Self-concept has many definitions but they all have the same meaning, which is, your perception of your own self and of your own abilities. Self concept is anperson ’s physical and psychological traits, their assets and liabilities, possibilities and limitations and strengths and weaknesses. Therefore, it is a first built upon beliefs but it is ultimate created through fortification of those belief by the action that we choose to take or not. Our self concept determines how we are going to live our lives. For example, if our self concept is positive and healthy, we are going to lead a healthy and balanced life. On other hand, if its shaky and fragile, we are definitely going to experience some unpleasant and overwhelming moments in our life. Therefore, it is very important to have a positive image about ourselves.
As a manager, it is essential to have a positive and healthy self concept. People who believes in themselves are more likely to do better in any task by making more of an effort, and persist longer, than those with poor self concept .The stronger a person believes in him/her, the more active the efforts are. So it’s all about the self concept. Whether you are a manager or to be managed, its solely depends on what you think about yourself that helps you to achieve your goals and to lead a happy life.
I see myself as a persistent and perfectionist manager. I like to compare my work to best in the field to set a goal for myself. I use this strategy to motivate my employees by showing them the best product available in the market and creative things we can do to improve over it. In this way, they are very clear on their goal and expectations. I believe a person will do or at least try to do well if they know whats expect...
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...y to motivate workers. We used to have a staff/board meeting where we used to set clear, challenging and achievable goals. This theory worked well within our organization because of the small size of staff. Museum has about 10 full- time permanent employees which made it easier for everyone to actively participate in the process of goal and decision-making.
Besides goal oriented theory to motivate the employees, museum board also took a personal and different type of appreciation approach to motivate staff members.museum board went out of their way to show their appreciation to staff by helping out at the museum once in a month. It was very motivational to see senior management working along with staff members to accomplish museum goals. Usually, senior management just dictate the goals to mangers and their teams but never really help them to achieve these goals.
According to Carl Rogers (1959) self concept has three different components: The view you have of yourself (Self image); How much value you place on yourself (Self esteem or self-worth); What you wish you were really like (Ideal self). These ideas of self concept do not necessary have to reflect the reality of what is to be known as truth to the outside observer. Such as in the case of those who struggle with anorexia. Though they may appear to the observer as being extremely underweight through the eyes of the observed they find themselves to be overweight. This is believed to be related to concept of self image. Baumeister (1999) provides the following self concept definition: "the individual's belief about himself or herself, including the person's attributes and who and what the self
Self-concept - our traits, attitude, skills and talents, and roles- is how we think and feel about ourselves. It is affected by our interactions, past experiences or change. Changes happen regularly, some good, while others are not; it could be something as simple as changing your pencil brand to something stellar like moving to another country. My experience with change is detestable; I disdain change, no matter how insignificant.
Self-concept is who you think you are and the relatively stable set of perceptions you hold of your self, not only the physical features but also including emotional states, talents, likes, values, roles.
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
Self-concept is the sum total of beliefs that a person has about themselves (Kassin, Fein, & Markus, 2013). The beliefs that we form about ourselves comes from the environment we grew up in and the individuals that we chose to associate with. All human begins want to connect with others on some sort of level. Which may result in some lying. The truth in this comes because when we are able to lie to ourselves makes telling others easier. That is to say that people will always have at least one thing about themselves.
Describe self-concept. My take on self-concept is that it is my self-image or basically my ego. What I feel about myself and what I know about myself. My knowledge and I have learned about myself, the positive and the negative. The me that was defined by my surroundings, peers, parents, culture, race, all that put together and mixed up is me and my self-concept.
The basic premises of the goal-setting theory is the relationship between how difficult and specific a goal is and people’s performance. We live in a goal-oriented society as people usually adhere to specific targets with a plan of action for guidance. Lack of accomplishment of goals leads to job dissatisfaction. Locke’s Goal-Setting Theory from 1968 has been a powerful way of motivating people and is often utilized in whole organizations to increase focus and productivity. The more specific and difficult goals are designed the more likely staff can achieve these goals as opposed to being too vague or easy goals. An organization should consider the five following principles of goal setting: clarity, goal difficulty, goal acceptance, goal specificity and feedback. Organizations that set clear and challenging goals and are open to honest feedback have a greater chance of achieving goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute for employee productivity and commitment to the
A major application for Management by Objectives is setting measurable goals that can be reached in a certain time frame. This helps management to be able to evaluate the talents of individuals and match them to the needs of the organization (Ford, 1980). Employees are set with established feedback times to be evaluated. During this time an employee’s development is discussed and any necessary adjustment to goals are established. This helps to keep all employees better informed and will create more job satisfaction (Drucker, 2001). Every Employee will have input in the goal setting process. This is very effective in building employee recognition. An employee that is involved in the goals that are set would be more exci...
Self concept is not inherent. It is shaped and reshaped by the people around us, the people who influence us directly or indirectly. Self concept of a child depends upon the description provided to him by these people e.g. parents, teachers, peers etc. it may be correct or incorrect as it is formed by the people, how they see the child e.g. if the family members tell the child constantly that he / she is lazy, the child starts to see himself/ herself as lazy. However due to the subjective opinion of family members it may not be correct
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
In order to understand how one perceives situations and how they can determine the way one communicates; we first must understand the value of self-concept. Self is easily defined; it is one's beliefs, attitudes, feelings and values. It is who one is and what one stands for. Self-concept, is a relevantly stable set of perceptions and emotional states. It is the way one sees and understands oneself, and contributes to how one perceives oneself and perceives situations. One's self-concept may alter their perception, and either enhance or impede one's communication effectiveness. The way one sees oneself can influence the way they see their social surroundings. Only after one become aware of oneself can they be aware of their physical and social surroundings, which will allow one to perceive situations and people with a truer idea and create a more positive outcome.
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
Self-concept can be described as how a person views themselves. There is a variety of factors that impact a person’s self-concept but the biggest impact comes from self-esteem. Self-esteem is much like self-concept the only difference is the addition of emotions. For example say an individual likes a brand they are aware that they enjoy the brand so that’s self-concept. Self-esteem on the other hand, if nobody else in the workplace likes the brand programme individual likes that could have a negative effect on a person’s self-esteem and therefore effect a person’s self-concept. In the workplace self-concept is of the uttermost importance when estab...
The Self-Concept is a complicated process of gaining self-awareness. It consists of mental images an individual has of oneself: physical appearance, health, accomplishments, skills, social talents, roles, intellectual traits, and emotional states and more –all make up our self-concept.
The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ...