...Insights for Student Success in Higher Education Charles Kurose September 2013 MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation...
Words: 12762 - Pages: 52
...MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation, behavior, and performance—such knowledge is critical for managers tasked with...
Words: 12751 - Pages: 52
...THE EFFECT OF SELF-LEADERSHIP AND LOCUS OF CONTROL ON WORK STRESS AMONGST MANAGERS IN THE FINANCIAL SERVICES SECTOR By Agnes Akwa Nde Student number: 2009103587 A Dissertation submitted in Accordance with the Requirements for the Award of a MAGISTER COMMERCII Degree In Industrial Psychology Faculty of Economic and Management Sciences The University of the Free State Supervisor: Prof. Ebben Van Zyl Co-Supervisors: Dr Petrus Nel & Dr Estelle Boshoff Bloemfontein, 2015 DECLARATION I declare that this dissertation hereby submitted by me for a Masters of Commerce degree at the University of the Free State is my own independent work and has not been previously been submitted by me at another university/faculty. I furthermore cede copyright of the dissertation in favour of The University of the Free State. .............................................................................. Signature .............................................................................. Date [ii] ACKNOWLEDGEMENTS A project of this nature could not have been complete without the support of some people. At this juncture, I will like to recognize the assistance of such people who made indispensable contributions towards the realisation of this work. I received much technical support from my supervisor Prof Ebben Van Zyl and cosupervisors Dr Petrus Nel and Dr Estelle Boshoff. I appreciate all the efforts they made in seeing that this study...
Words: 58744 - Pages: 235
...Member Performance Rating Summary of Assessments Motivational Strategy and Action Plan Relevant Theory Andy Robles How Satisfied Am I With My Job? Score 96 What Is My Emotional Intelligence? Score 40 Am I a Deliberate Decision Maker? Score: 31 Am I Engaged? Score: 35 How Are You Feeling Right Now? Score: 39 What’s My Affect Intensity? Score: 37 Andy is overall satisfied with his job and rarely is absent. He has proven to be accurate in perceiving, evaluating, expressing feelings. Andy is conscientious, a team player and dedicated. Andy will benefit from reward and motivational strategies. He is receptive to attending trainings to improve his skills. Andy is determined to promote and it is obtainable because he is diligent. Self-efficacy or social cognitive theory is based on an individual that believes that they are capable of doing a task along with confidence. Ana Cazarin How Satisfied Am I With My Job? Score 80 What Is My Emotional Intelligence? Score 32 Am I a Deliberate Decision Maker? Score: 32 Am I Engaged? Score: 33 How Are You Feeling Right Now? Score: 40 What’s My Affect Intensity? Score: 37 Anna has high job satisfaction is overall satisfied in the work place. She is usually able to evaluate and...
Words: 507 - Pages: 3
...Exam #1 Study Guide and Tips MGMT 301 Section DL1 & 001 The exam will have 25 multiple choice questions (3 pts each) and 2 short answer/essay questions (15pt & 10 pts). When you are responding to short answer/essay exam questions, keep the following in mind: • Use correct grammar, spelling and punctuation • Provide ample justification for all answers • Integrate knowledge gained from course material • Provide evidence for all assertions or claims • Apply course concepts Grading Short Answer/Essay Questions: Grades for written work will be awarded based on the level of understanding you demonstrate as follows: • A/A+ level: The correct explanation and application of concepts. Demonstrates an understanding of multiple factors that affect organizational behavior and integrates different levels of analysis in responses. Answer flows logically and is easily understood and concise • B/B+ Level: The correct explanation of the concepts along with a demonstrated ability to diagnose an applied situation using relevant course concepts. Answer flows logically and is easy to follow. • C/B- Level: Correct explanation and application of the concepts. • C-/D/F Level: Responses are partly or wholly missing or contain obvious mistakes You know you can improve your exam answer if: • You would have answered the questions in the same way before taking the course (i.e., no application of course concepts) • You do not provide a clear justification...
