Tag: SelfDetermination

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Tourism and Ethnodevelopment: Inclusion, Empowerment and Self-determination (Routledge Advances in Tourism and Anthropology)

Ethnodevelopment is a well-established concept in the field of development studies. Despite its relevance to tourism initiatives and processes in the Global South, it continues to be an underutilised concept in the field.

This book bridges this gap, presenting an original conceptual framework to study the relationship between tourism and ethnodevelopment. It focuses on the processes of inclusion, empowerment, self-expression and self-determination to explore the effects of tourism initiatives on the identities, cultural resilience, livelihoods and economic opportunities of ethnic minority communities. Chapters explore a range of concepts and issues such as gender, authenticity, indigenous knowledge, tradition, the commodification of culture, community-based tourism, local entrepreneurship, cultural heritage,  and tourism and the environment. Drawing on rich primary research conducted across South East Asia and South and Central America the book offers detailed evaluations of the successes and failures of various tourism policies and practices.

This book makes a valuable contribution for students, scholars, practitioners and policy-makers alike interested in tourism, development studies, geography and anthropology.

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The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory (Oxford Library of Psychology)

Self-determination theory is a theory of human motivation that increasingly is being used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers’ motivation over quantity. Motivation that is based on meaning and interest is shown to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values.

The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions, and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.

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Self-Determination Theory: Basic Psychological Needs in Motivation, Development, and Wellness

Self-determination theory (SDT) provides a framework for understanding the factors that promote motivation and healthy psychological and behavioral functioning. In this authoritative work, the codevelopers of the theory comprehensively examine SDT’s conceptual underpinnings (including its six mini-theories), empirical evidence base, and practical applications across the lifespan. The volume synthesizes a vast body of research on how supporting–or thwarting–people’s basic needs for competence, relatedness, and autonomy affects their development and well-being. Chapters cover implications for practice and policy in education, health care, psychotherapy, sport, and the workplace.
 

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Intrinsic Motivation and Self-Determination in Human Behavior (Perspectives in Social Psychology)

Early in this century, most empirically oriented psychologists believed that all motivation was based in the physiology of a set of non-nervous- system tissue needs. The theories of that era reflected this belief and used it in an attempt to explain an increasing number of phenomena. It was not until the 1950s that it became irrefutably clear that much of human motivation is based not in these drives, but rather in a set of innate psychological needs. Their physiological basis is less understood; and as concepts, these needs lend themselves more easily to psycho- logical than to physiological theorizing. The convergence of evidence from a variety of scholarly efforts suggests that there are three such needs: self-determination, competence, and interpersonal relatedness. This book is primarily about self-determination and competence (with particular emphasis on the former), and about the processes and structures that relate to these needs. The need for interpersonal relat- edness, while no less important, remains to be explored, and the findings from those explorations will need to be integrated with the present theory to develop a broad, organismic theory of human motivation. Thus far, we have articulated self-determination theory, which is offered as a working theory-a theory in the making. To stimulate the research that will allow it to evolve further, we have stated self-determination theory in the form of minitheories that relate to more circumscribed domains, and we have developed paradigms for testing predictions from the various minitheories.

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The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory (Oxford Library of Psychology)

Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers’ motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values.

The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.