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Mental toughness is a measure of individual psychological resilience and confidence that may predict success in sport, education, and in the workplace. [1] The concept emerged in the context of sports training and sports psychology, as one of a set of attributes that allow a person to become a better athlete and able to cope with difficult training and difficult competitive situations and ...
Self-estrangement in workers manifests in feelings of working just for a salary, doing one's job just to get it out of the way, or doing work to please others. [4] Although self-estrangement is a small factor, it still contributes to alienation, which contributes strongly to burnout at work.
They aim to understand human motivation in the context of organizations and investigate its role in work and work-related activities including human resource management, employee selection, training, and managerial practices. [149] Motivation plays a key role in the workplace on various levels.
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. [ 1 ] While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors ...
Larry Barker and Gordon Wiseman define it as "the creating, functioning, and evaluating of symbolic processes which operate primarily within oneself". [4] [5] [6] Its most typical forms are self-talk and inner dialogue. For example, when an employee decides to leave work early, they may engage in an inner dialogue by mentally going through ...
Among other things, personal development may include the following activities: [3] [4] [5] Social entrepreneurship or civic engagement; Participating in festivals, conferences, or conventions; Improving self-awareness; Improving self-knowledge; Improving skills and/or learning new ones; Building or renewing identity/self-esteem; Developing ...
Studies have shown that similar attributions are made in various situations, such as the workplace, [4] interpersonal relationships, [5] sports, [6] and consumer decisions. [7] Both motivational processes (i.e. self-enhancement, self-presentation) and cognitive processes (i.e. locus of control, self-esteem) influence the self-serving bias. [8]
Blaming oneself does not necessarily exclude acknowledgement of the power of other individuals and chance. In this way, self-blame seems less likely to result in perceived control; even when an individual self-attributes causal responsibility, they may yet believe that other factors could interfere with their control.