Self-determination Theory – a Determining Factor in Improving Organizational Performance
DOI:
https://doi.org/10.63331/upasw/33/10Keywords:
autonomy, competence, motivation, organizational performance, self-determination theoryAbstract
Employee motivation plays a crucial role in productivity, job satisfaction, and workforce retention. In a dynamic business environment, organizations face challenges in maintaining engagement and a positive work climate. The Self-Determination Theory (SDT), developed by Edward Deci and Richard Ryan, explains motivation through three fundamental psychological needs: autonomy, competence, and relatedness. Autonomy allows individuals to make independent decisions, competence reflects a sense of efficiency, and relatedness refers to social connections.
Implementing SDT principles is essential for organizational success. Studies show that a work environment that supports these needs leads to greater commitment and higher performance. Conversely, the absence of these factors can cause demotivation and high employee turnover.
The case study analyzed, Coseli, highlights the application of SDT in human resource management. Although it has a stable organizational structure, Coseli faces challenges related to employee motivation and goal clarity. This research explores strategies through which organizations can integrate SDT principles, such as promoting autonomy, developing competencies, and encouraging collaboration.
By addressing these aspects, the study contributes to the development of a theoretical and practical framework for improving organizational performance, providing concrete solutions for managers and leaders seeking to optimize internal processes and create a sustainable work environment.
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