The goal of using active practices during training is to lead the employee from a state of "I don't want to, I don't need this" to a state of "I enjoy the process itself!"
American psychologists Edward Deci and Richard Ryan concluded that there is no sharp boundary between intrinsic and extrinsic motivation, and transitions are possible. They proposed the idea that motivation is a continuum within which an evolution can be observed from zero motivation to intrinsic motivation through various stages of extrinsic motivation.
The first stage — Amotivation — is a state where a person has no desire to act. The reasons for this may include the perceived meaninglessness of the activity, incompetence in it, or a lack of belief that putting in effort will lead to a result.
The most primitive stage of extrinsic motivation can be called external regulation, where behavior is managed through rewards and punishments, and is controlled by the external environment and other people.
Introjected regulation occurs when extrinsic motivation has partially gained internal justification ("I don't want to, but I have to"). Actions are performed to avoid feeling guilt, shame, or anxiety, or, for example, to feel pride and maintain or improve self-esteem.
Identified self-regulation is when extrinsic motivation is recognized as external but is identified with important internal drives. The employee perceives the activity as their own choice, begins to value the work they previously performed under external control, and considers behavior that was once externally regulated to be correct. For example, an employee was once involved in reviewing and approving an HSE instruction; during this process, their suggestions were incorporated into the next revision of the instruction. Subsequently, the employee wants to participate in the HSE instruction review themselves, and this activity becomes a value in its own right. The closer a person is to the identification stage, the more interest and satisfaction they experience from the activity and the more they strive to achieve results.
Integrated self-regulation is the merging of intrinsic and extrinsic motivation. The employee derives pleasure from an activity carried out to achieve an external goal. This is the most autonomous and self-determined form of extrinsic motivation. An example of such self-regulation is an HSE representative. At this stage, one can see greater involvement in the process, better quality of performance, higher achievements, and a tendency not to abandon the activity.
Intrinsic motivation.
Intrinsically motivated behavior facilitates task completion, a preference for more difficult tasks, and the emergence of a sense of joyful excitement and pleasure from work. It can persist for a long time in the absence of external reinforcement. In any given activity, an individual can begin their journey at any stage; it is not at all necessary for everything to start with Amotivation.