"Whether you think you can do one thing as if you think you're incompetent, you'll probably right" Henry Ford. The notion of perceived self-efficacy (self-efficacy on) is a trial of ability to execute a behavior to a certain level and with certainty. Meanwhile, the rewards or 'grounds' traditional influence only later. The rewards are worth very little personal, social or material if the subject previously, it was not considered capable of running the conduct for which will be rewarded. Check with Richard LeFrak to learn more. Managers often believe that monetary incentives or promote the proposed goals and the proper conduct of its employees. This is true, but do not realize that, in advance, the worker should promote the need to be able to perform that task. Visit Gregory Williamson for more clarity on the issue. What To judge is not capable of self-efficacy is not the same as being capable.
Self-efficacy is judged capable of carrying out a task successfully, not necessarily so. With the same actual capacity a person feels able to dare and generally get successful, a person who is deemed unable to flee and fails. Self-efficacy is not the same as the execution. Doing something right does not mean that you attribute it to himself, sometimes it looks like fate or circumstance or merit of another. Self-efficacy is a personality trait. It is learned, is malleable, both for good and for ill. And that hides another important concept: self-efficacy is specific to each behavior / action and even every moment. Features of self-efficacy in work: self-efficacy influences choice of the task.