Well first of all, apologies for my recent social media hiatus, particularly from this blog, I’ve been trying to cut back in an attempt to finish writing up my MPhil dissertation on Measuring Motivation and Engagement, there will be more on that once it’s done. For this past week and for the next, I’ve also had the privilege of being able to attend the International Olympic Academy (IOA) in Olympia, Greece, as part of my work as GB’s Young Ambassador for the Youth Olympic Games. Today, the 23rd June is also Olympic Day, so where better a place to celebrate?
Ahead of the Youth Olympic Games in Singapore in August The British Olympic Foundation and The Get Set For London 2012 Team are marking Olympic Day with a challenge to all school age children to blog about five new things they have done for each one of the five Olympic rings, so within that context I thought I’d let you know five of the highlights of International Olympic Academy so far, and hopefully within that, some interesting reflections on the Olympic Movement. Details of the Get Set Competition can be found here.
1. First new thing must be the 200 new people under the age of 30, from 95 different countries that have descended upon Greece for this year’s IOA, just like the inaugural Youth Olympics coming up in the Singapore this summer and London in 2012 – the Olympic Movement and the Olympic Games wouldn’t exist without participants. In fact that was the subject of IOC Member Peter Tallberg‘s presentation yesterday, which gave an overview of the different ways that the IOC is seeking to open itself up as an organisation, become more democratic and better support it’s athletes. This is with a view to increasingly better support and seeking guidance of members of public and the communities that host The Games. This was a frank presentation that acknowledged that the IOC has plenty to learn in this area. The discussions that followed covered some of the controversy over the coverage of both the Beijing Games and Vancouver protests and what the participants feel the IOC can do differently in future in this respect. The great thing about being part of such a diverse and energetic group of people, as I am here, is that there are no shortages of people to challenge your perceptions, whether in discussing the role of sport in resolving tensions in Sudan or in ensuring gender equality and empowerment all over the world there is plenty to learn from this great bunch of people!
2. The second new thing this past week was attending an open air classical music concert and opening ceremony at the top of the hill of Sphyx in Athens for the opening ceremony of the IOA, it was a stunning setting being overlooked by the Parthenon, various awards were bestowed on eminent Greeks for this contribution to the Olympic Movement, with awards also being made to Sir Philip Craven head of the International Paralympic Committee and to Irena Szewińska who also presented to us later on in the week.
3. The third new thing this week has been visiting the site of, and understanding more about, the Ancient Olympics. The ancient site of Olympia, of which I can’t help but admit I am now mayor on Foursquare, is fascinating and helped us all gain a clearer understanding of the inspiration behind the Modern Games, particularly the ideals of the Olympic Truce which called for an end to hostilities between Greek states during the Ancient Games. This truce is something that the IOC campaigns alongside the UN to uphold every time The Modern Games is hosted. The role of sport in creating global peace is the title of the proceedings of this session of the IOA and the focus of most of our discussions.
Bumball from a2activity.dk
4. The fourth new thing this week been playing bumball, this is apparently a Danish game which involves wearing pieces of velcro on your chest and bum and using them to catch and carry a velcro ball – in effect it is a cross between touch rugby, netball and nothing you’ve ever played before but it’s really good fun and made up one of our early morning physical activities before breakfast this week.
Team Scandinavia on the start line at Ancient Olympia
5. The fifth new thing this week is in some respects not a new thing at all, but rather, confirmation that the Olympic Movement, celebrated today on Olympic Day is far more than the Olympic Games. The Olympic Movement headed by the IOC aims to place sport at the service of humanity and thereby to promote peace. This was backed up by a surprising statistic from Peter Tallberg’s presentation that 92% of the IOC’s revenue goes to the development of sport worldwide. It has been inspiring spending time understanding what the Olympics and the Olympic Values of Friendship, Respect and Excellence mean to so many young people from all over the world. Perhaps if we all work together, as we have been over the past week, we can all help make the Olympics that little bit better for everyone. Happy Olympics Day!
