The noted Deci and Ryan self-determination theory posits three motivational states relevant to positive performance in jobs at work. These are intrinsic motivation, integrated regulation and identified regulation. The theory does not explicitly articulate an achievement nor goal-oriented component to motivation. It does however speak to a psychological need for competence ie for one to thrive in one's environment. Fulfilling ones competence needs, may therefore be said to reflect achievement and goal orientation. Is achievement and goal orientation therefore a necessary condition for employees to be motivated to excel at their jobs at work ?
Silburn,
As I understand self-determination theory, the need for competence is only one route to intrinsic motivation. So if we equate an achievement-oriented mindset to the need for competence, there are still two other routes to intrinsic motivation: the need for autonomy and the need for relationality. So even if someone is not achievement oriented, he or she may be quite high in intrinsic motivation because of his or her needs for autonomy and relationality.
In addition, another route to motivation is extrinsic motivation.
For example, my wife teaches French. Her achievement orientation is pretty low. However, her needs for autonomy and relationality are quite high. These needs provide lots of intrinsic motivation for her to do her job well. She loves having the freedom to teach the students in the way she prefers and is highly motivated to teach in a way that creates healthy relationships in the classroom.
I quite like that perspective David,
The Basic Psychological Needs Sub-theory of Deci & Ryan's SDT does include Autonomy and Relatedness in addition to Competence.
Your point that to the extent that one is high on Autonomy and Relatedness but low on Competence, then one could still enjoy high Intrinsic Motivation is insightful.
Essentially, one could exhibit high levels of self-motivation without being high in achievement nor goal orientation.
Yes Goal orientation is required but the employees can be excelled without it too. It is about the job/work you are doing. If you like your work there is no need to have a goal. In routine life also we do many things just because we love to do them. Moreover, in such cases fatigue is also low. So, I don't think that achievement and goal orientation is a necessary condition.
I believe the theory of motivational goal orientations is suitable for discussing this issue. This theory was adapted from educational psychology (Ames & Archer, 1988; Dweck, 1989; Gegenfurtner, 2011). According to this theory, motivation is connected to a certain goal, which can be pursued via Performane goal orientation- PGO or learning goal orientation- LGO (Dweck, 1989). PGO directs individuals towards goal achievement, performance success, receiving positive feedback for success, and avoiding negative feedback for failure (Dweck, 1989). In contrast, LGO directs individuals towards learning or enhancing their qualifications (Dweck, 1989). It is related to mastery, learning, seeking challenges, coping in difficult conditions, and viewing failure as useful feedback when accompanied by positive emotion. I do not know any studies that examined the direct association between LGO and employee performance, but, LGO has been shown to enhance self-regulatory processes and self-efficacy (Kozlowski & Bell, 2006), thus it may be associated with performance. Employees with high LGO seek opportunities to enhance future knowledge and skills (VandeWalle, 2001); therefore, LGO may have a positive effect on performance.
Self-Determination theory is ideology, not science. My Myths of Intrinsic Motivation is a devastating critique. Social psych of motivation will disappear . SDT lacks intellectual depth, lacks original ideas, and is one mistake in science after another. Peer review in social psych is broken -- they are a clique, not researchers seeking truth. Real science shows 16 motives (needs), one of which is achievement and out it has a powerful expression in how hard people work. Dan Pink takes in millions selling books telling people not to do things for money. It should be a joke except deci-ryan damages the schools.
Ideally you want 3 things: love of the work itself, love of excellence (achievement) and fair rewards. The term intrinsic motivation confounds the first two but they are separate.
Love of excellence is not about achievement, but perfection. Intrinsic motivation doesn't exist (i.e., nothing is common to the universal motives genetic to human nature.). Extrinsic motivation is a poorly thought out idea, dopiest really exist. Love of work itself is unclear idea -- eg, what motivates lobe of athletic work versus love off culinary work versus love intellectual There is a motive for will, which encompasses achievement/ competence, but perfection included need for orders Rule of thumb ion philosophy -- every concept that is in itself is a bad idea.
1) all motivation arises from the pursuit of universal goals eg, respect, understanding, etc, of which theatre are about 16
2) all universal goals have 2 parts -- what is wanted and how much. psychology's biggest mistake is to overlook the how much
3) all traits are just habits for regulating universal goals
4) culture provides methods too increase, and methods to decrease, each universal goal
5) every mass appeal religion is designed based on #4, i.e., to regulate the experience of universal goals
6) generally emotions do not motivate, goals do
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