Discussion Question responses

Melvin P

Bias influences employee behavior by creating emotions that make them feel angry and sad at work. They’re likely to express sarcasm on a regular basis, and they’re more than likely to not feel proud to work for the organization. Employee disengagement can costs corporations billions per year due to lack of productivity (Hewlett and Rashid, 2017). In addition, employees at large companies who report bias are most likely to say that they regularly feel alienated at work. Employees at large companies who perceive bias are more likely to have looked for another job while at work in the past six months, and say they intend to leave their current company within a year. 

Self-Efficacy influences employee behavior by creating an environment that promotes a healthy self-efficacy among workers which also increases their involvement with the work. An effective way to build realistic, positive self-efficacy is by experiencing successes that build confidence in the ability to perform. Rewards and constructive feedback are ways to encourage self-confidence in employees. Allowing employees to work on tasks at which they excel as well as offering opportunities to try new tasks encourages a balance of success through personal and professional growth (Petersen, 2015). Another way to increase self-efficacy in the workplace is to create learning opportunities that allow workers to model behavior. By watching others with experience performing a task, an individual learns the steps involved and is able to repeat those behaviors. Mentoring also takes advantage of the many benefits that social interaction brings to learning.

Self-Control influences employee behavior by enabling an employee to feel more productive when doing daily routine regardless of the working environment. For employees it’s highly important to develop self-management skills and abilities because higher productivity paves the way for career promotion and professional advancement. In any way, both the employer and the employee will benefit from developing abilities and skills for self-management (Linman, 2011). Disciplined employees are liked and appreciated by not only their superiors but also other fellow workers. Such employees climb the success ladder quickly as compared to individuals who come to work with no enthusiasm just for the sake of it. The lack of self-control in the workplace spoils the entire work culture eventually leading to less or no productivity.

 

Reference

 

Hewlett, Sylvia and Rashid, Ripa (2017). When Employees Think the Boss Is Unfair, They’re More Likely to Disengage and Leave. Harvard Business Review. Retrieved from https://hbr.org/2017/08/when-employees-think-the-boss-is-unfair-theyre-more-likely-to-disengage-and-leave

 Petersen, Elaine (2015). Self-Efficacy Theory in the Workplace. Chron. Retrieved from http://smallbusiness.chron.com/selfefficacy-theory-workplace-10330.html

 Linman, Daniel (2011). Self-Management Skills For Employees, Or How To Be A Productive Employee. My Management Guide.Com. Retrieved from www.mymanagementguide.com/self-management-skills-for-employees-or-how-to-be-a-productive-employee/