Saturday, November 24, 2012

 Discussion about "Learning Concepts to Improve Performance"by M.Azim Ulfati

  • Consider your current work or school environment and make specific recommendations for applying either operant conditioning, social learning theory to improve overall performance. Provide specific examples of the type of reward the theory you chose is expected to generate.

When we live in a society we learn and practice various learning methods in different places from people with different cultures, thoughts and perceptions. For instance we can learn behaviorism by looking, watching family, friends, classmates and people around media, books brochures, so on and us. There is one of the ways of learning and that is called social learning theory. Social learning theory usually emphasized the importance of observing and modeling the behaviors, attitudes, and emotional reactions of others therefore it focuses on learning by observation and modeling. The theory basically evolved from behaviorism but now consists many of the opinions that cognitivists also hold; consequently it is some times called social cognitive learning.

Social learning theory states about how both environmental and cognitive factors interact to influence human learning and behavior. It focuses on the learning that occurs within a social context. It considers that people learn from one another, including such concepts as observational learning, imitation, and modeling.

 The place where I started my first work about seven years ago with an international company, I was not perfect and needed lots of things to learn from others and even there were things and subjects that I had never studied in any books and had no experience about it but when I started working and stayed within that office environment. I started to learn via theory and put that in practice with other co-workers and as well as watching, listening and looking and gained experience and ultimately I was able to do my job independently. When I gained experience and started my job independently, I promoted to higher position and got rise in pay and received many certificate of appreciations and recommendation letters from the directors and management office as a reward of my hard work and learning.

Discussion about about 'Perceptions and Attributions" by M.Azim Ulfati

Analyze the way you perceive your coworkers or classmates and the perceptual or attribution errors you are likely to make, and discuss what steps you could take to address those errors.

I have always developed a unique way of doing things done via perception that I have in my daily work. I have had a flexible and adaptable time table in doing works done because every thing is changing in today’s world.
I have always put my effort to learn the new skills, knowledge and experiences from others and practice them in the right way to support my self and the people in the community.
In some cases, I put my self in the shoe of others and think about a plan before I do it.
I speculate, evaluate and assess things and plan on the ones that can bring me and my colleagues positive results. I support and encourage my colleagues in doing their tasks and acknowledge their good work. I know every one has different perception from the events and thing they do, sense, touch, smell and feel thus this makes communication difficult for human being and often it leads them to error perceptions and attributions.
Communication plays a vital role in understanding attitudes, values, beliefs, strengths, and weaknesses of others and generating perceptions, improvement of things around for decision-making and avoiding errors.
Discussion about "Understanding Individual Differences" by M.Azim Ulfati
  
 Analyze your own personality (completing the two “self-competency” to determine your strengths and weaknesses as both an employee and as a leader and / or manager. I will discuss how you will apply your strengths and address your weaknesses.
 
I am more of a listener than a speaker. I am completely open minded, independent, strong, honest, very friendly and very passionate to my career, family and friends, further more I have the confidence. When I make a decision. I execute it in a decisive way until it is done successfully. I always try to talk less but listen more and learn from others experiences and evaluate to use them towards positive aspects and ignore the negative ones and always look for progress, development and improvement in my daily life and the others in the environment.
I am a person born in a broadminded family and spent 22 years of my life with my parents and have so much passion and love to my parents and any one else whom I know is a true friend. I would add one of my poems as an example that I have written to my dad.
 You are the founder of life, dad

You are all my possession, dad!
You are my safe foundation, dad!

You are my shinning sun, dad!
You are the hope of my life, dad!

Everything that I am today, it is all yours
I owe to your love, which has hacked, in my heart

You are the best friend and leader of life
You are the prosperity of life

You taught me how to be a man
And how to believe in my self and life

The day, which you slapped me with love
The warmest pressure which you enriched me with

I didn't know it that it is all love
But I feel now, whatever you did

I want to say thank you so much
I love you, dad!

If you were not there, I wouldn't be today
You are the founder of my life

I have grown up with your values
I feel your love, wherever I go

Wherever I go, I feel you are with me and watching me over
Your wisdom and knowledge is the lead of my way

I am proud of you every day
Your love is deep within my heart and it will be

You are the root of my fortune star
You are the hero of life, dad!