A few days ago I asked people to submit any reflections or thoughts they were willing to share on what the Olympic meant to them personally. To get the ball rolling I thought I’d share some video I took last week when I was in Singapore as part of the Youth Olympic Culture and Education Programme Seminar. I asked my fellow Young Ambassador from Papua New Guinea Shannon Andrews what he thought he and his team of athletes could gain from competing in the Games in Singapore this August. The interview took place as we were walking through Chinatown.
I think this an awesome insight and a really honest reflection from Shannon and would like to take this opportunity to thank him for sharing it. It is clear that Singapore is a fascinating example of a multi-racial community being united by a common sense of identity, this can act as a role model to a country such as Papua New Guinea which Shannon told me has over 800 different dialects and many tribal identities and affiliations.
I think for me this is part of what I really admire about the Olympics and excites me about my role as a Young Ambassador for Great Britain (itself, uniquely, a nation formed of four other nations) is the power of sport and the Olympic ideals in uniting people irrespective of political, social or religious background. I also think that, as Shannon alludes and as I mentioned a few days ago, the power of the Olympics in bringing people from all over the globe together with shared aims, ambitions and interests can offer us much cause for optimism.
What do you think about the Olympics and its values of friendship, respect and excellence? Do you share the optimism they offer or do you think they are too idealistic? Do you feel that you can point to examples of these values in your local communities? If you can I’d be really interested to hear about it and help the Team GB athletes competing at the Games this summer bring their Olympic experiences back to their local communities. Please use the comments box below or contact me on Twitter.
The Youth Olympic Games is chiefly a celebration of the Olympic Values of Friendship, Respect and Excellence. In my new role as GB Youth Ambassador for the Games to held for the first time in Singapore this August, I’m really interested to know what you all think about the Olympics and what about it you personally do or do not value?
In chatting to some people in the design world recently I know that many people don’t see the relevance of the Olympics to them personally and admitted to not really understanding the relevance of Olympics to society at large. Do you share this feeling or does the Olympics mean a lot to you?
Really any answer or reflection short or long that you fancy giving would be incredibly welcome here, it will help me understand how best to support the Young Athletes I’ll be working with over the next few months explore their social and environmental responsibilities to you, as it will be you who they are representing at the Youth Olympic Games this summer.
As Young Ambassador for Great Britain what message would you like me to pass on to the British athletes and if you aren’t British what message would you like passed on to the Olympic community at large that might in turn influence how much you value the Olympic Games and its ideals? Let me know via the comments link below or via Twitter (@fergusbisset) – I’m looking forward to hearing from you!
Simultaneous Translation Booths at the Chef de Mission Seminar, 25th March, Singapore - (c) SYOGOC 2010
As I mentioned in my last post, I have been fortunate over the past week to have been invited to Singapore to participate in a Seminar ahead of the inaugural Youth Olympic Games to be held there this August. I was invited in my role as Great Britain’s Youth Ambassador for the Games – it was a great experience and a chance to meet my colleagues in this role from 29 other countries from all over the globe. Some of the other Ambassadors from other nations have already recounted their thoughts and initial reactions from the trip elsewhere; Florian from Austria, Erin from the United States and Callum from Canada are all in agreement that this was a fantastic and memorable trip. It didn’t seem to matter where each of us came from or whether our backgrounds were as youth worker, designer or Olympic medalist, or whether we spoke English, Spanish, Khmer or Mandarin. The power of the activities and the spirit and idealism that had brought us to Singapore and that the Olympic Games provides, ensured that it did not take long for us to build a strong understanding and friendship with each other.
It was also a great chance to understand more about the host nation of Singapore and in the company of 60 local ‘Youth Champions’ last week we were immersed in the activities and rich culture that await the athletes and visitors to the Youth Olympic Games in August. The cultural diversity of Singapore itself makes it an ideal venue for such an ambitious venture in cross-cultural understanding and expression.
