GROUP 5

LESSON 2 AND 3
CHAPTER 3
LESSON 2
Do not just dream, make it happen
 LESSON
OBJECTIVES
- use - differentiate - design
Bandura's growth and personal goals
self-efficacy fixed mindset adapting
theory for by Dweck; Locke's goal
self- and setting theory.
assessment
 Albert E. Bandura
·Was elected president of the American Psychological Association
·BORN IN MUNDARE, ALBERTA ON DECEMBER 4, 1925
(APA) in 1974
·Graduated at the University of British Columbia
·Awarded by APA for his distinguishing scientific contribution in
·Received The Bolocan Award in Psychology in 1949
·Took up masters degree at the University of Iowa in 1951 and 1980
PhD in Clinical Psychology in 1952 ·Awarded the National Medal of Science in 2005 by President
·Had a post doctoral position at the Wichita Guidance Center Barack Obama
·Faculty member at Stanford University from 1953 until Wrote the article about self-efficacy entitled "Self-efficacy:
present Toward a Unifying Theory of Behavioral Change" which was
published in Psychological Review in 1977
 The Bobo Doll Experiment
IN 1950'S, DR. BANDURA HAD A STUDY KNOWN AS THE BOBO
DOLL EXPERIMENT. IN THIS EXPERIMENT, SAMPLE CHILDREN
WERE PRESENTED WITH NEW SOCIAL MODELS OF VIOLENT AND
NON VIOLENT BEHAVIOR TOWARD AN INFLATABLE REDOUNDING
BOBO DOLL. THE RESULT WERE: THE GROUP WHO SAW THE
VIOLENT BEHAVIOR MODEL BECAME VIOLENT TO THE DOLL,
WHILE THE CONTROL GROUP WHO WAS PRESENTED WITH THE
NON VIOLENT BEHAVIOR MODEL WAS RARELY VIOLENT TO THE
DOLL. THE EXPERIMENT PROCESS THE HYPOTHESIS THAT SOCIAL
MODELING IS A CITY 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
Weibell (2011) summarized Albert Bandura's self-efficacy theory:

"Self-efficacy theory is based on

the assumption that
psychological procedures serve
as a means of creating and
strengthening expectations of
personal efficacy"
 Expectations of Efficacy vs.
Response-Outcome Expectancies

Weibell (2011)

·Efficacy expectation is ·Outcome expectancies is

the conviction that one can a person's estimate that a
successfully execute the given behavior will lead
behavior required to to certain outcomes.
produced the outcomes
 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.

Weibell (2011) stated that 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.
Acts of people with high assurance in their capabilities:

• APPROACH DIFFICULT • ATTRIBUTE FAILURE

1 TASK AS CHALLENGES 4 TO INSUFFICIENT
EFFORT OR DEFICIENT
TO BE MASTERED KNOWLEDGE AND
• SET CHALLENGING SKILLS WHICH ARE
2 GOALS AND MAINTAIN ACQUIRABLE
STRONG COMMITMENT • ·APPROACH
TO THEM THREATENING
•HEIGHTEN OR SUSTAIN 5 SITUATIONS WITH
3 EFFORTS IN THE FACE OF
FAILURES OR SETBACKS
ASSURANCE THAT
THEY CAN EXERCISE
·
CONTROL OVER THEM.
 * ·Shy away from task they view as personal threats
·Have low aspirations and weak commitment to goals
In contrast, people * they choose to pursue
·Dwell on personal deficiencies, obstacles they will
who doubted their * encounter, and all kinds of adverse outcomes, rather than
concentrating on how to perform successfully
capabilities ·Slacken their efforts and give up quickly in the face of
difficulties
·Are slow to recover their sense of efficacy following
* failure or setbacks
·Fall easy victim to stress and depression
*
*
Sources of influence ·Performance accomplishments or mastery
* experiences
by which a person's * ·Vicarious experiences
·Verbal or social persuasion
self-efficacy is * ·Physiological (somatic and emotional)
* states
developed and
maintain:
 People who believed that success is based on their innate abilities
have a fixed their intelligence, and goes under fixed mindset.

Carol S. Dweck People who believed that success is based on hardwork, learning,
training, and perseverance have growth theory of intelligence, which
~Biography~ goes under growth mindset.
Fixed and Growth Mindset

Fixed-mindset individuals dread failure because it is a negative

statement on their basic abilities, while growth-mindset individuals do
not mind or fear failure as much because they realize their ordinance
can be improved and learning comes from failure.

Individual with growth mindset are more likely to continue working

hard despite setbacks while individuals with fixed mindset can be
affected by subtle environmental cues.
Edwin A. Locke

~Biography~
Locke (1996) first described that the approach of goal setting
Goal Setting Theory
theory is based on what Aristotle called final causality; that is,
action caused by a purpose.

Goal Attributes
Two broad attributes of goals
·Content- the actual object sought
·Intensity- the scope, focus, and complexity, among others of the
choice process
 14 Research Findings

A research made by Locke (2017) under the article "Motivation Through Conscious Goal Setting“

1. The more difficult the goal, the greater the achievement

-The linear functions assumes that the individual is committed to the goal and possess the requisite ability
and knowledge to achieve it. Without these, precinct does drop at high goal levels
2. The more specific or explicit the goal, the more precisely performance is regulated
- high goal specificity is achieve mainly through quantification or enumeration
3. Goals that are both specific and difficult lead to the highest performance
- the allergy of intensity that had been most studied in goal setting research is that is goal commitment- the
degree to which the person is genuinely attached to and determined to reach the goals.
4. Commitment to goals is most critical whom goals are specific and difficult
- whiten goals are specific and hard, the highest the commitment is being required, which results to better
performance.
5. High commitment to goals is attained when:
a. The individual is convinced that the goal is important
b. The individual is convinced that the goal is attainable( or that, at least, progress can be made toward it)
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
d. The choice of task strategies
7. Goal setting is a most effective when there is feedback that shows progress in relation
to the goal
- When provided with feedback on their own performance or that of others, people often
spontaneously set goals to improve their previous best or beat the performance of others
simply as a way of challenging themselves, but this is not inevitable.
8. Goal setting (along with self-efficacy) mediates the effect of knowledge of past
performance on subsequent performance.
- According to Bandura, changes in self-efficacy after experiencing failure may be
affected by the types of causal affirmative statements people make.
9. Goals affect performance by affecting the direction of action, the degree of effort
exerted, and the persistence of action over time.
- Persistence refers to directed effort exerted over time.
10. - People recognize that goals require plans and seek either to use what they already
know or to make new plans when they want to reach goals.
11. When people strive for goals on complex tasks, they are least effective in discovering suitable
task strategies if:
-Goals along with self-efficacy, might mediate the effects of values and personality on
performance.
12. Goals (including goal commitment), in combination with self efficacy, mediate or partially
mediate the effects of several personality traits and incentives on performance.
13. Goal setting and goal-related mechanisms can be trained and/or adopted in the absence of
training for the purpose of self regulation
- This seems paradoxical in the sense that higher goals are more motivating than lower goals in
terms of effort and performance.
14. Goal serve as standards of self-satisfaction, with harder goals demanding higher
accomplishment in order to attain self-satisfaction
- Goal-setting dilemmas. If hard or difficult goals lead to higher performance and lower
satisfaction than easy goals, there is obviously a problem of how to get people (or oneself) to be
both happy and productive. - Another dilemma is how to structure reward systems in organizations.
Thank
you!!!