Utilizing peer feedback from the storytelling discussion and critical friend work, we were to continue to develop our Literature Review from Unit 6.
This week, we were to include 10 additional sources for a total of 20 sources. The majority of our sources were to be published within the last 5 years except in cases of seminal research.
Our final literature review was to be 10 pages of content, double-spaced, and include an APA title page, abstract, headings, citations, and reference page.
Exploring Motivation and Well-Being through the Lens of Self-Determination Theory
Frank Jamison
The Chicago School of Professional Psychology
EP614 The Psychology of Motivation and Emotion in Learning
Dr. Ian MacLeod
June 4, 2023
Abstract
This paper examines motivation and well-being within the Self-Determination Theory (SDT) framework. Here, I explore common themes related to intrinsic motivation and extrinsic rewards and how they affect psychological and emotional well-being. These themes include insights from Deci (1972a), Ryan (2023), Ryan and Deci (2017), and Martela et al. (2019), among other selected literature.
The four sections of this paper provide a comprehensive overview of key concepts and findings related to motivation and well-being. Section 1 delves into intrinsic motivation’s significance, highlighting its positive effects on engagement, satisfaction, and personal growth. Section 2 explores the role of extrinsic rewards and cautions against overreliance on external reinforcements, highlighting the importance of fostering autonomous motivation. Section 3 investigates the relationship between motivation and well-being in educational and workplace settings, emphasizing the importance of autonomy-supportive practices and supportive environments. Finally, Section 4 explores the significance of promoting competence and supporting intrinsic motivation in educational and workplace contexts. The paper concludes by emphasizing the need for further research and the development of interventions rooted in Self-Determination Theory to enhance motivation and well-being.
Keywords: motivation, well-being, Self-Determination Theory, intrinsic motivation, extrinsic rewards, autonomy, competence, education, workplace.
Exploring Motivation and Well-Being through the Lens of Self-Determination Theory
Self-Determination Theory (SDT), proposed by Ryan and Deci (2017), provides a valuable framework for understanding the complex interplay between motivation and well-being. According to SDT, people have three basic psychological needs: autonomy, competence, and relatedness. Fulfillment of these needs is crucial for promoting intrinsic motivation, psychological well-being, and optimal functioning in various domains of life. Deci (1972a), Ryan (2023), Ryan and Deci (2017), and Martela et al. (2019) all highlight how research in the fields of motivation and well-being has significantly advanced our understanding of these ideas. By synthesizing insights from articles across different contexts, this paper explores the relationship between motivation and well-being through the lens of SDT.
Deci (1972a) emphasizes the significance of intrinsic motivation, which refers to engaging in activities for the inherent satisfaction and enjoyment they provide. Studies have consistently demonstrated the positive impact of intrinsic motivation on individuals’ engagement, performance, and well-being. Intrinsically motivated people experience autonomy, competence, and relatedness, which lead to increased satisfaction, creativity, and personal growth. Additionally, Martela et al. (2019) add four more aspirations to understanding intrinsic motivation: self-acceptance, affiliation, physical health, and financial success. By satisfying the innate psychological needs for autonomy, competence, and relatedness, intrinsic motivation contributes to an individual’s overall sense of well-being.
While intrinsic motivation is vital, extrinsic rewards and their potential impact on motivation and well-being cannot be ignored. Ryan and Deci (2017) highlight the need to balance extrinsic rewards with autonomy support, pointing out that excessive external reinforcements can undermine intrinsic motivation and hinder long-term well-being. Autonomy support involves providing choices, acknowledging individual perspectives, and promoting empowerment. When individuals feel autonomous, they become more self-motivated and experience higher levels of satisfaction and well-being.
Moving beyond individual contexts, this paper explores the relationship between motivation and well-being in educational and workplace settings. In their study (2020), Ryan and Deci discuss how autonomy-supportive teaching and leadership styles help students be motivated, engaged, and well-adjusted. Additionally, Sun et al. (2019) point out the importance of autonomy-supportive practices in Massive Open Online Courses (MOOCs), emphasizing their positive effect on students’ motivation and relationships. Likewise, Ho et al. (2018) and Van Petegem et al. (2021) have suggested that fostering a cooperative psychological climate and offering opportunities for autonomy and skill development will improve employee motivation and well-being, concluding that creating an environment that supports an individual’s autonomy and psychological needs leads to increased satisfaction, commitment, and flourishing.
