Running head: LOCUS OF CONTROL

Work Locus of Control

Institution

Submission Date
 2
LOCUS OF CONTROL
Work Locus of Control

The organisation performance determined by collaboration and contribution of all

company staff. A good relationship between employees and management creates an excellent

working environment to execute duties diligently. The company that I manage embraces both

teamwork and a good relationship which was attributed by the following factors,

Diversity

The organisation through the human resource department hires employees based on

qualification and passion, which promote hiring the best employees. The leadership I offer as

the manager creates an environment which encourages creativity and innovation of employees

based on their interest and capability. My focus always is to encourage employees not to fear

failure but embrace it and try again (Al Doghan, Bhatti & Juhari, 2019). Diversity contributes

much to the success of the company. Managers have an internal locus of control over

diversity. Diversity contributes much to employees’ job satisfaction.

Job Satisfaction

Job satisfaction contributed by both diversity and an excellent working environment.

Satisfaction is described as a pleasurable and positive emotional state where an individual

appreciate job and job experience (Freeman & Rogers, 2019). Job satisfaction raises higher

the internal locus of control of the employees to trust their actions and also increases the

manager's internal locus of control by offering quality services and a pleasant working

environment.

Personality and Perception

 3
LOCUS OF CONTROL
Both nature and the environment contribute the individual personality. Embracing and

respecting employees personalities within an organisation brings unity and creates a diverse

environment. Perception defined as how a person views or respond to a particular

phenomenon. It is always possible to change how employees perceive the working

environment or the manager. All company staff, including the manager, regard a personality

as an external locus of control because outside factors control it. An individual can change

his/ her perception making it an internal locus of control

Motivation and Reward System

Work motivation is a psychological process that targets on creating an impulse giving

an individual the energy and desire to make an effort. Motivation achieved through a reward

system. Motivation influence employees' state of mind to behave and work based on the

manager's needs and the set goals and objectives (Barbuto & Story, 2018). Motivation is the

work of management under the leadership of a manager, and managers always tend to have a

more internal locus of control. Employees have an external locus of control over motivation to

deliver.

Decision-Making Process

The decision making in most organisation is the responsibility of managers and

supervisors. The employees should be included in the decision making process to allow a

smooth implementation of policies and maintain good relationships between employees and

management.

Emotional Intelligence
 4
LOCUS OF CONTROL
It is an important aspect of the work environment to ensure employees and management

is always in good terms. Emotional intelligence is a process of data mining on the reaction

and behaviour of employees towards company objectives and goals. It helps in understanding

the emotions towards each other and the management.

Locus of Control

Locus of control is the idea that people believe in having direct power over outcomes of

events in their lives. The above factors have a relationship with the locus of control. Managers

are always entitled to an internal locus of control on most activities and achievements in an

organisation (Allen, Weeks & Moffitt, 2015). The employees still depend on the manager's

directions, which may succeed or fail; employees are more of external locus of control on

company success or failure.

Result Interpretation

Score Comment

20-25 strong

26-30 Moderate

30 -40 External

Questions
 5
LOCUS OF CONTROL
1.

The results indicated that the internal locus of control of the manager was moderate

(value of 26). I agree with the results because the organisation growth was progressive, and

the goals and objective are yet to be achieved. The management has created a conducive

environment that supports research and innovation to ensure the company grow and adapt to

changes in the market. I appreciate the effort I put towards the success of the company

because of the results now positive and significant. The impacts include a good relationship

with the employees which I developed through involving them in meetings when discussing

goals, objectives and policies of the company. Commitment and passion are what drives the

employees in the day to day activities, although some challenges are still there. The

employees were selected based on loyalty and passion through the human resource

department.

2.

Locus of control is of importance to all managers because if an individual takes the

responsibility on mistakes or failures of a company, he/she can look for better strategies to

improve on the company (Chen, Goddard & Casper, 2014). Locus of control influences

positively on the effectiveness of my management skill. The organisation achieves progress

and growth, knowing that my determination determines success. Understanding the

contribution to a company success ensure good strategies are a developed and competent team

involved in implementation.
 6
LOCUS OF CONTROL
3.

The strong locus of control is ideal in a work setting because the manager believes that

the success of the company depends on his competence and hard work. External locus of

control creates a basis where the responsibility of success or failure is unknown, and sometimes

it is based on luck or the manager's good work. The ideal state gives the manager the whole

mandate to take responsibility of the company and plan comprehensive strategies and build a

good relationship with the competent company employees to implement them (Al Doghan,

Bhatti & Juhari, 2019).

4.

Strong locus of control actualised through embracing good leadership to create impulse

support from employees. The foundation of success depends on the effort and capability of the

employees to implement policies and strategies developed by the manager. The role I should

play as the manager is to promote best motivating techniques to give them energy, direction

and sustain their action. Rewarding employees makes them feel appreciated for their

contribution. I will create a working environment that accommodates all employees to exploit

their potential through creativity and innovation (Barbuto & Story, 2018). I will encourage

employees to embrace teamwork to work synergistically, creating immense progress.

 7
LOCUS OF CONTROL

References

Al Doghan, M., Bhatti, M., & Juhari, A. (2019). Do Psychological Diversity Climate, HRM

Practices and Personality Traits (Big Five) Influence Multicultural Workforce Job

Satisfaction and Performance? Current Scenario, Literature Gap, and Future Research

Directions. SAGE Open, 9(2), 215824401985157. doi: 10.1177/2158244019851578

Allen, D.G., Weeks, K.P. & Moffitt, K.R. (2015). Turnover intentions and voluntary turnover:

The moderating roles of self-monitoring, locus of control, proactive personality, and

risk aversion. Journal of Applied Psychology, 90, 980-990.

Barbuto, J.E. & Story, J.S. (2018). Relations between locus of control and sources of work

motivation amongst government workers. Psychological Reports, 102, 335-338.

Chen, G., Goddard, T.G. & Casper, W.J. (2014). Examination of the relationships among

general and work specific self-evaluations, work-related control beliefs, and job

attitudes. Applied Psychology: An International Review, 53, 349-370.

Freeman, B.R. & Rogers, J. (2019). What workers want. New York: Cornwell University Press.