(2000) and Bonnano (2001: 69). Evaluation of information is added to the list by Goldstein & Blackman (1978), Messick (1984) and Riding and Rayner (1998). Ackerman (1994) sees cognitive style as manifesting itself in the “…..construction of personal expressions and cultural artefacts through alternative approaches to problem-solving, decision- making and the communication of ideas.” Saracho (1989, 1997) also stresses the processing role of cognitive style arguing that since student’s process different kinds of information, their cognitive styles influence how they employ various types of information. In contrast, Driver (2000) sees cognitive style as concerning the way we organize information and adds that our cognitive styles may conflict with information processing preferences in that we may, ourselves, question why we always go about something in a way we know not to be the best in a particular context. Wallach & Kogan (1965) view cognitive styles as adaptive control mechanisms of the ego that mediate needs and the external environment.
PSY 223 Assignment 1 Theories Four major theories of human development are described, compared, and evaluated in Chapter 1. These are the psychoanalytic theories of Freud and Erikson; the behaviorism of Pavlov and Skinner and the social learning theory of Bandura; Piaget’s cognitive theory; and systems theories, including Bronfenbrenner’s ecological-systems approach and the dynamic-systems theory. Although each theories is too restricted to account solely for the tremendous diversity in human development, each has made an important contribution to developmental psychology. To help clarify your understanding of the major developmental theories, this exercise asks you to focus on the similar, contradictory, and complementary aspects of the five theories. · Which of the major developmental theories are stage theories?
Another possible disadvantage is the recruiter has no idea or feel for the company and its culture. By doing the hiring yourself, it has implications of providing better quality employees that fit the company’s ideal employee profile. It will be easier to screen candidates since you know the strengths you would like an employee to possess. This will help preserve
Influencing Factors The art of management is to get a diverse group of individuals to use their intelligence, skills and abilities to achieve organizational goals. That is a polite way of saying the job of management is to control the actions of others for the purpose of achieving another’s objectives. The problem is people do not like to be controlled or oppressed. Nobody seems to like a dictator. The most effective leaders seem to possess the ability to persuade others to cooperate and collaborate rather than dictate behavior.
Comparison and contrast essay: William Sheldon’s Type and Personality Assessment and Myers-Briggs Typology Index. Have you ever asked yourself why people act in one way and others in different ways? As we already know, people have different physical and psychological aspects and these traits influences their way of life. These aspects have been studied and classified by some scientists and we are going to focus on and compare two theories: William Sheldon’s and Myers-Briggs. The first theory, William Sheldon’s, who is an American psychologist, proposes that body types are related to personality characteristics.
Running Head: SOURCES OF MOTIVATION PAPER Sources of Motivation Paper PSY 355 date University of Phoenix Sources of Motivation Paper When defining motivation, there are several definitions. Every person may have their own meaning of what motivation means to them. Motivation can be described as a trait that one needs in order to achieve something in life. There are many things that prompt individuals to behave in certain ways. There are also many different theories that revolve around how and why a person is motivated to behave in such ways.
Operant Conditioning PSY/390 Operant Conditioning Psychology has always focused in human's behavior and learning patterns. Over the years, many psychologists have come up with many theories as to why people have different reactions to any situations. Through studies' psychologists realized that there are different kinds of learning methods that describe changes in behavior resulting from experience referred to as conditioning (Olson & Hergenhahn, 2013). Conditioning is used to describe the actual strategy used to determine a desired action. Conditioning is structure of many parts, some of the most important ones been operant conditioning, positive and negative reinforcement, and reinforcement schedule.
Plus Vroom's 'Concept of Valence, Instrumentality and Expectancy' (Vroom, 1964) based upon process theory which emphasises the role of the individuals cognitive processes in determining his/her level of motivation. Herzberg's and Vroom's theories do share similarities such as the agreed acceptance of the concept of self-actualisation and a shared agreement upon the best method of data capture. However, in contrast deep divides appear upon issues such as wage based incentives and supervision. One area of contrasting opinions which is quite apparent within both theories is the views associated with wage based incentives in the work place. Vroom's position on the issue is that it is impossible to perform the really crucial experiment on the role of financial remuneration in the motivation to work (Vroom, 1964).
Compare and contrast two models of human motivation drawing out their implications for their effectiveness in managing people at work. Human motivation is a driving force humans utilise to achieve goals. Abraham Maslow and David McClelland are two theorists who have created different models to outline human motivation and their initial impact on individuals in the workforce. When considering the foundations of motivation, it can also be defined as a person’s perspective on what they consider to be motivation (‘New World Encyclopaedia McClelland, David’ n.d.). Since then, many management theorists have been trying to understand what the underlying meanings of human motivation in organisations are.
Examples of each are given as well as being compared and contrasted. Functionalist theory was first posited by Daniel Katz in “The Functional Approach to the Study of Attitudes”. Katz (1960) takes the view that attitudes are determined by the functions they serve. People hold given attitudes because these attitudes help them achieve their basic goals. The components/functions that have been posited by this theory are instrumental, knowledge, value-expressive, and ego-defensive.