1. Perceived Competence & Autonomy
1.1. Develop intrinsic motivation
2. Autonomy & Relatedness or Security
2.1. Children more exploratory
3. Richard Ryan & Edward Deci
3.1. Facilitating intrinsic motivation
3.1.1. Researchers include Carol Dweck, growth mindset
3.2. Cognitive Evaluation Theory, how intrinsic motivation supported:
3.2.1. Social-contextual events
3.2.2. Feeling of competence during action
3.2.3. Optimal challenges
3.2.4. Effectance-promoting feedback
3.2.5. Evaluations promoting dignity
3.2.6. Not threats
3.2.7. Not deadlines
3.2.8. Not directives
3.2.9. Not pressured evaluations
3.2.10. No imposed goals
3.2.11. Must hold value
3.2.11.1. Aesthetic
3.2.11.2. Challenging
3.2.11.3. Novel
3.3. Organic Integration Theory, the way to include extrinsic motivation:
3.3.1. Extrinsic can become intrinsic
3.3.2. Internalization
3.3.2.1. Through autonomy
3.3.2.2. Synthesize with own goals and values
3.3.2.3. Socially promote and needed
4. Universal human needs
4.1. Competence
4.2. Autonomy
4.3. Relatedness
5. Not tendencies
6. If universal human needs are met, behaviors include:
6.1. Happy
6.2. Productive
6.3. Motivated
7. ..."using rewards to motivate, that's when they're most demotivated."
8. Meyer Friedman
8.1. Type A
8.1.1. Express "hurry-sickness", more prone to heart disease
8.1.2. Be more like Type B
8.2. Type B
8.2.1. Drive gives security, confidence and steadiness
8.2.2. Healthier
9. Pink
9.1. Type I
9.1.1. Fueled by intrinsic
9.1.2. Motivation 3.0
9.1.3. The goal
9.2. Type X
9.2.1. Fueled by extrinsic
9.2.2. Motivation 2.0
9.2.3. Be more like Type I
10. Douglas McGregor
10.1. Type X
10.1.1. Employees hate and avoid work
10.1.2. Traditional and false
10.2. Type Y
10.2.1. Interested in work as "as natural as play or rest"
10.2.2. Seek responsibility and innate