Discussion Question responses

Keith G

Self-efficacy is the evaluation of a person’s ability to execute a specific behavioral pattern and forms a central role in the governing of the employee’s motivation and performance. The self-efficacy also determines the efforts one will put into particular activities as well, as for how long they will persist to achieve the desired outcomes. The four main elements of self-efficacy, the accomplishments, vicarious experiences, social persuasions, as well as the emotional and psychological state of the employees are crucial in informing how employees will behave. Observing other people successful change the behavior and accomplish specific task offer motivation to the employee (Donaldson-Feilder & Bond, 2004). The social persuasion, emotional and psychological state drives an employee towards a particular set of behavior.

Biases are significant hindrances to accepting an individual behavior. Every employee has a set of unconscious biases that distort how the employee arrives at their decisions. They also assist in forming an opinion about a particular way of behavior. To redirect the inclinations into a specific practice, it is essential that every person understands their own biases and be on the lookout when making decisions. The awareness of the personal preferences will assist the employees to create a more informed decision concerning the proposed behavior (Donaldson-Feilder & Bond, 2004). Remaining objective towards the action will help the employee towards the acceptable behavior in the organization.

Self-control is the ability of an employee to have control and authority over their own set of behaviors, biases and other aspects that influence their behavior. An employee’s self-control dictates how they will react to external influence in the organization (Winston, 2016). An employee who has high levels of self-control can control how they respond to a situation and other people's behavior. Weak self-control makes an employee readily react and unable to embrace other people’s point of view.

 

 

References

Donaldson-Feilder, & Bond. (2004).  The relative importance of psychological acceptance and emotional intelligence to workplace well-being. British Journal of Guidance and Counselling, 32(2), 187-203.

Winston, C. N. (2016). An existential-humanistic-positive theory of human motivation. The Humanistic Psychologist, 44(2), 142-163.