Self-efficacy explained

Self-efficacy is the belief that one can complete a task successfully. It is a cognitive belief that is task-specific. It affects the activities people choose to engage in, the amount of time and effort they commit to a task, their affective and stress responses, and performance outcomes. Training increases a trainee’s self-efficacy to complete a task, which improves task performance.

Experience-based mastery will result in the development of self-efficacy. This is a result of repeating the same action over an extended period of time. The most practical source of self-efficacy is mastery. This will build the self efficacy of an Hr without a doubt.

Moreover, self efficacy of a HR manager can be built through observation. Through this, a manager can build his efficacy by observing a successful performance by another person. He/ she will gauge him or herself and be able to build his efficacy.

Also, it can be built through Verbal persuasion. Through encouragement and discouragement over past performances, the manager can be able to build his or her self efficacy. This makes the manager revisit his past performance and his ability to either performs or does not perform.

Through Social influence, a manager can also be able to build their self efficacy. Social influence is the influence of the people the manager interacts with. These people affect how he works and his ability to perform or not to perform.

One’s physiological or emotional state will also help to build the self efficacy of a manager. Being confident enables a feeling of great self efficacy and hence builds it. Nervousness causes doubt and hence a weak sense of self efficacy.

Reference

FRANCIS REDMOND, B. (2017). PSYCH 484: Work Attitudes and Job Motivation. Self-

Efficacy and Social Cognitive Theories. Retrieved 30 October 2017, from https://wikispaces.psu.edu/display/PSYCH484/7.+Self-Efficacy+and+Social+Cognitive+Theories