Besides autonomy and relatedness, promoting competence is key to fostering motivation and well-being. The final section of this paper highlights the significance of competence in supporting intrinsic motivation. Research has shown that individuals who perceive themselves as competent and capable of meeting challenges experience higher levels of intrinsic motivation and well-being. Creating opportunities for skill development, cultivating a growth mindset, and providing constructive feedback can help boost intrinsic motivation and competence. Furthermore, Lee and Reeve (2020) found that intrinsic motivations, like meaning and pleasure, can enhance well-being and satisfaction even further.
The Role of Intrinsic and Extrinsic Motivation
The intrinsic motivation that comes from engaging in activities for their own sake is important for motivation and well-being (Deci, 1972a; Ryan & Deci, 2017; Sansone and Tang, 2021). By suggesting that individuals are naturally inclined to seek out challenges and activities that let them exercise their skills and interests, Deci (1972a) emphasizes the importance of intrinsic motivation. Individuals engaging in intrinsically motivated behaviors experience a sense of autonomy, competence, and relatedness, which are fundamental psychological needs according to Self-Determination Theory (SDT) (Ryan & Deci, 2017).
Research has demonstrated that intrinsic motivation positively impacts various outcomes, including engagement, performance, and psychological well-being. People who are intrinsically motivated tend to experience higher levels of satisfaction, enjoyment, and creativity (Deci, 1972a; Martela et al., 2019). Moreover, intrinsic motivation has been linked to personal growth, self-determined motivation, and overall well-being (Deci, 1972a; Ryan & Deci, 2017).
In addition to intrinsic motivation, extrinsic rewards have been explored and debated as a means of motivating behavior. Deci (1972b) defines extrinsic rewards as external factors, like tangible rewards or social recognition, provided to motivate a certain behavior. He suggests that extrinsic rewards can undermine intrinsic motivation when they are perceived as controlling and diminish individuals’ sense of autonomy.
In some situations, however, extrinsic rewards can also serve as motivators to influence an individual’s behavior. The key lies in the balance between extrinsic rewards and autonomy support. Ryan and Deci (2017) propose that extrinsic rewards can be used effectively to enhance motivation and well-being when they are provided in a way that supports an individual’s autonomy and does not undermine their intrinsic motivation. This approach, known as integrating extrinsic motivators with intrinsic motivation, allows individuals to maintain their sense of autonomy while benefiting from external rewards (Ryan & Deci, 2017).
Understanding the interplay between intrinsic and extrinsic motivation provides valuable insights into the complexity of human motivation and its impact on well-being. While intrinsic motivation serves as a powerful driver of engagement, satisfaction, and personal growth, the role of extrinsic rewards in motivating behavior has been subject to ongoing debate. Deci’s work highlights the potential negative consequences of extrinsic rewards when they are perceived as controlling and diminish individuals’ sense of autonomy. However, Ryan and Deci propose that a delicate balance between extrinsic rewards and autonomy support can be struck, allowing for the integration of external motivators without compromising intrinsic motivation. With this understanding, we now focus on exploring specific motivational strategies that can effectively support individuals’ intrinsic motivation and overall well-being.
The Effects of Intrinsic and Extrinsic Motivation on Behavior
The interplay between intrinsic and extrinsic motivation has significant implications for individuals’ behavior and performance (Ryan, et al., 2022). Fong et al. (2019) conducted a meta-analysis examining the impact of negative feedback on intrinsic motivation. The findings revealed that negative feedback can harm an individual’s intrinsic motivation and lead to decreased interest and engagement in tasks. This highlights the delicate nature of intrinsic motivation and the need to provide constructive feedback that supports individuals’ autonomy and competence.
To motivate unmotivated employees to work harmoniously, the role of a cooperative psychological climate was investigated (Ho et al., 2018). The study emphasized the importance of fostering a supportive and collaborative work environment to enhance motivation. The findings indicated that a cooperative psychological climate positively influenced intrinsic motivation and work engagement, leading to an increased passion for work. This suggests that creating a climate that supports autonomy and relatedness can stimulate intrinsic motivation and overall well-being.
Furthermore, Lin et al. (2022) explored the use of extrinsic rewards in sparking creativity from a self-determination theory perspective. Researchers found that extrinsic rewards could boost intrinsic motivation and creativity when aligned with people’s psychological needs for autonomy, competence, and relatedness. This suggests that extrinsic rewards can be effectively leveraged to stimulate an individual’s intrinsic motivation and foster their creative performance when provided in a manner that supports their basic psychological needs.
