For many knowledge workers in established economies, basic needs have been met, but it’s still common to experience a sense of being unfulfilled. One of my concerns about the rise of increasingly automated jobs is that this sense of unfulfillment may grow, either as roles become more supervisory or when unemployment grows in some sectors. Self-determination theory (SD-T) is a ‘eudemonic perspective’ on wellbeing which offers a perspective on this risk.
In contrast to hedonic wellbeing, which is centred around the pursuit of pleasure and the avoidance of pain, eudemonic wellbeing is more concerned with the goal of self-realisation, personal development, and the cultivation of positive relationships with others. It involves engaging in activities contributing to a sense of purpose, mastery, autonomy, and social connectedness. SD-T also seems to be applicable to several domains, with meta-analytic evidence strongly supporting the relevance of SDT for organisations, health care, parenting, and education, for example.
Self-determination theory contends that, throughout different cultures and times, humans have exhibited three inherent and fundamental needs:
Competence
The need to feel confident and effective in our actions. We are motivated to seek challenges that fit our competencies and desire to enhance our skills and capabilities. Our sense of competence has an intrinsic component, but external validation of our competence is also important.
Relatedness
The need to feel connected with others, being cared for ourselves, and caring for other people; the need to have human connections that are close and secure while still respecting autonomy and facilitating competence.
Autonomy
Describes the need to experience self-direction and personal freedom in our choices without feeling coerced or controlled by external forces.
What has this got to do with automation and AI?
The rise of automation could impact these basic psychological needs. Still, the extent to which these needs are affected depends on how automation is implemented and managed in various domains of life. For example:
Competence: Automation might devalue skills
Automation might lead to devaluing specific skills, making some tasks easier and requiring less human expertise. In such cases, individuals might experience a decreased sense of competence and mastery, which could negatively impact their motivation and wellbeing. On the other hand, automation could also create opportunities for individuals to develop new skills and competencies in areas that remain relevant and valuable in the age of automation.
Relatedness: Automation may disrupt social connections
The increased reliance on automation and technology could disrupt social connections in the workplace or other social settings. If automated systems replace or reduce human interactions, opportunities for establishing and maintaining meaningful relationships might diminish, negatively affecting the need for relatedness. However, it is also possible that automation could free up more time for individuals to focus on building and maintaining social connections, depending on how the technology is integrated into their lives.
Autonomy: Humans may lose their independence
As automation reduces the need for human intervention in specific tasks, individuals may experience a loss of independence and control over their work or daily activities. If people feel that their actions are dictated to or controlled by machines, their sense of personal agency and self-direction could be compromised, potentially leading to decreased motivation and satisfaction.
Practically, knowledge workers could improve their wellbeing by considering the following actions:
Competence:
- Pursue skill development through training, courses, or workshops.
- Seek out challenging tasks that match their current abilities.
- Request feedback from peers and supervisors to identify strengths and areas for improvement.
- Celebrate and acknowledge their achievements and progress.
Relatedness:
- Foster open communication and collaboration with colleagues.
- Participate in team-building activities or social events.
- Offer support and assistance to coworkers.
- Seek out mentoring or networking opportunities within their industry.
Autonomy:
- Set personal goals that align with their values and interests.
- Engage in tasks that provide a sense of choice and control.
- Seek opportunities for decision-making within their role.
- Reflect on and prioritize their own motivations for work.
Ultimately, whether automation risks compromising the basic psychological needs described by SD-T depends on how it is managed and integrated into various aspects of life. However, we need to consider this impact sooner rather than later.