Self efficacy another word for self confidence are

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self-efficacy (another word for self-confidence) are discussed in the chapter. Gaining experience, modeling others who are successful, listening to encouragement from others, and keeping yourself physically and emotionally fit (see Chapter 7) are all good ways to work at increasing your self-efficacy. If your score is in the high range, you are well positioned in the area of core self-evaluation. Of course, you need to be sure not to be overly self-confident. As the text discusses, there is a point—different for each person —where self-confidence can turn into cockiness and become a detriment to your work and life success. The business and sport news are filled with stories of people who were very self-confident and possessed strong abilities, but turned out not to be successful for a variety of reasons. Survey Caveat Remember your score on this self-assessment, while useful for self-understanding, should not be over- interpreted. First, every person is complex and it is impossible to fully capture your uniqueness in a short self- assessment. Second, you may well find your core self-evaluation may change over time, or you may come to understand what your perspective of yourself actually is only later in life. Take this self-assessment as one indication of your level of positivity, but also look for other indicators of your actual position on this characteristic. Source: Adapted from T. A. Judge, A. Erez, J. E. Bono, and C. J. Thoresen, “The Core Self-Evaluations Scale: Development of a Measure,” Personnel Psychology, 56, 2003, pp. 303–331. Lilac-MGMT 5032 Human Behavior in Organization – Module 2 29
Chapter 4. Social Perception And Managing Diversity Assignment Lilac-MGMT 5032 Human Behavior in Organization – Module 2 30
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Homework 1. 2. Lilac-MGMT 5032 Human Behavior in Organization – Module 2 41
3. 4. Read the case below and answer the questions that follow. In 2003, the representatives of LeasePlan USA's top customers were mostly women, as was the majority of the company's employees. However, men represented a large majority of top managers at the company, reflecting the old-boys network type culture that dominated the fleet industry. New leadership decided to change this and provided career counseling to women, revised reward systems to focus on performance instead of seniority, and replaced some existing managers. Two years ago, only one of seven top executives was a woman. Now, three of the top eight executives are women. The company's new chief executive claims that these changes are motivated by strategy rather than

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