Motivation and Change in Fall 2013
FALL 2013
MOTIVATING FOR
CHANGE
MOTIVATING FOR CHANGE
•
Ray Caesar LPC, LADC-MH
•
Director of Addiction Specialty Programs
•
Oklahoma Department of Mental Health &
Substance Abuse Services
•
(405)522-3870
•
rcaesar@odmhsas.org
OUTLINE
•
Achievement Motivation Theory
•
Self-Determination Theory
•
Operant Conditioning
•
Motivational Interviewing
MOTIVATING
INDIVIDUALS
ROMAN LEGION
DECIMATION
BREAD AND WATER
AMERICAN MILITARY
FRENCH REVOLUTION
MOTIVATION
DEFINITION
•
Motivation
•
The process of arousing and sustaining goal-directed
behaviors.
NEEDS
DRIVES
DRIVES
INCENTIVES
MOTIVATION
WHAT IS MOTIVATION?
External motivation
Internal motivation
WHY WE WORK
•
Support ourselves
and our families.
•
Pay bills.
•
Most people enjoy
work.
•
Sense of purpose.
•
Social aspect of
being with other
people.
MOTIVATION
MOTIVATION IS NOT
Directly observable
Synonymous with satisfaction
Always conscious
Directly controllable
STAGES OF CHANGE
ACHIEVMENT MOTIVATION
THEORY
ACHIEVEMENT MOTIVATION THEORY
LOW ACHIEVEMENT MOTIVATION
HIGH ACHIEVEMENT MOTIVATION
ACHIEVEMENT MOTIVATION THEORY
LOW ACHIEVEMENT MOTIVATION
•
Prefer very easy tasks
•
Failure is unlikely
•
or very difficult tasks
•
Failure not embarrassing
ACHIEVEMENT MOTIVATION THEORY
HIGH ACHIEVEMENT MOTIVATION
•
Prefer moderately difficult tasks
•
Success is attainable
•
Success is attributable to skill and effort
EXTRINSIC AND INTRINSIC
MOTIVATION
MOTIVATION
EXTRENSIC AND INTRINIC MOVIVATION
Extrinsic motivation
A desire to perform based on external reward or
threat of punishment
Intrinsic motivation
A desire to perform a behavior based on
internal (personal) reward or punishment
MOTIVATION
EXTERNAL VERSUS INTERNAL
Better to have intrinsic motivation.
Behave not because you fear punishment or expect
reward (external),
but because you want to behave in a certain way
(intrinsic).
Motivation from within
COMPONENTS OF INTRINSIC
MOTIVATION
Autonomy:
self-governing
Competence:
self-efficacy
Relatedness:
support and affirmation from peers.
INTERNAL MOTIVATION
EXTRINSIC MOTIVATION
~ Needed when there are no intrinsic motivators. An
example is paying taxes
~ Hopefully the behavior will alter to intrinsic
motivation over time. An example is seat belt use.
•
At first extrinsic: avoid tickets, alarms, nagging children
•
Over time this behavior becomes internalized
EXTRINSIC MOTIVATION
Environment controls behavior
External rewards and punishments
Praise increases the likelihood of participation
Criticism decreases the likelihood of participation
Principles of operant conditioning are at work
*
MOTIVATION
•
Exposure to commercial media prompt a focus on
materialism which provides fleeting satisfactions.
•
Individuals may seek extrinsic rewards in order to
compensate for deficits in fulfilling basic
psychological needs.
•
Extrinsic rewards are insufficient and poor
compensation.
•
Ryan & Deci
MOTIVATION
MOVING FROM EXTERNAL
TO INTERNAL MOTIVATION
WHY WE WORK
•
Support ourselves
and our families.
•
Pay bills.
•
Most people enjoy
work.
•
Sense of purpose.
•
Social aspect of
being with other
people.
SAFER TO WEAR SEATBELTS.
•
It is well-known that
seatbelts save lives.
•
Compliance varies
greatly.
•
91% in California
•
78% in Connecticut
•
51% in Mass before law,
now 76%.
•
Requirement and
enforcement make a
difference
PUNISHMENT AND REINFORCEMENT
.
•
“Click it or ticket”
•
Threat of punishment.
•
Random checks.
•
Cars come with
warning buzzers that
stop if you buckle up.