Speaking with president of the IOC Jacques Rogge, 24th March 2010
The Culture and Education Programme (CEP) is a new initiative, the brain child of current International Olympic Committee President Jacques Rogge to, in his own words, “reinvent the Olympics.” This sounds dramatic but in effect this is an inspired move on the part of the IOC to attempt to reconnect the modern day Olympic Games with its founding vision of the Olympics as a celebration of not just sporting achievement but also of international cultural, social and educational activities. Over the next few months I will elaborating and promoting these cultural and educational activities to and on behalf of the young athlete members of Team GB, through this blog and a number of other initiatives both online and offline in the build up to the Games. It is an exciting and challenging prospect – helping communicate the hundred and sixteen year old Olympic values and developing and supporting activities that encourage others to embody the values and their idealism.
YOG CEP Seminar, Singapore, March 2010 (c) SYOGOC 2010
I understand that it would be easy to write off this role and its responsibilities as too idealistic and unrepresentative, either of the wider challenges facing the world today or on account of the Olympics potentially seeming like the frivolous entertainment of a privileged, able bodied few. However, one of the most striking experiences of many last week was attending the Chief de Mission Seminar, which was attended by representatives of 205 National Olympic Committees. My guess is that you probably need to visit the UN to have another chance to sit in a room with that many other nationalities – the power and potential of sport uniting nations in pursuit of common goals and ideals, communicating in only two languages (English and French) is an awe inspiring phenomenon and it was a privilege to be part of it.
The good news is, that with the addition of a Cultural and Educational Programme to the Youth Olympics this summer – the opportunities for broader expression and for creating greater global understanding, collaboration and participation, is not limited to sport nor simply to dry meetings and discussions. The Youth Olympic Games will open up the Olympic movement to the full range of human capability, expression and communication and in turn provide inspiration and opportunities for millions of people both young and old to participate in and appreciate something ‘youthful’, fresh and exciting.
I look forward to sharing my experiences with you. Check back for more updates on my journey as Great Britain’s Young Ambassador and in the meantime for a bit of taster of the activities of last week check out this video from the Singapore Youth Games Organising Committee – my thanks to everyone who made this week so memorable and who are working so hard to make the Singapore Youth Olympic Games a fantastic success.
What do you think – can the Olympics, enable better communication and understanding between nations and promote a more peaceful world?
As all of us will most likely now be aware the Winter Olympic Games have started in Vancouver Canada. It’s now day four of the games and that means the first day of cross-country skiing events. These events are obviously close to my heart as something of a cross-country ski enthusiast and it is great to know that for the first time in 16 years Great Britain will have representatives in these events. Andrew Musgrave and Andrew Young will be competing in the Mens 15km freestyle event whilst Fiona Hughes will compete in the Ladies 10km. A shout out also to Ireland’s PJ Barron who will be racing as well in this afternoon’s events and trains with the rest of the British team.
Andrew Young and Andrew Musgrave Ahead of the Olympics (photo credit: PJ Barron)
This is a fantastic achievement not just for the three individuals in question but for all the coaching team who have helped get them there over the past ten years, British Nordic Development Squad coaches Roy Young, Anghared Evans, Ekaterina Rachel, Keith Spencer, Marek Pasterny, Pete Gurney, Roger Homyer and Steve Boyd and Al Dargie as well as club coaches at a number of local clubs across the UK such as the Cairngorm Biathlon and Nordic Ski Club and Huntly Nordic Ski Club.
It is also testament to the competitiveness of the rest of the squad that these three individuals have been pushed to this level of performance. It is perhaps overlooked when the Olympics comes around and the focus is on the top three places, just how much work goes into preparing, training, resting and equipping all the athletes in the field, not just to get them to the start line today but every day over the past four years since the last games or longer. There has also been a huge amount of effort and commitment from a significant number of athletes who didn’t make it this year and whom having missed out this time are already planning the next four years to take them to Soichi 2014, not to mention all the British Championships, World Junior Championships, World Cup and World Championship campaigns in the interim.