Motivating individuals intrinsically and extrinsically plays a significant role in behavior and performance. By recognizing that intrinsic motivation comes from engaging in activities for their own sake, we can understand how autonomy, competence, and relatedness play a role in fulfilling our psychological needs. In addition to boosting satisfaction, enjoyment, creativity, and personal growth, intrinsic motivation is also linked to overall well-being. Alternatively, extrinsic rewards, like tangible rewards or social recognition, have been explored as external factors that motivate behavior. Even though extrinsic rewards might undermine intrinsic motivation when seen as controlling, when provided in a way that supports autonomy and doesn’t diminish intrinsic motivation, they can also serve as motivators. Striking a balance between intrinsic and extrinsic motivation is critical for maintaining an individual’s sense of autonomy while benefiting from external rewards (Patall, 2019). This delicate balance requires a thoughtful approach that considers the individual’s needs and the motivational context. By recognizing the importance of intrinsic motivation and understanding how extrinsic rewards can be effectively integrated, individuals and organizations can promote motivation and well-being, leading to enhanced engagement, performance, and creativity.
Motivation, Achievement, and Well-being
Motivation plays a crucial role in individuals’ achievement and overall well-being. Jeno et al. (2019) investigated the effects of m-learning (mobile learning) on motivation, achievement, and well-being using a Self-Determination Theory (SDT) approach. The study revealed that m-learning, when designed to support individuals’ autonomy, competence, and relatedness, positively impacted their motivation, achievement, and well-being. This suggests that technology-mediated learning environments can effectively promote intrinsic motivation and enhance individuals’ learning outcomes and well-being.
Muschek (2020) explored ways to stay motivated and achieve success during online classes, which have become increasingly common since the advent of Covid-19. The article highlighted the importance of self-determination in maintaining motivation and success in online learning environments. It emphasized the need for autonomy-supportive practices, such as providing choice and promoting a sense of control over learning, as these factors positively influence intrinsic motivation and engagement in online classes.
Nguyen et al. (2019) additionally investigated the motivation for solitude during the transition to college. The study found that embracing “me-time” or solitude, which can be seen as an intrinsically motivated behavior, was associated with greater well-being and adjustment to college life. This suggests that intrinsically motivated behaviors, such as seeking solitude for personal reflection and rejuvenation, can contribute to individuals’ psychological well-being during challenging life transitions.
Motivation is a key factor in achievement and overall well-being, and recent research has shed light on its importance in various contexts. Mobile learning investigations have demonstrated the positive impact of technology-mediated learning environments on motivation, achievement, and well-being, and in online classes, self-determination, and autonomy-supportive practices are crucial for keeping motivation high. Acceptance of intrinsically motivated behaviors, like seeking solitude, has also been linked to better well-being and adjustment during tough times. Findings like these underscore how well-being and motivation are interconnected and emphasize the importance of creating environments and interventions that nurture intrinsic motivation. Educators, institutions, and individuals can foster optimal learning experiences, personal growth, and success by considering and promoting the factors that enhance motivation and well-being.
Intrinsic and Extrinsic Aspirations
A person’s intrinsic and extrinsic aspirations reflect their goals and desires, which can affect their well-being and motivation differently. Martela, Bradshaw, and Ryan (2019) explored intrinsic and extrinsic aspirations using network analysis and multidimensional scaling. This study identified four new aspirations: self-acceptance, authenticity, pro-social orientation, and health, and show how a person’s aspirations can provide a comprehensive picture of their intrinsic and extrinsic motivations, pointing out the importance of considering broader goals.
Additionally, Prentice, Kasser, and Sheldon (2018) looked at how openness to experience affected intrinsic value shifts after contemplating death. Study results showed that people who were more open to experience shifted toward intrinsic values like personal growth and meaningful relationships after thinking about their mortality. In other words, people with a greater inclination towards novelty, exploration, and self-expression might be more likely to prioritize intrinsic aspirations that foster personal development and connectedness.
Moreover, Ryan, et al. (2019) studied the effects of extrinsic rewards on self-determination and intrinsic motivation, emphasizing the importance of providing rewards that support an individual’s autonomy, competence, and relatedness needs to foster intrinsic motivation. When rewards are perceived as controlling or undermining autonomy, they decrease intrinsic motivation. However, when rewards are provided in an autonomy-supportive manner, they can enhance intrinsic motivation and overall well-being.
