Theories

The social integration theory takes a look in to how relationships go from very basic and shallow to intimate strong relationships. I can relate to this theory in both my personal and professional life. In my current relationship with my wife we were at a point where our relationship was very shallow and TLD really mean anything. We hung out with each other and had fun with other but nothing was serious about It at all. As time went on and we learned more about each other we also grew to Like each other and wanted to spend more time with each other.

The relationship was leaving he basic shallow phase to a more intimate phase. We began to spend time with each other exclusively without the company of others. This allowed out relationship to grow even deeper and more intimate. As we began to see each other exclusively we started to see our relationship grow and decided to make it official by getting married after three years of dating each other. I feel this theory played out well in my relationship with my wife and if very close of the description of the theory.

In all relationships there is always room from improvement whether it is small improvements or large Improvements. There are ways In which I and in some cases where my wife feel as If some portions of the relationship moved forward without full use of the social penetration theory. The relationship continued to move towards Intimate levels without the really getting to know each other any better and some things we should have known about each other before marriage. In the future I will continue to get to know my wife the best way I know how to as we grow in our relationship together.

On the other side I started a job with a company and had no intentions of staying with the company because it wasn’t providing anything I needs as far as my goals for my career. As I worked the Job and continued to look for employment that was closer to my career goals. I purposely chose not to get to know my coworkers and did just the minimum of work Just to get by until I could find something better. As time went on I began to get to know my coworkers a little better and found out that they had interesting thing to say and I was able to learn a lot from them.

A lot of my co workers are Hipic and I am able to learn a lot about the efferent cultures and ways of life. I also have learned that the Job does have benefits that It can offer me by offering me bonuses based on our performance on the job that is relatively easy. Know I have a good relationship with my co workers The relationship with my Job could have been more effective is I would have went in to the Job with the intentions if doing my best and I would have been able to reap the benefits of the bonus early on and probably would have earned a higher position a lot earlier.

I also would have gone in to the Job with a better attitude towards getting to know my coworkers. This could have built better relationships with my coworkers and could have met some really good friends. The social penetration theory is very alive in my personal and professional life. With the Communication Privacy Management theory, it focuses on when and how people choose to reveal personal and private information about themselves to others. This theory is one that a of people use in their daily lives when meeting new people.

I also use this theory as well when inviting someone new into my life or with someone I may already know deciding whether to trust them with additional information about myself. Whenever we meet someone new we may either be eager to get to know them or sometimes may be a little cautious about the person and want to take things slow and build up trust towards them. When we are eager to get to know someone we may reveal more about ourselves a lot quicker than we would in a normal situation.

When we are more cautious we want to reveal as little about ourselves as possible in an effort to protect ourselves from someone we do not know. This is more common among people who may have been hurt or scared by someone they revealed information to too quickly. As we get to know the person more and more we tend to let them closer and trust them a little more which can result in offering them more information about ourselves. There are situations where we offer information to people we may not want to or people we do not know.

This is often done when being questions for something such as a Job or by police. But for the most part people hold back their personal information until they feel more conformable offering it up to others. This theory also can relate to my currently employer as well. As mentioned with the revises theory I started this Job Just as filler and had no intentions of staying there because it didn’t meet my career goals. I planned on keeping this information to myself and when I found a Job to meet my needs I would Just quit and start the new job with a career in mind.

As I worked the Job more and more I was able to learn about other employees planning to leave the Job for another Job for several other reasons. At first I still didn’t want to reveal my intentions to others because I didn’t word spreading that I wanted to leave because the Job didn’t have a lot of employees ND would be a process to replace me. I also was worried about them knowing and getting the process started in replacing me and get fired from the Job before I can find another. One day I was having a bad day because of a disagreement with my wife before work.

When I went in to work I had a one on one with my manager who I began to feel more and more comfortable with. In this one on one she asked me what my plans were as far as growing with the company. I revealed to her that I had no plans and I was actually currently looking for employment with other companies that were more closely related to my career goals. I could have done this better by introducing the information about my desire to find employment with a company that was more catered to my career goals and possibly see if there is a position that he current company offers to allow me to grow to the position.

