Discussion 1

Bias influences employee behavior by creating emotions that make them feel angry and sad at work. They're likely to express sarcasm on a regular basis, and they're more than likely to not feel proud to work for the organization. Employee disengagement can costs corporations billions per year due to lack of productivity (Hewlett and Rashid, 2017).

In addition, employees at large companies who report bias are most likely to say that they regularly feel alienated at work. Employees at large companies who perceive bias are more likely to have looked for another job while at work in the past six months, and say they intend to leave their current company within a year.

Self-Efficacy influences employee behavior by creating an environment that promotes a healthy self-efficacy among workers which also increases their involvement with the work.

An effective way to build realistic, positive self-efficacy is by experiencing successes that build confidence in the ability to perform. Rewards and constructive feedback are ways to encourage self-confidence in employees. Allowing employees to work on tasks at which they excel as well as offering opportunities to try new tasks encourages a balance of success through personal and professional growth (Petersen, 2015).

Another way to increase self-efficacy in the workplace is to create learning opportunities that allow workers to model behavior. By watching others with experience performing a task, an individual learns the steps involved and is able to repeat those behaviors. Mentoring also takes advantage of the many benefits that social interaction brings to learning.

Self-Control influences employee behavior by enabling an employee to feel more productive when doing daily routine regardless of the working environment.

For employees it's highly important to develop self-management skills and abilities because higher productivity paves the way for career promotion and professional advancement. In any way, both the employer and the employee will benefit from developing abilities and skills for self-management (Linman, 2011). Disciplined employees are liked and appreciated by not only their superiors but also other fellow workers.

Such employees climb the success ladder quickly as compared to individuals who come to work with no enthusiasm just for the sake of it. The lack of self-control in the workplace spoils the entire work culture eventually leading to less or no productivity.

Discussion 2

Self-efficacy is the evaluation of a person's ability to execute a specific behavioral pattern and forms a central role in the governing of the employee's motivation and performance.

The self-efficacy also determines the efforts one will put into particular activities as well, as for how long they will persist to achieve the desired outcomes.

The four main elements of self-efficacy, the accomplishments, vicarious experiences, social persuasions, as well as the emotional and psychological state of the employees are crucial in informing how employees will behave.

Observing other people successful change the behavior and accomplish specific task offer motivation to the employee (Donaldson-Feilder& Bond, 2004). The social persuasion, emotional and psychological state drives an employee towards a particular set of behavior.

Biases are significant hindrances to accepting an individual behavior. Every employee has a set of unconscious biases that distort how the employee arrives at their decisions. They also assist in forming an opinion about a particular way of behavior.

To redirect the inclinations into a specific practice, it is essential that every person understands their own biases and be on the lookout when making decisions.

The awareness of the personal preferences will assist the employees to create a more informed decision concerning the proposed behavior (Donaldson-Feilder& Bond, 2004). Remaining objective towards the action will help the employee towards the acceptable behavior in the organization.

Self-control is the ability of an employee to have control and authority over their own set of behaviors, biases and other aspects that influence their behavior. An employee's self-control dictates how they will react to external influence in the organization (Winston, 2016).

An employee who has high levels of self-control can control how they respond to a situation and other people's behavior. Weak self-control makes an employee readily react and unable to embrace other people's point of view.