Portland based motivation project paper and presentation

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House Keeping

• Exam 1 feedback today

• Review your Exam 1 scantron with the key – Today or Tue or at our office hours

– With Shalene or me

• project drill on Tue 2/11

• Any questions about the project?

Psychological Needs and Motivation

Liu-Qin Yang, Ph.D.

Motivation comes from…

Needs Cognitions Emotions

PERSON SITUATION

MOTIVATION

-Food

-Shelter

-Love

-Achieve

-Goals

-Control

-Efficacy

-Mood

-Discrete

emotions

-Incentives

-Culture

-Group norms

-Role expectations

Internal vs.

External

Conditions

Explicit vs.

Implicit

Approach vs.

Avoidance

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Needs

• Intra-individual condition that is essential for life, growth, and/or well-being

– Physiological, psychological, and social needs

• Unmet need→ impetus to act

– Avoid damage to body, self, or relationships

Needs Similarities

– All needs generate energy

• Differences – Target of behavior (e.g., food vs. people)

– Nature of motivation from needs • Deficiency motivation

– Reduce the deficit (e.g., hunger, thirst, etc.)

– Avoidance motivation; anxious–calm emotion

• Growth motivation – Advance development (e.g., learn, strengthen social

ties)

– Approach motivation; happy–sad emotion

Needs

Physio Psych Social

/Implicit Quasi

Innate Learned

Any condition necessary

for life and well-being

Thirst

Hunger

Sex

Autonomy

Competence

Relatedness

Achievement

Affiliation

Power

Money

Work

Shopping

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Psychological Needs

• Tied to human nature and healthy development

– Generate interest and enjoyment

– Growth (vs. deficiency) motivation

– Inherent (vs. learned)

– Organismic (resources from, exchange with, and adapt to environment)

Needs

Physio Psych Social

/Implicit Quasi

Innate Learned

Any condition necessary

for life and well-being

Thirst

Hunger

Sex

Autonomy

Competence

Relatedness

Achievement

Affiliation

Power

Money

Work

Shopping

Are Psychological Needs Motivating?

• A short, evidence-based video…

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Psychological Needs

• Organismic needs

– Autonomy

– Competence

– Relatedness

Psychological Needs

• Organismic needs – Organismic theories assume that

organisms (us!):

• …are inherently active and adaptive

– Intrinsic motivation

• …require environmental resources to develop

– Does the environment nurture or frustrate?

• …in active exchange with the environment

– vs. reactive, mechanistic theories

Need for Autonomy

• Core of Self-determination (Deci & Ryan, 1987)

• When own interests & values guide dec- making and behavior – People don’t like it when external forces pressure

them to think or behave in particular ways!

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Environmental Influence

Need for vs. Perceived Autonomy

Perceived Autonomy

Internal locus of control

Volition Perceived

choice

Need for Autonomy

Satisfy

All About Autonomy

• Locus of control

– Perceived causal source of motivation

– Internal → External

• Internal: can affect change in world; master of own domain!

• External: little or no control; pawn subject to fate

– Example items

• There will always be war, no matter what.

• When I make plans, I can make them work.

All About Autonomy

• Volition

– Unpressured willingness to engage in activity

– “Want to do” vs. “do not want to do”

– I freely want/don’t want to do this

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All About Autonomy

• Perceived choice

– Degree of decision-making flexibility when there are 2+ options

• Freedom vs. obligation/pressure

– control over the process of choosing options

• E.g., “You can practice piano, do your homework, or eat like this, or…”

• Vs. “I can practice piano, do my homework, or eat like this, or…”

All About Autonomy

• Environment is critical!!!

– Autonomy–supportive environment

• Identifies and supports interests & preferences

• …

• Not permissive, laissez-faire, or indulging!

– Controlling environment

• Externally-prescribed ways for thinking & acting

– What’s your motivating style? (p163)

Practice your motivating style

• An in-class activity

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All About Autonomy

• Positive outcomes due to autonomy (e.g., Table 6.3)

– Higher self-esteem & self-efficacy

– Preference for challenges

– Greater creativity

– Lower quitting rates

– Performance improvements

– Cultural differences

Need for Competence

• Desire to exercise skills, be effective in interactions with env, and master challenges

Need for Competence

• Involves fit b/w skills and challenges

– Match→ “flow”

• Concentration & absorption in activity

• Moderate to high fit

– Skill < challenge

• Anxiety, self-doubt, self-consciousness

– Skill > challenge

• Boredom, disinterest

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Need for Competence (Flow theory)

Low High Skill

High

Challenge

Low

Anxiety

Worry

Boredom Apathy

(M. Csikszentmihalyi, 1975; Yang et al., 2008)

Satisfied

Modified

Figure 6.4

What are the take home messages?