•
Reinforces compliance
EVENTUALLY INTERNALIZED
•
Starts extrinsic.
•
Not wearing seatbelt
might lead to
punishment.
•
Wearing reinforced by
others and by vehicle.
•
Seat belt usage
becomes a matter of
habit.
•
Becomes intrinsic.
SELF
DETERMINATION
THEORY
Ryan and Deci
SELF-DETERMINATION THEORY
A meta-theory of motivation incorporating multiple
“mini-theories” into a unified whole.
•
Self-Determination Theory addresses both intrinsic
and extrinsic sources of motivation.
•
Self-Determination Theory focuses on
•
Autonomy
•
Competence
•
Relatedness
COMPONENTS OF INTRINSIC
MOTIVATION
Autonomy:
self-governing
Competence:
self-efficacy
Relatedness:
support and affirmation from peers.
SELF-DETERMINATION THEORY
Self-Determination Theory proposes that the degree
to which autonomy, competence or relatedness are
supported and enhanced will have a significant
positive effect on the individual within the specific
context.
SELF-DETERMINATION THEORY
Self-Determination Theory proposes that the degree
to which autonomy, competence or relatedness are
unsupported or hindered will have a significant
negative effect on the individual within the specific
context.
SELF-DETERMINATION THEORY
Autonomy, competence and relatedness are
recognized as basic psychological needs.
PSYCHOLOGICAL NEEDS
Not necessary for survival like biological needs.
People engage in all kinds of activities unrelated to
basic needs.
Make life worth living.
MASLOW
SELF-DETERMINATION THEORY
THE FIVE MINI-THEORIES OF
SELF-DETERMINIATION
THEORY
SELF-DETERMINATION THEORY
COGNITIVE EVALUATION THEORY
ORGANISMIC INTEGRATION THEORY
CAUSALITY ORIENTATIONS THEORY
BASIC PSYCHOLOGICAL NEEDS THEORY
GOAL CONTENTS THEORY
SELF-DETERMINATION THEORY
Cognitive Evaluation Theory
SELF-DETERMINATION THEORY
Cognitive Evaluation Theory
Intrinsic motivation
What are the effects of social contexts on
intrinsic motivation?
Highlights competence and autonomy.
Explores reward, ego-involvement, controls
SELF-DETERMINATION THEORY
Organismic Integration Theory
SELF-DETERMINATION THEORY
Organismic Integration Theory
Extrinsic motivation
Explores the determinants, properties and
consequences of extrinsic motivation
Identifies a continuum from external to internal
Degree autonomy will be enhanced or
hindered
SELF-DETERMINATION THEORY
Causality Orientations Theory
SELF-DETERMINATION THEORY
Causality Orientations Theory
Intrinsic/extrinsic motivation
Identifies how individual differences alter how
the environment is perceived.
Identifies three orientations – autonomy, control
(rewards) and impersonal (amotivational).
SELF-DETERMINATION THEORY
Basic Psychological Needs Theory
SELF-DETERMINATION THEORY
Basic Psychological Needs Theory
Intrinsic/extrinsic
Optimal well being is predicated on autonomy,
competence and relatedness. All three are
required.
Contexts that support or thwart these needs must be
considered.
SELF-DETERMINATION THEORY
Goal Contents Theory
SELF-DETERMINATION THEORY
Goal Contents Theory
Intrinsic/extrinsic
Compares and contrasts the effects of internal
and external motivators.
Goals have varying effects on need satisfaction.
SELF-DETERMINATION THEORY
LEVELS OF
SELF-DETERMINATION
SELF-DETERMINATION THEORY
AMOTIVATION
The individual does not pursue a behavior as success
is seen as unlikely or impossible – there is no point in
trying
SELF-DETERMINATION THEORY
EXTERNAL REGULATION
The individual pursues a behavior for a reward (pay)
or due to coercion.
SELF-DETERMINATION THEORY
INTROJECTED REGULATION
The individual pursues a behavior because of an
internalized guilt or shame related sense of “ought to”
or “should”.
SELF-DETERMINATION THEORY
IDENTIFIED REGULATION
The individual pursues a behavior because the
outcomes are important to the individuals goals
SELF-DETERMINATION THEORY
INTEGRATED REGULATION
The individual pursues behaviors because they
symbolize what is important to the person’s sense of
worth.
