The five-factor model of personality is one of the more prominent models that is accepted. This theory incorporates five different traits describing personality. The five-factor theory is among the newest models that has been developed for the description of personality. Robert McCrae and Paul Costa are the two leading psychologist to have brought the five factor model into exsistance. However, their fellow psychologist, Eysenck, Allport, Oddbert, and Cattell had a hand in helping bring about one of the more prominent models.
Does the Five Factor model of personality provide a comprehensive (all-inclusive/ broad) coverage of individual differences? Include in your answer a consideration of the disagreements over the fifth factor. Personality refers to individual differences in characteristic patterns of thinking, feeling and behaving (Larsen & Buss,2010) and the study of personality broadly focuses on two areas; understanding individual differences and understanding how the various parts of a person come together as a whole. Personality traits are characteristic behaviours, thoughts and feelings of an individual that tend to occur across diverse situations and are relatively stable over time (Larsen & Buss,2010). The search for a standard taxonomy, or organising structure of personality traits, has driven personality research for the past decades.
Running head: LEADERSHIP QUALITIES OF EFFECTIVE PRINCIPALS 1 Leadership Qualities of Effective Principals By James Renninger Scranton University LEADERSHIP QUALITIES OF EFFECTIVE PRINCIPALS 2 According to Marzano (2010), “effective principals possess certain character traits, including honesty, fairness, and integrity”(p. 1). When all individuals feel that they will be treated with fairness and given honest answers to their questions, they will be more productive, confident, and happier in the educational process. The Principal must hold themselves to a higher ethical standard than anyone in the educational community. To be effective as a principal subordinates must view the principal with respect and confidence. Many leadership and management experts list characteristics of effective leadership.
This essay compares these three theories and analyze how the perspectives of these learning theories influence human resource development practices in an organization and concludes by finalizing the theory out of these three that is most important at the workplace and benefits the employees. 2. OVERVIEW OF THEORIES 2.1 Self-Efficacy Self-efficacy is one's belief of having the ability to perform a particular task and accomplish desired goals. The feeling of self-efficacy plays important role in achieving the goals. According to Zimmerman, self-efficacy motivates the students and helps them take new challenges in life by consistent learning.
Continuous positive reinforcement is central to promoting desired behaviors. This building block is the initial step in promoting a student's self discipline and is complemented by the next type of modeling, respect in a quantitative manner. Next, the quantitative manner is presented by establishing classroom rules. These rules are collaboration between the teacher and the pupils. It is a way of showing respect to a pupil by saying your offering is valid and will be implemented.
Mentoring High-Risk Kids actually sums up these roles, by simply referring to mentors as role models. Just by observing, your mentees will pick up many things: ethics, values and standards; style, beliefs and attitudes; methods and procedures. They are likely to follow your lead, adapt your approach to their own style, and build confidence through their affiliation with you. As a mentor, you need to be keenly aware of your own behavior...especially when working with high-risk kids. From studies discussed in the book, it’s easy to conclude that high-risk kids are easily impressed and quick to follow in their mentors footsteps.
A further element is the managerial or normative aspect of supervision and this could explained to some extent as maintaining standards.An awareness of the need to keep up with CPD, personal blind spots and prejudices that affect the the way how both trainee and counselor look at themselves which in turn influence how they see others and the way how they work, so the requirement to contiunaly learn about oneself increases knowledge and understanding which is vitaly important for personal development and growth that will enevitbly enhance thier work with clients. Casework supervision plays an important role as it provides support for the student or practising counselor.They have an
Assessment 3 – Projects A good role model is a person others look up to and admire. They display certain qualities and behaviours to emulate, to learn from and to pass onto others. Qualities of a good role model in the workplace is respect of others, dedication to their job; illustrated by their hard work and achievements, listening to people without judgement, providing credit to others where it is due, provides a positive and encouraging work environment, uses logical and rational thought when decision making and allows others to provide their viewpoint. To be a good role model in the workplace to the employees I manage I can firstly adopt the attitude of leading by example; by doing this I will gain respect I require from my employees. Secondly, I need to be aware of my behaviour and its impact on others.
This achievement helped me when I sat on the school wide discipline committee to come up with procedures and protocols for the school. Many of my ideas were used and thus led to a significant decrease in office referrals by teachers. Another area of strength is my ability to respect and value differing viewpoints. Based on GCU’s Doctoral Dispositions, “a doctoral learner
They, too, can be reflective learners; it has been stated that "Among the best things that you can accomplish in your work is to help children become more reflective themselves, more like fearless truth seekers, constructive risk takers, and inquiring thinkers"(Kottler, Zehm & Kottler, 2005, p. 136). A reflective teacher is the one who, by time, becomes highly professional in addressing his or her students' needs intuitively and efficiently. Reflection also supports what Deborah Meier (1995) calls the power to care. It emphasizes the positive attitude and leads the teacher to recognize clearly all what is needed for the good of students. On the other hand, keeping ongoing reflection avoids the teacher from being rusted-out and makes him/her up-to-dated with the learners' urgent needs to pursue a successful school life.