Since then, many management theorists have been trying to understand what the underlying meanings of human motivation in organisations are. Two significant theorists that had many impacts within business organisations are Abraham Maslow and David McClelland. Both McClelland and Maslow have introduced unique and distinctive models of human motivation, one being ‘Acquired Needs Theory’ proposed by McClelland (Human Motivation Theory – David McClelland n.d.) and ‘Hierarchy Theory of Needs’ proposed by Abraham Maslow (Maslow’s Hierarchy of Needs from Psychology 1987). Both of these theories put forward by Maslow and McClelland can be effective and ineffective in their own respect. David McClelland’s theory was established in 1961(David McClelland's motivational needs theory n.d.).
Employee Resourcing – The Psychological Contract How can we define the psychological contract? Is it the set of mutual obligations/expectations and more often than not aspirations between employer and employee that extend beyond the formal, written contract of employment? This is the general consensus with modern scholars and workers alike, but just how far is this assertion true? The problem is trying to evaluate what the psychological contract actually is and what it stands for in our modern workplace and organisations. It can be somewhat of an enigma, since it is largely a grey area of study.
In addition there are many disciplines that make use of the term culture such as history, sociology, anthropology and archaeology. This makes it challenging for one common definition of the term culture to be known, however common themes within these disciplines can be seen. The notion of a high and low culture then comes under the idea of judgment based on the hierarchy of society, these ideas of high culture and low culture then lead to the discussion of the value of culture (Barker, C 2007, p. 48). The term culture started to be used in critical theory during the time of Karl Marx, him and many theorists influenced by him such as Edward said and Antonio Gramsci, first used their theories to justify the concept of the word culture. These theorists used the term to describe the social formation in their studies of anthropology (Patterson, T, C 2009, p 91).
Influencing Mental Models William Mankowski OI-361 August 14, 2013 Tina Guyette Influencing Mental Models Mental models are essentially images, thoughts, and conclusions formulated while thinking or contemplating. Mental models or mindsets often manifest as a system of beliefs, values, and ethics. Mental models are developed and molded over time – influenced and shaped by biological, psychological, and sociological experiences and factors. People play an enormous role in shaping the mental mindsets of others. Much of what we believe has been shaped by our parents, families, teachers, clergy, and peers etc.
Personality Development Paper University of Phoenix PSYCH 504 Dr. Donna February 04, 2013 Personality Development Paper Introduction There are several features which contribute to the development of the individual's personality. Many of these factors are adequately discussed in theories of personality development. As society continues to develop into a great melting pot, there is an increase need to research other contributing factors to the development of personalities; focus on cultural, gene-environment influence will be discussed in this paper. The studies of twin inheritability of personality, and the contributing factors over a period of time into adulthood will discussed as well. Lastly, the various personality models may be changed to justify for the differences in the personal, societal, and cultural will be discussed.
The emphasis on motivation, social interaction and group dynamics can be largely traced back to Mayo's Hawthorne studies of the 1920's (Fincham & Rhodes, 2005). It is in fact axiomatic now that knowledge of what motivates a worker is essential to sound personnel practice. Following the influential Hawthorne studies many occupational psychologists have developed their own theories on motivation within the work place. This includes Herzberg's 'Two Factor Model' (Herzberg, 1959) based upon the assumption that all individuals possess the same set of needs commonly known as content theory. 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.
Those theories examined behaviors, experiences, emotions, and the cognitive development of an individual (Goodman, 2008). The Exploration of Psychological Concepts and Theory Psychology is old, yet new, as the premodernism, modernism, and postmodernism eras are crucial times within the field of psychology. Psychology is a field of study that focuses on experimentation, the mental processes, and healing as well as the overall behaviors of an individual. Knowing the history of psychology is essential because knowing about the experiences of the past will help individuals understand how the present came to be (Goodman, 2008). Becoming familiar with the past also explains how individuals came to various conclusions about their field of study.
The field of HRM is both an academic theory studied by many and also a business practice which puts these academic theories and concepts into action when managing a workforce. There are many subsidiaries within the field of HRM, one of which is recruitment and selection. Recruitment and selection, although they go synonymously with each other they each perform very different roles within the field of HRM. Bratton and Gold (2007, p 239) differentiate the two terms while establishing a clear link between them in the following way: ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ 2.0 Recruitment Recruitment as a process also has a number of smaller processes or task’s to complete in order to
Humanistic perspective suggests that all individuals naturally strive to grow and develop, and to control their lives and behavior. Neuroscience perspective explores how the human brain and physiology shape and control our behavior. During the 1960s, a new perspective known as cognitive psychology began to take hold. This area of psychology focuses on mental processes such as memory, thinking, problem solving, language and decision-making. Influenced by psychologists such as Jean Piaget and Albert Bandura, this perspective has grown tremendously in recent decades.
Running Header: EVOLUTION OF COGNITIVE PSYCHOLOGY Evolution of Cognitive Psychology University of Phoenix PSYCH 560/Cognitive Psychology Julie Bruno, Psy.D Evolution of Cognitive Psychology Cognitive psychology consists of intense ideas and creative beliefs. From Greek philosophers such as Plato, to the laboratories of functionalists like William James, to the behaviorists like Psychologist John B.Watson and finally to the modern science studied today has enabled many professionals to understand the complexities of the human mind. It is a field joined by many other perspectives to provide a complete picture of how humans think, feel, and process the world. This paper will define cognition, explain the interdisciplinary perspective as it relates to cognitive psychology, describe the emergence of the sub-topic as a discipline, and assess the impact of the decline of behaviorism. Definition of Cognitive Psychology Cognition is a term referring to the mental processes involved in gaining knowledge and comprehension, including thinking, knowing, remembering, judging, and problem solving.