Distinguish between self-esteem and self-efficacy and how is someone you know with self-efficacy, relative to a specified task,

"programming themselves for failure"? What could be done to help that individual develop high self-efficacy? Explain the social learning model of self-management and compare and contrast high and low self-monitoring individuals and describe the resulting behaviors each may have.

The difference between self-esteem and self-efficacy is that self-esteem is how one feels about oneself while self-efficacy is how well one feels about being able to complete a task. Selfesteem is defined as, a belief about ones own self-worth based on an overall self-evaluation (Kinicki and Kreitner, pg 117). On the other hand self-efficacy is defined as, a persons belief about his or her chances of successfully accomplishing a specific task (Kinicki and Kreitner, pg 118). My trainer is a prime example of someone with self-efficacy. He tries to take on several big tasks at once because he thinks he can tackle them all at one time. I have tried that before and believe me it does not work. One particular example is he has to train a lot of people or many different subjects. On top of training there are other various training improvement tasks along with training development and improvement of the safety program. On top of these things he occasionally has to go to the production floor to act as a supervisor to fill in when supervisors take off work for an extended period of time. The problem with this is, is that he starts to fall behind in the job he was hired for which is the training. He gets in his head that he can do it all, but what really happens is that he loses focus on his most important task which is training. I am constantly trying to get him to see that he cannot be a supervisor and a trainer at the same time. His training is priority because there are so many people that he as to train plus file paper work. Some of the things that I have had to do is coach which in Kinicki and Kreitner (2009) describe as a person, with low-self efficacy and employees victimized by learned helplessness need lots of constructive pointers and positive feedback (Kinicki and Kreitner, pg 121). I have had to manage him closely as he had never been in this type of self motivating position before. Now he was in the military at one point. It does not show because of the strict self discipline and self motivation that the military has in my opinion; he does not seem to have this. I feel like I have to hold his hand while he does a task so that I know it gets done the way that it needs to get done. Self monitoring is, the extent to which a person observes his or her own self-expressive behavior and adapts it to the demands of the situation (Kinikci and Kreitner, pg 121). Individuals with high self monitoring understand a situation and the importance there is that the situation that person is in while a low self monitoring person is not aware of the importance that a person may be in with a situation that they are in at the time. Kinicki, A., & Kreitner, R. (1999). Organizational behavior: key concepts, skills, and best practices. United States of America, The McGraw-Hill Companies Inc.