Setting Life’s Goal

GROUP 7 (AB POLITICAL SCIENCE 1C)

Setting Life’s Goals
 Topics to be Discussed:

Bandura’s Self Efficacy

Dweck’s Mindset (Growth and Fixed)
Locke’s Goal Setting theory
 Albert E. Bandura

 Born in Mundare Alberta on December 4, 1925, he was the

youngest of 6 children.
 He had his undergraduate degree in University of British
Columbia. While he earned his masters degree in University
of Iowa in 1951 as well his doctorate in 1952.
 He received a lot of awards, the most prestigious being the
National Medal of Science, Awarded to him by President
Barack Obama in 2015
 The BOBO DOLL EXPERIMENT
 Dr. Bandura devised on experiment in the 1950’s that proved how
influential social model to the development of children. Two groups of
children were chosen. One was showed with a violent social model and
the other with a non-violent social model. Then They’re allowed to interact
with inflatable BOBO dolls
 The result showed that those who are shown with violent model, acts with
aggression towards the doll and the those who shown non-violent models
acted opposite.
 These laid the foundation for Bandura’s Social cognitive theory, which
states that we are actors in our environment. We are active participants,
and not just motionless clay dolls, who are shaped by the world we live in
 Dr. Bandura’s Self Efficacy Theory
 Welbell(2011) summarized Albert Bandura’s self efficacy theory.
 “Self-efficacy theory is based on the assumption that psychological
procedures serve as a means of creating and strengthening expectations of
personal efficacy”
 Self-efficacy theory makes a distinction between expectations of efficacy and
response-outcome expectancies
 Outcome expectancy is a person’s estimate that a given behavior will lead
to certain outcomes
 Efficacy expectation is the conviction that one can successfully execute the
behavior required to produced outcomes.
 What is the difference of the two terms?

 Outcome expectancy is focused on what will be the result of a course of

actions, but not whether one can successfully perform the action. While
the Efficacy expectation is the opposite, as one disregards doubts and
take a course of actions.
 Furthermore Welbell (2011) said that Dr. Bandura’s definition of self-
efficacy is the belief of the people to produce designated levels of
performances that has influence over events in their lives.
The acts of these people includes:

1. Approach difficult tasks as challenges to be mastered

2. Set challenging goals and maintaining a strong commitment
3. Heighten or sustain effects in the face of failures and set
backs.
4. Attribute failure to lack of effort, knowledge, and skill.
5. Approach threat as something they can control
Those who doubt themselves exercise the
following
1. Shying away from tasks they view as threat
2. Low aspirations and low commitment to goals
3. Dwells on self deficiencies and obstacles instead of focusing
on how to improve
4. Giving up quickly
5. Slow to recover from setbacks
6. Easy victim to stress and depression
Four main sources of influences by which a Person’s Self Efficacy is developed and
maintained

1. Accomplishments and mastery experiences

2. Vicarious experiences
3. Verbal and Social persuasion
4. Physiological (somatic and emotional) states
 Bandura’s Quotes on Self-efficacy
(Kendra 2017)
 “Self-efficacy is the belief in one’s capabilities to organize and execute the
sources of action required to manage prospective situations
From ocial Foundations of Thought and Actions: A Social Cognitive
Theory, 1986.
 “If efficacy beliefs always reflected only what people can do routinely, they
would rarely fail but they would not set aspirations beyond their immediate
reach nor mount the extra effort needed to surpass their ordinary
performances”
From Encyclopedia of Human Behavior, 1994.
 “Self-belief does not necessarily ensure success, but self-disbelief assuredly
spawns failure.”
From Self-efficacy: The Exercise of Control,1997.
 “By sticking it out through tough times, people emerge from
adversity with a stronger sense of efficacy.”
From Encyclopedia of Human Behavior, 1994
 “People’s belief about their abilities have a profound effect on those
abilities. Ability is not a fixed property; there is a huge variability in
how you perform. People who have a sense of self-efficacy bounce
back from failure; they approach things in terms of how to handle
them rather than worrying about what can go wrong.”
From Self-efficacy: The Exercise of Control, 1996
 FIXED AND GROWTH MINDSET THEORY
BY CAROL DWECK

Who is Carol Dweck?

 Carol S. Dweck is the author of “Mindset: The New Psychology of Success”

 Born on October 17, 1946. Graduated from Bernard College in 1967 and
earned her PhD in Yale University in 1972. She taught in Columbia
University of Illinois, Harvard University and lastly Stanford University where
she taught (Upclosed 2017)
 She is one of the most awarded psychologist today, with her works published
in publication like “The New Yorker,” “Time,” “The New York times,” “The
Washington Post,” and “The Boston” (Mindset 2006-2010)
 Fixed and Growth Mindset
 Dr. Dweck’s Theory of fixed and growth mindset states that there
are two types mindset, based on how people perceived success.
Fixed and Growth
 Growth mindset believes that success is earned through hard
work. People with this mindset, believes that success is based on
people’s hard work, perseverance and have a growth theory of
evidence.
 People who have Fixed mindset believes that success is earned
through one’s innate abilities. That success is based on one's
capabilities and intelligence
 One may not be aware with what mindset he or he has. But it could
be determined through their reaction to failure. Those who have Fixed
Mindset has a clear fear of failure, because they attribute it to their
own lacking. Those who has Growth Mindset see failure as an
opportunity to grow and learn, thus they lack fear from it.

