Impact of Social Cognitive Theory on Individual Conduct of Staff

This essay explores the impact of Social Cognitive Theory on the conduct of staff in organizations. It examines the factors that influence individual behavior and how the theory can be applied to promote positive change and learning. The essay also discusses the role of personal and environmental factors in shaping behavior and the complementary relationship between the two. Overall, the Social Cognitive Theory is seen as a valuable framework for understanding and influencing employee conduct.

SOCIAL
COGNITIVE
THEORY

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Social Cognitive Theory refers to an approach within psychology, according to which an
individual could acquire effective knowledge through appropriately and effectively observing
others. This could be done through experiences, social interactions, as well as influences through
outside media. Basically, the occurrence of learning according to this matter is just reciprocal
and dynamic interaction of an individual, behaviour as well as environment (Godfrey, 2018).
Hence, in regards to this, the essay below is based on this theory and it covers examination of
factors that impact individual conduct of staff. Moreover, it also includes certain factors from
Bandura’s Model to further analyse the impact in a crucial and critical manner.
MAIN BODY
Social Cognitive Theory is one of the most prominent theories which are associated with
learning amongst individuals through social observations and experiences. There have been
various models, theories and processes which have up till now provided different and effective
insight within learning and observations. However, Social Cognitive Theory promotes a rather
appropriate, sequential and detailed approach towards learning and behaviours followed by
individuals at the workplace.
According to this model, observational learning is one of the most imperative ways
through which knowledge could be acquired by individuals. Moreover, it involves certain
interrelated procedures, such as attention, memory, motivation, as well as motor activity
(Bratton, 2015). Before gathering knowledge, the individual observe others through paying
attention. Furthermore, memory becomes an essential element as to perform certain behaviour or
process in a certain way, memory supports the person a lot. Furthermore, motor processes are yet
another crucial determinant which is related to practicing the set of skills or behaviour. Lastly, to
keep up with the consistency, motivation plays a highly effective role.
However, this theory has various factors that have an impact on the individual conduct of
employees at a workplace. A prominent factor is the behaviour interactions which individuals
face that are driven by several essential components. These are personal and environmental. In
context of the former, it could be understood by self efficacy, which refers to the capabilities in a
person to accomplish a set task rather appropriately. As per Bandura however, there are four
sources of this factor, such as social modelling, mastery experiences, social persuasions, as well
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as psychological responses. As per the case study, there are various influential determinants of an
individual and have varied impacts over individuals and their lives. Moreover, along with self
efficacy, the personal factors involve the personal beliefs, cognitive competence, as well as
expectations of the individuals (Bandura and Vasta, 1989).
Within the case however, this could have a negative impact. The reason for the same is
that personal factors alone might be unable to ensure that a certain desirable and appropriate
behaviour that has been required is followed effectively. This is because there would be no
interaction with the outside environment which would only require personal motivation and
desire to act upon and deliver the required behaviour in a proper manner. Moreover, if the same
is elaborated more, the conduct of staff is also linked directly with the kind of genes and
inheritance that particular person is possessing. For instance, if parents of one staff have been
associated with high violence, low patience and anger issues, then there are high chances of the
same being inflicted upon the individual as well, which mean that during change or learning, the
person might show distress and anger of shifting their status quo. In addition to this, sometimes
individuals expect a certain outcome from their learning within an organisation. However, one
also holds this certainty that the expectations might not result in the way they wish. Therefore, if
a person holds false or high expectations towards something, then there are chances that they
might not get to face changes or learning due to expecting desirable outcomes.
Hence, personal factors within the Social Cognitive Theory alone have negative impact
on conduct of staff and motivation of the same towards learning and change and hence, there
must be a link with the environmental factors to ensure that a positive and effective behaviour
could be induced towards change and learning within the organisation.
In context of environmental however, Technology also has a major influence in learning.
For example, with media such as television and internet, people and their behaviour could be
influenced in a variety of manner, which according to Bandura is associated with the perception
of individuals about reality. Furthermore, this also relates with the case study where human
development is showcased as a resultant of the determinants associated with the environment.
As for the conduct of staff, environmental factors, if used in a positive manner could
