, or the grading system.

SDT is doubly important for children in special education and those with disabilities. These students are often struggling with meeting their need for autonomy, as many decisions are made for them and they may not have the physical or intellectual ability to be truly autonomous.

Their disability may interfere with their need for competence, as it can hamper their efforts to master tasks and develop their knowledge. Finally, those with disabilities—physical, mental, or both—often find it difficult to connect with their peers. All of these extra struggles explain why it’s vital for students with disabilities to have a sense of self-determination.

Although they may not be able to satisfy their needs in the most straightforward or common ways, special education students can gain a sense of self-determination in other ways. For example, research has suggested that programs designed to improve the following skills and abilities can boost a student’s self-determination:

• Self-awareness
• Decision-making
• Goal-setting
• Goal attainment
• Communication and relationship skills
• Ability to celebrate success and learn from mistakes
• Reflection on experiences (Field & Hoffman, 1994).

Enhancing the self-determination of students with disabilities has been shown to result in many positive outcomes, including a greater likelihood of gainful employment and a higher chance of living independently in the community (Wehmeyer & Schwartz, 1997; Wehmeyer & Palmer, 2003).

While there are many theories about work motivation and engagement, SDT is unique in its focus on the “relative strength of autonomous versus controlled motivation, rather than on the total amount of motivation” (Gagné & Deci, 2005).

Although the overall amount of motivation is certainly a factor, it’s important not to lose sight of the distinction between intrinsic and extrinsic motivators; for example, SDT is correct in its assumption that extrinsic rewards are related to reduced intrinsic motivation.

There is also evidence for a positive relationship between a manager’s autonomy support and their employees’ work outcomes. A manager’s autonomy leads to greater levels of need satisfaction for their employees, which in turn boosts job satisfaction , performance evaluations, persistence, acceptance of organizational change, and psychological adjustment.

Finally, there is a link between managerial autonomy and subordinate autonomy, performance, and organizational commitment, as well as a link between transformational or visionary leadership and followers’ autonomous (vs. controlled) goals (Gagné & Deci, 2005).

Clearly, SDT has some vital applications in the workplace, namely:

• Extrinsic rewards should be considered with caution; too few can lead to a sense that employees are not appreciated or fairly compensated and recognized, but too many can inhibit intrinsic motivation.
• Managers should support their employees’ need for satisfaction, especially autonomy; this can lead to happier and more competent employees as well as better organizational outcomes.
• When managers are themselves high in autonomy, their subordinates are likely to be high in autonomy as well, leading to better performance and higher organizational commitment.
• Good leadership encourages employees to set their own, autonomously conceived and regulated goals, which are more motivating and more likely to end in success than goals assigned to them by management.

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SDT is a foundational idea in social work: the idea that every person has a right to determine his or her own direction and make her or her own decisions in life. Although every person has a right to self-determination, marginalized, disadvantaged, and disenfranchised people may struggle with finding their own self-determination (Furlong, 2003).

Hence, it is vital for those in the social work profession to incorporate the principle of self-determination into their work.

The National Association of Social Workers holds this principle as a central tenet to the profession:

“Social workers respect and promote the right of clients to self-determination and assist clients in their efforts to identify and clarify their goals. Social workers may limit clients’ right to self-determination when, in the social workers’ professional judgment, clients’ actions or potential actions pose a serious, foreseeable, and imminent risk to themselves or others.”

Guidelines related to self-determination require a constant commitment to allow clients to make their own decisions, with ample support and information from the social worker rather than direction and control. It also requires that a social worker be aware of their own values and beliefs to ensure that they are not influencing clients towards a direction they did not choose for themselves (Fanning, 2015).

It’s a fine line to walk between looking out for the client’s best interests and allowing them to find their own way, which is one reason why social work is a challenging and demanding profession!

Unsurprisingly, intrinsic motivation is a far more impactful driver of behavior in terms of goal attainment than extrinsic rewards, and in no context is this fact easier to see than in sports.