Organizational Culture companies that hire new people they introduce them to the culture of the company in an effort to show them how things are done and who is important to the company and why. Companies also would like to show them how and why they do things within the company. All of this is true for the company I currently work for. Most line level employees can agree that they are told they are the most important people in the company and they are the meat and potatoes and are the ones that keep the company going.

When these employees look at their paychecks they do not see how they are so important. Companies tend to use motivational talk to encourage employees to do their best rather than increase pay. They feel that if they make them feel important then they will try their best and be on board with the company core values and culture. In reality people who hold these positions have a completely efferent view as to how to feel important.

At my current Job the same story I told to us stating that we are the most important people in the company but we are the lowest paid and most worked with greater expectations. In this situation a lot of employees feel used and feel as if they are being taken advantage of because they are told one thing but in reality thing are different. This creates a culture of employees that do not feel the same as the companies think they do or would like them to feel. This creates a culture inside of the culture that the company created which is in a way a culture of the employees.

This is evident with a lot of companies now that have employees demanding better pay for the work that they do working for companies that may billions of dollars in months but pay their employees minimum wages. With all companies there will always be cultures inside of the company culture whether it is from values to religion or race; there will always be something to create smaller groups of people with similar goals, views, and values. In conclusion, the theories of communication offer us a deeper looking to the inner workings of immunization.

With the inside look in to communication we have a better opportunities to communicate with those in our personal lives as well as with those in our professional lives. In all that can make us at all around better person to those we have relationships with as they grow and become more intimate relationships whether it is romantic or platonic. We also learn how we can choose to communicate certain nothings and choose when the best time is and place to do so bases on our feelings. Finally we can see how communication can affect organizations and cultures.

Running head: EXPECTANCY THEORY OF MOTIVATION Expectancy Theory of Motivation Expectancy Theory of Motivation Companies need to understand the practice of motivation for them to achieve full output from its employees which will lead to full output from the company. The expectancy theory of motivation proposed by Victor Vroom will help companies to understand how to achieve this motivation level. The theory of motivation states that employee’s motivation is the outcome of how much of individual wants a reward. The theory revolves around three distinct perceptions.

The first component of the theory is the Effort-performance relationship. The provability perceived by the individual that exerting a given amount of effort will lead to performance (Robbins & Judge, 2007, p. 208). The second component of this theory is Performance-reward relationship. The degree to which the individual believes that performing at a particular level will lead to the attainment of a desire outcome (Robbins & Judge, 2007, p. 208). The third component of this theory is Rewards-personal goals relationship.

The degree to which organizational rewards satisfy an individual’s personal goals or needs and the attractiveness of those potential rewards for the individual (Robbins & Judge, 2007, p. 208). The Expectancy Theory of Motivation had to very important beliefs that help complete the above model. The first belief is that Effort-to-performance expectancy is the individual’s awareness that effort will lead to above performance. The person will determine if the performance expected of them can be reached by an amount of effort within their ability.

If this person feels they can’t achieve this performance level within their abilities then the outcome to meet the goals will be low. This will cause the person motivation effort to be low. If the person feels that the performance level that is required of them is in reach of their abilities then they are likely put the extra effort in and be motivated. The second belief links performance to outcome through instrumentality. This is where a person is motivated when that person feels the performance is explicit and equal instrument to fulfill their personal outcome. Therefore a erson will be motivated if the person believes that meeting the performance of organization will bring their desired outcome. The other problem arises if the person does not feel their desired outcome will not be achieved then they may not put in any or very little effort to meet the performance of the organization and will they will not be motivated in the first place. The company management must set goals that can be attainable for the person to be motivated and succeed and benefit the person outcome. This can be achieved through a promotion, bonuses, and praise.

The company from the given scenario has set the goal to produce goods of extra quality and the company is expecting employees’ level to be very high. Few of the employees have been able to handle these new processes. Then we have learned that the expectancy relationship has been fulfilled and is working. The problem with the given scenario must line somewhere within the instrumentality relationship. The given scenario shows there is no salary difference between the workers who are good performers and the workers who are the bad performers.

One other point is that the bad performers bring penalties in their salary. The level of bonus that is offered for meeting the goal of the company is not high enough with the required effort according to the employees. Last thing about the scenario the amount of pay given for overtime is higher than the bonus given for performance and still overtime is created by because of the slow performance. The employees understand it is better to work slow and see better instrumentality then through fast work. Looking at the given scenario there has to be some items have to be addressed.