Expanding understanding beyond traditional notions allows a more nuanced perspective on someone’s goals and desires, showing how intrinsic and extrinsic aspirations contribute to motivation and fulfillment. Findings show that openness to experience shapes an individual’s intrinsic values, while rewards provided in an autonomy-supportive manner can enhance intrinsic motivation. The importance of supporting an individual’s psychological needs and recognizing the multifaceted nature of their aspirations can thus inform interventions promoting intrinsic motivation and well-being.
Conclusion
This paper has explored various aspects of motivation, achievement, and well-being through the lens of Self-Determination Theory (SDT). The reviewed articles have provided valuable insights into the role of intrinsic and extrinsic motivation, the influence of rewards and feedback, and the significance of supporting individuals’ psychological needs in promoting motivation and well-being.
The first part of the paper delves into the significance of intrinsic motivation in driving an individual’s motivation and overall well-being. It emphasizes the importance of engaging in activities for their inherent value and highlights how individuals naturally gravitate toward challenges that allow them to utilize their skills and pursue their interests. Intrinsic motivation is closely tied to fulfilling psychological needs, such as autonomy, competence, and relatedness. The positive impact of intrinsic motivation on various outcomes, including engagement, performance, satisfaction, enjoyment, and creativity is highlighted, and the section also emphasizes the link between intrinsic motivation and personal growth, self-determined motivation, and overall well-being.
The second part of the paper explores the role of extrinsic rewards in motivating behavior. Extrinsic rewards are defined as external factors, such as tangible rewards or social recognition, that are used to incentivize certain behaviors. The section acknowledges the ongoing debate surrounding the effectiveness of extrinsic rewards and their potential to undermine intrinsic motivation when perceived as controlling. By contrast, it also acknowledges that extrinsic rewards can serve as motivators to influence behavior in specific contexts. The key lies in striking a balance between extrinsic rewards and autonomy support. When provided in a manner that supports an individual’s autonomy and does not undermine their intrinsic motivation, extrinsic rewards can effectively enhance motivation and well-being. The approach of integrating extrinsic motivators with intrinsic motivation allows individuals to maintain their sense of autonomy while benefiting from external rewards.
The third section delves into the interplay between intrinsic and extrinsic motivation and its implications. It highlights the potential harm of negative feedback on intrinsic motivation by showing how it can lead to decreased interest and engagement in tasks. On the other hand, it emphasizes the importance of creating a cooperative psychological climate in the workplace to enhance intrinsic motivation and work engagement. Additionally, the section explores how extrinsic rewards can stimulate intrinsic motivation and creativity when aligned with an individual’s psychological needs for autonomy, competence, and relatedness. Overall, the findings emphasize the need for constructive feedback, a supportive work environment, and the alignment of extrinsic rewards with psychological needs to promote and enhance an individual’s intrinsic motivation.
The paper’s final part focuses on motivation’s role in various learning environments. It discusses the impact of mobile learning on motivation, achievement, and well-being and highlights the importance of designing learning experiences that support autonomy, competence, and relatedness. Additionally, the section explores the significance of self-determination in online learning and emphasizes the need for autonomy-supportive practices to maintain motivation and success. Furthermore, it examines the motivation for solitude during life transitions and reveals the positive association between seeking solitude and greater well-being and adjustment to college life. This section underscores the importance of considering motivation in different learning contexts, promoting autonomy and well-being to enhance an individual’s motivation and learning outcomes.
Considering the reviewed literature, it is evident that SDT provides a valuable framework for understanding motivation and well-being. Educators, employers, and policymakers can create environments that enhance motivation, achievement, and overall well-being by considering an individual’s psychological needs and promoting intrinsic motivation. By emphasizing autonomy-supportive practices, aligning rewards with intrinsic aspirations, and fostering a sense of competence and relatedness, one can contribute to an individual’s intrinsic motivation and ultimately lead them to positive outcomes in various domains of life.
In summary, Self-Determination Theory sheds light on the intricate relationship between motivation and well-being. Practitioners can create environments that support intrinsic motivation, enhance well-being, and facilitate optimal functioning by understanding intrinsic motivation, balancing extrinsic rewards with autonomy support, and promoting competence. However, further research and the development of evidence-based interventions are necessary to deepen our understanding of motivation and well-being and to effectively implement SDT principles in various contexts.
References
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Assignment Grade: 50/50
