Personality

The road to a healthy personality is like a road itself. It has many curves and blind corners. Ones ability to adapt to this constantly changing road is one of the most important components of a healthy personality. That is, the ability to adapt to a changing world. Another important component is the ability to handle stress. We are just beginning to find out what stress does to our bodies and minds, and most of it is not good. Some other components I will discuss are having a good self-concept and everything that encompasses self . Our world is constantly changing and putting different pressures and demands on us.

We have to adapt to many new kinds of stressors resulting from evolution alone. Time is changing constantly and that brings on new situations we need to cope with. When a person can adapt well, they have less stress and in general have a healthier personality. Adapting gives us the means to survive. It provides us with shelter, food, and a competitive edge. Without these things its hard to survive. There are people like this too. Some people, whether it be circumstantial or relative, just do not have what it takes to make it these days. These people usually do not have a healthy personality.

It would be hard to even think about what a healthy personality is like. The ability to adapt gives us access to the resources needed for lives essential biological needs, which in turn allows us to think deeper about our state of mind and relationships with others. The way we handle stress and how we react to it plays a big role in the development of a healthy personality. To go out into the world not prepared to handle stress would be like going into war with no ammo in the guns. You would not last very long in either situation. There is no denying the fact that all of have stress to deal with.

I’m not going to tell you or anyone else what I’m going through. You don’t need to hear it and I don’t like hearing it from other people. What it comes down to is how one deals with their individual stressors. Psychological hardiness comes into play here. If you are a psychologically hardy person, stress may be a foreign word to you. On the other hand if you are not a psychologically hardy person you will have a very good idea of what stress is. Psychological hardiness, to me, is the act of actively knowing you have stress and using three simple guidelines to deal with that stress.

Those three are commitment, control, and challenge. These three things are very important in stress management. Especially in comparison to other ways of stress management like substance use, withdrawal, or defense mechanisms. While these things temporarily relieve the effects of stress they usually are short lived or have negative consequences attached to them. If you commit yourself to do something you are actively staying involved in that activity. This helps you to set goals and achieve them. Challenge is taking a stressful situation and turning it into a challenge instead of some situation you just have to deal with.

When you take on something it doesn’t quite seem the same as a stressful situation. The situation may be very stressful, it’s all about the attitude one takes on before going into a certain situation. Finally control can aid in stress relief. When people feel that they are in control they have an easier time dealing with whatever situation they are in. If you feel that you are in charge of your life and the decisions you make and the attitudes you take on are your own you will have an easier time dealing with stress. These are not the only ways of dealing with stress.

There is Albert Ellis’s concept of controlling stressful thoughts. Ellis says that what we think is directly correlated to what we feel. His theory includes concepts like catastrophizing thoughts and irrational beliefs. These things are hard to detect, but I think we all do them. Irrational beliefs and catastrophizing thoughts are negative feelings about situations you feel stress in. An example would be thinking you have to act a certain way to get the approval of others in a social setting, or thinking that there is nothing that you could possibly do in a situation.

The main point in dealing with stress that Ellis is trying to make is realizing that we all have these negative thoughts and beliefs. When something happens to us, Ellis called this event the activating event, we have consequences that follow. In between those two events is when the belief or thought will take place. An example would be if you lose your job, activating event, you will have negative consequences. A lot of people would add in a catastrophizing thought like “that job was everything to me” or “I’ll never find a job as good as that one”.

When we do that it makes it easier to look at our failures and concentrate on them instead of trying to fix them. It also makes it easier to become depressed or anxious. People get in the habit of using these beliefs and thoughts over time and have a hard time breaking there habits. My final component to a healthy personality is a collaboration of several different theories. They all have to do with how we perceive ourselves and how we feel about ourselves. Individual theories that will be discussed are self perception, the self concept, self esteem, and ideal self.

I feel that all of these things are closely related and tied together very intricately. They are reflected within each other and none could really be complete without the others. Self perception is an ongoing and constantly changing view of what we are. It can be broken down into three major components, they are: the physical self, the social self, and the personal self. The physical self is the bodies we walk around in and the unique features each of them possess. Our physical appearance has an enormous effect on a healthy personality. Some people tower over others and some, like me, wish they had a few more inches.

