Deci And Ryan's Theory Of Line Management

“Motivation is the process whereby goal-orientated activity is instigated and sustained” (Schunk, Pintrich & Meece, 2008. As cited in Eggen & Kauchak, 2010, p.284). Motivation comes in many forms and can be divided into two broad categories - extrinsic and intrinsic motivation. Extrinsic motivators are external

Motivation is the process that accounts for an individual’s intensity, direction, and persistence. There are two type of motivators: intrinsic motivators and extrinsic motivators. Extrinsic motivators come from outside the person and include pay, bonus and other tangible rewards. Intrinsic motivators come from internal desire to do something due to interest, challenge and personal satisfaction.

Extrinsic motivation refers to the performance of an action to obtain an outcome (Study.com, n. d.). Unlike intrinsic motivation where one performs an action for its own sake, extrinsic motivation is to obtain external reward and is influenced by external factors. This type of motivation is also highly

In “The Surprising Science of Motivation”, Dan Pink explained how the 21st century is requiring people to become more creative and think outside of the box. Allowing yourself to view all the possibilities instead of restricting solutions can provide more positive rewards. As a result, I find myself understanding the concept that external rewards like money are not the best way to motivate ourselves or others. Therefore, motivation lies within everyone by giving them the power to examine three elements of motivation which include autonomy, mastery, and purpose. Those that follow this motivation are not receiving cash reward but a reward of accomplishing their own task. In summary, I know understand that a person can be motivated by their

In an earlier study completed by Ryan and Deci (2000), they explained that “because of the functional and experiential differences between self-motivation and external regulations, a major focuses of Self-Determination Theory (SDT) has been to supply a more differentiated approach to motivation, by asking what kind of motivation is

Motivation is defined as the psychological processes that arouse and direct goal–directed behavior. In a simple model of motivation, people have certain needs that motivate them to perform specific behaviors for which they receive rewards that feed back and satisfy the original need. Rewards are of two types: (1) An extrinsic reward is the payoff, such as money, a person receives from others for performing a particular task. (2) An intrinsic reward is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself.

For example, a person is a competitive sport they could be driven because it offers scholarships, high payment, or recognition from their peers. A form of extrinsic motivation is external regulation (Deci, Ryan, & Guay, 2013). This type of regulation is based on obtaining an object for doing something (Deci, Ryan, & Guay, 2013). Extrinsic Motivation can be displayed through pressure, threats, or rewards (Deci, Ryan, & Guay, 2013). For instance, if you take a child into a store and let them get a toy every time they go, they will always expect a toy. Introjected Regulation is more self as extrinsic motivation involves others (Deci, Ryan, & Guay, 2013). Introjected Regulation involves a person self-assessing negatively (Deci, Ryan, & Guay, 2013). A person may become anxiety driven, feel contrition or infamy (Deci, Ryan, & Guay, 2013). This results in self-punishment. Identified Regulation is a chosen motivation by personal or professional value that created a pattern of behavior (Deci, Ryan, & Guay, 2013). For example, if a person starts a new job they develop a daily work routine. Or if a person is diagnosed with cancer they may become more health conscious. One of the most important regulations is integrated regulation (Deci, Ryan, & Guay, 2013). Integrated regulation is when a person finds an activity that reflects their

Intrinsic motivation is comprised of the internal rewards a person perceives from taking an action (Kreitner & Kinicki, 2013). Thomas’s building blocks for summoning intrinsic motivation are “Choice,” Competence,” “Meaningfulness,” and “Progress” (Kreitner & Kinicki, 2013, p. 252).

Extrinsic motivation involves external incentives such as rewards and punishers. When we are extrinsically motivated we engage in a behavior for an external payoff or to avoid an external punishment. Intrinsic motivation is based on internal factors such as organismic needs as well as curiosity, challenge, and fun. When we are intrinsically motivated, we engage in a behavior because we enjoy it (King, 2014, p. 338). I observed both intrinsic and extrinsic motivation in the same situation. With so many people living in the house we must take turns cooking dinner and in this instance, it was my brother and sisters turn to cook. My sister loves cooking, she was experiencing intrinsic motivation. Whereas my brother does not enjoy this task, but my brother knows that he will not get to go out with his friends if he does not help with dinner. My brother was extrinsically motivated in this situation.

Let’s take a closer look at how motivation ties in with these intrinsic and extrinsic theories for motivation. It is clear that motivation is one of the most prominent driving forces by which humans pursue and ultimately achieve their goals. Motivation, quite simply, is rooted in the human instinct to minimize pain and maximize pleasure. The characteristics of such a basic theory would usually be about as clear cut as they come. However, motivation relies heavily on one’s personal psychology as well as specific situations. As noted before in the survey, it also has two very distinct and different sides to it, those being intrinsic motivation and extrinsic motivation.

The article Self-Determination Theory And Actualization of Human Potential by Edward L. Deci, Richard M. Ryan, and Frederic Guay outlines the self-determination theory and defines for the reader the very concept of self-determination. All humans have the potential for the progression towards honesty and enlightenment, but in order to obtain actualization, essential human needs must be met (Deci et al., 2013). This article disclosed three essential needs: competence, relatedness, and autonomy. The article goes on to describe intrinsic and extrinsic motivations, and how emotional regulation plays a part in self-determination. All humans have the potential to become self-actualizing; but, when a need is not met, or emotions are not properly regulated, unhealthiness ensues.

In order to critically discuss how HR professionals and line managers work together to lead and manage people within my organisation it is necessary to look at 4 different components. Firstly it is necessary to define the characteristics or role of a line manager, secondly what does it mean to manage, thirdly what it means to lead and finally why and how HR professionals assist line managers to manage and lead. I shall then look at what the human resource department within my organisation does to facilitate line managers to lead and manage which I

In organizations, the line managers ' role is important in ensuring that the implementation of HRM strategy and policies are successfully implemented. The devolution of HRM activities to line managers is potentially a useful tool for achieving through the implementation of HRM policies and practices that are consistent with the desired strategic intent (Brewster and Larsen (1992), Budhwar (2000), Hall and Torrington (1998), Hope-Hailey et al., (2002)).

The article describes that people are effected by the motivation that is used to generate their behavior. Basically, this means that, although two people could be doing the very same activity, what is motivating them, or how they are motivated, can have more of a lasting impact than the activity itself. The article also implies that, “people have an inherent tendency toward growth and development, and that this tendency will, under the right circumstances … lead people toward actualizing their human potential, which means to become all that they are capable of being (Deci, Ryan, Guay. Pg 109).” Also, the purpose of understanding the Self-Determination Theory is also rooted in the ideas that it will, “promote their full functioning (Deci, Ryan, Guay. Pg 110).” This idea of full-functioning is interchangeable self-actualization as, “full functioning involves individuals having access to and using all of their capacities for experience, connection, and proactivity (Deci, Ryan, Guay. Pg 110).”

Edward Deci and Richard Ryan first developed the concept of self-determination. They thought that to truly understand human functioning and well-being, researchers must assess the agentic nature of human behavior. The main focus of the theory concerns human motivation and personality. People are often motivated by an external factor such as rewards or praise but they are also intrinsically motivated. The intrinsic motivators are not usually externally rewarded but they can create passions. The interplay between extrinsic and intrinsic forces on personality is the concept of self-determination. Self-determination is a trait that is commonly studied by psychologists from all perspectives in order to identify its role in personality.