SELF-DETERMINATION THEORY
TRUE INTRINSIC MOTIVATION
The individual pursues behaviors for the pleasure of
accomplishing, knowing, or for the stimulation.
SELF-DETERMINATION THEORY
I
TRUE INTRINSIC MOTIVATION
II
INTEGRATED MOTIVATION
III
IDENTIFIED MOTIVATION
IV
INTROJECTED MOTIVATION
V
EXTERNAL REGULATION
VI
AMOTIVATION
REGULATORY STYLES
AMOTIVATION
•
Non-regulation
•
Don’t care about rewards and punishments.
•
Lack of control.
•
“They pretend to pay us and we pretend to work.”
INTERNAL REGULATION
•
Synthesis with self-congruence.
•
Agreement conforms to beliefs
•
Goal is to get people to accept goals as their own.
•
Move from compliance to self-regulation.
FACILITATING INTERNALIZATION
•
Relatedness
•
Desire to belong and feel connected.
•
Group projects, share tasks
•
Self-efficacy
•
Improves chances of success
•
Work to avoid early failures
PSYCHOLOGICAL NEEDS
•
Self-determination theory relates to psychological
needs.
•
Extrinsic motivation is not strongly related to well-
being
•
Wealth, fame and image.
•
Well-being not enhanced by achievement of
extrinsic goals.
MASLOW
SELF ACTUALIZING
•
Promotes autonomy and competence.
•
Encourages natural potential for growth.
•
Facilitates human achievement and well-being
•
Provides the social environment to support growth.
STAGES OF CHANGE
OPERANT CONDITIONING
MOTIVATION
OPERANT CONDITIONING
Also referred to as Instrumental Conditioning
EXTRINSIC MOTIVATION
Environment controls behavior
External rewards and punishments
Praise increases the likelihood of participation
Criticism decreases the likelihood of participation
Principles of operant conditioning are at work
EFFECTS ON BEHAVIOR
Reinforcement
•
Leads to an
increase in
behavior.
Punishment
•
Leads to a
decrease in
behavior.
TYPES OF REINFORCEMENT
Positive reinforcement (reward):
behavior leads to reward.
Negative reinforcement (reward):
behavior removes pain or anxiety
The goal is to increase a wanted behavior
TYPES OF PUNISHMENT
Behavior leads to unpleasant outcome or takes away
something pleasant.
The goal of punishment is a decrease in unwanted
behavior.
MOTIVATION
REWARDS AND PUNISHMENTS
REWARDS AND PUNISHMENTS
PROBLEMS WITH PUNISHMENT
I
Negative feelings towards person giving
punishment.
II
Physical or psychological pain.
III
Escalate in severity.
INTRINSIC MOTIVATION
MOTIVATIONAL
INTERVIEWING
Hope Expectancy
The belief that one can
change and will be
successful at making
changes.
15%
Therapeutic Relationship
The degree to which
counseling conveys a
nonjudgmental, empathic,
accepting,
warm environment.
30%
Client Traits
S
trengths, temperament,
resources, and skills.
40%
Technique/Orientation
The skills and counseling
orientation.
15%
EVALUATING MI
Set goals
Report &discuss
Create plan
findings
Evaluate
Implement
Changes
Measure satisfaction
Identify issues &
& assess
Adjust
components
implementation
MOTIVATIONAL INTERVIEWING
•
Encourages a respectful counselor-client
relationship.
•
Aids in resolving discrepancies in client values &
behaviors promoting homeostasis.
•
Emphasizes consultation not confrontation.
•
Honors the clients ability to use personal strengths in
recovery.
•
Engages client in the recovery process.
STAGES OF CHANGE
STAGES OF CHANGE
“I don’t have a problem.”
STAGES OF CHANGE
“I don’t have a problem.”
“I may have a problem.”
STAGES OF CHANGE
“I don’t have a problem.”
“I may have a problem.”
“I need to do something different.”
STAGES OF CHANGE
“I don’t have a problem.”
“I may have a problem.”
“I need to do something different.”
“I am taking action.”
STAGES OF CHANGE
“I don’t have a problem.”
“I may have a problem.”
“I need to do something different.”
“I am taking action.”
“I’m living differently.”