Words: 1403 - Pages: 6
...Chapter 5: What is your Self – Efficacy My self-efficacy score for academic achievement: 25, rank: moderate. Question 1: Why does self-efficacy influence an individual’s behavior? Self-efficacy is the individual’s estimate of his or her ability to perform a specific task in a particular situation. Therefore base on his perception about his own ability, a person is able to decide what he want to do, what he can do and cannot do no matter how the reality is. It reminds me of a story about an eagle lived among chickens then he thinks he is a chicken and never raises his wings to the sky. Self-efficacy influence individual’s behavior due to three reasons. Firstly, it has impact on the activities and goals that individuals choose for them-selves. Secondly, it influences the effort that individuals exert on the job. Lastly, it affects the persistence with which an individual stays with the complex task. For example, at my former company, there was a claim specialist who cannot make a call to the US insurance company, even crying when her supervisor command her. Although the supervisor seated with her to train on every call and her team leader had many talks with her, she could not make a phone-call to US company because she has thought that she did not have ability to do that. She also told everyone that she only wanted to process claims on paper and never picked up the phone to call. Question 2: What action can you take to increase your self-efficacy at either work or school...
Words: 404 - Pages: 2
...theory are based on a social or physical environment. Social environments encompass friends, colleagues, and family. Physical environments could run the gamut as vast as a particular food, securing a room size, room temperature, consideration of classroom setting, or an e-learning classroom online. The social cognitive theory explains the process functions of humans and aspects of emotional behaviors. In understanding these behaviors, the process of understanding behavioral change becomes clearer. According to Burney (2008), this cognitive process provides a backdrop for humans to observe their environment and others, using the information gathered to self-regulate their functions. Bandura introduced self-efficacy as the center of social cognitive theory. As one of the most studied topics in psychology, self-efficacy is one’s own belief in their outcome on succeeding in any given situation, based on a person’s belief system of thinking, feeling, and the person’s response or behavior (University of Twente, 2010). As populations have become more diverse, the global educational area has grown to encompass more students that are technology-rich (Gunter, 2007). As institutions of higher learning seek additional ways to provide and improve upon existing educational offerings, social cognitive theory is used as a means to improving learning and discovering ways to increase the learning satisfaction of students. This is critical for e-learning. Though technical advances and...
Words: 1255 - Pages: 6
...ROLE OF TEAM EFFICACY AND TEAM SELF-ESTEEM Complete Summary The study analyzes the relationship between Corporate Social Responsibility (CSR) and team performance through team efficacy and team self-esteem. Team performance is influenced by Economic, Legal, and Ethical Citizenship. The results of this study show the importance and benefits of having a good CSR within organizations to improve the overall well-being of workers and ultimately the company itself. In addition, the results indicates that Economic Citizenship influences performance through both team efficacy and team self-esteem. Nevertheless, Legal Citizenship influences performance only via team efficacy and Ethical Citizenship only via team self-esteem. Effective Economic Citizenship. All organizations have the obligation of taking care of their employees due to their position as major stakeholders. “The necessary and primary social responsibility of any business organization is economic in nature, as an organization is a basic economic unit in our society”. This essential social citizenship can be implemented through different types of benefits such as good working conditions, adequate training, educational programs, and career advancement. “Managers who focus on this social responsibility can win high return of investment from team workers through their enhanced team efficacy, team self-esteem, and consequently, team performance”. The results of the study indicates that self-esteem and efficacy of employees...