Some people are physically more beautiful than other people, and in turn get more attention for their appearance. Other people are ridiculed for their appearance. How people deal with their physical self has a lot to do with a healthy personality. For example if a young girl really wants to be a model, but is not cut out to be one, the realization that she will not be a model will have a profound effect on her personality. Perhaps she will take on negative attitudes about her body and appearance. Maybe those attitudes will develop into false beliefs that people, including her, are somehow not as valuable unless they are beautiful.

You can also look at it from the other end, perhaps a very beautiful young lady develops negative feelings about unattractive people. And those feelings develop into beliefs that she is better than everyone else and the most beautiful person on earth. How we deal with the fact that we are constantly being judged and evaluated on our physical appearance has a profound effect on personality. The social self is the many different masks and roles we play in social and home settings. You might play the role of a sophisticated gentleman at a fancy Christmas party, or the role of a brother, sister, mother, father, or child within a household.

How we use these different roles and masks has an effect on our personality. What if you went to fancy Christmas parties in wholly jeans and a t-shirt? You would probably be looked down upon. And if you did that all the time, that is use the wrong social masks in the wrong situation, it would affect your personality negatively. The personal self is the part of you that nobody else knows. It is the constantly changing feeling of being yourself, with always changing emotions, attitudes, and feelings. The personal self includes our names and self concept.

Our names do have a small effect on our personality. They can change others perception of us, which can lead to many different things, but for the most part peoples names do not have a profound impact on personality. A self concept is an impression or concept of yourself. It is a collaboration of personal traits you feel are important, and your own impression on how you stack up to these traits. Your self concept can have positive and negative impacts on your personality. If you have a very rigid view on what values you should have and you do not live up to them you could consider yourself not worthy.

It can lower your self esteem, which is another closely related concept. Self esteem is approving of yourself. It is respecting yourself as a valuable person. Self esteem is said to form in childhood when parents either show conditional or unconditional love. This can have a profound affect on personality. People with lower self esteem tend to be depressed more and are shown to be more susceptible to suicide. Flip side of the story, people with high self esteem tend to live happier lives with overall healthier personalities. Concepts of how we ought to be is our ideal selves.

This is all the traits we think we should be full of. Things like compassion, honesty, or it can be things like physical appearance, height, and hair color. The closer we actually are to what we think we should be correlates to ones self esteem. That is, the closer we are, the higher our self esteem. If we think we are not up to par with ourselves it can lower self esteem. Our concept of self is a very intricate and delicate web of emotions and outside pressures we need to keep tabs on. The concepts in this essay are a lot like car accessaries.

You can add new shiny paint to show of its physical appearance and you can add snow tires to adapt to different road conditions in the future. What we do to our vehicles that we have is up to us. We have the innate ability to change our surroundings and ourselves. That is why a lot of these components are related. If we feel like we have low self esteem we can start exercising to feel better, which will in turn allow us to be physically fit. Physical fitness will allow us to feel less stress about being overweight or lazy, and that in turn will allow us to concentrate on adapting to our natural surroundings.

Gordon Allport- theory review PSY201 Boitumelo Chantelle Mangope ? Introduction Gordon Allport was truly a phenomenal personality theorist who explained what a personality is and he bent most of the rules that were set out by other theorists including the father of personality himself, Sigmund Freud and in addition to that, he considered Freud’s theory of personality as the worst theory of all time. The Life of Gordon Allport Gordon Allport was the first American-born personality theorist and hailed from the state of Indiana, Montezuma.

He was born on 11 November 1897 and died a month before his 70th birthday (9 October 1967) due to lung cancer. He obtained a Bachelor of Arts, (majoring in Economics and Philosophy), Masters of Art in 1921 and a PhD (all three at Harvard University) at the tender age of 24. After he completed his degree, he took a gap year and taught English and Sociology at a university in Istanbul, Turkey. Gordon was lucky to have encountered an experience with Sigmund Freud for when he was returning back to the U.S to start off fellowship to do graduate work in psychology at Harvard, he stopped off at Vienna to visit one of his brothers and wrote to Freud (who was situated there) a letter asking for permission to visit him.

