Self-Determination Theory

 Self-determination theory suggests that people are motivated to

grow and change by three innate and universal psychological
needs.

 This theory suggests that people are able to become self-

determined when their needs for competence, connection, and
autonomy are fulfilled.

 According to self-determination theory, people need to feel the

following in order to achieve psychological growth:
1. Autonomy
2. Competence
3. Connection or relatedness
Self- Determination in the Workplace
Managers and leaders can foster this
sense of self-determination by
allowing team members to take an
active role.

Offer employees responsibilities,

provide meaningful feedback, and
offer support and encouragement.

Employers should be careful not to

overuse extrinsic rewards. Too many
rewards can undercut intrinsic
motivation (a phenomenon known as
the over-justification effect), yet too
few can cause employees to feel
unappreciated.
 Goal-Setting Theory

 Goal-setting theory is a theory based on the idea that setting specific

and measurable goals is more effective than setting unclear goals.
 Goal-setting theory is an employee-engagement tactic that involves
setting specific and measurable goals to improve productivity.
 According to goal-setting theory, there are five main principles of
setting effective goals:
1. Clarity
2. Challenge
3. Commitment
4. Feedback
5. Task complexity
Goal-setting theory in the workplace

Identify the Develop a plan

purpose of the using the Provide regular
goal SMART model feedback

01 02 03 04 05

Meet with the Make sure the

employee employee has
what they need
to accomplish
the goal