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Role Efficacy

This document discusses the concept of role efficacy, which is the psychological factor underlying role effectiveness. Role efficacy depends on the potential effectiveness of the individual, the role, and the organizational climate. It has three main aspects: role making, role centering, and role linking. The more these aspects are present in a role, the higher the role efficacy is likely to be. Role efficacy can be increased by taking a proactive approach to designing one's role, rather than just reacting to others' expectations.

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drarpitabasak
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212 views12 pages

Role Efficacy

This document discusses the concept of role efficacy, which is the psychological factor underlying role effectiveness. Role efficacy depends on the potential effectiveness of the individual, the role, and the organizational climate. It has three main aspects: role making, role centering, and role linking. The more these aspects are present in a role, the higher the role efficacy is likely to be. Role efficacy can be increased by taking a proactive approach to designing one's role, rather than just reacting to others' expectations.

Uploaded by

drarpitabasak
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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ROLE EFFICACY

THE MORE WE MOVE FROM ROLE TAKING TO ROLE


MAKING (TAKING INITIATIVE IN DESIGNING THE ROLE
MORE CREATIVITY TO INTEGRATE VARIOUS
EXPECTATIONS), THE MORE ROLE IS LIKELY TO BE
EFFECTIVE

• EFFECTIVENESS OF ROLE THEREFORE


DEPENDS ON POTENTIAL
EFFECTIVENESS OF INDIVIDUAL, ROLE
AND CLIMATE OF THE ORGANISATION.
• THESE POTENTIAL EFFECTIVENESSES
CAN BE CALLED EFFICACY.
• ROLE EFFICACY CAN THUS BE SEEN AS
THE PSYCHOLOGICAL FACTOR
UNDERLYING ROLE EFFECTIVENESS
DEFINITIONS
EFFICIENCEY - MEASURED BY A COMPARISON OF
OUTPUT WITH INPUT (AS IN
ENERGY, TIME AND MONEY)
- DOING THINGS RIGHT
EFFECTIVENESS : ABILITY TO PRODUCE A DECIDED
DECISIVE OR DESIRED EFFECT
- DOING RIGHT THINGS
EFFICACY : POWER TO PRODUCE AN EFFECT
- SETTING THE RIGHT OBJECTIVES
ROLE EFFICACY HAS THREE MAIN ASPECTS

THE MORE THESE APECTS ARE PRESENT IN A


ROLE, HIGHER THE EFFICACY IS LIKELY TO BE
ROLE EFFICACY

ROLE MAKING ROLE CENTERING ROLE LINKING


ROLE CENTERING
1. CENTRALITY
HOW CENTRAL I AM TO THE ORGANIZATION
2. INFLUENCE
ABILITY TO INFLUENCE AND USE POWER
3. PERSONAL GROWTH
OPPORTUNITY TO GROW & DEVELOP
ROLE MAKING
1. SELF-ROLE INTEGRATION
HOW CLOSELY INTEGRATED ROLE WITH SELF
2. PRO-ACTIVITY
ABILITY TO MAKE INITIATIVE RATHER THAN
RESPONDING
3. CREATIVITY
NEW AND UNCONVENTIONAL WAY OF SOLVING
A PROBLEM
4. CONFRONTATION
ABILITY TO FACE PROBLEMS AND FIND SOLUTIONS
ROLE LINKING
1. INTER ROLE LINKAGE
ABILITY TO LINK ONE’S ROLE WITH OTHERS
2. HELPING RELATIONSHIP
FREE TO SOLICIT AND GIVE HELP
3. SUPER ORDINATION
DISPOSITION TO SERVE LARGER
OFFICE VS ROLE
BASED ON POWER
RELATIONS BASED ON MUTUALITY
• HAS RELATED PRIVILAGES • HAS RELATED OBLIGATION
• IS USUALLY HIERARCHICAL • NON HERARICHICAL
• IS CREATED BY OTHERS • CREATED BY STAKE
• PART OF STRUCTURE HOLDERS
• IS EVALUATIVE • PART OF THE DYNAMICS
• IS STATIC • IS DESCRIPTIVE
• IS DYNAMIC
ROLE IS THE INTEGRATING POINT OF
INDIVIDUAL & ORGANISATION
• ORGANIZATION
OROG STRUCTURE GOALS

ROLE

INDIVIDUAL PERSONALITY NEEDS

INDIVIDUAL ROLE ORGANISATION


ROLE DERIVATION PROCESS
• IDENTIFY THE STAKE HOLDERS
• CLASSIFY THE STAKE HOLDERS
• PRIORITISE THE STAKE HOLDERS
• IDENTIFY THE EXPECTATIONS OF
STAKE HOLDERS
• APPLY CRITERIA FOR ELIMANATION
• GENERATE SELF EXPECTATION
• COLLATE EXPECTATION OF BOTH
• FINALISE ROLE
AN OFFICE BECOMES A ROLE WHEN
IT IS ACTUALLY DEFINED BY THE
EXPECTATION OF STAKE HOLDERS
OR

A ROLE IS NOT DEFINED


WITHOUT THE EXPECTATIONS OF
OTHERS
APPROACHES TO ROLE

• REACTIVE • PROACTIVE
• BASED ON • BASED ON SELF
EXPECTATIONS OF EXPECTATIONS
OTHERS
• ROLE TAKING • ROLE MAKING

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