One item that needs to be addressed is the slow work with some of the employees must have strict salary penalties. The next item to be addressed is that with better performance the bonus levels need to be compensated higher. This will make the employees that are capable running processes put in place by the company put in more effort to reach the performance desired as they will desire the new bonus. The employees that are not capable will put more of an effort and be motivated to reach the same desired higher bonus and not see a penalty in salary.

The last item to be addressed is management should reorganize the operations so that the bonus pay is higher than the overtime work performed this way employees will not see the benefit of working the overtime as the performance bonus will be more desirable. We have shown the key features of the expectancy theory that was proposed by Victor Vroom which illustrated a scenario which we implemented corrective intervention to boost the efforts of employees. Reference Robbins, S. P. , ; Judge, T. A. (2007). Motivation Concepts. In (Ed. ), Organizational Behavior (pp. 208-214). Upper Saddle River, New Jersey: Pearson Prentice Hall.

Theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. An organizational / leadership / decision making style that is effective in some situations, may be not successful in other situations. In other words: The optimal organization / leadership / decision-making style depends upon various internal and external constraints (factors). Contingency Theory factors Some examples of such constraints (factors) include:

• The size of the organization.
• How the firm adapts itself to its environment.
• Differences among resources and operations activities.
• Assumptions of managers about employees.
• Strategies.
• Technologies being used.

Contingency Theory on the organization

1. There is no universal way or one best way to manage an organization.
2. The design of an organization and its subsystems must ‘fit’ with the environment.
3. Effective organizations not only have a proper ‘fit’ with the environment, but also between its subsystems.

Contingency Theory of leadership

In the Contingency Theory of leadership, the success of the leader is a function of various factors in the form of subordinate, task, and/or group variables.

The effectiveness of a given pattern of leader behavior is contingent upon the demands imposed by the situation. These theories stress using different styles of leadership appropriate to the needs created by different organizational situations. Some of these theories are:

• Contingency Theory (Fiedler): Fiedler’s theory is the earliest and most extensively researched. Fiedler’s approach departs from trait and behavioral models by asserting that group performance is contingent on the leader’s psychological orientation and on three contextual variables: group atmosphere, task structure, and leader’s power position. This theory explains that group performance is a result of interaction of two factors. These factors are known as leadership style and situational favorableness. In Fiedler’s model, leadership effectiveness is the result of interaction between the style of the leader and the characteristics of the environment in which the leader works.
• Situational Theory (Hersey & Blanchard). This theory is an extension of Blake and Mouton’s Managerial Grid Model, and Reddin’s 3-D management style theory. This model expanded the notion of relationship and task dimensions to leadership, and a readiness dimension was added. Leadership Pipeline (Drotter) Contingency Theory for dicision making Vroom and Yetton’s Decision Participation Contingency Theory or the Normative Decision Theory:

According to this model, the effectiveness of a decision procedure depends upon a number of aspects of the situation:

• The importance of the decision quality and acceptance.
• The amount of relevant information possessed by the leader and subordinates.

The likelihood that subordinates will accept an autocratic decision, or the likelihood that subordinates will cooperate to make a good decision if they may participate. The amount of disagreement among subordinates with respect to their alternatives.

Contingency Theory& situational theory

Contingency Theory is similar to situational theory in that there is an assumption of no simple way that is always right. The main difference is that situational theory focuses more on the behaviors which the leader should use. Given situational factors (often about follower behavior). Whereas Contingency Theory takes a broader view, which includes contingent factors about leader capability, but also includes other variables within the situation

When they see a person carrying a bottle of beer and the soft toy, they will Immediately apprehend IM without any questions asked. Back In the police station, the policemen would be enjoying the beer, which they had confiscated, while the Innocent customers would be miserably locked up In the cell. Similarly, this commercial Is supposedly targeted at adults, those who are above 8 years of age, since they are allowed to drink. However, everyone is again allowed to view the commercial for humor purposes.

