1. Introduction:
Throughout this assignment, self-efficacy as well as emotional intelligence will be discussed in detail. Particular emphasis will be placed on positive organisational behaviour with reference to self-efficacy and emotional intelligence as well as the role of self-efficacy and emotional intelligence within the workplace.
There is substantial research on the effect that self-efficacy and emotional intelligence have on the individual as well as the workplace or organisation. Not only are there positive effects but if not identified and managed appropriately, the level of self-efficacy and emotional intelligence an individual proves to have could have a lasting impact on themselves, those they work with and ultimately the organisation …show more content…
According to Bakker & Schaufeli (2008), there have been several studies relating to positivity in the organisation and the impact that it seemingly has on organisational outcomes compared to a focus on negativity. This was highlighted by a study done by Fredrickson & Losada (2005), where they indicated that positive communication and support among team members distinguished the teams that flourished compared to languishing teams (as cited in Bakker & Schaufeli, 2008). Positive Organisational Behaviour ultimately aims to look at the strengths of an individual rather than particular dysfunctions that may be evident.
Besides the fact that Positive Organisational Behaviour is seen as a positive aspect, certain criteria need to be met in order for something to be classified as a construct of Positive Organisational Behaviour. Luthans (2011) indicated that the following criteria must be met:
• The construct needs to be based on theory and research
• Valid and reliable measures must be in place
• The construct must be state-like in terms of its capacity to be developed and …show more content…
Self-Efficacy is classified as a construct of Positive Organisational Behaviour as it appears to be state-like and is something that can be learned and developed over time. Luthans & Youssef (2007) suggested that an individuals’ level of self-efficacy and the amount of effort that they put into a task as well as their perseverance towards that task relates to an individuals’ level of performance (as cited in Giachetti, & So, 2009). People with a higher level of self-efficacy are likely to persevere for longer periods of time and tackle more challenging tasks than those individuals’ with lower levels of self-efficacy and as a result people with higher levels of self-efficacy will see positive outcomes regarding their performance and objectives in the work
Throughout this assignment, self-efficacy as well as emotional intelligence will be discussed in detail. Particular emphasis will be placed on positive organisational behaviour with reference to self-efficacy and emotional intelligence as well as the role of self-efficacy and emotional intelligence within the workplace.
There is substantial research on the effect that self-efficacy and emotional intelligence have on the individual as well as the workplace or organisation. Not only are there positive effects but if not identified and managed appropriately, the level of self-efficacy and emotional intelligence an individual proves to have could have a lasting impact on themselves, those they work with and ultimately the organisation …show more content…
According to Bakker & Schaufeli (2008), there have been several studies relating to positivity in the organisation and the impact that it seemingly has on organisational outcomes compared to a focus on negativity. This was highlighted by a study done by Fredrickson & Losada (2005), where they indicated that positive communication and support among team members distinguished the teams that flourished compared to languishing teams (as cited in Bakker & Schaufeli, 2008). Positive Organisational Behaviour ultimately aims to look at the strengths of an individual rather than particular dysfunctions that may be evident.
Besides the fact that Positive Organisational Behaviour is seen as a positive aspect, certain criteria need to be met in order for something to be classified as a construct of Positive Organisational Behaviour. Luthans (2011) indicated that the following criteria must be met:
• The construct needs to be based on theory and research
• Valid and reliable measures must be in place
• The construct must be state-like in terms of its capacity to be developed and …show more content…
Self-Efficacy is classified as a construct of Positive Organisational Behaviour as it appears to be state-like and is something that can be learned and developed over time. Luthans & Youssef (2007) suggested that an individuals’ level of self-efficacy and the amount of effort that they put into a task as well as their perseverance towards that task relates to an individuals’ level of performance (as cited in Giachetti, & So, 2009). People with a higher level of self-efficacy are likely to persevere for longer periods of time and tackle more challenging tasks than those individuals’ with lower levels of self-efficacy and as a result people with higher levels of self-efficacy will see positive outcomes regarding their performance and objectives in the work