enhance the positive impact and implications over individuals towards change and learning.
There are a number of examples which could support this analysis. For instance, technology has
been a great factor within the external environment that has been constantly changing and
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evolving due to repeated and effective researches, as well as access to the same within several
industries. Hence, the media could play a crucial role towards driving positivity in behaviour of
the individuals towards the new technologies that have been evidently existing and accessible
within the marketplace (Ng and Lucianetti, 2016).
In addition to this, another example is associated with using the environment to build and
induce better skills and mindset amongst employees. For example, learning could be gained
through educating and training the individuals using a range of new alternatives and
technologies. One such element is Simulation. This method is highly imperative towards
allowing individuals to gain a skill through practice in mock environments. Therefore, the
personal factors, such as expectancies and cognitive competence could be worked up and
transited into positive and effective direction through allowing the individuals to function in an
environment where they could furnish their skills.
Furthermore, as for other environmental factors, individuals and seniors could also be
modelled by individuals to gather knowledge and adapt necessary behaviour. For example, a
subordinate could learn new techniques and methods of working by indulging into social
learning through observations. Additionally, this could also be achieved through communicating
with a range of experts within the field.
Therefore, it could be said that while personal factors alone would be having negative
impact on the conduct of staff within a workplace without necessary and essential motivation,
environmental factors, such as social learning and technology could be very much helpful for
individuals to learn and appropriate change.
However, considering both these factors into account, both of them have a rather complimentary
impact on one another. The reason for such an influence is that in order to get an individual to
learn some skill or behaviour, it takes motivation and support from the outside environmental
factors to ensure better transition towards the same. On the other hand, the external factors also
would be requiring a desirable cognitive mindset, as well as self motivation to reach up to the
desirable level (Rana and Dwivedi, 2015).
As for the social cognitive theory, the same is and could be essentially used to bring
necessary change within an organisation and enhance the scope of organisational learning. The
reason for the same is that the notion on which this theory works is linked with interactions of
personal, environmental and behavioural elements of an individual. Therefore, while this
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association is regular, a person would be motivated towards adapting themselves to change and
learning different better and more desirable elements which are yet again a crucial requirement
of the organisation. Therefore, using this theory, there are several ways through which change
and learning could be influenced within an organisation. For example, they could adopt
workplace rituals, which are essential in context of getting individuals to learn the essential
norms and values followed within the organisation (Erhardt, Martin-Rios and Heckscher, 2016).
This would be done by making the employees interact with the cultural aspects of the
organisation. Moreover, with social interactions through competition and other elements, a
positive and competent behaviour could be facilitated within the organisation, that would allow
individuals to bring up change, as well as learn new aspects in a required manner.
CONCLUSION
Thus, it is concluded from the essay above that Social Cognitive Theory is highly crucial
in order to gaining knowledge, as well as impacting conduct of employees in a variety of
manner. It is necessary to critically evaluate the theory to determine its positive and negative
impacts on this very conduct. Furthermore, personal and environmental factors have a major
influence on individuals through self efficacy and technology respectively. Lastly, the factors
have limited impact on one another due to diverse application and this model is quite effective
for change and learning in an organisation as it helps individuals towards gaining knowledge and
adapting skills and behaviour which are imperative for both these elements.
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REFERENCES
Books and Journals
Bandura, A. and Vasta, R., 1989. Annals of child development. Vol. 6. Six theories of child
development.
Bratton, J., 2015. Introduction to work and organizational behaviour. Macmillan International
Higher Education.
Erhardt, N., Martin-Rios, C. and Heckscher, C., 2016. Am I doing the right thing? Unpacking
workplace rituals as mechanisms for strong organizational culture. International Journal
of Hospitality Management. 59. pp.31-41.
Godfrey, J., 2018. How to use your reading in your essays. Macmillan International Higher
Education.
Ng, T.W. and Lucianetti, L., 2016. Within-individual increases in innovative behavior and
creative, persuasion, and change self-efficacy over time: A social–cognitive theory
perspective. Journal of Applied Psychology. 101(1). p.14.
Rana, N.P. and Dwivedi, Y.K., 2015. Citizen's adoption of an e-government system: Validating
extended social cognitive theory (SCT). Government Information Quarterly. 32(2).
pp.172-181.
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