Our group will also be doing comparisons of the two beer commercials in terms of the psychological theories used and other dissimilarities worth mentioning. 2) Theory Reviews 2. ) Learning Theory There are basically three theories to learning, I) Classical conditioning II) Operant conditioning Ill) Observational learning Classical controlling Is the type of controlling that makes use of a stimulus that, before controlling, does not naturally bring about the response of Interest and a stimulus that brings about interest without having being learned.

A good example loving it” makes it a top choice fast-food outlet that most people will patronize. The slogan in this case plays the role of a natural stimulus whereas Macdonald fast-food outlet is the unconditioned stimulus. Upon hearing the “I’m loving it” slogan, the sign of Macdonald fast-food outlet will appear unknowingly to our mind. Operant conditioning is a type of conditioning, which a voluntary response is strengthened or weakened, depending on its favorable or unfavorable consequences. An example will be that of a Wall’s ice-cream advertisement.

With attractive offers like, buy 3 for the price of 2 or even free gifts being given away for each tub of ice- cream brought. Observational learning is learning through observing the behavior of another person called a model. A good example will be that of a coca cola drink advertisement. In most of the coca cola drink advertisement, there will be people drinking the coca cola drink itself and they will reveal a very refreshing and cooling expression when they finish drinking a drink and by seeing that after drinking that can of coca cola drink, it will bring about a refreshing and cooling sensation to a person.

Out of these three learning theories, only the classical conditioning and the observational learning are being applied to the beer commercials. This commercial uses the Classical Conditioning theory. Most people would not normally associate beer with singing. But after being exposed to the commercial for mom time, a person would actually remembers the Heinlein beer commercial, and hopefully proceed to buy the beer. When a person watches the commercial for the first time, he/she will acquire the impression that the singing has nothing to do with the beer.

However, the tastiness, “It seems some people didn’t take the last Heinlein commercial seriously. ” And “Remember, buy Heinlein or we’ll keep running these commercials,” actually reveals the whole intention of the commercial. So eventually, they will associate the beer with the horrible singing. Scrabbles This commercial uses the Observational Learning. Firstly, when the customer buy the beer and gets a free toy, a person may also follow suit. The idea of an incentive or free-gift’ appeals very much to us Singapore who are very ‘kiss’ or have the “don’t want to lose out “attitude.

So, when the customer is being apprehended by the police, gets locked up in a cell, and even having his beer confiscated, the observational learning still comes into play. This occurs when the policemen themselves drink the confiscated beer, giving them the impression that beers are better than diamonds. Therefore, giving viewers the notion that they should also buy Comparison The use of observational learning is more effective compared to classical conditioning. This is because the influences of an authoritative figure I. E. The policemen are brought into the picture. Therefore, it reinforces the observational learning.

Like mentioned earlier, policemen are people of authority, therefore, if they were to do something that is generally not proper, which is in this case, drinking the confiscated beer, their actions would actually be socially accepted since they are people who are of higher authority than a normal civilian would be. The use of classical conditioning as a comparatively weaker impact to the audience in contrast to the use of observational learning. Since the stimulus of classical conditioning does not naturally bring about the response or interest to the beer, it can easily be forgotten if it is not reinforced.

One-way for Heinlein to resolve this problem is to keep on playing the commercial. However, they would have to bear the costs incurred, and not forgetting, the contempt from irritated viewers who are forced to view the annoying commercial over and over again. 3. 2 Memory theory For this commercial, under the psychological theory of Memory, it “attacks” the ewer’s sensory memory, specifically the Echoic Memory. Thus, it makes the viewer able to react to the annoying singing by remembering the commercial better since it is using the audio element to etch the product into the viewer’s minds.

The audio element is supposedly the most prominent sensory element of the commercial. Hence, the commercial will be played over and over again in the viewers’ mind. The point is, the viewer does not even have to view the commercial visually to have the desired impact of the commercial on the viewer. As mentioned before, the audio element is the strongest agenda of the whole commercial. For this commercial, using the same psychological theory of Memory, the commercial is appealing to the viewer’s sensory memory, especially the Iconic Memory to remember the product.

As can be seen, we can work out with an example from the commercial that, the when the man buys the bottle of Scrabbles beer, and the cashier hands the buyer a soft toy, saying that it is a gift from buying the beer. “diamonds”, and the beer was confiscated along with him. Also, the makers of the commercial “attacks” the viewer’s minds in which that they ill remember that the buying the Scrabbles beer is so good that, the police officers are enjoying themselves so much.