Indeed, four years ago if you had asked me what my central ambition in life was, it was to be on the start line alongside these guys, I gave it my best shot but its a hundred times harder than those guys out there will make it look today. That is a credit not only to them but their coaches, families and supporters no matter the results today. Indeed, it is so great from a Motivational perspective to see all of them and Andrew Musgrave in particular, in their interviews for the BBC, talk about how these Games are about experience and providing performance benchmarks for future years performance. As anybody who has read up on Motivational Theory or competed in elite level sport will know, successful performance and sustaining motivated behaviour comes as a result of focusing on your own (intrinsic) performance, not simply measuring it based on extrinsic rewards such as medals, money or praise.
Whilst it is these three young skiers that will represent all of us in Great Britain in the races this evening. I believe that what they and all their competitors from all the other nations have achieved and will continue to achieve represents a way of thinking and a behaviour that all of us can benefit from considering:
How we work together in teams or families to achieve our shared objectives – how do we support, share and inspire ourselves and those around to achieve our personal and shared aims, whatever those aims might be.
How we reflect, think and introspect upon our own performance – how does it fit with our personal values and aims and how does it compare with those around us – is our day to day behaviour going to take us where we want to be in four to five years time?
Do we enjoy our day to day experiences and the challenges and pleasures they throw up enough for our long terms aims to be worthwhile? We’re all aware of the phrase “Life’s too short…” How do we manage and regulate our own day to day performances and how we interact with the world around us to ensure we are fulfilling our potential and contributing as much as possible to those around us and our dreams and ambition?
Where do you want to be in four years time? And for the designers and behavioural change professionals amongst us, how do we design products, systems and services that support this level of experience, thought and performance? What else can we learn from the Olympics and Olympians in terms of how to energise and support human motivation and performance?
Good luck to Andrew, Andrew and Fi as well as to all of the rest of us!
As part of the ongoing promotion of his new book Drive, Dan Pink gives an interview discussing some of the underlying theories and principles which he has repackaged as a management book. I’m looking forward to reading the book which comes out here in the UK at the end of this month. Dan is also due to speak at the RSA in a couple of weeks time which again I’m very much looking forward to.
I think this publication is very exciting for those of us involved in motivation research and for forward thinking business managers at whom this book seems to be aimed. Based on both this interview and his Ted talk last year Dan seems to be leveraging, at least conceptually, Hullian Drive Theory which allows him utilise the straightforward metaphor and illustrate the important point that motivation is about energisation of human behaviour. This theory whilst hugely influential in the field of motivation and educational psychology is largely discredited now by the more recent interpretation that it does not fully accomdate explanation of Avoidance behaviour. To put more simply, Drive Theory does not explain risk taking or more intrinsic forms of pleasure seeking behaviour. For a discussion on Approach-Avoidance behaviour and freely downloadable research papers see http://www.psych.rochester.edu/research/apav/.
It’s nice though to see Pink make mention of Autonomy as a component of motivation and a factor which forms a big part of Deci and Ryan’s Self Determination Theory which I have been leveraging heavily in my own work on designing motivation. I feel that their Organismic theory of motivation is far more adaptable and useful as an explanation for motivation than Drive Theory mentioned above. The question of how designers can utilise an organismic theory of motivation is the subject of my recent chapter contributed to the This is Service Design Thinking publication. It’s perhaps apt that Self Determination Theory and Service Design Thinking share the same acronym as they are well placed to conceptualise and design for intrinsic, rather than extrinsic forms of motivation.
It’s nice to see the mention of a sports person as a metaphor for motivated behaviour and I would hope that this reoccurs throughout the book, as someone who has myself become so interested in motivation by approaching it (no pun intended ) from a sports psychology and elite performance background.