Research has shown that:

• Those who are amotivated (not motivated by intrinsic or extrinsic factors) or motivated by external regulation and meeting external standards are more likely to drop out of sports teams or leagues.
• Those who are amotivated or externally motivated are generally lower in need satisfaction, specifically the needs of relatedness and autonomy (Calvo, Cervelló, Jiménez, Iglesias, & Murcia, 2010).

Further, in work on SDT and general exercise or physical activity, findings have included:

• Those who are autonomously motivated are more likely to adhere to exercise over time and enter the state of flow (a la Csikszentmihalyi’s theory of flow).
• Those who are autonomously motivated have a higher perceived competence and psychological wellbeing.
• Autonomous support from others encourages individuals’ autonomous motivation related to exercise.
• An internal locus of causality (versus external) promotes greater success in exercise endeavors (Hagger, & Chatzisarantis, 2008).

As with self-determination in many other contexts, those with a high sense of it are more likely to stick with their goals and eventually achieve them.

Likewise, self-determination theory can explain trends in nursing and healthcare. For example, intrinsic motivation and autonomy drive patient compliance with medical instructions, but motivation to comply with standards is also significant for patients (Kofi, 2017).

Another recent study provided support for the hypothesis that a health care practitioner’s autonomy support encourages patients to engage in healthier behavior, boosts their perceived competence in those behaviors, and can even enhance their sense of mindfulness in addition to helping them meet the three basic needs (autonomy, competence, and relatedness; Martin, Byrd, Wooster, & Kulik, 2017).

Just as self-determination is vital for students in educational settings, it is vital for patients in healthcare settings. When patients feel they have little control over their lives and they are not supported in their decision-making by healthcare professionals, they will likely struggle to get their needs met and have worse health outcomes.

Healthcare professionals should keep these findings in mind when interacting with their patients if they have an interest in encouraging healthy behavior outside of the examination room.

It may be difficult to think about how self-determination skills can be taught or encouraged in others. This might feel like a trick question, since self-determination is, by definition, not directed by others!

However, there are some things you can do to help children and young adults develop self-determination.

Specifically, it can help to enhance and encourage their:

• Self-awareness and self-knowledge
• Goal-setting ability
• Problem-solving skills
• Decision-making skills
• Ability to self-advocate
• Ability to create action plans to achieve their goals
• Self-regulation and self-management skills (Wehmeyer, 2002).

For some practical suggestions on how to go about encouraging self-determination, check out our Self-Determination Skills and Activities article .

If you’re interested in learning more about SDT, you’re in luck! There are many resources out there that can help you become more familiar with this theory, including some great books. Some of the most popular and influential books on SDT include:

• Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness by Richard M. Ryan and Edward L. Deci ( Amazon )
• Why We Do What We Do: Understanding Self-Motivation by Edward L. Deci and Richard Flaste ( Amazon )
• Self-Determination Theory in the Clinic: Motivating Physical and Mental Health by Kennon M. Sheldon, Geoffrey Williams, and Thomas Joiner ( Amazon )
• Handbook of Self-Determination Research by Edward L. Deci and Richard M. Ryan ( Amazon )
• The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory by Marylene Gagne ( Amazon )
• Intrinsic Motivation and Self-Determination in Human Behavior by Edward L. Deci and Richard M. Ryan ( Amazon link )
• The Theory of Self-Determination by Fernando R. Tesón ( Amazon )
• Self-Determination Theory in Practice: How to Create an Optimally Supportive Health Care Environment by Jennifer G. La Guardia ( Amazon )

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If you’re the type of person that loves a good quote, we’ve got some great ones related to self-determination for you. See if any resonate with your personal view on self-determination.

“Stay focused and stay determined. Don’t look to anyone else to be your determination—have self-determination. It will take you very far.”

Justice Smith

“My idea of feminism is self-determination, and it’s very open-ended: every woman has the right to become herself, and do whatever she needs to do.”

Ani DiFranco

“America was born out of a desire for self-determination, a longing for the human dignity that only independence can bring.”

Maurice Saatchi

“Equality and self-determination should never be divided in the name of religious or ideological fervor.”

“Know what you want and reach out eagerly for it.”

