C.3.2.3 Six mini-theories of self-determination: a meta-theoretical approach (HL) Notes

The Six Mini-Theories of Self-Determination Theory

1. Self-Determination Theory (SDT) is a comprehensive framework for understanding motivation.
2. SDT is based on an organismic-dialectic approach to human motivation, psychological development, and well-being:

1. Organismic Aspect

1. Humans have an innate drive to grow, develop, and reach their full potential.
2. Certain fundamental psychological needs are essential for motivation:
   1. Autonomy – Having choices and control over actions.
   2. Competence – Feeling capable and effective.
   3. Relatedness – Feeling connected to others.

2. Dialectic Aspect

1. Focuses on the interaction between individuals and their environment.
2. Recognizes that social and environmental influences (e.g., family, culture) shape motivation and behavior.
3. External factors can either support or hinder motivation.

Cognitive Evaluation Theory: The Role of Rewards

1. Cognitive Evaluation Theory focuses on how external factors, like rewards, influence intrinsic motivation. It highlights two key needs:
   1. Autonomy: The feeling of being in control of one's actions.
   2. Competence: The belief in one's ability to succeed.

1. Cognitive Evaluation Theory suggests that external events influence intrinsic motivation in three ways:
   1. Social Environment
      1. Provides informational feedback about performance (e.g., how well someone is doing in sports).
      2. Positive feedback enhances competence, boosting intrinsic motivation.
   2. Controlling Events
      1. Rewards (e.g., money, trophies) can make individuals feel controlled by others.
      2. This can decrease intrinsic motivation due to the over-justification effect (doing an activity for the rewardrather than for enjoyment).
   3. Amotivating Events
      1. Negative feedback, criticism, or feelings of incompetence can reduce intrinsic motivation.
      2. Leads to decreased engagement and lower self-confidence in performance.

How Rewards Affect Motivation

1. Informational Rewards: Provide feedback that enhances competence (e.g., praise for mastering a skill). These support intrinsic motivation.
2. Controlling Rewards: Focus on compliance (e.g., monetary incentives). These undermine intrinsic motivation, leading to the over justification effect.

Organismic Integration Theory: The Spectrum of Extrinsic Motivation

1. Organismic Integration Theory explains how extrinsic motivation can become more self-determined over time.
2. It identifies four subtypes of extrinsic motivation along a continuum:
   1. Extrinsic Regulation: Behavior is driven by external demands or rewards. I must exercise because my doctor said so)
   2. Introjected Regulation: Behavior is driven by internal pressure, such as guilt or shame. I should exercise to avoid feeling guilty.
   3. Identified Regulation: Behavior is personally valued, though still a means to an end. (I want to exercise because it improves my health.)
   4. Integrated Regulation: Behavior aligns with personal values and identity. (Exercise is part of who I am.)

Causality Orientations Theory (COT)

Causality Orientations Theory explains how individuals develop different motivational tendencies based on their exposure to three types of environments:

1. Autonomy-Supportive Environments
   1. Encourage self-initiation and personal choice in actions.
   2. Foster intrinsic motivation and self-determination.
2. Controlling Environments
   1. Pressure individuals to behave in externally prescribed ways.
   2. Leads to controlled motivation, where behavior is driven by external rewards or punishments.
3. Amotivating Environments
   1. Provide little to no support or encouragement.
   2. Can lead to low motivation, helplessness, and disengagement from activities.

Basic Psychological Needs Theory (BPNT) – Three Core Needs

Suggests that motivation is driven by three universal psychological needs:

1. Autonomy: Feeling in control of one’s actions.
2. Competence: Feeling effective and capable.
3. Relatedness: Feeling connected to others.
4. When these needs are met, motivation and well-being improve, when unmet, individuals may experience burnout, anxiety, or dropout.
   

Goal Contents Theory: What Drives Our Goals?

1. Goal Contents Theory distinguishes between:
2. Intrinsic Goals: Focused on personal growth, health, and relationships.
3. Extrinsic Goals: Focused on external rewards, such as wealth or fame.

Relationships Motivation Theory: The Importance of Connection

1. Relationships Motivation Theory emphasizes the role of relatedness in motivation.
2. It highlights that positive interpersonal interactions are essential for:
   1. Well-being: Feeling valued and connected enhances motivation.
   2. Performance: Supportive relationships foster resilience and persistence.

Applying SDT in Real Life

1. Coaching: An autonomy-supportive approach (e.g., involving athletes in decision-making) fosters intrinsic motivation.
2. Exercise: Encouraging people to find enjoyable activities helps transition motivation from extrinsic to intrinsic.
3. Education: Teachers who support autonomy and competence create environments where students are more engaged and motivated.