I will never forget my star, dad!
I love you so much, dad,dad,dad!
 I guess my weakness is informative criticism around the environment. When I see that things are wrong, I try my best not to criticize but some times I do criticize, in order to bring some kinds of reforms and positive improvements for the benefit of my self, environment and people.
 It is great to be a good leader not a toxic leader. As a leader of a team, group or a class, I have always been flexible and am flexible for improvement and betterment of things around through sharing ideas, listening to suggestions and communicating with subordinates and related higher authorities and same goes with being an employee.

Friday, November 23, 2012

Discussion about "Competency Self-Assessment"by M.Azim Ulfati

  • Analyze your abilities in light of the seven competencies and determine which one is your strongest and how that strength contributes to your own effective performance. Provide specific examples to support your response.
Before I discuss about the competency of self assessment, I would like to say that I believe,  since Almighty God has created the world and human, he controlled and led the world nature directly and led human by other selected prophets and human.
And then I would say that leadership existed during the history in different styles and its importance enhanced and got further and further in all dimensions of life such as political, economical, military, cultural, social and civil affairs. It is incredible that in the current era which I would call technology, communication and Internet era. The governments, nations and companies are trying to promote to the highest economical and security peaks through leadership and insure their stability, safety and comfort of their life and their people and they  are in speculation and efforts of global peace and security to all human beings. This is not an easy thing to lead the world full of billions of people, it is all from the bless of great methods and styles of leadership that the leaders use in their daily life and give motives to their subordinates or followers and cause them to mobilization of progress, and development, stability and promotions of their community or these leaders use toxic leadership and lead their followers to failures and create huge disaster or tragedy in their community.

With that being said, it is now important to analyze my abilities in the light of seven competencies. I would choose three competencies out of seven competencies. The first one would be communication, second ethics and the third one is the change.

I used these three competencies in my daily life when I worked as a teacher in Defense University in Afghanistan. I would always choose to be a good speaker and to be able to communicate with my students at a high strategic level so that not only I would influence them as a leader that they do things for them but also I would encourage them to be a great leader and would always asked for changes and improvements in my classes and would always listened their good suggestions and would applied their positive suggestions to a change after an analysis and contemplations.

 I was a 22 years old young teacher of senior military and civilian leaders who were older than me and I used to be very professional and used the ethics competency to the highest levels. I used to face with ethical dilemma, which was arising due to their leaderships in their work or their family emergency work and the timing of schedules, which would encounter to an official assigned government schedule. For instance a lieutenant General would told me that his body guard has just got a message that the insurgents have attacked to his leadership province territory and he would need to quit the class and would return back after talking an hour or two on the phone with his deputy commander, in order to be a ware of the situation and to command his subordinates. It was the rules and regulations of the class and as well as the order of the leadership of college that no one is allowed to be outside the class more than 2 minutes during official class hours. If I would not let him he would have not cared and he would violated the rules of the class and would not have thought that I am a teacher there because he had the power and the command outside that class in many provinces and would have may be harmed me if I would not let him or may be if I would let him outside the class and if some thing was happening to him off or outside the class while he was marked present in the class, then I would have been responsible that why I let him off or outside the class and why he is also marked present in the attendance sheet. What did I have to do?

I was writing him a paper and would have communicated in a good and ethical way to him and would have told him to talk with the top management leadership of War College, it is above my authority to let you off the class. That was a good way to mark him absent or expel him from the class if he was not obeying the rules of the class and was not bringing to me an authorization paper from the top management leadership of college for being off the class and thus I would not had to be responsible for things that would have happened to him while he was off the class.