Davos 15km - P. Vordenberg - teamtoday.org
I agree ultimately with Pink’s sentiment that people generally need more feedback, annual reviews and even biannual reviews are not going to motivate employees in the best possible way. But I’m a bit confused then as towards the end of the above interview he is so quick to dismiss (or avoid) addressing the work on Anticipated Feedback (Bandura) as a motivator. The original research on this can be found here, but it basically suggests that anticipated social feedback (as a feed-forward mechanism) is a major primary motivator in individuals. Again, put more simply, this is the notion that if you can visualise a positive response to your work you are more likely to be motivated towards and successful in accomplishing it. This is also another reason why I think Service Design Thinking with its emphasis on visualising complexity to understand it and adapt it is so well placed to understand and promote motivation. I’d hoped that in the current era of social media and game changing, hierarchy busting, technology and given that he is speaking to a blogger for a video that is being posted on YouTube Pink might have addressed this more fully…
Either way I think this publication signals that 2010 will be the year that Motivation really hits the mainstream, similarly perhaps to how ‘Design Thinking’ hit the mainstream last year off the back of Brown and Martin’s publications. Much like with those two volumes though, one could imagine that the release of Pink’s book signals that there will be an increase in demand amongst senior management for creative and innovative practitioners who not only understand motivation but also who possess the tools to create and facilitate motivating systems, products and services.
What do you think? Do you think 2010 will be the year of motivation or are there other emerging trends and topics that trump motivation in the understanding and design for behavioural change?
I am currently writing a short chapter for the forthcoming Service Design textbook This is Service Design Thinking. In the spirit of co-creation and participatory design which this publication is attempting to embody I would be very interested to hear what you think about my introduction and the scope of the chapter I am writing. I would really welcome your feedback and suggestions. Presently, it reads as follows:
Motivation has been described as the “energisation and direction of human behaviour” (Reeve, 2005). A fundamental concept in the understanding, regulation and support of human behaviour, Motivation has been debated and discussed for time immemorial. From Confucian and Sanskrit philosophy in the East to that of the Greek political philosophers and Christian biblical scholars in the West: The symbiotic relationship of the individual and their environment and attempts to understand the governing principles of this relationship have been one of the most central questions to ‘energise and direct’ humanity’s thoughts, beliefs and creativity. Defining not only the social structures of the societies in which we live but the political, educational and creative philosophies that govern and sustain them.
Mook (1987) provides a fuller account of the historical evolution of Motivation and in turn the recursive nature of Motivation within society. History builds a case for how significantly a society or community’s conception of ‘motivation’ underpins its philosophical and political stance and behaviour. For example Pre-Enlightenment era Europe was governed by the Christian church and thus the values of the church transcended national boundary, in much the same way that for example modern day Islam and Judaism often transcends or paradoxically in the case of countries such as Iran and Israel respectively, epitomises national or political identity.
There is little escaping the fact that our motivations or how we explain and conceptualise them digs deeper into our own psyche and that of our societies than very often as designers we are prepared or entitled to look. Furthermore, if Design Thinking and Service Design hold the key to solving larger more complex social problems as (Burns, Cottam, Vanstone, & Winhall, 2006),Brown (2009), Martin (2009), Loevlie (2009) and Miller and Rudnick (2009) have claimed, do we need to start being more capable and comfortable at asking those questions and visualising and conceptualising the responses?
This chapter seeks to explore as succinctly as 8000 characters allows what modern day psychology and its literature can contribute to overcoming these sometimes uncomfortable ethical, political and social conceptualisations and how, in addition to existing and established Service Design tools and processes, it might be able to support us ‘design thinkers’ as we seek to ‘energise and direct’ human behaviour through the design and creation of innovative products, systems and services.
Thank you all in anticipation of your help and really looking forward to hearing from you, either via Twitter or via the comments form below:
This is a fairly comprehensive presentation of the underlying philosophy and research behind my masters work in helping designers visualise and support motivation in the design of everyday products and services. I’ve obviously talked about the development of this work extensively on this blog so I’d like to take the chance to thank all of you who have visited and contributed comments and support – its helped me refine and adapt my ideas thus far and I really appreciate it!
I’m hoping to add an audio summary of the presentation at some point, but otherwise the presentation gives an overview of the foundations of my framework of motivation in design, the research behind it and then a few examples of products and services that have either been directed by this conceptualisation or whose success as ‘motivational platforms’ can be interpreted by using the framework.
