Abstract
As president of Great Northern American, Joe Salatino is a successful businessperson of a 35 year-old company by the amount paid to his employees. Around the country, his organization deals with more than 60,000 businesses, and creates more than 20 million a year in office supplies, arts and crafts, and computer supplies. Based on telemarketing of his organization, Mr. Salatino believes that spending money on commissions and bonuses is necessary to motivate employees for performing a task efficiently. Together with special money paid to his employees, Mr. Salatino also concern about capabilities of them.

Introduction Joe Salatino, President of Great North American, has fully brought the organization to success. The organization creates its revenue using telemarketing, which requires high performance salespeople. Consequently, when hiring telemarketing salespeople, he has to look for some specific skills that can be applied to a job. He also must understand how people perceive and attribute about others with his employees. In addition, to ensure that he hires the most successful salespeople, the value of self-efficacy is needed to establish good relationship with customers.
1.Discuss how Joe could address the importance of understanding how people form perceptions and make attributions about others with his employees. As a President of Great Northern American, Joe Salatino is responsible for building up, motivating, and manipulating the company’s sale team. The person perception process is how individual attributes characteristics or traits to other people (Slocum and Hellriegel, 2011.) To perceive his customers and employees, therefore, he has to understand how they form their perceptions and make attributions about others and themselves. He could develop a model of sale teams to connect a link with customers by screening and seeking potential customers. Focusing more on both internal and external factors would create some great changes on his organization’s goal. Internal factors, such as personality, self-competency, and motivation, are very important. He also has to seek for people who are capable to cover all skills then considering external factors such as repetition, competition, size and reliability. He could better address the understanding of perceptions and attributions. By focusing through core competencies. These competencies connect concept of skills, capability, proficiency and knowledge, which required for efficient productivity. Besides, having communication, ethics, change, diversity, self, team and across culture competencies would contribute the organization to success. Open to feedback is also essentially to seek as a consequence of the organization performance improvement. Such as 360 degree reviews from direct conversation with his employees through objective tools would result in continuous improvement in his organization (Frank, 2005.)
2. Evaluate which learning theory (either operant conditioning, social learning theory, or the learning theory you researched in Week 3) would most appropriate for Joe to apply in this situation and explain why. It would be the most appropriate for Mr. Salatino, his teams and the organization if he decided to apply social learning theory. This theory focuses that people learn from each other, including such concepts of observation, imitation and modeling (Ormrod, 1999.) Social learning theory consists of five characteristics – symbolizing, forethought, vicarious learning, self-control and self-efficacy (Hellrigel and Slocum, 2011.) Following social learning theory under the leadership of him, leading by example, watching and sharing some ideas among the sale teams would develop mental pictures of how to perform the tasks. It is obviously a factor that efficiently motivates employees.
3.Discuss ways that Joe could apply the learning theory you selected to improve employees’ performance. Mr.Salatino could improve his employees’ performance through the five dimensions of social learning theory. He should assign monthly meeting, which are focused on core competencies, especially on forethought, vicarious learning and self-control. Perhaps, he should concentrate his concern about desired responses of some specific situations that are exposed between the sale team and him throughout the communication. In the process of forethought, the sale teams should be able to learn from videos, books, articles, or professionals then recall what they have learned, and apply to their tasks. Focusing on vicarious learning at the meetings is needed as well. Open feedback and honest communication would reinforce the previous discussion and promote overall organization performance. Essentially, employees could learn by observation and having open-mindedness to get accurate information without performing any trials and errors (Hellrigel and Slocum, 2011.) As important as others, self-control should be applied to improve employees’ efficiency. It carries out employees’ goals and ways to learn new behavior such as empowerment. In turn, it would give Mr. Salatino having fully skilled sale team.
4.Determine how Joe could leverage an understanding of self-efficacy to ensure he hires the most successful salespeople. To ensure that Mr. Salatino hires the most successful salesperson, it is considerable to understand how self-efficacy could leverage his organization performance. The concept of self-efficacy is to estimate the ability to perform a specific task in a particular situation (Hellrigel and Slocum, 2011.) High self-efficacy is when employees are motivated to learn with perception theory and competency for performing the task. Mr.Salatino should have included the practice and recognition, and provided incentives to influence employees’ perceived self-efficacy. On the other side, if Mr.Salatino hired sale persons with low self-efficacy, the consequences of his organization would be disaster. Low self-efficacy is when employees perform the task with a presumed negative, possibly negative attitudes and low self-esteem. There behaviors will definitely limit employees’ self-recognition, and extinct their goals to complete the task.

Conclusion Holding a position of President of Great Northern American, Joe Salatino is responsible for motivating his employees to maximize their working performance. Dealing with customers on phones could be difficult and complicated so he has to look for people who have abilities to establish solid relationship with customers. They should have excellent communication skills, and can recognize their own strengths and limitation. Besides the motivation, it is also important of knowing how to apply social learning theory to the task, the five characteristics of symbolizing, forethought, vicarious learning, self-control, and self-efficacy.

Reference
Hellriegel D. & Slocum J. (2011). Organizational Behavior Mason, OH: Cencage Learning
Frank, W. (2005). These 10 core competencies comprise good leadership. Retrieved from http://www.bizjournals.com/denver/stories/2005/08/29/smallb3.html? page=all
Ormod, E. (1999). Human Learning. Upper Saddle River, NJ: Prentice Hall.