Grad Sdt

Assumptions

IRON LAW: External rewards can UNDERMINE intrinsic motivation
(overjustification effect) — incentive design must consider
motivational crowding. Tangible, expected, contingent rewards
are the most damaging to autonomous motivation.

Key assumptions:

1. Three basic needs (autonomy, competence, relatedness) are universal across cultures
2. Motivation quality matters more than motivation quantity for sustained outcomes
3. Social contexts that support need satisfaction promote internalization of extrinsic motivation

Methodology

Step 1 — Assess Current Motivation Quality

Classify target behavior on the motivation continuum:

Step 2 — Diagnose Need Satisfaction/Frustration

For each basic need, assess whether the environment supports or thwarts it:

• Autonomy: choice, volition, self-endorsement of actions
• Competence: effectance, mastery, optimal challenge
• Relatedness: belonging, connection, feeling significant to others

Step 3 — Identify Motivational Crowding Risks

Check for overjustification triggers: tangible rewards, expected rewards, task-contingent rewards, surveillance, deadlines, imposed goals, competition.

Step 4 — Design Need-Supportive Intervention

• Provide meaningful rationale (autonomy support)
• Offer choice within structure (autonomy + competence)
• Deliver informational rather than controlling feedback (competence)
• Foster collaborative rather than competitive contexts (relatedness)

Output Format

## SDT Motivation Analysis: [Context]

### Current Motivation Profile
| Behavior | Regulation Type | Need Gaps |
|----------|----------------|-----------|
| [behavior] | [type] | [autonomy/competence/relatedness] |

### Need Satisfaction Assessment
- Autonomy: [supported/thwarted] — [evidence]
- Competence: [supported/thwarted] — [evidence]
- Relatedness: [supported/thwarted] — [evidence]

### Crowding Risk
- [Identified overjustification triggers and severity]

### Recommendations
1. [Need-supportive intervention]
2. [Incentive redesign if applicable]
3. [Environmental change]

Gotchas

• Not all extrinsic motivation is bad — identified and integrated regulation can be highly effective and durable
• Cultural context moderates how autonomy is expressed (individualist vs. collectivist), but the need itself remains universal per SDT
• Removing rewards after they have undermined intrinsic motivation does not automatically restore it
• Informational feedback supports competence; controlling feedback undermines autonomy — delivery framing matters
• SDT applies to volitional behavior; under coercion or extreme deprivation, need hierarchy models may be more relevant
• Competence without autonomy still feels controlling — all three needs must be addressed together

References

• Deci, E. L. & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Plenum Press.
• Ryan, R. M. & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
• Deci, E. L., Koestner, R. & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627-668.