Since the policemen, as mentioned, are people with authority, drinking the Scrabbles beers that they confiscated are seemingly more significant. This also portrays a powerful signal that the beer can even tempt the authorities under work obligations. Hence, such actions are being socially accepted, therefore, the viewer’s implicit memory would subconsciously steer the viewer to buy Scrabbles beer. Both uses the same sensory theory and the only different is one, echoic and another, conic.

Most commercial uses the echoic memory to remember, which in the Heinlein commercial you do not even need to use your eyes to watch and Just hear the songs they are singing is enough to serve the purpose. 3. 3) Motivation Theory Motivation is the factor that directs and invigorates the behavior of humans. Often, human motivation is driven by the intention, or arousal of achieving a goal. Primary drive are related to the biological needs that often helps to fulfill our basic needs, whereas secondary drive are prior to experience and learning that has no direct impact on our biological needs.

In the two commercial that we have chosen, we can say that both commercials applies the secondary drive as both brings out the needs of a person to drink beer brought about by previous experience or learning. The main aim of the commercials that we have chosen was to motivate and attract the viewers to drink the respective brand of beer. Suggests that motivation stems from the desire to obtain valued external goals. The commercial started off with a seemly strange tagging – at least it is not common in most commercials that we see nowadays. It says, “It seems some people didn’t take the last Heinlein commercial seriously.

Although viewers might first think the commercial is trying to reprimand them, but it is actually indirectly motivating viewers to direct their attention on the commercial, simply because they do not want to be wrongly accused of “not taking commercial or anything seriously’ and end off with a message when they got the attention by saying, “Remember, buy Heinlein, or we’ll keep on running these commercials. ” This suggests the determination shown by the commercial in motivating viewers to at least try the product, and that reignites the desire of consumers to obtain the beer – external goals.

Furthermore, it also intends to serve as a constant reminder to consumers to realize their highest potential through drinking Heinlein instead of other brand of beer. Scrabbles In the second commercial, more than one approach can be applied to the advertisement. Arousal Approach explains the increase of the stimulation and activity where people are willing to take the risk of getting caught by the police when purchasing the Scrabbles beer. Incentive Approach motivates people to buy Scrabbles beer, even the police whom are seen as protectors of the local people themselves are drinking Scrabbles.

Hence, the impact and motivation, the local people receive when they revere to the police gives them the desire to obtain the same beer as their ‘protectors’. For Cognitive Approaches, the intrinsic motivation shows that the people are willing to buy the Scrabbles beer as it stimulates excitement for their own enjoyment whereas the extrinsic motivation, recognize the effort and give the soft toy as a reward. The need for affiliation was also applied on this commercial, the people who have seen the commercial will tend to follow what the police officers do because as the law enforcer, they themselves are drinking the confiscated Scrabbles.

Therefore, drinking Scrabbles would be seen as a gateway in establishing bilateral ties and maintaining relationship with the police. This commercial also motivates the viewers to realize their sense of self-actualization, the state of self-fulfillment, which is the highest level of Mascots Hierarchy, in which people realize their highest potentials, as the Scrabbles beer is now within their reach. Both commercials in this case use different styles and strategies in motivating consumers to purchase their products.

In the Heinlein commercial, it uses the reverse psychological principles whereby it is indirectly motivating consumers to buy the Heinlein beer and it consists of symbol captions, which enable the viewers to establish inner thoughts to achieve constant memory of the product as well as incur the desire to try or even have the product. As for the Scrabbles commercial, it uses a more direct style and hence is clearer to understand. It motivates consumers as it consists of various theories of motivation, which gives several different perspectives on motivation.

Furthermore, it adds a lot of humbly into the commercial that requires consumers to reflect on the purpose of the commercial and what it signifies. For example, firstly the diamonds are hidden in the soft toy, and the police confiscate the toy containing the ‘stolen diamonds’ together with the Scrabbles beer. One scene where the innocent customers are trapped within a cell gives the impression of being ‘locked’. However, at the same time, the policemen are having a great time enjoying the confiscated beer.