Lailah Gifty Akita

“We each possess the capacity for self-development. We also possess the capacity for self-destruction. The path that we chose to take—to pursue lightness or darkness—is the story that we take to our graves.”

Kilroy J. Oldster

“We are condemned to be free people, liberated people who must make life-defining decisions. Freedom requires choices and all choices entail value decisions.”

“Above all, be the heroine of your life, not the victim.”

Nora Ephron

“Let every man be master of his time.”

William Shakespeare

“Self-determination is not a mere phrase. It is an imperative principle of action, which statesmen will henceforth ignore at their peril.”

Woodrow Wilson

“Control your own destiny or someone else will.”

I hope you enjoyed this piece on Self-Determination Theory. It’s a great theory if you plan to have any career in the helping industry (e.g., counselor, coach, teacher, healthcare professional), and it’s also a great theory to understand regardless.

Although this theory has the impressive ability to predict outcomes of behavior based on motivations for that behavior (at least in part), the real value for the individual comes in the form of understanding the self better. When we know our core values and the intrinsic goals aligned with those values, we may be happier.

This method may even help people make better choices that satisfy their own needs rather than strive towards extrinsic goals.

If you take one thing away from the piece, let it be that you—like all people—are fully capable of making choices and finding your own way. As long as you pursue goals guided by your authentic values and desires, you have a great chance of success.

What do you think about self-determination theory? Do you think intrinsic motivation is always more effective than extrinsic motivation? Which do you find drives you more? Please let us know in the comments section below.

Thanks for reading!

We hope you enjoyed reading this article. Don’t forget to download our three Goal Achievement Exercises for free .

Self-Determination Theory proposes that there are three fundamental psychological needs that are essential for human flourishing:

• autonomy – to feel in control of one’s own life and choices
• competence – to feel capable and effective in one’s actions
• relatedness – to feel connected to and cared for by others.

These needs are considered universal and innate, and fulfilling them promotes wellbeing and optimal functioning in individuals.

Self-Determination Theory was defined by Edward L. Deci and Richard M. Ryan, two psychologists who proposed the theory in the 1980s as a framework for understanding human motivation and personality.

Self-Determination Theory is based on two key assumptions:

First – humans have innate psychological needs for autonomy, competence, and relatedness.

Second – individuals who satisfy these needs will experience greater wellbeing, personal growth, and optimal functioning.

• Calvo, T. G., Cervelló, E., Jiménez, R., Iglesias, D., & Murcia, J. A. M. (2010). Using self-determination theory to explain sport persistence and dropout in adolescent athletes. The Spanish Journal of Psychology, 13, 677-684.
• Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268.
• Deci, E. L., & Ryan, R. M. (2008). Self-Determination Theory: A macrotheory of human motivation, development, and health. Canadian Psychology/Psychologie Canadienne, 49, 182-185.
• Fanning, J. (2015). If I were my client I would… (Social work and self-determination). MSW Online Programs. Retrieved from https://mswonlineprograms.org/2015/if-i-were-my-client-i-would-social-work-and-self-determination/
• Field, S. & Hoffman, A. (1994). Development of a model for self-determination. Career Development for Exceptional Individuals, 17, 159-169.
• Furlong, M. A. (2003). Self-determination and a critical perspective in casework: Promoting a balance between interdependence and autonomy. Qualitative Social Work, 2, 177-196.
• Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331-362.
• Hagger, M., & Chatzisarantis, N. (2008). Self-determination theory and the psychology of exercise. International Review of Sport and Exercise Psychology, 1 , 79-103.
• Koestern, R., & Hope, N. (2014). A self-determination theory approach to goals. In M. Gagne (Ed.) The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory.
• Kofi, O. (2017). Patient participatory behaviours in healthcare service delivery: Self-determination theory (SDT) perspective. Journal of Service Theory and Practice, 27, 453-474.
• Martin, J. J., Byrd, B., Wooster, S., & Kulik, N. (2017). Self-determination theory: The role of the health care professional in promoting mindfulness and perceived competence. Journal of Applied Biobehavioral Research [Online first posting].
• Ryan, R. M., & Deci, E. L. (1985). Intrinsic motivation and self-determination in human behavior. New York, NY, US: Plenum Press.
• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being .
• Wehmeyer, M. L. (2002). Self0determination and the education of students with disabilities. ERIC EC Digest #E632. Retrieved from http://www.hoagiesgifted.org/eric/e632.html
• Wehmeyer, M. L. & Schwartz, M. (1997). Self-determination and positive adult outcomes: A follow-up study of youth with mental retardation or learning disabilities. Exceptional Children, 63, 245-255.
• Wehmeyer, M. L. & Palmer, S.B. (2003). Adult outcomes for students with cognitive disabilities three years after high school: The impact of self-determination. Education and Training in Developmental Disabilities, 38 , 131-144.