 Follow the discussion of M.Azim Ulfati

  •  What makes the person an effective leader or manager in terms of the seven competencies and please provide specific examples to support your response.
I would like to discuss about Steve cofounder and CEO of Apple. He cofounded Apple in the garage of his parent’s in 1976, was ousted in 1985, returned to rescue it from near bankruptcy in 1997, and by the time he died, in October 2011, had built it into the world’s most valuable company. Along the way he assisted to transform seven industries: personal computing, animated movies, music, phones, tablet computing, retail stores, and digital publishing.
Steve Jobs was the founder of Apple and Pixar and during his tenure was an iconic manager with a passion for embracing challenges believed to be impossible. In his lifetime he saw the span of business from near bankruptcy, to hostile takeover to corporate world domination. Finally could inspire and influence a world full of people. His eclectic collection of beliefs set him apart from many other leaders in the World. With a passionate single-minded focus on his vision of the future, he was able to create simplicity to replace dysfunction. His spiritual beliefs invigorated the effort and inspired him to "Think Differently," which very well could have kept him grounded in the moment.
These are the top 5 Leadership styles and strategies of Steve Jobs, which is admired, emulated and aspired to as a leader and a professional.
The first leadership style is; Make Things Easier. For instance, when Job's designed the iPod he eliminated the on/off button, instead the iPod continuously powered down, and flashed on when turned back on. Job's went to great lengths to create the complexity behind the scenes so that the user experience was simple and intuitive. An ecological environment-an iPod could then be connected to an apple computer, which would then be connected to an apple cloud service (iTunes)-allotted for a separation of functions. The Apple Computer could administer the global system, allowing the portable devices to be free to play music or show videos. This lead jobs to create the iPhone which, when compared with competitors could be utilized out of the box without a user's manual and toward the end of his life he was starting to design his vision for the simplification of TV.(Chris) 
The second leadership style or strategy is; create a consistent experience.
From the beginning Job's and Apple took responsibility of the users experience from end to end within their system. From the manufacturing process, where they ended up purchasing their own facilities around the world to the experience within their various online stores and social media forums, it is all very tightly networked. This may be in part due to Steve Jobs need for personal control but also because of his vision of the factor of market differentiation consistency gives you and his personal passion for perfectionism. (Chris)
The third leadership style is; revolutionize, be original! All innovators aren't necessarily pioneers they may just be modernizing an outdated industry. Innovators don't have to be inventors. Especially in technology it takes a very keen eye on evolving trends and technologies to stay ahead of the curve.(Chris)
For example, when Apple had the original iMac computer it didn't play music or CD's or burn CD's at time when that was the current trend. As the retail market continued to download music and burn CD's here Apple sat with a PC that had a drive that couldn't burn CD's. Instead of being tempted to jump on the trend of the moment Jobs began creating the system of the future, which eventually became iTunes and revolutionized the music industry. Who would have though iTunes ratings would be used in place of radio requests or CD purchases in just a short time to define a successful album or song?
The fourth leadership style is; be fearless. Steve Jobs was well known for his ability and passion for pursuing the impossible. This was coined his "Reality Distortion Field", in honor of an episode of Star Trek in which extraterrestrials create an alternate reality through pure power of will. For example, one time when he was younger working at Atari it was reported that he was able to will games into creation within days when other programing teams would take months. (Chris)
The fifth leadership style is; be confident. Leaders have to be decisive which means they must be confident in themselves and their vision. Steve Job's embodied this again and again as he built his various organizations. For example, one particular story told was when he figured out that iPhones scratched too easy and that the front needed to be glass. He scheduled a meeting with the CEO or Corning Glass Company to find out that that they had a special glass patent that would work but they weren't currently manufacturing it. He put in a huge order to be delivered in 6 months, when questioned by the CEO of Corning he looked him straight in the eye and said trust me it can be done. They were able to meet the demand. (Chris)
In conclusion I would say that Steve Jobs was an unconventional and unique leader. His management and leadership style wasn't the stuff of university textbooks - he wasn't known for his consultative or consensus building approach.
He was a "high-maintenance co-worker" who has great confidence in his beliefs and demanded excellence in his environment.
While some people see him as the crazy ones, we see genius. Because the people who are crazy enough to think they can change the world are the ones who do.

Reference
Sarah , M. (n.d.). Steve jobs: an unconventional leader. Retrieved from http://www.smh.com.au/executive-style/management/steve-jobs-an-unconventional-leader-20111007-1lcmo.html
Chris, S. (n.d.). The top 5 leadership principles i learned from steve jobs. Retrieved from http://ezinearticles.com/?The-Top-5-Leadership-Principles-I-Learned-From-Steve-Jobs&id=7206512

Monday, November 19, 2012

Written by:M. Azim Ulfati
Introduction


I would like to discuss why the President Joe’s employees need to understand the importance of how people form perceptions and make attributions, I will then evaluate which learning theory (either operant conditioning, social learning theory, or the learning theory I researched would be most appropriate Joe Salatino, President of Great Norther American 
--> to apply in this situation and explain why, further more I will discuss ways that Joe could apply the learning theory I selected to improve employees’ performance and lastly I will determine how Joe could leverage an understanding of the value of self-efficacy to ensure he hires the most successful salespeople.

