Self-Determination Theory (SDT) is a psychological framework that focuses on what drives human motivation and well-being. Understanding SDT is crucial for nurse managers because it helps identify the key factors that keep nurses engaged, satisfied, and productive. 

By applying SDT principles, nurse managers can create a supportive work environment that reduces burnout, improves retention, and enhances overall job performance. In this blog, Immersyve Health will explore the basics of SDT and how it can be used to foster a more motivated and resilient nursing team.

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What is Self-Determination Theory?

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Self-determination theory (SDT) is a framework that explores motivation, well-being, and the factors that drive people to pursue their goals. 

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Developed in the 1980s by psychologists Drs. Edward Deci and Richard Ryan, partners in Immersyve Health, SDT focuses on the importance of intrinsic motivation —the drive to engage in activities for the sheer enjoyment and satisfaction they bring instead of doing an activity to obtain an external goal

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Unlike extrinsic motivation, that is fueled by external rewards or pressures, intrinsic motivation fosters long-term engagement. 

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Related Post: The Power of Self-Determination Theory in Healthcare

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Why Does Immersyve Health Use Self-Determination Framework? 

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While the self-determination framework can be applied to any area of life, it is particularly relevant in nursing. Motivation, well-being, and job satisfaction are essential for delivering high-quality patient care and reducing nurse turnover and burnout. 

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Importantly, Immersyve Health was created with partners Drs. Deci and Ryan, the original creators of the Self-Determination Theory framework. 

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Understanding and applying the principles of SDT can help nurse managers create a supportive work environment that enhances nurses' autonomy, competence, and relatedness. This can ultimately lead to reduced burnout and improved patient outcomes.

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The Three Basic Psychological Needs 

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SDT identifies three fundamental psychological needs that are essential for optimal functioning and well-being:

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1. Autonomy: The feeling of control and influence over one's work.

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At work, autonomy involves feeling supported to act in ways that resonate with one's authentic self rather than feeling pressured or forced. In other words, we personally endorse the value of our tasks, even if we didn’t get to choose them.

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Understanding and providing autonomy support as a nurse manager keeps your team from feeling alienated and disengaged. The key to promoting your team's autonomy is to listen and understand your team's perspectives and experiences and provide clear rationales for the value behind the work that they do.

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Example: Autonomy might manifest as a nurse being allowed to develop a care plan based on their professional judgment and the specific needs of their patients. They understand the “bigger picture” and know how their work contributes to the team’s and even the organization’s major goals. 

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2. Mastery: The need to feel effective and capable in one’s activities. 

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At work, this means feeling competent and consistent growth in one's skills.

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Mastery involves mastering tasks and gaining skills to help people achieve their goals. For nurses, mastery is crucial for feeling confident in their clinical abilities.

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As nurse managers, you should guide your team, not demand—check in with your team to help them feel confident about new challenges and responsibilities. 

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Example: A nurse is given a new task at work, and with encouragement and consistent, helpful feedback that is focused on growth rather than evaluation from their nurse manager, they gain mastery. This not only boosts their confidence but also enhances their motivation to continue improving their skills.

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3. Relatedness: The feeling of belonging and being valued as part of a team.

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Relatedness involves supportive interactions and a sense of belonging. In nursing, fostering strong relationships with colleagues, patients, and supervisors can enhance teamwork, communication, and overall job satisfaction.

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As leaders, nurse managers play a crucial role in fostering a cohesive team. Keeping your nursing staff connected and included creates a more effective, collaborative, and engaged team.

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Example: In the workplace, relatedness can be seen in the supportive relationships nurses form with their colleagues. During a particularly stressful shift, knowing that colleagues are available to offer support and assistance can significantly enhance a nurse's sense of relatedness and overall job satisfaction.

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Related Post: Boosting Nurse Retention: Proven Strategies to Create a Thriving Nursing Staff

Types of Motivation

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To reduce nurse burnout and turnover, managers should question what motivates their staff rather than how much they’re motivated at work. By creating higher-quality intrinsic motivation, they can build greater engagement and productivity in their team.