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I’m delighted to read your article which seems to very helpful. Appreciate your hard work and clear way of defining the points.

Thank you for this article on SDT. Reading how this is viewed differently according to situations, people, and careers has been very much enlightening to me and I found myself looking forward to reading more on this theory. Again, thank you.

Very much appreciated. Thank you for this excellent article.

Hi, I enjoyed reading this article. how to cite this article?

Glad you enjoyed it! Here’s how you’d cite it in APA 7th:

Ackerman, C. E. (2018, June 21). Self-determination theory of motivation: Why intrinsic motivation matters. PositivePsychology.com. https://positivepsychology.com/self-determination-theory/

Hope this helps!

– Nicole | Community Manager

Very Interesting! When was the article published? I would like to reference some information from this article and it’s necessary to put the year!

Glad you liked the article. It was published the 21st of June, 2018.

Can SDT be applied into fields such as shopping and consumer decision making? If so is there any existing research within these fields you could suggest? Many thanks

Yes, there is a wealth of research looking at SDT in the domains of marketing and consumer behavior. It’s therefore hard to recommend a starting point, but perhaps this review by Gilal et al., (2019) would be one.

Do you have an survey instrument to evaluate mission motivation of seminary students? or to evaluate the work motivation of an organization? Could you please guide me to that.

I’m afraid I’m not aware of any scales for measuring mission motivation of the type I assume you’re interested in. You might need to custom-develop something for this purpose. As for work motivation, are you interested in organization-level motivation? Or like the motivation of a team or workgroup or department (as opposed to the individual)? Let me know and I should be able to point you in the right direction 🙂

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Self-Determination Theory in Psychology

How the need for autonomy, competence, and relatedness fuel motivation

What Is Self-Determination Theory?

• How It Works
• Self-Determined vs. Non-Self-Determined
• How to Improve

Have you ever noticed that you feel more motivated when you are empowered to make your own choices? That's the idea behind self-determination theory,

Self-determination refers to a person's ability to make choices and manage their own life . Being self-determined means that you feel in greater control, as opposed to being non-self-determined, which can leave you feeling that others control your life.

According to self-determination theory, three innate (and universal) psychological needs motivate people to grow and change. The concept of intrinsic motivation , or engaging in activities for the inherent reward of the behavior itself, plays an important role in this theory.

Self-determination is an important concept in psychology since it affects psychological health and well-being . Promoting self-determination is also an emerging best practice when working with certain populations, such as individuals with intellectual disabilities .

Self-determination theory seeks to explain how being self-determined impacts motivation—that people feel more motivated to take action when they think that what they do will have an effect on the outcome. Learn more about how this theory works, as well as what you can do to improve your self-determination skills.

Self-determination theory suggests that people can become self-determined when their needs for competence, connection, and autonomy are fulfilled.

Self-determination theory grew out of the work of psychologists Edward Deci and Richard Ryan, who first introduced their ideas in their 1985 book Self-Determination and Intrinsic Motivation in Human Behavior . They developed a theory of motivation that suggests people tend to be driven by a need to grow and gain fulfillment.

Basic Assumptions of Self-Determination

Self-determination theory makes two key assumptions:

• The need for growth drives behavior. The first assumption of self-determination theory is that people actively strive for growth. To develop a cohesive sense of self , people need to gain mastery over challenges and take in new experiences.
• Autonomous motivation is important. While people are often motivated to act by external rewards such as money, prizes, and acclaim (known as  extrinsic motivation ), self-determination theory focuses primarily on internal sources of motivation, such as a need to gain knowledge or independence (intrinsic motivation).