Hence, the Juxtaposition of the two agendas is basically trying to reinforce the point hat, without the beer, you would be miserable as signified by the customers being locked up and feeling miserable, yet at the same time, when you have the beer, you would be at the top of the mountain as portrayed by the policemen merrily drinking away. These metaphors and symbols are worth looking into as they indirectly motivate viewers to buy the beer and act as an unconscious motivation tool. 3. 4) Social Psychology Theory This commercial uses the Persuasion Theory. It is a process of changing attitude.

Not to mention that there as little research done during the earlier years of Pigged, Bigotry, and his colleagues involving children with disabilities or mixed ability groups. Most of the research was focusing mainly on social and cognitive development. For the sake of this essay the learning theory Introduced will be called, The Development of the Well Rounded Child. This theory takes Into account not only the cognitive and social development of a child but also the mental, physical, moral and spiritual. In order for a child to develop in every area, educators must acknowledge that there is more to education and learning than “book” smarts.

Children need to develop social skills as well as mental. Physical education is also very vital to the overall health off child. There also needs to be a certain amount of moral stability Instilled Into each student. Even If education Is taking place In a public classroom, teachers can model their Christian faith. According to Derrick Bell, we must recognize and acknowledge (at least to ourselves) that our actions are not likely to lead to transcendent change and, despite our best efforts, may be of more help to the system we despise than to the victims of that system that we are trying to help. Bell, D. 004, 192) First let’s take a look at Visigoths theory. He focused on the connections between people and coloratura context In which they act and Interact in shared experiences. (Crawford, 1996) Visigoths theory Implies that students play an active role in the learning process. Pavlov introduced the theory of Classical Conditioning. Classical Conditioning is described as a reflexive or automatic type of learning in which a stimulus acquires the capacity to evoke a response that was originally evoked by another stimulus. (www. Learning-theories. Com) Albert Bandeau is known for evolving the Social-Learning Theory.

This theory states that people learn through observing the behavior of others, their attitudes, and outcomes of those behaviors. This theory, according to Bandeau, explains human behavior In terms of continuous reciprocal interaction between cognitive, behavioral, and environmental influences. (Bandeau, 1977) Erickson is known for the theory of Personal and Social Development. The theory of Personal and Social development states that people pass through eight psychosocial stages in their lifetime. At each stage, there are crises or critical issues to be resolved.

His theory emphasizes the role of the The stages are played out in constant interactions with others and with society as a whole. (Slaving, 2009) Pigged on the other hand is widely known for his theory of Cognitive and Moral Development. Piglet’s theory proposes that a child’s intellect or cognitive abilities progresses through four distinct stages. Each stage is characterized by the emergence of new abilities and ways of processing information. He also believed that moral development developed in predictable stages. (Slaving, 2009) Lastly, Goldberg is known for his Stages of Moral Reasoning.

He proposed that people pass through six stages of moral Judgment. Like Pigged, Goldberg studied how children (and adults) reason about rules that govern their behavior in certain situations. (Slaving, 2009) All of these theorists had good ideas and each one proved a valid point but none of them, or any other ones since, have taken into account that children need to learn social skills as well as regular subjects such as reading, writing, math, history. None of the theorists have taken into account that technology would play such a vital role in education. Computers have opened up a whole new oral to students and teachers.

Research is easier to do and faster to accomplish. The internet has made access to learning about other countries and subject matter literally at our finger tips. Part of being an effective teacher is knowing what types of students are in our class and helping them build relationships with their classmates and others. According to Venerable, teachers should care about their students. That means that they not only create a warm and supportive tone in their classroom but that they also provide an environment in which students will develop their talents to make a costive contribution to the classroom and to their future life contexts.

Caring has both interpersonal and curricular implications, and they must complement each other. (Venerable, 2009) In order for a teacher to motivate the students, that teacher has to create the warm and inviting environment discussed earlier. There are times when direct instruction is necessary to achieve a desired goal. For example: when introducing a new subject to the class or reviewing for a test, direct instruction will help the teacher recognize if the students have learned the material that was taught. Classroom management can also be more easily attained if the right learning environment has been established.