Need for Competence

• Other requirements:

– Performance feedback

• Give task- not person-level feedback

• Emphasize progress rates

– Learning-oriented environment

• Failure tolerated

• Error management training

– Structure

• Information about goals and means to meet them

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Food for Thought

• What goal would you propose/choose if your self- and other-assessments suggest that inadequate challenge is the issue for your low motivation?

Need for Relatedness

• Desire to establish close emotional bonds with others and maintain warm, “+” relationships

– Quality over quantity!!!

Need for Relatedness

• Satisfying social bonds – Other person…

• …cares about your welfare

• …likes you

• …accepts your ‘true’ self

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Need for Relatedness

• Types of relationships

– Communal

• Based on genuine care

– Exchange

• Based on economic or social exchange

– E.g., employee–employer, neighbors

– *Only communal meets relatedness needs

Need for Relatedness

• When relatedness needs are met…

–  satisfaction & well-being

–  coping &  stress

–  “+” emotions & mood

–  loneliness, depression

Recap for Today’s Lecture ⚫ Organismic vs. mechanistic needs

⚫ Physiological needs

⚫ Psychological needs

⚫ Autonomy

⚫ Competence

⚫ Relatedness

⚫ Psychological needs at work

⚫ Self-managed team

⚫ Optimal challenges

⚫ Relationships at work

⚫ What’s the engagement model (Figure 6.7)?

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Extra slides

Person–Environment Dialectic: We are

active Organisms (Organismic theories)

Yourself/Person -----

•Psychological needs •Interests •Goals •Values •Personality traits

Environment -----

•Choices, incentives, & punishment •Behavioral feedback •Other people •Work & family roles •Culture & group norms

Need for Autonomy

• Autonomy–supportive style

–  intrinsic motivation by:

• Creating opportunities to express interests

– e.g., child draws, breaks things

• Helping diagnose motivation problems

– Ask questions and provide feedback

– No “What’s wrong with you?” or “That was stupid!”

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Need for Autonomy

• Autonomy–supportive style –  intrinsic motivation by:

• Communicating the value or utility of behavior – “because” phrases (e.g., “Brush your teeth because

it prevents cavities” vs. “Brush ‘em or else you will be in trouble!”)

– Rationalized behavior more likely to be internalized

• Accepting negative emotions & responses as valid

• Praise progress and improvements

Need for Autonomy

• “+” work-related outcomes

–  performance

–  creativity

–  job satisfaction

–  responsibility for outcomes

–  turnover & absenteeism

Need for Competence: : Optimal Challenge for Most People

Low High

Challenge

High

Satisfaction /Motivation

Low

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Anagram Experiment (Optimal

Challenge → Optimal Performance?)

⚫ Susan Harter (1974, 1978)

⚫ Four groups: Anagram-solving problem

➢ Very easy: Three letter (tea → ate)

➢ Easy: Four letter (Evil → Vile)

➢ Moderately difficult (optimal challenge):

Five letters (Evian → Naïve)

➢ Very hard: Six and more letters

• (Carthorse → Orchestra)

Need for Autonomy

• Applications at work – Employee-set goals, process autonomy, self-

development opportunities

• Theory: Job characteristics theory, self-determination theory, goal-setting

• Practices: participative management, mgmt by objectives, virtual offices & telecommuting, flextime

Need for Competence

• Applications at work

– Can you think of any management strategies that may help meet employees’ need for competence?

• For example: How to increase the fit between employees’ skill levels and the challenge level provided by their job, through selection, placement, training, performance feedback etc.?

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Need for Relatedness

• Relatedness at work – Coworker relations are important!

– Leader-member exchange (LMX) • Relationship with your supervisor is important too!

– Affective organizational commitment • Attachment to org; internalize group goals

– Continuance org commitment • Sacrificed benefits; few alternatives; exchange

– Outcome: organizational citizenship behavior (OCB)

Physiological Needs – Ch4 (optional)

• Physiological needs

– Deficient biological condition

• E.g., water loss, lack of nutrients, physical injury, etc.

Physiological Need Regulation

• Hull’s drive theory (Homeostasis) – Physio. deficit→Drive→ Energizes & directs action

• Drive: psychological discomfort (motivational state)

Discomfort

Comfort

Psychological

State (Drive)

Go to school Experience ‘flow’ Eat yummy sandwich

Satiated state Check email Think about Subway™

9:00am 10:00am 11:00am 12:00pm

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(1)

Satiated State

(2)

Physiological deprivation

develops gradually

(3)

Prolonged physiological deprivation

produces bodily need

(4)

Need intensifies; gives rise to

psychological drive

(5)

Goal-directed motivated

behavior occurs as attempt to gratify drive

(6)

Consummato- ry behavior

occurs

(7)

Drive is reduced

The physiological need

→psychological drive

→ take actions

Possible

environmental

influences?

Hunger: Social-Cognitive Factors

Eating Ice

Cream

(grams)

Social Setting

Alone 3-person Group

Males 162.5 231

Females 107.5 150

Social Facilitation Effect (Modified Table 4.1)