“What motivates you on a daily basis? And how do you motivate others? These two questions are at the heart of this book,” the authors state at the outset. But still, “Do you think other people are controlling you?” Do you enjoy taking on all your tasks and responsibilities? Do you like receiving a bonus at work? »
To motivate is to set in motion: this driving energy drives us to take action, to set a project in motion, or to persevere, even if things don’t go as planned. And to drive this engine, nothing like the theory of self-determination born in the 1970s. According to the authors, of all existing scientific theories, this is the most important, the best established and the most innovative. Already, it is based on the positive idea that everyone is motivated (or can become so)!
The way you think influences the way you motivate people, starting with your perception of human nature. Do you believe that human beings are inherently passive and lazy? It is then very likely that you will rely on monitoring, sanctions and rewards to activate the motivation of your employees. On the contrary, if you adopt an optimistic vision of the human being oriented towards action, growth and learning, you will value a collaboration imbued with trust and meaning.
Is the difference between “want” and “should” just a matter of vocabulary? According to the authors, there is a whole world between intrinsic motivations and extrinsic motivations. These are linked to factors such as external constraints (social pressure, coercion, etc.), introjection (rewards or punishments given by oneself) or identification (meaning given to the importance of one’s role). Conversely, intrinsic motivation refers to activities for which the motivation resides in the task itself because one finds the activity fun or interesting, explain the authors. Unsurprisingly, strong motivation is primarily intrinsic.
Autonomy, belonging and competence form the basis of self-determination and motivation theory. Too often confused with independence, autonomy presupposes freedom of decision and a structuring framework. Belonging comes down to a need for connection, relationship and trust through which an employee feels connected to their colleagues. And no matter the activity or field, anyone who feels “competent” will be encouraged to develop their talents and abilities. Find out how to satisfy these three needs and you will be able to create motivation in your employees!