Scribd
Upload
17 views25 pages

Module 15 Factors That Help Achieve Goals Official 1

uself 1

Uploaded by

aujsc.saldiajhannel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
17 views25 pages

Module 15 Factors That Help Achieve Goals Official 1

uself 1

Uploaded by

aujsc.saldiajhannel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 25

Managing and

Caring
for the Self

Retreived from
https://www.behance.net/gallery/61307103/
Take-care-of-yourself-2017

LESSON 1:
FACTORS THAT HELP ACHIEVE GOALS
What are the
factors/elements that helps
us achieve our goals?
Self-Efficacy
Self-efficacy - A theory developed by Albert E. Bandura

- The Bobo Doll Experiment:


In an experiment, children participants were
shown with new social models of violent and
nonviolent behavior toward an inflatable
redounding Bobo doll.

Result were: The group of children who saw the


violent behavior model became violent to the
doll, while the control group who was presented
with the nonviolent behavior model was rarely
violent to the doll.

- This experiment has proven the hypothesis that social


modeling is a very effective way of learning.

- Bandura’s social cognitive theory states that people are


active participants in their environment and are not simply
shaped by that environment.
 Summary of Self-efficacy Theory:

Distinguishes between expectations of efficacy and


response-outcome expectancies:

Outcome expectancy is “a person’s estimate that a given


behavior will lead to certain outcomes.”

Efficacy expectation is “the conviction that one can


successfully execute the behavior required to produce
the outcomes.”

Outcome and efficacy expectations are differentiated


because individuals can believe that a particular course of
action will produce certain outcomes.
 Summary of Self-efficacy Theory:

- Self-efficacy typically comes into play when there is


an actual or perceived threat to one’s personal safety,
or one’s ability to deal with potentially aversive
events.

- Dr. Bandura defined self-efficacy as “people’s beliefs


about their capabilities to produce designated levels
of performance that exercise influence over events
that affect their lives.”
- He identified acts of people with “high assurance in their capabilities,” such as:

1. Approach difficult tasks as challenges to be mastered;

2. Set challenging goals and maintain strong commitment to them;

3. Heighten or sustain efforts in the face of failures or setbacks;

4. Attribute failure to insufficient effort or deficient knowledge and skills which are acquirable;
and

5. Approach threatening situations with assurance that they can exercise control over them.
- He identified acts of people with “high assurance in
their capabilities,” such as:

1. approach difficult tasks as challenges to be


mastered;

2. set challenging goals and maintain strong


commitment to them;

3. heighten or sustain efforts in the face of failures or


setbacks;
- He identified acts of people with “high assurance in
their capabilities,” such as:
1. approach difficult tasks as challenges to be
mastered;
2. set challenging goals and maintain strong
commitment to them;
3. heighten or sustain efforts in the face of failures or
setbacks;
- He identified acts of people with “high assurance in
their capabilities,” such as:
4. attribute failure to insufficient effort or deficient
knowledge and skills which are acquirable; and
5. approach threatening situations with assurance that
they can exercise control over them.
- In contrast, people “who doubt their capabilities”:
1. shy away from tasks they view as personal threats;
2. have low aspirations and weak commitment to goals
they choose to pursue;
3. dwell on personal deficiencies, obstacles they will
encounter, and all kinds of adverse outcomes, rather
than concentrating on how to perform successfully;
- In contrast, people “who doubt their capabilities”:
4. slacken their efforts and give up quickly in the face of
difficulties;
5. are slow to recover their sense of efficacy following
failure or setbacks; and
6. fall easy victim to stress and depression.
- Dr. Bandura described four main sources of influence by
which a person’s self-efficacy is developed and maintained.
These are:
1. performance accomplishments or mastery
experiences;
2. vicarious experiences;
3. verbal or social persuasion; and
4. physiological (somatic and emotional) states.
Fixed and Growth Mindset
Theory
By Carol S. Dweck
Carol S. Dweck’s Fixed and
Growth Mindset Theory

- Dr. Dweck described people


with two types of mindset:
People who believe that
success is based on their
innate abilities have a “fixed”
theory of intelligence, and
goes under fixed mindset.

Fixed-mindset individuals
dread failure because it is a
negative statement on their
basic abilities;
-
Carol S. Dweck’s Growth
Mindset Theory
 People who believe that
success is based on
hardwork, learning, training,
and perseverance have
growth theory of
intelligence, which goes
under growth mindset.

- Growth-mindset individuals
do not mind or fear failure as
much because they realize
their performance can be
improved and learning comes
from failure.
Edwin A. Locke’s
Goal Setting Theory
- The basic contents of goal setting theory are
summarized in terms of 14 categories of findings:
1. The more difficult the goal, the greater the
achievement.
2. The more specific or explicit the goal, the more
precisely performance is regulated.
3. Goals that are both specific and difficult lead to the
highest performance.
Edwin A. Locke’s
Goal Setting Theory
1. Commitment to goals is most critical when goals
are specific and difficult.
2. High commitment to goals is attained when:
a. the individual is convinced that the goal is
important; and
b. the individual is convinced that the goal is
attainable (or that, at least, progress can be
made toward it).
There are many ways to convince a person that a goal is
important:

• In most laboratory settings, it is quite sufficient to simply ask


for compliance after providing a plausible rationale for the
study.

• In work situations, the supervisor or leader can use


legitimate authority to get initial commitment.
There are many ways to convince a person that a goal is
important:

• Continued commitment might require additional incentives


such as supportiveness, recognition, and rewards.

 Financial incentives may facilitate commitment and


performance;

 Participation by subordinates in setting goals leads to higher


commitment than curtly telling people what to do with no
explanation; self-set goals can be highly effective in gaining
commitment.
Commitment can be enhanced by effective leadership. Relevant
leadership techniques include:
• providing and communicating an inspiring vision;
• acting as role model for the employees;
• expecting outstanding performance;
• promoting employees who embrace the vision and
dismissing those who reject it;
• delegating responsibility (“ownership”) for key tasks;
• goal setting itself can be delegated for capable,
responsible employees;
• expressing (genuine) confidence in employee capabilities;
• enhancing capabilities through training; and
• asking for commitment in public.
6. In addition to having a
direct effect on
performance, self-efficacy
influences:

a. the difficulty level of the


goal chosen or
accepted;
b. commitment to goals;
c. the response to
negative feedback or
failure; and
d. the choice of task
Accepting
strategies. Difficulty
7. Goal setting is most effective when there is
feedback that shows progress in relation to the
goal.

8. Goal setting (along with self-efficacy) mediates the


effect of knowledge of past performance on
subsequent performance.

9. Goals affect performance by affecting the direction


of action, the degree of effort exerted, and the
persistence of action over time.
References
 http://www.aboutlearning.com
 http://www.learningstyles.net
THE END

You might also like