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The Self-Determination framework distinguishes between intrinsic motivation and personal value motivation, which come from within oneself, and extrinsic motivation, which comes from external factors or rewards.

Intrinsic Motivation

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Engaging in an activity for its inherent enjoyment or satisfaction. 

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Intrinsic motivation occurs when people engage in activities because they find them inherently enjoyable or fulfilling. This type of motivation is driven by internal rewards, such as personal satisfaction or the joy of performing the activity itself.

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For example, a nurse who loves working with children may find great intrinsic motivation in pediatric nursing. The joy and fulfillment they experience from helping young patients and their families can drive them to excel in their roles without the need for external rewards.

Personal Value Motivation

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Engaging in an activity because of the clear value in it, even if it’s not particularly enjoyable.

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Personal value motivation occurs when we personally endorse the value in our work and feel that we can ‘get behind it’ and willingly engage, even if we don’t find it enjoyable or exciting.

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For example, a nurse willingly engages in a new practice that she doesn't particularly enjoy: giving patients a follow-up call the day after their procedures. She does this because she sees how this intervention improves patient satisfaction and decreases unnecessary ED use and hospitalizations.

Extrinsic Motivation

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Performing an activity for external rewards or to avoid punishment

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This type of motivation is driven by external factors, such as rewards, recognition, or avoiding negative consequences. Extrinsic motivation is not the best option to sustain long-term engagement and satisfaction. 

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For example, a nurse might be extrinsically motivated by bonuses or orders from supervisors. While these incentives might temporarily encourage the nurse to perform well, they’re not as enduring as the intrinsic satisfaction derived from helping patients.

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Using the Self-Determination Framework to Reduce Burnout and Turnover 

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The Self-Determination framework offers nurse managers a powerful tool to combat burnout and improve retention by fostering an environment that supports nurses' basic psychological needs and promotes intrinsic motivation. 

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Immerysve Health’s nurse manager training program utilizes SDT to reduce burnout and boost retention. Our goal is to equip nurse managers with actionable strategies and real-world examples to support their nursing teams in their day-to-day responsibilities.

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Related Page: Online Nurse Manager Training: Increase Nurse Retention & Prevent Nurse Burnout

Here are Some Ideas to Apply These Principles Effectively:

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Enhancing Autonomy

• Provide choices: Offer flexibility in how tasks are completed, allowing nurses to align their actions with their personal values and interests, enhancing their intrinsic motivation.
  
  
• Foster a supportive environment: Trust nurses to use their professional judgment and skills without feeling pressured or forced. Avoid micromanaging, ensuring they feel genuinely engaged and supported in their work.

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Building Competence

• Regular feedback and recognition: Give constructive feedback and recognize achievements to boost nurses' confidence and motivation.
  
  
• Supportive supervision: Hold regular one-on-one meetings to discuss professional goals, challenges, and development needs. Provide resources and support to help nurses achieve their objectives.

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Fostering Relatedness

• Team collaboration: Encourage a team-oriented environment where nurses feel connected and supported by their colleagues.
  
  
• Mentorship programs: Pair less experienced nurses with seasoned mentors who can offer guidance, support, and a sense of belonging.
  
  
• Open communication: Maintain open lines of communication and actively listen to nurses’ concerns and suggestions. Show empathy and understanding, making it clear that their contributions are valued.

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Promoting Intrinsic Motivation

• Align work with values: Help nurses see how their daily tasks contribute to the organization’s mission and patient care. Emphasize the meaningful impact of their work.
  
• Celebrate achievements: Regularly highlight the positive outcomes of nurses’ efforts, reinforcing the intrinsic rewards of their work.

• Respond to feedback: Act on the feedback provided by nurses. Implement changes that address their concerns and demonstrate that their voices are heard and valued.

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Nurse Manager Training With Immersyve Health

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Start building a successful, thriving nursing team! Explore Immersyve Health’s On-Demand Nurse Manager Training Program or book a call with one of our health experts. By investing in your nurses, you're investing in the future of healthcare delivery.