DO NOT JUST

DREAM, MAKE IT
HAPPEN.
PRESENTER 3
 GROUP MEMBERS;
Allen John Cabllero

Jason Esmeralda

Marc Leyton Paquibot​

Niño Palionay​

Bench Anthony Villamor

DO NOT JUST DREAM, MAKE IT

2 2021
HAPPEN.
 INTRODUCT
ION JACK CANFIELD

• is an epitome of success.
• He has authored seven books and listed in the Guinness Book of
World Records as New York Times Best Seller.
• One of Canfield’s featured quotes about success is: “By taking the
time to stop and appreciate who you are and what you have
achieved-and perhaps learned through few mistakes, stumbles and
losses-you actually can enhance everything about you. Self-
acknowledgement and appreciation are what give you insights
about awareness to move forward toward higher goals and
accomplishments” (Brown 2016).

We will learn more about Canfield’s quote through Albert Bandura’s

self efficacy theory. Dweck’s theory, and Locke’s goal theory.

3 DO NOT JUST DREAM, MAKE IT HAPPEN. 2

 ABSTRACTION
Growth

BIOGRAPHY

• Introduced an article entitled “Self-efficacy: Towards a Unifying Theory of

Behavioral Changed” published in Psychology Review in 1977.

• Born in Mundari, Alberta on December 4, 1925.

• He took an introductory psychology course at the University

of British Columbia.

• He graduated with The Bolocan Award in Psychology ALBERT E.

in 1949. BANDURA’S
• He earned his master’s degree from the University of SELF-
Iowa in 1951 and his PhD in Psychology in 1953.
EFFICACY
THE BOBO DOLL EXPERIMENT

• In the 1950s, Dr. Bandura had a study known as the Bobo

Doll Experiment.
• The experiment has proven right the hypothesis that social
modeling is a very effective way of learning.
• Dr. Bandura introduced the social learning theory that focuses
on what people learn from observing and interacting with
other people.
• Dr. Bandura was named the most influential psychologist of
all time. His theories gave major contribution to the field of
psychology, psychotherapy , and education.

5 P R E S E N T AT I O N T I T L E 20XX
SUMMARY OF SELF-EFFICACY
THEORY

Weibel (2011) summarized Albert Bandura’s self-efficacy Theory:

“Self-efficacy theory is based on the assumption that psychological procedures serves as a
mean of creating and strengthening expectations of personal efficacy.”

• Self-efficacy theory distinguishes between expectations of efficacy and response-outcome

expectations .

• According to Weibel(2011), outcome efficacy is “a person’s
estimate that a given behavior will lead to certain outcomes”.
• Self-efficacy typically comes into play when there is an actual
or perceived threat to one’s personal safety, or ones ability to
deal with potentially aversive events.
• Increasing a persons self-efficacy increases their ability to deal
with a potentially averse situations.
• Weibel(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. ”

6 P R E S E N T AT I O N T I T L E 20XX
Weibel identified acts of people with “high assurance in their capabilities” such as:
1. approach difficult tasks as challenge 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.
In contrast, “people who doubts their capabilities”:
1. shy away from task they view as personal threats;
2. have low aspirations and weak commitment to goals they choose to pursue;;
3. slacken their efforts and give up quickly in the face of difficulties.
4. are slow to recover their sense of efficacy following failures or setbacks; and
5. fall easy victim to stress and depression.

Dr. Bandura describes four main sources influence which a person’s efficacy is developed and maintained. These are:

1. Performance accomplishment or mastery experiences;

2. Vicarious experiences;
3. Verbal or social persuasion: and
4. Physiological
Richard Branson(somatic and emotional) states;

7 P R E S E N T AT I O N T I T L E 20XX
 • Dr. Bandura's identified that “mastery experiences” or “personal performance accomplishments” are the most effective
ways to create strong sense of efficacy.

• Success build a robust belief in one’s personal efficacy.

• Verbal or social persuasion also affects one’s perception of self-efficacy.

• People also rely on their somatic or emotional states when judging their capabilities.

• Stress and tension are interpreted as “sign of vulnerability to poor performance”.

• Since “most human motivation is cognitively generated”, self belief of efficacy is an important factor in human
motivation.

• Expectations alone will not produced desired performance if the component capabilities are lacking.

8 P R E S E N T AT I O N T I T L E 20XX
CAROL S. DWECK'S FIXED AND GROWTH
MINDSET THEORY.

BIOGRAPHY

• is an author of Mindset: The New Psychology of Success.

• She was born on October 17,1946.
• She graduated from Bernard College in 1967 and earned her PhD
from Yale University in 1972.
• She is one of leading researchers in the field of motivation and is a
Lewis and Virginia Eaton Professor of Psychology at Stanford
University.
• Her research focused on why people succeed and how to foster
success.
 FIXED AND GROWTH MINDSET.

• Dr. Dweck described people with two types of mindset .

1. People who believe that success is based on their innate abilities have “fixed” theory of intelligence ,
and goes under fixed mindset.
2. People who believe that success is based on their hard work, learning, training, and perseverance
have growth theory of intelligence, which goes under growth mindset.

Individuals with growth mindset are more likely to continue working hard despite setbacks while
individuals with fixed mindset can be affected by subtle environment cues.
EDWIN A. LOCKE’S GOAL SETTING THEORY

BIOGRAPHY

• He was born on January 5,1938.

• He is a Dean’s Professor (Emeritus) of Leadership and Motivation at the Robert H.
Smith School of Business at the University of Maryland, College Park.
• He has published more than 300 chapters, notes, and articles in professional journals on
such subjects as work motivation, job satisfaction, incentives, and the philosophy of
science.
GOAL SETTING THEORY

“MOTIVATION TROUGH CONSCIOUS GOAL SETTING”

• It is based on what Aristotle called finally causality; that is caused by a purpose

• It accepts the axiomatic status or consciousness and volition.
• It also assumes that introspective reports provide useful and valid data for formulating
psychological concepts and measuring psychological phenomena (e.g.., purpose, goal commitment
and self efficacy.

GOAL ATTRIBUTES

Goals have both an internal and external aspects. Internally, they are ideas (desired ends); externally, they refer to
the object or condition sought (e.g.., a job, a sale, a certain performance level.
14 RESEARCH 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 he highest performance.
4. Commitment to goals is most critical when goals are specific and difficult.
5. High commitment to goals is attained when;
• The individual is convinced that the goal is important, attainable.
6. In addition to having direct effect on performance, self efficacy influences;
• The difficulty level of the goal chosen or accepted
• Commitment to goals;
• The response to negative feedback or failure; and;
• The choice of task strategies.
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 affect 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.
10. Goals stimulates planning in general.
11. When people strive for goals on complex tasks, they are least effective in discovering sustainable task
strategies if;
• They have no prior experience or training on the task
• There is high pressure to perform well;
• There is high time pressure (to perform well immediately)
12. Goals (including goal commitment), in combination with self-efficacy, mediate or partially mediate the affects
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.
14. Goals serve as standards of self-satisfaction.
THANK YOU