The permission was granted and he explained there encounter as an unsuccessful on. He told Freud a story of whereby he met a young boy in a tram car ride who had a dirt phobia and he frantically told his mother not to let a dirty man sit next to him. Freud then went on to insinuate that the little boy was Allport and this caused a misunderstanding between them.This event lead to Allport having to probe further into psychology and the elements of personality because he felt that depth psychology overlooked the important truths. He developed a theory that ignored the unconscious and that was not scientifically-based thus, stating that in order for one to learn about an individual, they have to be studied and not base the person’s personality on their unconscious motives nor on a study that was based on a group of people and an average which determined that group’s personality was found. During his prime, he held many prestigious positions and received many honors.Firstly, he served as the President of the American Psychological Association (1939) and also president of the Eastern Psychological Association (1943).

He was also the editor of the Journal of Abnormal & Social Psychology (1937-1949) and in 1964, he received the APA’s Gold Medal Award for Distinguished Contributions to Psychology. In addition to that, he received another award, i. e. APA’s Distinguished Scientific Contribution Award (1964) and as if that wasn’t enough, he was the first lecturer to teach the first course on psychology (the course was dubbed Personality: Its Psychological & Social Aspects) ever offered in the United States.Work Gordon Allport was one of the first psychologists to focus on the study of personality, and is often referred to as one of the fathers of personality.

He believed that one’s personality could not be determined from the support of science and rather, through thoroughly studying an individual. He defined personality as “the dynamic organization within an individual of those psychophysical systems that determine his unique adjustments to his environment” Allport was a trait theorist who believed that one’s personality was made up from different traits (i. . mental structures which initiate and guide reactions and thus ultimately accounts for the consistency in one’s behavior) and those traits were organized accordingly. To further support this, he said that those traits arise within a given situation e. g. if one has a trait of being aggressive, that trait will be suppressed until the need for it to be exposed to a situation due to a stimulus (e.g. during a quarrel). He rejected the behavioral (which he thought was too deep) and humanistic (which he thought wasn’t deep enough) approaches.He emphasized on the uniqueness of each individual and the importance of the present, as opposed to his/her history, for understanding their personality. From that statement alone, it is clear that Allport was optimistic towards human nature for he further on went to say that there are individual traits, i. e. a unique pattern of traits which are possessed by an individual, and common traits, i.

e. traits which are used to describe a group of individuals. One can clearly see that Allport was for human nature and uniqueness and appreciated that each individual had their own pattern of traits which could not be exactly the same as anyone else.He also went on to say that individuals are motivated by present motives and not passed motives and called this concept, the Functional Autonomy. Major concepts of Gordon Allport Gordon Allport deduced that there are different types of traits being individual traits and common traits. As mentioned earlier, individual traits are those traits which are possessed by a certain individual and common traits are those traits which are shared by several individuals. Allport believed that in order for a personality theorist to succeed in studying an individual, they (the theorist) should focus on the individual traits and not the common traits.

 Those individual traits are actually a cluster of traits and not just one trait. For example, a pattern of traits which I possess are the humanitarian trait, talkative trait, friendliness trait and many more. This pattern is unique to me for it is rare for any other individual to possess it. Gordon Allport believed in using the of research and not the nomothetic method of research because, with an idiographic method, a theorist or analyst uses a single case through intensively studying an individual whereas with a nomothetic method, one studies a group of individuals and deduces an average (i. . traits/ personality) for that group. Allport then went on to identify three types of individual traits (which he later called personal disposition).

These were cardinal, central and secondary dispositions/traits. i. Cardinal Trait This trait is the one which dominates an individual and it shapes an individual’s behavior and becomes the dominating theme within a person. An example would be of Mother Theresa, the dominant theme which ran throughout her life was a humanistic theme. It is rare for most people to lack a single theme that shapes their lives. ii. Central traitsThese traits are general characteristics which are found in some degree in every person.

These are the basic building blocks that shape up most of our behavior although they are not as dominant as cardinal traits. An example would be a trait of honesty. iii. Secondary traits Secondary traits are similar to habits or attitudes but are still more general than either. They must be included in order to provide a complete picture of human complexity. An example would be the types of clothes or food that an individual prefers. Aspects of Gordon Allport’s theory that I liked “The same fire that softens the butter hardens the egg”.