People may also recognise a few of the case studies from the Nordic Service Design Conference – thanks to the presenters their for their explanations, this presentation also served as an opportunity for me to pass on what I’d learned and enjoyed from that conference to my colleagues at the HCDI at Brunel.
As ever comments and questions are gratefully appreciated and if you are interested in finding our more or understanding how this framework can be applied to your own design or service propositions then please get in touch.
In support of his discussion of how managers might support employee Motivation, Julian leverages the same Self Determination Theory (Deci and Ryan, 1985, 2000, 2004) that has formed the basis of my own research. His coverage of the Material, Social and Personal drivers of Motivation need little further coverage as I’ve referred to them on my blog and associated discussions using Deci and Ryan’s original terms of Autonomy, Relatedness and Competence. Julian suggests that managers should utilise these three aspects of human psychological capability to help turn ‘extrinsically regulated‘ organisational objectives into ‘identified‘ personal motives of employees. In otherwords, managers should use the prospects of material, social and personal rewards to encourage employees to take ownership of organisational objectives and become more personally intrinsically rewarding. I would also supplement this with Valerand’s, (2003) definition that motivation occurs on “global, contextual and situational” levels of recursion.
As I’ve mentioned in the discussion on Wenovski a great example of an organisation doing this is Zappos, an American online retailer, that uses it’s employees to amongst other things model the clothes they sell. Specifically this example is appealing to an employee’s underlying Relatedness and Competence ‘needs’ and allowing them to fulfill those ‘needs’ on behalf of the organisation, which in turn benefits the organisation’s own Relatedness and Competence objectives, by providing customers with a familiar, down to earth and empathetic marketing touch point. Literally in this case the employee is embodying the organisation. This, if successful, and it is proving very successful for Zappos, will in the long term also enhance the organisations global Autonomy by boosting sales (the material outcome) as well as it’s social outcome (what customers think) and its personal, or personnel outcome by enhancing its relationship with its employees.
Motivational Framework v0.1 cc Fergus Bisset
As one of the commenters on Unstructure Marc Buyens said, “these are not new concepts”, but I think the difference is that re-conceptualising these as motivational constructs or regulatory mechanisms can have quite a powerful effect on the way an organisation manages them. The above diagram indicates another few ways from the literature of conceptualising both how and why to target ‘management interventions’. For example, these help determine at what stage you are energising as opposed to directing employee/customer behaviour and whether or not you are doing so to instil awareness of issues or to reaffirm employee confidence or satisfaction.
Indeed, motivation is all around us, it is the root of our every behaviour and that’s a critical point I’d like to bring to this conversation, motivation whether positive or negative (demotivation) will occur whether you want it to or not. Within your organisation, your staff and colleagues, and yourself. Deci and Ryan’s theory is an organismic one, that is, it perceives that we as humans are naturally predisposed to grow and organically adapt to our environment, seeking out new challenges, responsibilities and recognition in order to fulfil these underlying psychological needs. The question to managers is perhaps best asked, not might you support motivation, but rather how are you currently regulating motivation within your organisation? How are you directing or maintaining the energisation of the behaviour in your organisation?
A very innovative approach to this I discovered yesterday, came via the Swedish TV Licensing Authority with their Tack (Thank You) campaign. Allowing individuals who upon paying their tv licences to submit a picture of themselves and be integrated to a well highly produced and aspirational “thank you” video. Actually, anyone can have a go, which does kind of undermine the point a little, but its powerful stuff – underlining the point that for managers the best way to motivate your employees is to integrate them into the middle of the organisation and allow them to take ownership and participate in the critical issues of the organisation and become an evangelist for them.
From a Self Determination perspective at least, every employee has those Personal ‘Material, Social and Competence ‘Needs” Julian mentions, fulfilment of these results in happiness for the individual. However, because of the nested and recursive nature of self determined behaviour and societies, organisations also have ‘Material, Social and Competence‘ ‘Needs’. The obvious question for managers then is how are you facilitating the fulfilment of both of these first order (happiness) and second order ‘needs’ (success) and in doing so creating a motivated, energised and purposeful organisation? As I shared on Twitter yesterday:
“Success is getting what you want (contextual/global – extrinsic). Happiness is wanting what you get (situational – intrinsic).”
