In this article, we discussed the science of motivation. We started by explaining the meaning of science of motivation
Definition
The science of motivation is the study of what motivates human behaviour, and how it works. It includes understanding the brain systems that develop in childhood, and how they are shaped by genes and experiences.
The science of motivation aims to answer two fundamental questions: What causes behaviour and why does behaviour vary.
Being motivated is a key part of being successful as an entrepreneur, and as such, it’s a subject that’s always captivated me. Motivation comes from vision, goal setting, and celebrating small successes, but there’s more to it – there’s actually a science behind motivation.
The Science behind Motivation
Psychologists have long sought to understand how individuals are both similar and different in what drives behavior, motivates and inspires action, and how their professional and life goals are selected and pursued. While there have been many approaches and perspectives proposed to explain such facets of behavior, the scientific community has settled on the fact that human motivation largely derives either from intrinsic or extrinsic factors.
Extrinsic motivation describes the extent to which people are motivated by material or external rewards, whereas intrinsic motivation describes the extent to which people act out of internal interest and enjoyment. As one can expect, individuals vary in the extent to which they are motivated by intrinsic or extrinsic factors. However, it is intrinsic motivation that is of most interest to psychologists and practitioners as it is associated with many positive life outcomes and is largely resistant to related factors. When leaders talk about creating a workforce that is inspired and value-driven, they are describing the desire to have an intrinsically motivated workforce.
The Need for Autonomy
The Need for Autonomy can be described as “the need to self-organize experience and behavior to have activity be concordant with one’s integrated sense of self. Alternatively, it describes the extent to which individuals have the ability to have agency, the ability to make their own decisions, and have ownership over their life. It shares a concrete overlap with internal venue of control, whereby individuals have decision and agency; they are able to influence the direction of their lives rather than be subject to external factors that are out of one’s control.
The Need for Competence
The Need for Competence can be described as “the need to feel a sense of mastery over the environment and to develop new skills”. The need for competence arises from the satisfaction and well-being derived from being able to exercise, as well as improve one’s capabilities, skill sets, and knowledge. This need is most readily met when the presented challenge is not significantly above or below one’s current level of ability.
Develop solid routines.
From the moment we wake up, we’re overwhelmed with potential choices, like whether to wear the red shirt or the blue, or whether to eat cereal or pancakes for breakfast. Sticking to regular routines minimizes the number of decisions that must be made, allowing us to save this energy for more important uses.
Surround yourself with motivated and engaged people
One of Murayama’s current research goals is a better understanding of “motivation infection.” The idea is that being around motivated people can help us to become motivated ourselves. When we see people we respect actively engaged in activities we might have written off as boring, we take a closer look.
Share your progress
Sharing your goals and progress is all about accountability. In a Dominican University study, researchers recruited participants with New Year’s Resolutions. Some participants shared weekly progress reports with a friend, while others kept their goals and progress to themselves. 70 percent of the first group stuck with their goals, while only 35 percent of those who had kept to themselves persevered.
Eliminate unnecessary commitments.
How many things have you said “yes” to doing, even though you can’t really spare the time? Each of these commitments puts a drag on your available willpower, shortchanging other, more important areas of your life. Get in the habit of saying no. It’s a difficult skill to master, but one that’s critically important for your overall productivity.
Tackle important priorities first.
No matter how good your routines are, you’ll likely still experience some degree of fatigue by the end of the day. Therefore, making sure that you address your most important work priorities first thing in the morning will ensure that these tasks receive your highest possible level of focus.
Train your brain
Though it may sound more science fiction than science, you may be able to train your brain to become more motivated. Using a neurofeedback reader that indicated when they were successful, participants of a recent study were able to consciously activate motivation-related parts of their brain.
The Need for Relatedness
The Need for Relatedness can be described as “the need to feel belongingness and connectedness with others” This need explains an individual’s desire to build and maintain relationships with others, feel a sense of belonging, and exchange positive emotions and reciprocal behaviors
As a macro-theory of human motivation, SDT’s primary premise is that based on the extent to which these three needs are met, the likelihood of intrinsic motivation will increase. This position has been empirically supported in numerous scientific studies. Summarizing this research, a meta-analysis of over 100 independent studies found that need satisfaction accurately predicted many positive work outcomes (i.e. job performance & satisfaction, productive & counter-productive work behavior, burnout & engagement, etc.; Van den Broeck et al., 2016). Given its theoretical parsimony, explanatory power, and predictive validity, SDT was selected to serve as the theoretical foundation for the Core Values Analytical.
Concluding the above research, human motivation can be summarized by three distinct mechanisms. First, it is the intrinsic, not extrinsic, motivation that is most associated with positive life and work outcomes. Second, SDT theory describes three high-level psychological needs that, when met, produce raised levels of intrinsic motivation. Last, personal values describe lower-order psychological factors that strongly shape and place behavior.