That statement caught my attention when I read it and I went back to read the concept that was supported by it over and over again until I really agreed with it. The concept which supported that saying was Gordon’s concept of trait were he says that since no two people possess the same pattern of traits and that traits respond to an environmental situation (i. e. they are not always present until the need for them arises), if a single stimulus was to be administered to two different people, they would reacted differently to that stimulus. I conquer with this concept for this always happens to me.My best friend and I respond differently to stimuli. For example, I once made her buy my favourite ice-cream (because she didn’t know which one to buy) and she ABSOLUTELY hated it! This goes to show that Allport did in fact appreciate the fact that individuals are different, thus you cannot say that people who had horrible childhoods will turn out as X, Y and Z.

I also favoured the “Letters from Jenny Concept” were Allport believes that one of the best methods to use in order to study an individual is to use personal documents such as diaries, autobiographies and letters.I also conquer with this for most females always write down their feelings through diaries. This has been told to us that it helps us relieve the pain or the stress and if a psychologist was to use one’s diary to determine the traits which that person possesses. There is a consistency which can be picked from a person’s daily entrants that are within their diary. Aspects of Gordon Allport’s theory which I did not like Within Allport’s theory, there is a part whereby he talks about a healthy mature adult and an unhealthy (neurotic) adult.The difference between a healthy and a neurotic person is that is that the motives of an unhealthy person lie in the past whereas the motives of a healthy person lie in the future. I agree with that statement but I did not conquered with him where he mentions that one can swinging back and forth from being an unhealthy to healthy person and back to an unhealthy person (it’s a cycle).

According to him, the characteristics of a healthy person are similar to those who have self-actualized (through Abraham Maslow’s theory of motivation) and Maslow states that in order for one to self-actualize, they need to go through a series of stages.So, the question here is that can a man go through important steps which help him build him up then instantly dilapidate and return back to an unhealthy state? Concepts that I would use in my personal theory For my personal theory, I would definitely use the Allport’s concept of trait (whereby he mentions that a stimulus is reacted differently to different people) because it is a concept which is very practical and one goes through it on a daily.Secondly, I would use his components of personality statement whereby he states that personality is constantly (Dynamic Organization) changing. This is evident for I believe that one’s personality cannot be determined whilst they are within their first five years (unlike Sigmund Freud) because that individual is going to go through many trials and tribulations which will influence the person to ensure that they do not step into the same river again thus, they will change to a certain degree to ensure that they do not go through that again.For example, if a naive 17 year old girl has a trait of promiscuity and during her prime time, she gets raped by someone who is totally unexpected two weeks before her BGSE exams, she WILL change her ways of living to ensure that she never has to go through that ordeal again. Personal Critique I believed that this theory is researchable qualitatively because it stresses on how one cannot use nomothetic methods of research and should instead, use the idiographic method of research because it involves an intense study for a single case.There are a lot of cases whereby one can do their own primary research to determine whether Allport’s guidelines are in line.

Also, there is a lot of secondary data which is available online and even at the library which deal with Allport’s theory. However, there are a lot of people who have criticized Allport’s work by saying that it is impossible for one to ignore the fact that scientific research needs to be done in order for one’s personality to be analyzed and assessed.This leaves a lot of field to do further investigations for someone who is interested in finding out whether Allport’s work is feasible by testing his concepts and also taking into consideration everything that the critics have said and ultimately, determining their one findings. I also believe that this theory is of clinical utility because as the saying goes, “your past does not determine you future”.There are patients who are not naturally expressive of how their past was shaped up (maybe because they may be too embarrassed to voice it out) thus, a clinical psychologist could use any personal documents of the patient to try and determine problems which cannot be voiced out. Also, a clinical psychologist will be able to understand the pattern of traits that their patient has by probing on the matter of knowing what their motives are and ultimately, determine whether they are a healthy adult who is future driven and doesn’t base his/her motives on the past (as of an unhealthy person).However, this theory will not ensure consistence because if three clinical psychologists were to analyze one patient, each of them will have a different analysis because they will all have their own opinions thus, they might not all agree on whether the individual is a healthy adult or not. This theory is highly applicable within Botswana’s culture for Batswana are receptive people who are looking for ways in which they can better their futures. Therefore, the healthy and unhealthy concept would work greatly within our land.As a matter of a fact, the theory as a whole would experience high and positive agglutination within Botswana. In order for one to understand the nature of Botswana’s culture, one has to look at it from the following point of view. The culture of Botswana may be looked in two aspects.

