Ishrat Jahan :
Self-efficacy is mainly people’s beliefs about their chances of successfully accomplishing a specific task. The best method for making a solid feeling of efficacy is through mastery experiences. In any organization of today’s competitive world of business, self-efficacy is the most crucial function for the employee performance to ensure organizations effectiveness. As the world of business is changing day by day to hack it we need to make sure a dynamic workforce in an organization. We are in the era of transforming economics, organizations, and industries where every organization expects to have more mature and accountable employees to lead the change.
In this age of business, we need a generation of leaders who understand the changes in the global economy and passionate to uncover the reasons to be more dynamic in case of implementing innovative ideas. That means self-efficacy increases, then its influenced employee’s performance. The correlation of these intrinsic issues is critical and lays the foundation for how each employee performance with their work and what they are capable of achieving.
Training can improve self-efficacy either directly or indirectly, as by-products. An implication of the self-efficacy in the workplace is relied on as a selection and promotion, training and development and finally goal-setting and performance. Self-efficacy has been interrelated with workplace performance, employee’s burnout, and role adjustments.
Every institution should think about the power of self-efficacy in terms of facilitating employee success. It seems self-efficacy is a key source of motivational power for an employee at the workplace to be a good predictor of both learnings in the training environment and transfer of the behavior to the job. So determining a trainee’s self-efficacy before training and, if low, providing means to improve the trainee’s self-efficacy would seem to be a worthwhile endeavor. These are the main factors that combine to provide employees with an estimate of their ability to be successful-Prior Experience, Behavioral models, Other’s feedback and physically and emotionally state.
(The writer is a student of MBA Program, School of Business & Economics, North South University, Dhaka)
Self-efficacy is mainly people’s beliefs about their chances of successfully accomplishing a specific task. The best method for making a solid feeling of efficacy is through mastery experiences. In any organization of today’s competitive world of business, self-efficacy is the most crucial function for the employee performance to ensure organizations effectiveness. As the world of business is changing day by day to hack it we need to make sure a dynamic workforce in an organization. We are in the era of transforming economics, organizations, and industries where every organization expects to have more mature and accountable employees to lead the change.
In this age of business, we need a generation of leaders who understand the changes in the global economy and passionate to uncover the reasons to be more dynamic in case of implementing innovative ideas. That means self-efficacy increases, then its influenced employee’s performance. The correlation of these intrinsic issues is critical and lays the foundation for how each employee performance with their work and what they are capable of achieving.
Training can improve self-efficacy either directly or indirectly, as by-products. An implication of the self-efficacy in the workplace is relied on as a selection and promotion, training and development and finally goal-setting and performance. Self-efficacy has been interrelated with workplace performance, employee’s burnout, and role adjustments.
Every institution should think about the power of self-efficacy in terms of facilitating employee success. It seems self-efficacy is a key source of motivational power for an employee at the workplace to be a good predictor of both learnings in the training environment and transfer of the behavior to the job. So determining a trainee’s self-efficacy before training and, if low, providing means to improve the trainee’s self-efficacy would seem to be a worthwhile endeavor. These are the main factors that combine to provide employees with an estimate of their ability to be successful-Prior Experience, Behavioral models, Other’s feedback and physically and emotionally state.
(The writer is a student of MBA Program, School of Business & Economics, North South University, Dhaka)
