Employees with high self efficacy respond to specific negative feedback about

Employees with high self efficacy respond to specific

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the assignment across the entire situation. Employees with high self-efficacy respond to specific negative feedback about their performance with increased motivation and effort, while those with low self-efficacy are more likely to give up and reduce their motivation iv) Self-Monitoring: It refers to the extent to which a person has the ability to adjust his or her behavior to external or situational factors. Those with high self-monitoring will be more sensitive and notice the significant changes occurring in the environment and able to adapt them by adjusting their behavior. High self-monitors are capable of exhibiting a striking contrast between their public persona and their private self. Low self-monitors cannot disguise their behavior and tend to exhibit the same behavior all the time. v) Emotional Intelligence: It is also called as EQ which refers to individual’s ability to be aware of feelings and emotions and the extent to which 4 | P a g e
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they can manage them more effectively in dealing with others and challenging events. It consists of five main abilities: a) Knowing one’s emotions: Self-awareness and recognizing ones feelings as it occurs b) Managing emotions: Handling feelings and emotions appropriately to the relevant situations c) Motivating oneself: Directing the feelings and emotions in such a way to fulfilling the desired goals d) Recognizing emotions in others: Empathizing and understanding the feelings and emotions for others e) Handling Relationships: Being able to interrelate, communicate and work with others. Emotional Intelligence (EI) is very closely linked to our self-concept, because it is strongly related to self awareness. vi) Big Personality Traits There are five Big Personality Traits which have a significant impact in individual’s life. They are as follows: a) Extroversion: Extroverts are sociable, lively, and gregarious and seek outward interaction. Such individuals are likely to be most successful working in marketing division, public relations etc. where they can interact face to face with others. Introverts are quite, reflective, introspective and intellectual people, preferring to interact with a small intimate circle of friends. Introverts are more likely to be successful when they can work on highly abstract ideas (accountant, R&D work etc) in a relatively quite atmosphere. b) Agreeableness: This refers to the extent to which individuals agreeing and cooperating with others. Highly agreeable people are cooperative, warm and trusting. People who score low on agreeableness are cold, 5 | P a g e
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disagreeable and antagonistic. This characteristic is very important and critical in attaining a successful achievement in their life. c) Conscientiousness: This refers to the extent to which people are responsible and dependable in their work and life. A highly conscientiousness person is responsible, organized, dependable and persistent. They are likely to move upward direction very quickly and attain remarkable achievement in their life. Those who score low on this dimension are easily distracted, disorganized and unreliable.
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  • Fall '16
  • Laura Mamuli
  • Personality Psychology, Full Coverage On Personality, Personality characteristics, key personality characteristics

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