MOTIVATIONAL INTERVIEWING
Directive
MOTIVATIONAL INTERVIEWING
Directive
Client-Centered
MOTIVATIONAL INTERVIEWING
Directive
Client-Centered
Elicits positive behavior change
MOTIVATIONAL INTERVIEWING
Directive
Client-Centered
Elicits positive behavior change
Addresses client ambivalence
MOTIVATIONAL INTERVIEWING
Directive
Client-Centered
Elicits positive behavior change
Addresses client ambivalence
Respects Autonomy
MOTIVATIONAL INTERVIEWING
FUNDAMENTAL PRINCIPALS OF MI
Express empathy
MOTIVATIONAL INTERVIEWING
FUNDAMENTAL PRINCIPALS OF MI
Express empathy
Develop discrepancy
MOTIVATIONAL INTERVIEWING
FUNDAMENTAL PRINCIPALS OF MI
Express empathy
Develop discrepancy
Roll with resistance
MOTIVATIONAL INTERVIEWING
FUNDAMENTAL PRINCIPALS OF MI
Express empathy
Develop discrepancy
Roll with resistance
Support Self-efficacy
ASSESSING READINESS
MOTIVATIONAL INTERVIEWING
P
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1
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PHASE ONE
MI SKILLS AND STRATEGIES
P
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MI SKILLS AND STRATEGIES
P
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MI PHASE ONE STRATEGIES
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MOTIVATIONAL INTERVIEWING
CLOSED vs OPEN QUESTIONS
•
Open
•
Requires more than a yes or no response
•
Eliciting—more person-centered
•
Aids individual cognitions
•
Closed
•
Quick, easy, & efficient
•
Less client-centered
•
Less engaging
AFFIRMATIONS
•
Compliments.
•
Statements of appreciation.
•
Highlights strengths.
•
A form of Reflective Listening.
•
Client-focused.
•
Accurate.
ROADBLOCKS
ROADBLOCKS
•
O
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,
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•
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•
A
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•
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ROADBLOCKS
ROADBLOCKS
•
A
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•
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COMMUNICATION MODEL
The words the
The words the speaker
listener hears
says
What the speaker
What the listener
really means
thinks the speaker
means
Thomas Gordon
REFLECTIVE LISTENING
•
H
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•
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•
A
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t
REFLECTIVE LISTENING
S
i
m
p
l
e
Repeat
Rephrase
C
o
m
p
l
e
x
Paraphrase
Reflection of Feelings
Summary, Metaphors
REFLECTIVE RESPONSES
•
Simple
•
Amplified
•
Double-Sided
SUMMARIZING
•
This is a special form of reflection.
•
Counselor chooses what to include and emphasize.
•
Include client’s
concerns about change, problem
recognition, optimism about change and
ambivalence toward change.
•
Let client know you are listening.
•
Invite the client to respond to the summary.
CHANGE TALK
•
W
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CHANGE TALK STRATEGIES
•
Evocative Questions
Desires, Ability,
Reasons, Needs &
Commitment for
Change (DARN-C)
•
Elaboration
•
Importance
•
Confidence Rulers
•
Decisional Balance
•
Looking Forward–
Looking Back
•
Exploring Goals and
Values
MI CHANGE TALK STRATEGY
PROCESS
ASK FOR
ASSESS
HEAR THE
SEE THE
COMMITMENT
CHANGE
Desires
Readiness
Strong self-talk
positive
Abilities
behaviors
Reasons
Needs
PHASE ONE TRAPS
•
Question/Answer Trap
•
Taking Sides
•
Expert/Labeling
•
Premature Focus
•
Blaming
OARS AND CHANGE TALK
•
Open-ended
questions
•
Affirmation
•
Reflective Listening
•
Summary
•
Eliciting change
talk
•
Evocative question
•
Elaboration
•
Important
Confidence rulers
•
Decisional balance
•
Looking forward—
looking back
•
Exploring goals
and values
CLIENT RESISTANCE
INVOLVES FEELINGS, ACTIONS, AND BEHAVIORS OF AN
INTERPERSONAL NATURE WHERE THERE IS A LACK OF COLLABORATION.
