BADM 532_Assignment 3

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Apr 3, 2024

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Activity Three Shreyanshkumar Sonavale Department of MS Finance University of the Cumberlands BADM532: Organizational Behavior Dr. Christie Oliver September 17, 2023

Self-assessment of Work Locus of Control: I recently completed the self-assessment of my work locus of control, and the results suggest that I have a moderately internal locus of control. This means that I tend to believe that my actions and decisions have an influence on my work outcomes, but I also acknowledge the role of external factors. My score reflects my perception of a balanced approach, where both my efforts and external circumstances play a role in shaping outcomes. Question 1: Do you think that your score accurately reflects your locus of control at work? Why or why not? Upon reflection, I believe that my score reasonably reflects my locus of control at work. I have observed that I generally take responsibility for my actions and decisions, which aligns with an internal locus of control. I am proactive in seeking opportunities for improvement and believe in the power of my leadership to influence team performance. However, I am not entirely blind to the role that external factors, such as organizational policies, market conditions, or unforeseen challenges, can play in determining outcomes. Hence, my score reflects a pragmatic recognition of the coexistence of both internal and external influences in the workplace. Question 2: How do you think the work locus of control might influence your effectiveness as a manager? The work locus of control can significantly impact one's effectiveness as a manager. A more internal locus of control tends to correlate with greater proactivity, self-confidence, and accountability. Managers who exhibit an internal locus of control are more likely to believe that their actions and decisions can shape the outcomes for their teams or departments. This mindset often translates into increased motivation, innovation, and a strong sense of ownership among team members.

Conversely, managers with an external locus of control may lean toward passivity and attribute successes or failures primarily to external factors. This perspective can lead to a lack of initiative and a decreased ability to inspire and lead their team effectively. An overly external locus of control can result in a sense of powerlessness and reduced engagement among team members. Question 3: What do you think is the ideal locus of control in a work setting and why? The ideal locus of control in a work setting is typically considered to be moderately internal. This perspective involves recognizing the influence of both internal and external factors on work outcomes. An overly external locus of control can lead to a sense of powerlessness and passivity, as individuals may feel that their efforts have little impact on the results. Conversely, an overly internal locus of control can result in overconfidence and an inability to adapt to changing external conditions. A moderately internal locus of control strikes a balance. It allows individuals to take responsibility for their actions, seek ways to improve their performance, and adapt to external challenges. It fosters a sense of empowerment while acknowledging that some factors may be beyond individual control. This balanced perspective promotes resilience, adaptability, and effective decision-making. Question 4: What might you do in the next year to make your work locus of control consistent with your answer to question 3? To align my work locus of control with the ideal moderately internal perspective over the next year, I plan to undertake several proactive steps: 1. Self-awareness : Continuously engage in self-reflection to gain a deeper understanding of my beliefs and attitudes regarding my work outcomes. This self-

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awareness will help me identify areas where I might be overly external or internal in my thinking. 2. Training and Development : Actively participate in training and development programs focused on leadership, decision-making, and adaptability. These programs can enhance my skills and confidence in managing both internal and external factors. 3. Mentoring and Coaching : Seek mentorship or coaching from experienced managers who can provide guidance on how to balance internal and external locus of control effectively. Learning from their experiences can provide valuable insights. 4. Feedback and Evaluation : Regularly solicit feedback from colleagues, subordinates, and supervisors to gain a comprehensive view of my leadership style and areas for improvement. Feedback is instrumental in refining one's approach. 5. Flexibility : Cultivate a mindset of adaptability and resilience. Recognize that some situations may require adjusting my approach and strategies to accommodate external factors. Embracing change as an opportunity for growth will be a central focus. In conclusion, achieving a moderately internal locus of control in a work setting is vital for effective management. It involves a balanced perspective that combines self-confidence, adaptability, and the ability to take responsibility for one's actions and decisions. These proactive steps will serve as a roadmap for me to enhance my locus of control, promoting personal and professional growth in the process.

References: 1. Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs: General and Applied, 80 (1), 1-28. 2. Lefcourt, H. M. (1982). Locus of control: Current trends in theory and research . Psychology Press. 3. Spector, P. E. (1988). Development of the work locus of control scale. Journal of Occupational Psychology, 61 (4), 335-340. 4. Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits--self- esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86 (1), 80-92. 5. De Vries, M. F. (1997). The influence of locus of control on the performance of managers: A field study among Dutch executives. Journal of Occupational and Organizational Psychology, 70 (2), 151-165.

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