Apologies for the recent blogging hiatus, in large part due to the launch last week of The Ergonomics Real Design Exhibition at the Design Museum which I have been working on over the last year and half. I’m also recently back from the excellent Nordic Service Design Conference in Oslo. I will post more on both of those things in due course. In the meantime, I’ve also been working on my MPhil in Intrinsically Motivating Design and recently developed a model that I hope to validate as a tool to help designers design Intrinsically Motivating and behaviourally self sustaining systems, services and products. I’ve posted this on Wenovski as well so apologies for the cross posting if you’ve already seen it there. I’d really welcome your feedback on this and if you have any questions or would be interested in offering me an opportunity to validate the model then give me shout either in the comments below or at hello@fergusbisset.com.
My research into Human Motivation and its relationship with design has seen me exploring a lot of organismic theories of human behaviour, those are the theories that suggest we are naturally predisposed or energised to grow or seek new challenges, affiliation or environments in order to remain healthy, happy and fulfilled.
Obviously not everyone is in agreement on the underlying mechanisms of human motivation and behaviour, there are many models, but these are issues that we as designers revisit often in the form of the well intentioned but hideously over-cited and rarely understood Maslow’s Hierarchy is based on such a humanist/organismic perspective.
My own research is exploring a newer an more updated model of which I attach an early draft below, one that also represents the iterative and dynamic nature of human behaviour – something that is overlooked in Maslow’s version.
My model and the research that underpins it (predominantly Deci and Ryan’s Self Determination Theory) indicates that in order to remain psychologically fulfilled we need to balance three psychological needs for AUTONOMY (Self Reflection, Independence, Empowerment), RELATEDNESS (Socialisation, Care and Concern for and from others), COMPETENCE (Feelings of efficacy, self control and accomplishment).
Deci and Ryan’s premise (and mine) is that only by balancing and fulfilling these core psychological needs will we be truely HAPPY and HEALTHY. My model attempts to illustrate how these INTRINSIC (some might say INNATE) psychological needs are often balanced against EXTRINSIC design factors and criteria and just as with Maslow’s Hierarchy if we want as designers to design systems and services that leave us feeling fulfilled they will need to address all of these INNATE HUMAN with EXPLICIT DESIGN capabilities and specifications.
If an intentionally or accidentally designed system cannot SELF REGULATE, or as you say Arne, “balance” EXTRINSIC and INTRINSIC demands it ultimately will become unsustainable.
To help make this idea more explicit I will elaborate – much of industrial design is focussed on the SENSORY features of products, services and systems, whilst interaction design and ‘soft design disciplines’ are interested in COGNITIVE levels of interaction. Recently of course, as most of us here will be aware Design has begun to shift towards more ORGANISATIONAL or ‘Service’ perspectives in an attempt to satisfy the ‘NEEDS’ of its users and customers. Or perhaps if I put it more cynically – in an attempt to continue to generate value for stakeholders in the design process. This shift in the focus of design, as is well documented, has occurred as a result of technology that initially enable ‘interfaces’ and more recently high levels of social connectivity and networking.
With my model, I hope to help move design one step closer to exactly the call you’ve made here Arne, by helping designers to understand how their expertise in manipulation of SENSORY, COGNITIVE and ORGANISATIONAL affordances and data can be better focussed on meeting users genuine SOCIAL, COMPETENCE and AUTONOMY needs and in turn designing systems that are by consequence self motivating, sustaining and perhaps as you allude here ‘caring’.
is fascinating and helped us all gain a clearer understanding of the inspiration behind the Modern Games, particularly the ideals of the Olympic Truce which called for an end to hostilities between Greek states during the Ancient Games. This truce is something that the IOC campaigns alongside the UN to uphold every time The Modern Games is hosted. The role of sport in creating global peace is the title of the proceedings of this session of the IOA and the focus of most of our discussions.