 Fixed and growth mindset could be developed through environment. It

is mostly based on the compliments a person’s circle of companions
give. Those who receives compliments such as, “You’re smart,” Good
job” were likely to develop a Fixed mindset. Those who receives
compliments like, “Good job, you must have worked so hard” you may
develop Growth Mindset
 Dr. Dweck believes that the key to live a life without stress. In an
interview she said:
 “In a fixed mindset, students believe their basic abilities, their
intelligence, their talents are just fixed traits. They have a certain
amount and that’s that, and their goal becomes to look smart all the
time and never to look dumb. In the growth mindset, students
understand their talents and abilities can be developed, through
effort, good teaching and persistence. They don’t necessarily think
everyone’s the same or anyone can be Einstein, but they believe
everyone can get smarter if they work for it.” (Upclosed 2017)
https://www.techtello.com/fixed-mindset-vs-growth-mindset/
 GOAL SETTING THEORY BY
EDWIN A. LOCKE

Who is Edwin A. Locke?

 He is on internationally known Psychologist and Researcher due to
his research in Goal setting
 He was born on January 5, 1938. He is the Dean’s Professor
(Emeritus) of Leadership and Motivation at the Robert H. Smith
School of Business at the University of Maryland, College Park.
 He received his BA from Harvard in 1960 and his PhD in Industrial
Psychology from Cornell University in 1964 (Locke 2017)
 GOAL SETTING THEORY
 Locke devoted almost his entire life in researching about his theory
and more studies were conducted on this theory. He began the study
in the middle of 1960’s and in 1966 he published an article titled
Motivation Through Conscious Goal Setting
 The article was about his 30 years of research of the relationship
between conscious performances goals and performances on work
tasks.
 The content of Goal Setting Theory could be summarized into 14
Categories, or 14 Research Findings
 GOAL ATTRIBUTES
 Goal have internal and external attributes. Internally they
are ideas (desired ends), externally they are referring to
the object or condition sought (a job, a sale, a certain
performance level)
 Qualitatively, the content of the goal is what the person is
seeking. Quantitatively, two attributes of content,
difficulty and specificity have been studied (Locke 2017)
 14 RESEARCH FINDINGS

 A research made my Locke (2017) under the article “Motivation

Through Conscious Goal Setting.” The research has the
following findings.
1. The more difficult the goal, the greater the achievement.
2. The more specific or explicit the goal, the more precisely
performance is regulated.
3. The goals that are both specific and difficult led to the highest
performance
4. Commitment to goals is most critical when goals are specific
and difficult
5. High commitment to goals is attained when:
a. The individual is convinced that the goal is important
b. The individual is convinced that the goal is attainable (or that, at least,
progress can be made toward it.)
 Self efficacy refers to task-specific confidence that is a key component
of Bandura’s (1986) Social Cognitive Theory
6. In addition to having effect on performance, self efficacy influences
a. The difficulty level of the goal chosen or accepted
b. Commitment to goals
c. The response to negative feedback or failure
d. The choice of the task strategies
7. Goal setting is most effective when there is feedback that shows
progress in relation to goal
8. Goal Setting (along with self efficacy) mediates the effect of
knowledge of past performance on subsequent performance.
9. Goals affect performance by affecting the direction of action, the
degree of effort exerted, and the persistence of action over time.
10. Goal stimulate planning in general. The more difficult the goal, the
more planning is utilized. Most of the time, the quality of plan is higher
when the goal is specific
11. When people strive for goals on complex tasks, they are least
effective in discovering suitable task strategies if:
a. The have no prior training or experience on the task
b. There is a high pressure to perform well
c. There is a high time pressure (to perform well immediately)
12. Goals (including Goal Commitment) in combination with self efficacy,
mediate or partially mediate the effects of several traits and incentives on
performance.
13. Goal-setting and goal-related mechanism can be trained and/or
adopted in the absence of training for the purpose of self-regulation.
14. Goal serve as standards of self-satisfaction with harder goals
demanding higher accomplishments in order to attain self-satisfaction
than easy goals. Goals increase anxiety if used to punish but enhance
task interest if used for motivation.
 Group 7: Setting Life’s Goals

Members
Ma. Cristina O. Talde
James Kenneth M. Redoblado
Carl Dave Sus
Alexander Zahf Tanji