 Discuss why the president Joe’s employees need to understand the importance of how people form perceptions and make attributions.
I think there are many reasons that Joe’s employees need to understand the importance of how people form perceptions and make attributions and I would like to talk about some of them here.
Joe’s employee tries to keep the corporate culture of the company and they feel very accountable for building relations and influencing the organization’s teams and customers for the purpose of good sales, excellent customer service and gaining customer trust. The employees focus on the job to show how perceptions are influenced in relations to the business of the company and as well as state that attributions are explained in individuals responses to the actions of others and make sure to set effective perception of the organizational goals for the sales team.
Since Mr. Joe is the president and owner of the company, he has the authority to analysis the organization’s corporate culture, members of teamwork, customers. He can evaluate or assess either directly or indirectly and ask questions from the employees for their perception and ideas regarding the customers and improvement of company.

He would need to think and find answers for the following questions. It is an ethical way? We are looking for to meet the customers’ needs and their expectations or we target solely the interests of the Company? How the client sees us? What did we to bring this customer perception towards us?
However it is not easy to really talk in an open forum about the internal environment of the firm, President Joe has to search and get answers and choose good methods to know the internal views of the staff about the company.
Do the employees or staff feel that they are part of the organization? Are their opinions and ideas heard?
Does the company have any kinds of attitudes or standards? If yes, Do those attitudes and standards of the company help to the vision of employees or not?
How the employees think about the work of their related Department and do all the employees feel the perception is part of the corporate culture of the company or is it created for improvement?
President Salatino needs to indicate that do those perceptions finally influence the company negatively or positively? He has to find the differences within each person’s personality because every person has various types of management or motivational issues, thoughts, trainings and so on.
As I mentioned that since he is the president of the company and has the authority and accountability to bring changes, give advises, guidance to all the employees of the company. He has to bring positive reforms and help better understand the employees of the company about their accountably, missions and work within the company and he has the responsibility to do analysis about the perceptions and attributions methods of all employees who work for the company and get paid or rewards for their work.
Good communication is very important to sales representatives, they have to be able to communicate good with the customers and they have to be very confident at selling any thing they sell. Further more the employees need to have innovative thinking skills perception in order to build an excellent customer relationship so that customer feel that the seller understands his/her needs.
Thus it is very important for Joe’s employees to understand the importance of how people form perceptions and make attributions in order to be able to meet all the above-mentioned statements and have answers to the questions.
Evaluate which learning theory (operant conditioning, social learning theory, or the learning theory you researched in Week 3 would be most appropriate for Mr. Joe to apply in this situation and explain why.
I believe that the best learning theory that would be effective for Mr. Joe’s company can be the Social Learning Theory. This theory is based on the knowledge acquisition via the mental processing of information by watching, looking and imitating others.
Social learning theory is learnt from the behaviors of people in an environment through watching, listening, observing and taking notes of people’s behaviors, it is all because usually the learner looks at the result of the observed subject matter and adopts outcomes of behaviors in his/her life. These behaviors can be learnt either through a direct experience or indirect experience by noticing or listening the outcome of ones life behaviors that has happened.
Learning is often a social process and in this process compelling examples or the role models for how to think, different individuals and that which affects every one in a different way provide feel and act.
Social learning theorists believe that employees can learn appropriate workplace social behaviors by observing the organization's response to the behavior of other employees. Workers do not need to perform the correct behavior in order to learn it, because they are able to practice the behavior in their imagination. For example, an employee can imagine getting a bonus for a creative idea after observing another employee rewarded for doing so. People imitate the behavior of those they admire or respect. This principle underlies celebrity-based advertising, which assumes individuals want to copy the behavior of popular and successful people. (Barbara)
Bandura argues that People learn through observing others’ behavior, attitudes, and outcomes of those behaviors. “Most human behavior is learned observationally through modeling: from observing others, one forms an idea of how new behaviors are performed, and on later occasions this coded information serves as a guide for action.” (Bandura).
Operant conditioning is a learning methodology that occurs through rewards and punishments for behavior. An association is made between a behavior and a consequence for that behavior through operant
As I have already discussed in week 3 discussion, I would like to emphasize that once again that when we live in a society we learn and practice various learning methods in different places from people with different cultures, thoughts and perceptions. For instance we can learn behaviorism by looking, watching family, friends, classmates and people around media, books brochures and so on. There is one of the ways of learning and that is called social learning theory. Social learning theory usually emphasized the importance of observing and modeling the behaviors, attitudes, and emotional reactions of others therefore it focuses on learning by observation and modeling. The theory basically evolved from behaviorism but now consists many of the opinions that cognitivists also hold; consequently it is some times called social cognitive learning.
Social learning theory states about how both environmental and cognitive factors interact to influence human learning and behavior. It focuses on the learning that occurs within a social context. It considers that people learn from one another, including such concepts as observational learning, imitation, and modeling.
 The place where I started my first work about seven years ago with an international company, I was not perfect and needed lots of things to learn from others and even there were things and subjects that I had never studied in any books and had no experience about it but when I started working and stayed within that office environment. I started to learn via theory and put that in practice with other co-workers and as well as watching, listening and looking and gained experience and ultimately I was able to do my job independently. When I gained experience and started my job independently, I promoted to higher position and got rise in pay and received many certificate of appreciations and recommendation letters from the directors and management office as a reward of my hard work and learning.