RESISTANT BEHAVIORS
•
Arguing
•
Denying
•
Blaming
•
Interrupting
•
Taking over
•
Not responding
MOTIVATIONAL INTERVIEWING
FUNDAMENTAL PRINCIPALS OF MI
Express empathy
Develop discrepancy
Roll with resistance
Support Self-efficacy
STRATEGIC RESPONSES
•
Shifting focus
•
Agreement with a
twist
•
Emphasizing personal
choice
•
Reframing
•
Siding with the
negative
•
Supporting self-
efficacy
REFLECTIVE & STRATEGIC RESPONSES
TO RESISTANCE
•
Shifting focus
•
Agreement with a
twist
•
Emphasizing personal
choice
•
Reframing
•
Siding with the
negative
•
Support self-efficacy
S
i
m
p
l
e
A
m
p
l
i
f
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e
d
D
o
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b
l
e
-
S
i
d
e
d
PHASE TWO
PHASE 2 STRATEGIES
Recognizing Readiness
Transitional Summary
Key Questions
Information and Advice
Negotiating Plans for Change
CHANGE PLAN ELEMENTS
•
Negotiating the plan
•
Identify the barriers to change
•
Implement the plan
•
Enlist support
•
Identify outcome measures
•
Measure success and revise the plan if necessary
PHASE TWO HAZARDS
•
Underestimating Ambivalence
•
Over Prescription
•
Insufficient Direction
MOTIVATING FOR CHANGE
•
Ray Caesar LPC, LADC-MH
•
Director of Addiction Specialty Programs
•
Oklahoma Department of Mental Health &
Substance Abuse Services
•
(405)522-3870
•
rcaesar@odmhsas.org
Delve into the various aspects of motivation and change in Fall 2013, exploring theories like Achievement Motivation Theory, Self-Determination Theory, Operant Conditioning, and Motivational Interviewing. Discover the complexities of motivating individuals and draw inspiration from historical events like the Roman Legion and the French Revolution. Unravel the definition of motivation, differentiate between external and internal motivation, and explore the reasons why we work. Learn that motivation is not directly observable, synonymous with satisfaction, always conscious, or directly controllable. Explore the Stages of Change Model in addiction treatment for a comprehensive understanding of motivating for change.
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Presentation Transcript
MOTIVATING FOR CHANGE FALL 2013
MOTIVATING FOR CHANGE Ray Caesar LPC, LADC-MH Director of Addiction Specialty Programs Oklahoma Department of Mental Health & Substance Abuse Services (405)522-3870 rcaesar@odmhsas.org
OUTLINE Achievement Motivation Theory Self-Determination Theory Operant Conditioning Motivational Interviewing
MOTIVATING INDIVIDUALS
BREAD AND WATER http://ts3.mm.bing.net/th?id=H.4531664097184430w=255h=188c=7rs=1pid=1.7
MOTIVATION DEFINITION Motivation The process of arousing and sustaining goal-directed behaviors. NEEDS DRIVES DRIVES INCENTIVES
MOTIVATION WHAT IS MOTIVATION? http://ts1.mm.bing.net/th?id=H.4791793099474320w=226h=188c=7rs=1pid=1.7 External motivation http://ts3.mm.bing.net/th?id=H.4875175561333578w=172h=172c=7rs=1pid=1.7 Internal motivation
WHY WE WORK Support ourselves and our families. Pay bills. Most people enjoy work. Sense of purpose. Social aspect of being with other people.
MOTIVATION MOTIVATION IS NOT Directly observable Synonymous with satisfaction Always conscious Directly controllable
STAGES OF CHANGE The Stages of Change Model in Addiction Treatment
ACHIEVMENT MOTIVATION THEORY
ACHIEVEMENT MOTIVATION THEORY LOW ACHIEVEMENT MOTIVATION HIGH ACHIEVEMENT MOTIVATION
ACHIEVEMENT MOTIVATION THEORY LOW ACHIEVEMENT MOTIVATION Prefer very easy tasks Failure is unlikely or very difficult tasks Failure not embarrassing
ACHIEVEMENT MOTIVATION THEORY HIGH ACHIEVEMENT MOTIVATION Prefer moderately difficult tasks Success is attainable Success is attributable to skill and effort
EXTRINSIC AND INTRINSIC MOTIVATION
MOTIVATION EXTRENSIC AND INTRINIC MOVIVATION Extrinsic motivation A desire to perform based on external reward or threat of punishment Intrinsic motivation A desire to perform a behavior based on internal (personal) reward or punishment
EXTERNAL VERSUS INTERNAL Better to have intrinsic motivation. Behave not because you fear punishment or expect reward (external), but because you want to behave in a certain way (intrinsic). Motivation from Motivation from within within
COMPONENTS OF INTRINSIC MOTIVATION Autonomy: self-governing Competence: self-efficacy Relatedness: support and affirmation from peers.