Words: 616 - Pages: 3
...Miriam Devine June 6, 2013 MGT 231 Topic #10 James Cameron 1. James Cameron is an extroversion; outgoing personality, active and assertive. He is conscientiousness; a strong sense of purpose, achievement-oriented, dependable and persistent. His openness to experience; an inventor, imaginative and very intelligent. Regarding emotional stability; He is very secure in his self. He is a visionary. Willing to take risks to accomplish the task. 2. Cameron and the 5 traits of organizational behavior a. Locus of control; He has internal locus of control. He is a perfectionist and enjoys taking risk. b. Self-efficacy; He is an inventor and innovator. He confident about his ability to complete tasks and is very success. c. High self-esteem; He keeps going when things get difficult. Strong belief in one’s self and abilities. He is known to be dictatorial and displays a fiery temper. d. Self- monitor; He can be insensitive to others; less concern about what others think of him; Confident in is ability to get the job done. e. Emotional Intelligence; His emotional detachment gives he the ability to be more focused and determined regarding the risk he takes in being innovated, creative and controversial. 3. At first Fox, didn’t want to take the risk of making the film due to high cost of the technology involved. Fox gave Cameroon $10 million so that he could show proof of his concept. After, the Fox executives saw the 3D screening, they were...
Words: 436 - Pages: 2
...DOI: 10.1037//0022-0663.93.1.55 Academic Self-Efficacy and First-Year College Student Performance and Adjustment Martin M. Chemers, Li-tze Hu, and Ben F. Garcia University of California, Santa Cruz A longitudinal study of lst-year university student adjustment examined the effects of academic self-efficacy and optimism on students' academic performance, stress, health, and commitment to remain in school. Predictor variables (high school grade-point average, academic self-efficacy, and optimism) and moderator variables (academic expectations and self-perceived coping ability) were measured at the end of the first academic quarter and were related to classroom performance, personal adjustment, stress, and health, measured at the end of the school year. Academic self-efficacy and optimism were strongly related to performance and adjustment, both directly on academic performance and indirectly through expectations and coping perceptions (challenge-threat evaluations) on classroom performance, stress, health, and overall satisfaction and commitment to remain in school. Observed relationships corresponded closely to the hypothesized model. Change can be unsettling. The transition from high school to college can place significant demands on young adults (Tinto, 1982,1993). College life can be demanding and stressful for a new student (Noel, Levitz, & Saluri, 1985) and requires higher levels of independence, initiative, and self-regulation (Bryde & Milburn, 1990). It...
Words: 5431 - Pages: 22
...Self-Efficacy Mechanism: Prior Success Lead to Next Success Self-efficacy is a person’s belief about his or her chances of successfully accomplishing a specific task. 1 The relationship between self-efficacy and performance is a cyclical one. Researchers have documented strong linkage between high self-efficacy expectations and success in widely physical and mental task, anxiety reduction and addiction control, pain tolerance, illness recovery, avoidance of seasickness in naval cadets, and stress avoidance. A basic model of self-efficacy based upon the work of Stanford Psychologist Albert Bandura draws four sources of self-efficacy beliefs: prior experience, behavior model, persuasion from ethers, and assessment of physical/emotional state. All four sources of self efficacy send feedback to person’s self-efficacy beliefs, which is “I know I can do this job” mindset in a high self-efficacy belief and the other hand is “I don’t think I can do this job” mindset in a low self-efficacy belief. Indonesian mixed doubles Tontowi Ahmad and Liliyana Natsir won All England Open Badminton Championships 2014. In the final, they defeated China’s Olympic champions, Zhang Nan and Zhao Yunlei, in a repeat of last year’s mixed doubles final. Last year’s final was won by Tontowi Ahmad and Liliyana Natsir too. The win gave Indonesian pair their third All England title, after winning in 2012 and 2013. Tontowi Ahmad and Liliyana Natsir then reign supreme at All England Championships upon those...
Words: 358 - Pages: 2
...Analysis for Case 2 Jensen Shoes: Lyndon Brooks’ Story Are self-evaluations being hurt? Yes. This case gives us indications that Lyndon had negative core self-evaluations which are explained below: a. Self-esteem: Although not happy with this first assignment he decided to take it up so that it helped him broaden his background and move up in job roles by showing credibility. But he could not complete all his assignments in time. He was later told by Chuck that he would be moved to Strategic Product Marketing and would be reporting to Jane Kravitz as part of reorganizing. Lyndon took this change as the effect of his under-performance and had a feeling of being demoted. This looked like it hit his self-esteem as it gave him feeling of failing in his work and now he had to report to Jane while he himself was in line management before. b. Self-efficacy: In his first project he did believe in his capabilities to take on the project, but when he could not complete it, his work was not well appreciated by Chuck and was also moved to another project. This demotivated him and let him down. He thought he had failed. When he was again assigned the same market in his 2nd project he thought he will fail again in this project and his lack of knowledge of this market will add into the issue. He now did not have confidence in his capabilities and wanted to remain in his comfort zone of line management. c. Locus of control: He seems to display external locus of control as he believed...
