In the last blog, we looked at the implication of Locus of Control, in today's blog we look at Self Efficacy and look at how a manager could make use of this understanding.
Self-efficacy could be seen to be of two types based on the scope of activities - General and Task. General Self-Efficacy refers to the general belief of an individual about one's ability to meet the job demands in a wide variety of situations. An Employee with a high general self-efficacy would be more confident in their job-related ability and would show a larger positive energy, influence others etc - this in turn affects them perform better at their activity. Individuals with low self-efficacy feel ineffective at their work place and express doubts about their ability to perform a new task well.
An adage that "success attracts success" is in some ways associated with these characteristics of a team to certain extent. When one succeeds in a task, the self-belief increases and this is transferred to the next task they do and so on - there by making it a chain. It is also interesting to note that people with high self-efficacy would like to provide their opinions in the task they do at work. The opportunity to participate is extremely important for the people with high self-efficacy.
A Manager would need to carefully observe the behavior of the employees working with him and create opportunities for people to increase their self-efficacy.
Task specific Self-Efficacy is a similar belief but limits itself to a specific task.
Self-efficacy could be seen to be of two types based on the scope of activities - General and Task. General Self-Efficacy refers to the general belief of an individual about one's ability to meet the job demands in a wide variety of situations. An Employee with a high general self-efficacy would be more confident in their job-related ability and would show a larger positive energy, influence others etc - this in turn affects them perform better at their activity. Individuals with low self-efficacy feel ineffective at their work place and express doubts about their ability to perform a new task well.
An adage that "success attracts success" is in some ways associated with these characteristics of a team to certain extent. When one succeeds in a task, the self-belief increases and this is transferred to the next task they do and so on - there by making it a chain. It is also interesting to note that people with high self-efficacy would like to provide their opinions in the task they do at work. The opportunity to participate is extremely important for the people with high self-efficacy.
A Manager would need to carefully observe the behavior of the employees working with him and create opportunities for people to increase their self-efficacy.
Task specific Self-Efficacy is a similar belief but limits itself to a specific task.
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