The older generation practices enculturation* whereby they stand strong on the Tswana morals and beliefs and practice them on a regular, for example, the patlo, kgotla meetings & letlhafula events. The younger generation practices acculturation* whereby they are receptive towards other cultures and eventually practice them for example, following he pop culture of piercing on every part of one’s body and wearing baggy (men and lesbians) and skimpy clothes (females and gays) and the culture of food (Western, Oriental, Italian and Vegetarian). If Allport’s theory was to be practiced within Botswana, it would have to be amongst the receptive group of Batswana who are willing and able to share their future goals (i. e. motives) and allow a psychologist to take a look at their personal documents and this is likely to be the younger generation.This theory is unique in its own way for it truly emphasizes on not using scientific methods when analyzing ones personality thus most theories are not like it. However, since Allport was a trait theorist, it can be noted that he wasn’t the only trait theorist.

Raymond Cattell and Hans Eysneck were also trait theorists who believed that one possesses a lot of traits. However, they used nomothetic methods of research thus, their beliefs were not the same as Allport’s theory. Allport’s theory does not emphasize on the development of personality at the expense of another.He focuses on personality as a whole and gives a holistic view of it. Since he did not conduct nomothetic research or scientific research, he could not use the backing of those research methods to determine whether when one aspect grows, another suffers on its account. Gordon Allport was truly a man who stood by his word no matter who criticized his work and he backed his concepts with relevant research that even a lame man would understand. He is one of my favorite personality theorists and I believe that his theory is applicable to my life.

Mergers/acquisitions are at the forefront of maintaining a sustainable competitive advantage, which often places management with the challenges of increasing job satisfaction and motivation among the subordinate ranks to insure acceptable levels of individual performance are maintained. An ingenious method of deducing various employees’ motivational triggers that are diverse within an organization is by conducting a motivational survey which identifies specific measures and elements that would yield a qualified primary data set for assessment and synthesis.

The McClelland theory and the Goal-Setting theory comprehensively identify job performance, motivation, and job satisfaction within the organization. A generalized analysis has been spot-profiled, which will show that during a merger/acquisition, the employees’ motivational performance can be identified and utilized by management to maintain the organizations’ focus and goals during such a transition. What is motivation? Well, motivation can be defined as the desired goals and the method chosen to accomplish them. (Johnson ; Johnson, 58)

Having the business related definition of motivation in mind, it could enable management to identify that the applications of the McClelland theory and the Goal-Setting theory will assist in the development of workplace motivation. McClelland’s theory of needs focuses on three requirements: achievement, power, and affiliation. The need for achievement is to achieve in relation to a set of standards, in order to strive to succeed. Also, the need for power is the need to make others behave in a ways that they would not behave otherwise.

Lastly, the need for affiliation is the desire for friendly and close interpersonal relationships. (Robbins, 162) These key identifiers are paramount with identifying the various personality assessments. The second theory utilized in this analysis, the Goal-Setting theory implies that specific and difficult goals having a goal/feedback mechanism leads to a higher performance. In other words, the Goal-Setting theory implies that when one is given a specific complicated goal, an employee will produce a higher level of output than the generalized goal of simply, “Doing your best.” (Robbins, 162) Read also “

motivation theory identifies which three needs”

The sample set of seven employees have been profiled through various personality assessments, such as, a basic personality test and the Myers Brigg Type Indicator assessment. Additional instruments have been also utilized to measure flexibility, locus of control, and the motivation of the sample set. It is also important to note, that the broad individual backgrounds and cultural differences while assessing the most viable method in sustaining acceptable levels of individual performance throughout the merger/acquisition process should be adhered to.

Also, personality traits influence the way an individual interacts with others in a group sitting and/or solo with an organization. Management must have the foresight and knowledge to grasp the concept that, “Personality traits related to information sharing may correspond with positive perceptions of demographically different people, thereby enhancing their experience and performance in organizations. ” (Flynn, 414)

Understanding this key trait enables the manager to effectively work with different individuals and maintain a clear channel of communication. It is important to know that, “People form impressions of others in their social environments by interpreting information gathered from observation and interpersonal interaction with the focal individual and similar others (Snyder and Swann, 1978). In general, impressions focus on individual attributes that are relevant to the perceiver (Kelley, 1967; Simon, Hastedt, and Aufderheide, 1997).

In organizations, attributes that are associated with the role of an employee in a particular task domain are considered relevant and are, therefore, foundations for impression formation.