Discuss ways that Joe could apply the learning theory you selected to improve employees’ performance.
There are many ways that Joe could apply social learning theory to improve employee performance and they are like the following.
Joe must make sure that his organization needs employee behavior to conform to workplace performance standards and that make sure managers use training to improve employee's skills, increase the frequency of preferred behaviors and decrease undesirable behaviors. Mr. Joe must use Social learning theory for making an effective strategy to achieve his organization goals which includes providing opportunities to observe the organization rewarding desired workplace behaviors and punishing inappropriate behaviors
There are training ways where Joe can boost the company by applying them within the company for instance. Using Social Learning Theory in Training
It is effective to apply principles of social learning theory to workplace training in order to encourage instructors and employees to include anecdotal stories and demonstration videos or play-acting exercises to support concepts of good and bad workplace behavior. Social learning theory supports the concept that classroom training effectiveness improves when students admire the instructor. Trainers can take advantage of this predisposition by having guest lectures from successful employees.
( Barbara)
The next way can be Management Implications to be applied in Joe’s company
It is so important in the workplace that all managers apply good performance of past experience and show that all the staff learns great social behaviors by observing, listening or watching the way that other employees behave in various situations.
Managers must be consistent in their expectations of employee's social behavior and not give favorite staff or higher-ranking staff special treatment. Social learning theory reinforces the concept that managers must provide role models of good behavior. Managers can create social learning opportunities through individual rewards or praise given in public settings, for instance, staff meetings. Conversely, inappropriate social behavior, such as harassment, should be punished uniformly across the workplace in order to create the correct social context to modify behavior.
( Barbara)
Social learning theory sets forth the premise that people tend to unavoidably learn things they see or experience in a hands-on way. Behavior modeling in the workplace, a component of social learning theory, is the act of showing employees how to do something and guiding them through the process of imitating the modeled behavior. Behavior modeling has practical applications for daily work tasks as well as deeper applications for developing company culture.
Work Tasks
The president of the company Mr Joe has to make sure that the managers at his company use the most basic application of behavior modeling in the workplace. They need to sit down with employees and physically show them the proper ways to perform work tasks. Rather than simply telling employees how to do the things they need to do, or furnishing them with an instructional guide, take the time to perform the work yourself in front of them or pair them with experienced employees. Modeling behavior in this way allows employees to ask questions and gain insights from those with first-hand experience.
Work Ethic
Employees take cues from a range of behaviors displayed by management, both consciously and subconsciously. Managers' work ethic can have far-reaching effects on the culture of their companies. Employees model the behavior of their managers when it comes to being early for work, leaving late, taking reasonable breaks and seeing projects through to completion. If an executive consistently leaves the office an hour early, for example, it is very likely that other employees will take opportunities to sneak out early, as well, which can decrease the company's output. (David)
Communication
Mr. Joe needs to apply a great communication training system and apply it within the company from top management level to lower management levels. Their subordinates, creating another opportunity to strategically influence company culture, often model communication styles of managers. When managers speak courteously and professionally at all times, especially in conflict situations, employees are more likely to model this behavior, treating customers and each other with respect at all times. (David)
Honesty
Mr Joe needs to apply social learning theory towards honesty within the company and that to start from him self.
Managers' commitment to honesty in the workplace provides a behavior model for all employees to see. If managers' and executives' actions are always in line with their words by following ethical guidelines, fulfilling promises made to employees, admitting their mistakes and coming to others for advice when they need it, employees are more likely to do the same in response. (David)
Politics
Workplace politics are highly influenced by social learning theory, giving employees cues as to what they need to do to fit in the social hierarchy of the company. Managers who display a firm commitment to equity and refuse to play office politics can inspire other employees to focus on professionalism and performance rather than political maneuvering in the office. (David)
Determine how Joe could leverage an understanding of the value of self-efficacy to ensure he hires the most successful salespeople.
Joe could effectively understand the value of self-efficacy to ensure he hires the most successful salespeople by first outlining his business plans, strategies and principles. In sales he would hires self-driven, motivated and enthusiastic people with outstanding skills.  If a candidate’s profile does not match the principles and have low self-efficacy he/she may not be accepted or given any jobs with the company. Potential high self efficacy candidate who have great skills, high ability of work performance and capable of doing missions and given tasks in a good manner that would nothing avoid them to stop the given task or projects would definitely accepted and given the chance to stay with the company. That is why Mr Joe hires employees with a high self-efficacy, which is necessary for the success of the company, and he keeps all the high self-efficacy employees to learn and accept company selling tactics, rules and policies to help exceed expectations of the company. Briefly I would say that he hires people according to three things. He sees clearly to make a good sales hire (someone that meets or exceeds expectation of the company: Job Clarity, Personal Attributes, and Corporate Culture. (James)
I believe Self-efficacy means performing a specific task successfully. Research indicates that the belief that we can perform something is a good predictor of whether we can actually do it. Self-efficacy is different from other personality traits. You may have high self-efficacy in being successful academically, but low self-efficacy in relation to your ability to fix your car. At the same time, people have a certain level of generalized self-efficacy, and they have the belief that whatever task or hobby they tackle, they are likely to be successful in it. (Frank, Keith, Douglas & Eli)
Based on my research about Mr. Joe’s success, I found out that he considers that self-efficacy at work is related to job performance. I think it is probably because people with high self-efficacy actually set higher goals for themselves and are more committed to their goals, whereas people with low self-efficacy tend to procrastinate. He is successful also because he hires qualified people with high self efficacy who are capable of doing the required job tasks, training people to increase their self efficacy which may be very effective and also he values verbal encouragement and incentive pays by showing the employees to believe that they can be successful and effectively play the role of leader, manager and are able to increase self efficacy beliefs and also he empowers people and give them opportunities to test their skills so that he can see what he/she is capable of.               
Abstract
Joe Salatino, president of Great Northern American has been a unique leader where he keeps his staff and whole employees exceptionally motivated and determined to provide excellent customer service by the amount of money he is paying them others (Hellriegel & Slocum Jr., 2012).. He always tries to encourage and support his employees through either the large amount of incentives or pay, where the employees are recognized.
The perception, stereotype, and attributions that are perceived from people externally could cause the company to get a terrible reputation on how companies hast to keep their staff happy and satisfied.

