Which of the following signals that an employee is reaching self-actualization?

Which of the following signals that an employee is reaching self-actualization?

• A. Increased participation in social events
• B. A willingness to take on leadership roles
• C. Higher number of work-related absences
• D. Focused efforts on following instructions

Answer: (B)

The choice indicating a willingness to take on leadership roles signals that an employee is reaching self-actualization because it reflects a stage where an individual seeks personal growth, fulfillment, and understands their potential. In the context of organizational behavior, self-actualization is often associated with individuals who are confident in their abilities and motivated to pursue goals that not only benefit themselves but also contribute to the organization and their peers significantly. When an employee is at this stage, they are likely to feel empowered to lead others, taking initiative and responsibilities that go beyond their basic job functions. This commitment to leadership often involves creativity, vision, and a deep engagement with their work and teammates, indicating that they are working towards realizing their full capabilities. The other options involve behaviors or states that do not reflect this level of personal development. Increased participation in social events may denote social engagement but does not necessarily indicate self-actualization specifically in a work context. Higher work-related absences could indicate disengagement or issues that contradict self-actualization. Focused efforts on following instructions might suggest compliance or adherence to norms, which is different from the proactive and self-driven nature of someone who has achieved self-actualization. Thus, the willingness to take on leadership roles best exemplifies this higher

The choice indicating a willingness to take on leadership roles signals that an employee is reaching self-actualization because it reflects a stage where an individual seeks personal growth, fulfillment, and understands their potential. In the context of organizational behavior, self-actualization is often associated with individuals who are confident in their abilities and motivated to pursue goals that not only benefit themselves but also contribute to the organization and their peers significantly.

When an employee is at this stage, they are likely to feel empowered to lead others, taking initiative and responsibilities that go beyond their basic job functions. This commitment to leadership often involves creativity, vision, and a deep engagement with their work and teammates, indicating that they are working towards realizing their full capabilities.

The other options involve behaviors or states that do not reflect this level of personal development. Increased participation in social events may denote social engagement but does not necessarily indicate self-actualization specifically in a work context. Higher work-related absences could indicate disengagement or issues that contradict self-actualization. Focused efforts on following instructions might suggest compliance or adherence to norms, which is different from the proactive and self-driven nature of someone who has achieved self-actualization. Thus, the willingness to take on leadership roles best exemplifies this higher