EXTRINSIC MOTIVATION ~ Needed when there are no intrinsic motivators. An example is paying taxes ~ Hopefully the behavior will alter to intrinsic motivation over time. An example is seat belt use. At first extrinsic: avoid tickets, alarms, nagging children Over time this behavior becomes internalized
EXTRINSIC MOTIVATION Environment controls behavior External rewards and punishments Praise increases the likelihood of participation Criticism decreases the likelihood of participation Principles of operant conditioning are at work*
MOTIVATION Exposure to commercial media prompt a focus on materialism which provides fleeting satisfactions. Individuals may seek extrinsic rewards in order to compensate for deficits in fulfilling basic psychological needs. Extrinsic rewards are insufficient and poor compensation. Ryan & Deci
MOVING FROM EXTERNAL TO INTERNAL MOTIVATION
WHY WE WORK Support ourselves and our families. Pay bills. Most people enjoy work. Sense of purpose. Social aspect of being with other people.
SAFER TO WEAR SEATBELTS. It is well-known that seatbelts save lives. Compliance varies greatly. 91% in California 78% in Connecticut 51% in Mass before law, now 76%. Requirement and enforcement make a difference
PUNISHMENT AND REINFORCEMENT. Click it or ticket Threat of punishment. Random checks. Cars come with warning buzzers that stop if you buckle up. Reinforces compliance
EVENTUALLY INTERNALIZED Starts extrinsic. Not wearing seatbelt might lead to punishment. Wearing reinforced by others and by vehicle. Seat belt usage becomes a matter of habit. Becomes intrinsic.
SELF DETERMINATION THEORY Ryan and Deci
SELF-DETERMINATION THEORY A meta-theory of motivation incorporating multiple mini-theories into a unified whole. Self-Determination Theory addresses both intrinsic and extrinsic sources of motivation. Self-Determination Theory focuses on Autonomy Competence Relatedness
COMPONENTS OF INTRINSIC MOTIVATION Autonomy: self-governing Competence: self-efficacy Relatedness: support and affirmation from peers.
SELF-DETERMINATION THEORY Self-Determination Theory proposes that the degree to which autonomy, competence or relatedness are supported and enhanced will have a significant positive effect on the individual within the specific context.
SELF-DETERMINATION THEORY Self-Determination Theory proposes that the degree to which autonomy, competence or relatedness are unsupported or hindered will have a significant negative effect on the individual within the specific context.
SELF-DETERMINATION THEORY Autonomy, competence and relatedness are recognized as basic psychological needs.
PSYCHOLOGICAL NEEDS Not necessary for survival like biological needs. People engage in all kinds of activities unrelated to basic needs. Make life worth living.
SELF-DETERMINATION THEORY THE FIVE MINI-THEORIES OF SELF-DETERMINIATION THEORY
SELF-DETERMINATION THEORY COGNITIVE EVALUATION THEORY ORGANISMIC INTEGRATION THEORY CAUSALITY ORIENTATIONS THEORY BASIC PSYCHOLOGICAL NEEDS THEORY GOAL CONTENTS THEORY
SELF-DETERMINATION THEORY Cognitive Evaluation Theory
SELF-DETERMINATION THEORY Cognitive Evaluation Theory Intrinsic motivation What are the effects of social contexts on intrinsic motivation? Highlights competence and autonomy. Explores reward, ego-involvement, controls
SELF-DETERMINATION THEORY Organismic Integration Theory
SELF-DETERMINATION THEORY Organismic Integration Theory Extrinsic motivation Explores the determinants, properties and consequences of extrinsic motivation Identifies a continuum from external to internal Degree hindered autonomy will be enhanced or
SELF-DETERMINATION THEORY Causality Orientations Theory
SELF-DETERMINATION THEORY Causality Orientations Theory Intrinsic/extrinsic motivation Identifies how individual differences alter how the environment is perceived. Identifies three orientations autonomy, control (rewards) and impersonal (amotivational).
SELF-DETERMINATION THEORY Basic Psychological Needs Theory