Components of Self-Determination

According to self-determination theory, people need to feel the following to achieve psychological growth:

• Autonomy : People need to feel in control of their own behaviors and goals. This sense of being able to take direct action that will result in real change plays a major part in helping people feel self-determined.
• Competence : People need to master tasks and learn different skills . When people feel that they have the skills needed for success, they are more likely to take actions that will help them achieve their goals.
• Connection or relatedness : Another essential part of self-determination is the ability to experience a sense of belonging and attachment to other people.

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How Self-Determination Theory Works

It's important to realize that the psychological growth described by self-determination theory does not happen automatically. While people might be oriented toward such growth, it requires continual sustenance.

Sometimes people may be more active about pursuing growth. In other cases, they take a more passive role. Understanding what causes people to take action is a big part of understanding the motivation puzzle.

Ryan and Deci have suggested that the tendency to be either proactive or passive is largely influenced by the social conditions in which we are raised.  Social support is key. Our relationships and interactions with others can foster or thwart well-being and personal growth.

Other factors that also help or hinder the three elements needed for growth include:

• Extrinsic motivators can sometimes lower self-determination. According to Deci, giving people extrinsic rewards for intrinsically motivated behavior can undermine autonomy, a phenomenon known as the overjustification effect . As the behavior becomes increasingly controlled by external rewards, people begin to feel less in control of their behavior or their intrinsic motivation diminishes.
• Positive feedback can also boost self-determination. Deci suggests offering unexpected positive encouragement and feedback on a person's task performance to increase intrinsic motivation. This feedback occurs spontaneously, feels authentic, and helps people feel more confident about their performance. Such feedback helps people feel more competent, a key need for personal growth.

Example of Self-Determination

To understand self-determination behavior, it can be helpful to look at some examples what might happen in a situation where a person is highly self-determined vs. poorly self-determined:

When a Person Is Highly Self-Determined

Imagine a person who fails to complete an important project at work. If this person is high in self-determination, they will admit their fault, believe that they can do something to fix the problem, and take action to correct the mistake .

When a Person Is Poorly Self-Determined

If that same person was low in self-determination, they might instead look for other things that they can blame. They might make excuses, assign blame elsewhere, or refuse to admit their own role in not completing the project on time.

Low Self-Determination Can Lead to Helplessness

Perhaps most importantly, a person low in self-determination won't feel motivated to fix the mistake. Instead, they might  feel helpless  in controlling the situation and believe that nothing they do will have any real effect.

Self-Determined vs. Non-Self-Determined Behaviors

Motivated by intrinsic rewards

Driven by enjoyment, interest, or satisfaction

Feel in control

Motivated by extrinsic rewards

Driven by obligation or responsibility

Feel a lack of control

Rather than thinking of motivation as being driven by extrinsic or intrinsic rewards, viewing it as a continuum between self-determined and non-self-determined behaviors is often helpful.

• Self-determined behaviors : On one end of the continuum are purely self-determined behaviors that tend to be intrinsically driven and done for the enjoyment of, interest in, and inherent satisfaction for the action itself.
• Non-self-determined behaviors : On the other end are non-self-determined behaviors, which are performed only because they must be done. There is a complete lack of control on this extreme end of the scale.

However, it's important to remember that behaviors are often driven by both extrinsic and intrinsic factors to varying degrees. If you are training to compete in a marathon, for example, you might be extrinsically motivated by a desire to gain approval from others. At the same time, you may also be intrinsically motivated by the satisfaction you gain from the activity itself. Typically, behaviors tend to lie in the middle of the continuum.

There is also often a varying amount of external motivation, which can fuel the degree of internal motivation. People may engage in actions because they feel they have some level of personal control and the behaviors ultimately align with something important for their self-concept.

Most actions are not purely self-determined or non-self-determined. Instead, actions often rely on a certain degree of self-determination that may also be influenced by extrinsic motivations.

