Read carefully the Examining the Evidence: Snakes, Self-Efficacy, and Task Performance: Too Much of a Good Thing? located in Chapter 3 of the Neck et al. textbook. To begin the discussion:

Assess whether self-efficacy can affect individual task performance in the workplace, given the conflicting research data.

Evaluate what managers can do to enhance the positive effects of self-efficacy in their employees.

Examining the Evidence Snakes, Self-Efficacy, and Task Performance: Too Much of a Good Thing? Some very interesting early classic studies examining the concept of self-efficacy focused on people with a fear of snakes." Albert Bandura and his colleagues set up an experiment using both an experimental group and a control group, with a pre-test indicating that both groups had strong fear of snakes and low self-efficacy for approaching and handling them. The researchers then carried out an intervention with the experimental group. They explained that the snakes were not poisonous and would not bite, and they described how the snakes would react when the subjects handled them. They also informed the group that the snakes were not cold and slimy, but actually dry and scaly. The researchers then measured the fear and self-efficacy levels in both groups again. Both groups still had a high fear of snakes, but the experimental group had a much higher level of self-efficacy for approaching and handling the snakes. Consequently, when members of both groups were asked to approach and handle the snakes, those from the experimental group whose level of self-efficacy had increased were able to do so at a much higher rate than those with low self-efficacy. Although hundreds of studies have shown similar positive effects for self-efficacy on task performance, some recent studies have called this relationship into question. These studies suggest that high levels of self-efficacy within an individual could cause that person to become overconfident and to allocate fewer resources and less effort to the task at hand, thereby resulting in lower levels of task performance. For example, one study of students playing an analytical game showed a negative relationship between self-efficacy and performance. Self- efficacy resulted in overconfidence and the increased likelihood of making a logical error in the game. Critical Thinking Questions 1. Given the conflicting research evidence, how can self-efficacy affect individual task performance in the workplace? 2. What can managers do to try to enhance the positive effects of self-efficacy in their employees? 196 Sources: Bandura, Albert, and Nancy E. Adams. "Analysis of Self-Efficacy Theory of Behavioral Change." Cognitive Therapy and Research 1, no. 4 (December 1977): 287-310; Bandura, Albert, Linda Reese, and Nancy E. Adams. "Microanalysis of Action and Fear Arousal as a Function of Differential Levels of Perceived Self-Efficacy." Journal of Personality and Social Psychology 43, no. 1 (July 1982): 5-21. Vancouver, Jeffrey B., Charles M. Thompson, E. Casey Tischner, and Dan J. Putka. "Two Studies Examining the Negative Effect of Self- Efficacy on Performance." Journal of Applied Psychology 87, no. 3 (June 2002): 506-516