Linked to the feeling of usefulness, the feeling of effectiveness is directly linked to the need for mastery and the locus of control (LoC).
Effectiveness is an evaluation linked to measurable performance, as well as to a subjective assessment of the quality of one's work. This is why it is a feeling and not a rational representation.
While the feeling of usefulness has a major influence on the sustainability of mobilization, the feeling of effectiveness is an essential driving force in increasing involvement. It enables us to work on what Bandura calls self-efficacy, which we saw in a previous chapter.
This feeling, based on previous similar experiences and a social evaluation of one's abilities, is stimulated by the search for challenges made available by the company.
These challenges need to be sufficiently difficult to be experienced as challenges that enable real progress to be made in one's personal abilities, but also sufficiently affordable so as not to inhibit the participant in the face of a difficulty that seems insurmountable.
As you've probably already seen in the Model, the challenge is at the top of the "team" column. Here's an opportunity to explain why the challenge applies better to the team than to the individual.