Final answer:
The statement regarding an employee low in self-efficacy is likely false. Low self-efficacy often leads to doubts about one's capabilities, and negative feedback might further diminish confidence rather than encourage effort. Managers should tailor feedback to help build employees' belief in their capabilities for more effective motivation.
Step-by-step explanation:
The statement 'An employee low in self-efficacy is likely to increase their effort when given negative feedback' is likely to be false. Self-efficacy refers to a person’s belief in their ability to succeed in specific situations or accomplish a task. In general, individuals with low self-efficacy tend to doubt their capabilities and may even avoid challenging tasks, expecting negative outcomes. When they receive negative feedback, it may further reduce their confidence rather than inspire them to put forth more effort.
On the other hand, individuals with high self-efficacy see challenging tasks as opportunities to learn and grow. They tend to respond to negative feedback with increased effort because they believe in their ability to improve and succeed. For someone with low self-efficacy, supportive and constructive feedback that helps build their belief in their capabilities may be more effective than negative feedback.
Considering individual differences, it's critical for management to understand how to tailor feedback to each employee's needs. Researchers like Julian Rotter and Albert Bandura have highlighted the importance of beliefs such as self-efficacy and locus of control in shaping behavior. Managers should keep these concepts in mind when delivering performance evaluations to foster a positive work environment and motivate their employees effectively.