The best learning theory that would be very productive for Joe’s company would be the Social Learning Theory. This theory refers to the knowledge acquisition through the mental processing of information by observing and imitating others (Hellriegel & Slocum Jr., 2012). Joe has great accountably and authority to effectively comprehend the value of self-efficacy to make sure he hires the best and the most successful salespeople by first outlining his business agenda, policies, strategies and plan and then figuring out what type of people is fit for the position. 
References

Bandura, A. (1973). Aggression: A Social Learning Analysis. Englewood Cliffs, NJ: Prentice-Hall.

Bandura, A. (1997). Self-efficacy: The exercise of control. New York: W.H. Freeman.

Barbara, B. (n.d.). Social learning theory in the workplace. Retrieved from http://www.ehow.com/info_8405262_social-learning-theory-workplace.html


Bandura, A. (n.d.). Social learning theory (bandura). Retrieved from http://www.learning-theories.com/social-learning-theory-bandura.html

David, I. (n.d.). Behavior modeling in the workplace. Retrieved from http://smallbusiness.chron.com/behavior-modeling-workplace-10980.html

Frank, Q., Keith, A. R., Douglas, E. H., & Eli, J. (n.d.). Motivating salespeople to sell new products:the relative influence of attitudes, subjective norms, and self-efficacy. Retrieved from http://www.bus.lsu.edu/about/dean/elijones/articles/JMwithFrankKeith.pdf

(Hellriegel & Slocum Jr., 2012)Joe salatino, president of great northern american case study. Retrieved from http://www.studymode.com/essays/Joe-Salatino-President-Of-Great-Northern-1154057.html

James, E. M. (n.d.). Self-efficacy, adaptation, and adjustment:. theory, research, and application, Retrieved from http://books.google.com/books/about/Self_efficacy_adaptation_and_adjustment.html?id=8XiKAAAAMAAJ