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Individual Motivation Concepts Table and Analysis

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The management in the organization have a great role in enhancing self-efficacy for progressive productivity. The basis of individual performance, motivation, and satisfaction for any employee is self-efficacy Self-efficacy motivational theory works with the belief that employees feel more motivated when they have believe that they can. The self-assertion by an individual that a particular task can be done effectively and efficiently raises the morale of an employee and arouses their desire to engage with the job at hand more confidently (Cherian and Jacob, 2013). In an employment setup, that encourages individuals to belief in themselves, and whenever a mistake arises, they are guided in such a way that their learning is encouraged. Such people feel confident and are very swift to rectify the mistake without feeling condemned. In contrary, where an individual faces condemnation for a mistake done, they feel guilty and this kills their desire to attempt something new another time. Such people live in fear and always feel threatened. Motivated individuals are creative and innovative. Self-efficacy inculcates a sense of self-system that provides a leeway for an individual to express themselves in all manner of ways. Despite the mistakes made in some instances, the individual will result in developing creative ideas that will be beneficial to the organisation in the end. Innovativeness is very vital in enhancement of the already existing product. An employee in an organisation that restricts them and disregards their input feels unmotivated develops a negative attitude towards the management. Some of the brilliant ideas by such individuals are lost without utilisation therefore making the individual develop an equal measure of negative energy that results in demoting the organisation. Different individuals have different degrees of self-efficacy while discharging different tasks. A new driver on the road is less confident on the road most of the times compared to an experienced one. Having the right person for the right job is very significant in ensuring professionalism, in contrary individuals who question their abilities in delivery of a particular task ends up not delivering (Lunenburg, 2011). An employee who has a background of what they are doing and tends to enjoy it end up surpassing targets since they are highly confident of their capability. In hiring employees, the human resource team should be capable of analysing these aspects to ensure the individuals that are picked can effectively deliver the organization’s expectations and possibly add more value. Motivated individuals can confidently confront any challenge placed before them. In fact, they perceive challenges as opportunities to grow as they learn in a world of dynamism. Such confidence is a result of self-efficacy. This great driver keeps the workforce engaged in developmental ideas for self and the organisation. Such individuals will be seen to thrive in their homes, as well as other organisations will be competing to learn the secrets behind the success of their organisations by trying to benchmark and attempting to poach their workforce. Work-phobic Individuals seem to have low self-drive and their environment is a key player in this situation. They are less confident facing new tasks demonstrating lack of self-efficacy (Leon-Perez et al., 2011). The management can cultivate motivation in a work