The result is what well-known Harvard professor Howard Gardner called "one of the most important initiatives in psychology of the past half century," the 816-pageCharacter Strengths and Virtues: A Handbook and Classification. Through their research Peterson and Seligman discovered that personal strengths and virtues were more universal than they - or their colleagues - expected. One result was their list of two dozen character strengths, grouped within six broad areas of virtue. The Criteria What qualifies as a personal character strength, and how do you know if one is really yours? The researchers discuss many aspects of their methods and those of scientific psychology in the past.
(http://importanceofphilosophy.com/Metaphysics_Identity.html) The work of early psychologists towards the end of the first half of the 20th century was largely based on this Aristotelian perspective (Erickson, 1950) and invoked questions such as; does an individual possess more than one identity? And is identity personal or social? (Phoenix, 2007) This paper will summarise two major approaches to identity, namely, the psychosocial theory of identity and Social Identity Theory, respectively. Then it will examine how each has been used to further our understanding of this concept. Finally, it concludes that while both theories have aided our understanding of identity as a psychological concept, neither theory provides a comprehensive account.
In this review of the Three Psychotherapies that were implemented in the Gloria Tapes it is apparent how different the three approaches are even though they are all considered psychotherapy. The three therapies used on these tapes were the client centered approach by Carl Rogers, rational emotive theory by Albert Ellis and the Gestalt theory by Fritz Perls. In this review the three approaches will be examined to analyze the different therapies and interviewing techniques. In looking at the first approach Carl Rogers uses client centered therapy. Rogers’ approach seemed to me to be the most client friendly technique.
Results Scatter graphs showed that a higher internal locus of control was negatively correlated with professional life stress scores. Analysis of the results found this correlation to be significant. The scatter graph for the short stress test results and the professional life stress scores showed a positive correlation which was also found to be significant. Conclusion Results suggest that a higher internal locus of control is beneficial in preventing stress and that people with an internal locus of control have an advantage in avoiding stress over people with an external locus of control. Introduction Stress is defined as, ‘mental, emotional, or physical strain caused by anxiety or overwork’.
People with this score tend to approach problems in a methodical manner that maximizes their chances for success. Perfectionistic Style The high score received in this style underscores a significant constraint to personal ad professional development. A high perfectionistic style score means that people tend to have trouble doing their best, even when something positively challenges
Introduction: For decades, people have taken great interest in leadership. Survey results showed that leadership is the most important topic in organizational behavior study (Rahim, 1981). Over 100 leadership definitions have been defined (Rost, 1991) and many studies and research on leadership style have been developed since early trait theory was published. However, no strong, consistent relationships between leader behaviors and employee work performance has ever been found (Howell et al., 1990). In my opinion, I think that leadership style does have an impact on subordinates’ performance.
“Emotion refers to a feeling state (including physiological responses and cognitions) that conveys information about relationships. For example, happiness is a feeling state that also conveys information about relationships -- typically, that one would like to join with others. Similarly, fear is a feeling state that corresponds to a relationship -- the urge to flee others” (Mayer). Examples of Cognitive Intelligence are: perceiving, understanding, and managing emotions All of these are important because they are in our part of the neocortex, helps with vision, hearing, touch, and the sense of balance, movement and emotional responses (Teachology,2010). Both Emotional Intelligence and Cognitive Intelligence go hand-in-hand with each other and without these a person cannot be successful in both areas.
And almost everyone knows that being in constant pressure and stress can only lead to not so good consequences like poor performance in class or getting sick. But despite all the negative effects pressure entails, it can still be beneficial and advantageous. Though it may be quite unbelievable, pressure can actually affect a person positively. One great effect of pressure is that it heightens efficiency. Many students claim that they work better under pressure.
Schutz said that in each of the three areas there would be three types of evident behavior: (1) deficient, (2) excessive and (3) ideal. Using this as the base he identified the following types of outcomes: Inclusion Type • The Under social (Low EI, Low WI) • The Over social (High EI, High WI) • The Social (Moderate EI, Moderate WI)
EQ vs. IQ - emotional intelligence, intelligence quotient Emotional Intelligence and the Heart Take Their Rightful Place Beside IQ and the Brain Compelling evidence recently has surfaced; leading scientists to believe that Einstein's superior intellectual ability may have been related to the region of his brain that supports psychological functions. In other words, according to Newsweek science reporter Steven Levy, "When it comes to appreciating the most famous brain of our century, it ain't the meat - it's the emotion." This new evidence is no surprise to those behind the latest rage in corporate competence - the idea of emotional intelligence (EQ) as a counterpart to intelligence quotient (IQ). Nor is the concept of EQ totally new to successful global communicators, many of whom have refined their emotional and communication competencies to a fine art. What's new is the recent identification of these skills under the singular phrase "emotional intelligence," with an accompanying scientifically based, systematized approach to personal development that's rapidly attracting attention within corporate and organizational settings today.