How Self-Determination Influences Behavior

The concept of self-determination has been applied to a wide variety of areas including education, work, parenting, exercise, and health. Research suggests that having high self-determination can foster success in many different domains of life.

In the Workplace

When people are more satisfied with their jobs, they are more likely to work harder and enjoy their work more. Research has shown that people with self-determination feel more satisfied at work while playing a key role in that organization's success.

How can employers build self-determination in their workers?

• By allowing team members to take an active role
• Not overusing extrinsic rewards since this can undercut intrinsic motivation, a phenomenon known as the overjustification effect
• Offering employees greater responsibilities
• Offering support and encouragement
• Providing employees with meaningful feedback

In Competition

In competitive settings, such as sports and athletics, fostering a sense of self-determination can motivate people to excel. Some suggest that it works, at least in part, by increasing a person's level of mental toughness .

Athletes who feel that they are capable of achieving their goals and overcoming challenges are often driven to perform better. Excelling allows them to gain a sense of competence and build mastery in skills that are enjoyable and important to them.

Researchers have also found that people with an internal sense of control are more likely to stick to a healthy diet and regular exercise regimen .  

In Social Settings

Self-determination can also play an important role in social relationships . For instance, when people are new to an online group , if their needs for autonomy, relatedness, and competence (the three components of self-determination) are fulfilled. This has a positive impact on their social identity, which, in turn, affects their participation behaviors.

In other words, feeling like they belong to the group fosters greater self-determinations, meaning they are then more likely to contribute to the group in meaningful ways.

To forge close, affectionate relationships with others, thus potentially improving self-determination:

• Seek positive relationships with people who will support you in the pursuit of your goals.
• Offer support and feedback to people who are part of your social circle.
• Use empathic listening to create a greater understanding of others.
• Validate other people's emotions and show them support when they need it.

In School Settings

Self-determined students are more likely to feel motivated to achieve. They also tend to feel greater levels of competence and satisfaction. Educators can help students foster a sense of self-determination and intrinsic motivation by:

• Providing unexpected positive feedback when students perform well to help improve their feelings of competence
• Avoiding excessive external rewards for actions students already enjoy, which helps improve their internal motivation
• Fostering autonomy by giving students choices about how to complete tasks
• Offering resources to help students succeed in order to build greater competence

Self-determination can play an important role in how people function in many different areas of their lives. Feeling in control and intrinsically motivated can help people feel more committed, passionate, interested, and satisfied with the things that they do.

Traits of Self-Determined People

If you are interested in strengthening your self-determination, it is helpful to think about what a highly self-determined individual might look like. People high in self-determination tend to:

• Believe that they have control over their own lives . Self-determined people have an internal locus of control and feel that their behaviors will have an influence on outcomes. When confronted with challenges, they feel that they can overcome them through diligence, good choices, and hard work.
• Have high self-motivation . Someone with high self-determination doesn't rely on external rewards or punishments to motivate them to take action. Instead, they engage in behaviors because they are motivated intrinsically. They have an internal desire to set goals and work toward them.
• Base their actions on their own goals and behaviors . In other words, people with self-motivation intentionally engage in actions that they know will bring them closer to their goals.
• Take responsibility for their behaviors . Highly self-determined people take credit for their success, but they also accept the blame for their failures. They know they are responsible for their actions and don't shift blame elsewhere.

How to Improve Your Self-Determination

Self-determination can change based on our experiences and our environments. Do you want to be more self-determined? There are a few steps you can take to improve your own self-determination skills.

Improve Your Self-Awareness

Self-awareness is associated with self-determination and can even help prepare you to make more purposeful decisions. Meditation, seeking regular feedback, and writing down your thoughts and feelings are all ways to improve self-awareness.

Engage in Self-Regulation

Developing a higher level of self-determination involves also working on your self-regulation skills. Strategies that can help you better regulate yourself include being more mindful of how you feel mentally and physically, along with practicing cognitive reframing to regulate your emotional responses better.

Find Social Support

Strong social relationships can foster motivation and well-being. Seek people who make you feel welcome and cared for. This may be a family member or friend, or it could be a member of your church, a counselor, or anyone else who provides a sense of support and belonging.