The best type of learning environment is one that allows the students to interact with the teacher and each other. Today technology has made it easier for teachers to teach at all different levels in one classroom and still have the control necessary to allow learning to take place. Computers, The Elm, voice amplifiers are Just a few of the new types of technology in the classroom today that have helped teachers be able to introduce material in creative and fun ways. This type of technology has allowed the classrooms to be filled with children from diverse ability groups.

Students with learning disabilities can work at their own level and not hinder the rest of the class. Each child can have an opportunity to learn from another regardless of educational level if a well rounded learning theory is in practice. Teachers have adopted the idea of using centers in their classrooms to help students with learning disabilities stay on track with the rest of the class. By splitting the subject matter into centers the students can move from one area to the f teaching is self motivated and can be accomplished by anyone. According to Venerable, learning and teaching must take place in humble dependence on God.

Schools are for learning. Teaching intends to promote learning, but learning also takes place through experience and individual study. A major aim of Christian teaching and learning is to discover God’s laws and apply them in obedient response to God. The key point of this learning process is that teaching and learning points to God as the Creator and Sustainer of all reality, including the norms of human life. Venerable,2009) Van Bremen stated the learning process best by breaking it down into four categories. He stated that as we plan for learning, we develop knowledge-that, which depicts what we grasp and understand.

Second we develop knowledge-how, which consists of our skills and abilities. Third we develop knowledge-why, which refers to the beliefs and values that guide our attitudes, dispositions, and actions. Finally we develop knowledge- with, which helps us form healthy relationships. (Venerable,2009) While creating my personalized learning theory I reflected back on my study skills inventory one and two, my learning styles inventory, and my BPML. As a teacher one of the most important aspects of my Job will be determined by my decision making processes.

What type of lesson I plan, how I will present the lesson, what activities to include, time-line to use and many other aspects will need to be considered. The ASS’ helped me look back at the areas I am weak in and evaluate what needs to be improved. As I reflect on the different learning styles that are currently being taught I see a great need for educators to create a new learning theory, like the one Vive introduced, that will address the whole child. As educators we are responsible for making sure that our students leave our class better than they came. They need to have matured spiritually, mentally, emotionally and even physically.

In conclusion, although there have been some great psychologist and educators providing valid research and theories for learning and behavior development, none of them have been able to address all areas of learning in one theory. As educators our main goal should be to make sure students we are responsible for get the most well rounded educational experience possible. When a child leaves our care at the ND of the year, he/she should be more educated, have better social skills, and have a deeper understanding who they are and where they are headed regardless of age or any type disability they may have.

One of my favorite sayings that I have carried close to my heart for years is, “Children Learn What They Live. ” As educators it is our responsibility to make sure that what our students learn will make them better individuals that are prepared for the future no matter what it might bring. References Bandeau, A. (1977). Social Learning Theory. New York: General Learning Press Bell, D. 2004. Silent covenants: Brown v. He Board of Education and the unfulfilled hopes for racial reform. New York: Oxford University Press. Crawford, K. (1996).

Maslow’s need theory has practical limitations in translating needs into something operational, since the criteria for satisfying social needs differ from individual to individual. Frederick Herzberg developed a two-factor theory to provide some direction for managers in resolving motivational problems. He derived to this conclusion by a survey he ran back in 1959, in which he asked engineers to describe events that led to such feelings of satisfaction about their work and events that led to dissatisfaction.

In this theory, Herzberg distinguished between two different types of factors, those who can give an individual the feeling of satisfaction which he called motivating factors and those that can give him the feeling of dissatisfaction which he called hygiene factors. Hygiene factors include “technical supervision, interpersonal relationship with peers, salary, working conditions, status, company policy, job security and interpersonal relations with superiors”. All of these factors are job contextual and also include maintenance factors.

These are considered extrinsic, as they are out of the limit of work and employees. Hygiene factors are satisfiers to the extent that they produce dissatisfaction if absent, but once satisfied the effect soon disappear – satisfaction is temporary. However, they are not motivators for better performance. Motivating factors relate to job content and are concerned with increased satisfaction and the desire to work harder. This factors provides satisfaction and motivates towards more effort and better performance, their absence does not produce dissatisfaction.