Words: 1028 - Pages: 5
...feedback you are offering valuable information that will be useful to another person making decisions about how to behave. feedback is not criticism. criticism is evaluative, feedback is descriptive. it also allows us to build and maintain communication with others. feedback provides the individual with information that can be used in performing personal evaluation List the capabilities that people use to initiate, regulate, and sustain their behavior according to the social cognitive theory. self-efficacy makes a difference in how people feel, think and act. in terms of feeling, a low sense of self-efficacy is associated with depression, anxiety, and helplessness. such individuals also have low self-esteem and harbour pessimistic thoughts about their accomplishments and personal development. in terms of thinking, a strong sense of competence facilitates cognitive processes and academic performance. self-efficacy levels can enhance or impede the motivation to act. individuals with high self-efficaccy choose to perform more challenging tasks. What are three ethical characteristics of charismatic leaders? unethical chanrismatic leader, individual qualities of ethical and unethical charismatic leaders Explain the concept of coercive power in operant learning terms. authority or power that is dependent on fear, suppression of free will, and/or use of punishment or threat, for its existence Explain three political strategies that can be used to acquire power. organizational...
Words: 848 - Pages: 4
...identified to be the goals that they wanted to address first would be the most difficult task to tango with so it needed to be taken care of first. Another challenge would be indentifying and dealing with the clarity and making sure that they are self efficacy. These challenges are met by not only the mangers but the drivers as well in order to resolve them together. In doing so, it not only brings morale up but increase personal development and increase progress towards achieving goals. 3. What are some positive and negative reinforcements that you have experienced either at school or work? 9. How can a leader raise an employee’s level of self-efficacy? By establishing a environment that promotes healthy self-efficacy between the workers which should influence the involvement with the work getting done on time due to not being self-efficacy. Self-efficacy believes that rather than how I am truly going to go to work. When employees have very low self-efficacy which runs a risk of performing tasks were they are not able to recognize the level of work that needs to be done. By creating an environment through experience that not only promotes good culture but at the same time it needs to support good healthy working relationships. Self-efficacy is another major part of how people have come to learn their social context (Peterson, 2014). Answer Discussion Questions 2, 4, 8, and 11 on page 249. 3. Phil Jackson, after winning his tenth NBA title as a coach, said: “I don’t motivate...
Words: 894 - Pages: 4
...Concept of the self in the social world Name: Course: Tutor: Date: Concept of the self is a system of the individual representations about himself; realized part of the personality; the image of the self. (Sedikides, 2007) The formation of the self is influenced by a range of factors, which are the self-concept, self-esteem, social self and self-knowledge. In particular, the body, abilities, social relations and many other personal manifestations can be the subject of self-perception and self-esteem of the individual. Based on the self-concept, the individual builds interaction with others and with himself. Therefore, the formation of an adequate self-concept, and self-awareness as a whole, is an important condition of education of conscious member of society. The concept of the self was created in 1950 by Maslow and Rogers in branch of the phenomenological and humanistic psychology, and it was considered as the integrity human self, as a fundamental factor of behavior and development of personality. (Sedikides, 2007) Often the term is used as a synonym for self-awareness, but the self-concept is less neutral, it includes an evaluative aspect of self-awareness. In essence, the self-concept does not define just what an individual is, but also what he thinks of himself as looking at his active principle and development opportunities in the future. Throughout adulthood, the self-concept of man simultaneously seeks to preserve the continuity and but...
Words: 1290 - Pages: 6