Gain Mastery

Becoming skilled in areas that are important to you can help build your sense of self-determination. Whether you have a strong interest in a hobby , sport, academic subject, or another area, learning as much as you can about it and improving your skills can help you feel more competent.

The more you learn and practice, the more skilled and self-determined you will likely feel.

Self-determination theory can be helpful in understanding what might motivate your behaviors. Being self-determined, feeling like you have the autonomy and freedom to make choices that shape your destiny, is important for each person's well-being.

When you pursue things that are intrinsically motivated and aligned with your goals, you will feel happier and more capable of making good choices.

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By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

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Self-Determination Theory

Sep 06, 2014

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Self-Determination Theory (SDT) has grown out of the research on motivation performed by Richard M. Ryan and Edward L. Deci both of the University of Rochester (Ryan and Deci , 2000a). SDT establishes three internal needs that we seek to satisfy: competence, relatedness and autonomy.

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• intrinsic motivation
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Self-Determination Theory (SDT) has grown out of the research on motivation performed by Richard M. Ryan and Edward L. Deci both of the University of Rochester (Ryan and Deci, 2000a). • SDT establishes three internal needs that we seek to satisfy: competence, relatedness and autonomy. • SDT considers both internal and external motivation (Ryan and Deci, 2000). Self-Determination Theory

We are intrinsically motivated to satisfy our needs of competence, relatedness and autonomy. • Extrinsic factors can have positive or negative effects on our intrinsic motivation based on the effect the extrinsic factors have on these needs (Deci, Koestner & Ryan, 2001). • Verbal rewards (“positive feedback”) can increase a student’s sense of competence • Tangible rewards such as grades or prizes can decrease a student’s sense of autonomy (control over their work) and have a negative impact on motivation. Extrinsic vs. Intrinsic Motivation in SDT

Students wish to fulfill three primary needs. When instructional design leads to activities that fulfill these needs then learning can be more successful. • Competence • Students will be intrinsically motivated to perform if they feel they are competent and understand the material at hand. • This is best illustrated by the proper scaffolding of lessons so that students can master tasks and feel successful before moving on to more difficult work. (Dirksen, 2012) • Relatedness • Student engagement is enhanced when the instructional material covered has direct relevance to them (Deci, 2009) • Autonomy • Student success can be improved when activities allow students a sense of choice and control over the purpose and outcome of their education (Deci, 2009; Cavendish, 2013). SDT in Instructional Design

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Self-Presentation Theory: Self-Construction and Audience Pleasing

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• Debra G. Hutton  

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Self-presentation is behavior that attempts to convey some information about oneself or some image of oneself to other people. It denotes a class of motivations in human behavior. These motivations are in part stable dispositions of individuals but they depend on situational factors to elicit them. Specifically, self-presentational motivations are activated by the evaluative presence of other people and by others’ (even potential) knowledge of one’s behavior.

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Self-Determination Theory

Psychologically Flexible Self-Acceptance

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Baumeister, R.F., Hutton, D.G. (1987). Self-Presentation Theory: Self-Construction and Audience Pleasing. In: Mullen, B., Goethals, G.R. (eds) Theories of Group Behavior. Springer Series in Social Psychology. Springer, New York, NY. https://doi.org/10.1007/978-1-4612-4634-3_4

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Self-determination theory as an alternate conceptual foundation for motivation in natural resource research

Motivation is a topic that receives substantial interest across the social sciences. However, in the human dimensions of natural resource literature, scholars have primarily treated motivation as a construct narrowly defined by the individual’s desired goal state. In contrast, self-determination theory (SDT) suggests that multiple forms of motivation can influence levels of self-determination, integration of identities, and subsequent behavioral intentions, and has been utilized in multiple realms to understand human behavior. SDT forms a consistent and well-understood mechanism for human psychological development and optimal function and allows for the formulation of out-of-sample prediction, a cornerstone of science. In this manuscript, we review the basic theories that make up SDT and provide insight for its application to human dimensions of natural resource research.

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