Some of the motivating factors are “advancement, the work itself, recognition, and the possibility of growth”. Herzberg’s theory can be applied to better understand the problem of high staff turnover. In this scenario, hygiene factors are salary (dissatisfaction on salary), security (safety risk), work condition (outdoor job), supervision (lack of support from management), personal life (own attitude – introverts) and relationship with peers (influence by bad attitude colleagues).

Motivators are personal growth and recognition (demoted staff) and responsibility (autocratic leadership). Hence, Herzberg’s theory can be applied by management of the organisation to better motivate their staff. Various job enrichment techniques can be implemented, for example removal of controls, increase in accountability, participation in decision making, introduction of new tasks and the granting of additional authority. Management can focus on motivation through rewards that linked to performance and equitable.

Leadership is a term used for defining the characteristics, qualities, skills, and objectives in an individual who successfully leads his or her particular group or organization in the attainment of the desired goal or objective. A leader is simply defined as someone you follow to a place you would not go by yourself. In the 21st Century this definition of leadership has been abandoned. In today’s society most of the individual tasks associated with our daily routines are becoming more complex and diverse.

Cultural changes, technological advancements, productivity and commitments are of high importance. Regardless of the terminology leadership presents a vision for the future and some transforming quality, it encompasses authenticity and credibility. Thus leadership is a trait that is extremely valuable in any society. It is known as a relational process of people attempting to make a difference in a situation. An effective leader is the one who influences other in a dynamic way; leaders are interactive with the people.

In the modern era leadership rests on three basic qualities:

1) Intellectual Stimulation,

2) Individual Consideration,

2) Charisma and Inspiration,

The Theories

The Universalist Theories of Leadership all focus on one thing; that leaders have key characteristics in common. Psychologists believe people with these key traits will always emerge as leaders and be successful regardless of the situation. This approach believes that there is a universal formula of the traits or behavior for an effective leader.

In other words, the universal approach assumes that there is “one best way” to lead in all situations. In the Trait Approach psychologists have tried to identify specific traits that leaders posses. Traits are consistent and involved identifying physical and personality attributes including height, appearance and energy levels. It was found that leaders tend to be slightly taller than their followers. Terman 1904 asked teachers to describe playgroup leaders. They were reported to be active, quick and skilful. Read about difference between behavioural theory and contingency theory of leadership

Bavelas 1960 saw that leadership traits as quickness of decision, the courage to take risks, coolness under stress, intuition, and luck. Stogdill 1974 reviewed a large number of studies and found that leaders are slightly more intelligent, more extravert and more sociable. Bray and Campbell 1974, found that managers who were most frequently promoted tended to score highly on oral communication, human relationship skills and need for advancement. McClelland 1975 sees the need for power as a prerequisite to assuming a managerial role [Miles, 2000].

Behavioral theories begin to consider the effect of the leaders’ behavior on performance and try to identify what behaviors effective leaders show. The behavioral approach was developed in the late 1950’s. The behavioral focus on the two main categories of behavior, task oriented and relationship. Task orientated leader concentrates on performing jobs, focusing on tasks, standards and supervising jobs. Relationship orientated leaders are concerned with the employees well being and involve them in making suggestions.

Contrary to the universal approach, the contingent approach does not believe the “one best way” formula. It believes that effective leadership depends on the specific situation. The contingency theories of leadership examine the interaction of the characteristics of the leader and the situation, stating that effective leadership depends on the proper match between the two. The contingency theories build on the behavioral theories, as the style of leadership has to be identified first. They are different because they recognize no one best style of leadership.

Rather leader effectiveness depends, or is contingent upon, the interaction of leader behavior and the situation. Fieldler 1967 contingency model of leadership states the effective leadership depends upon a match between behavioral style and the degree to which the work situation gives control and influence to the leader [Terry, 1993]. The charismatic theory of leadership has been developed recently and not many studies have been conducted in order to find out about its effectiveness.

The charismatic theories portray a different and interesting approach to the leadership. It has been seen that charisma and attraction possessed by individuals is an effective tool for leadership. People for many reasons feel attracted to a certain personality and this attraction can lead to a powerful leadership. There are three features of the charismatic leadership, the first is that people trust the correctness of the leader, second the followers feel affection towards the leader and obey him willingly, and third the followers feel emotional involvement.