In interdependent work teams, for example, members form impressions of one another based on the set of valued attributes that are associated with the role of a team member, such that the guiding question for one member who forms an impression of another member becomes, “Does the target appear to have the set of attributes valued in a team member? “” (Flynn, 414) Value and attitude differences has a differential outcome in an organization, it affects behavior, beliefs and fears, and environment.

With huge diverse groups of people work together or along side of, the impact of intertwining social and psychological components in the work place is a given. To effectively balance out the variances, management must understand that, “a set of values, thoughts and interpersonal styles underlie Type ‘A’ behavior (Friedman and Roseman, 1974; Friedman and Ulmer, 1984). Price’s (1982) social learning view has received some research attention in this regard. Price (1982) suggests that cognitions, or personal beliefs and fears, affect Type ‘A’ components.

Type ‘A’ behavior represents a striving for social approval and material gain reflecting deeper beliefs and fears developed through social learning. These beliefs and fears result from values communicated to children from parents, friends, school and the media during socialization. Price identified three primary beliefs, each accompanied by a particular fear, which led to the development and maintenance of Type ‘A’ behavior. ” (Burke, 520) Besides dealing with different types of behaviors in the workplace, management must realize that, “Changing the way organizations recruit is relatively easy. Changing attitudes isn’t. ” (Calleja, 28)

This paper discusses different approaches to the study of psychology and shows their relevance to the understanding of offending behaviour. A generally acceptable definition of psychology is that it is the science of the behaviour of living organisms with an emphasis upon human beings. With roots in the Greek psyche (life or self) and logos (logic), psychology is the scientific study of observable behaviour that we can observe directly or measure with instruments (Baucum, 1999).

Therefore, in general, psychology means the study of behaviour, and it follows that if we learn to understand the way people SHOULD behave by a methodical, logical study, by the same manner we should gain some insight and understanding into why some deviants behave the way that they do.

Cognitive psychology is one of the major approaches within psychology and can be contrasted with the behavioral view (a focus on observable behavior), a psychoanalytic view (a focus on the unconscious), a humanistic view (a focus on personal growth and interpersonal relationships) and a social cognitive view (a focus on the social environment as it impacts personal qualities such as thinking and feeling. ) An important distinction between the behavioral and cognitive or humanistic views is the importance of feedback.

For behaviorists, the most important feedback comes in the form of the application of consequences from the environment. The cognitive, as well humanistic, would focus on the importance of internal feedback. The social cognitive view considers both types. (Huitt, 2006) Of course the term offending behaviour does not relate just to criminal activities but to any type of behaviour which can be seen as deviant. There is no doubt that the use of psychology can be very useful and effective in criminology, one of the most obvious examples of offending behaviour.

If this work is not done correctly, however, the effect can be frustrating and can slow down the entire procedure. It is therefore very important to do this kind of work systematically and effectively (Victoroff, 2005) According to David Lester in his book entitled “Theories of Personality” (1995), there are three major approaches to the explanation of human behaviour. He lists these as intrapsychic explanations, physiological theories and simple learning theories. He explains intrapsychic explanations in the following manner: They are explanations that use concepts based upon psychological processes and structures within the mind.

These processes may focus on the contents of the mind such as particular desires, emotions or thoughts (Lester, 1995). Loosely, psychologists employing this method to understand, perhaps, why pedophiles act in the way that they do, or what would cause a man to want to rape. It may also lead to the understanding of self image, and what would cause, for example, a person with a low self image (in his mind the fault of his mother) to want to take revenge upon all women. It typically defines and utilizes more complicated mechanisms such as defense mechanisms, complexes and system principles (Lester, 1995)

The second method listed by Lester also focuses on the individual but as opposed to using mental processes to explain human behaviour, it relies upon the physiology of the brain. This is the Physiological theories approach – William Sheldon and Hans Eysneck have proposed classic physiological theories of personality – and recent advances in biological psychiatry look as if they may form the basis for modern, improved physiological theories of personality (Lester, 1995).

One can see that this type of approach may be very useful in the study of a variety of neurological disorders, including perhaps schizophrenia – it may allow heightened understanding of why the patient has split personalities – or Attention Deficit Hyperactivity Disorder, or even disorders which fall into the depression category such as Bipolar Disorder. The third approach given by Lister focuses upon the environment (or the situation) of the individual as the source of explanations for human behavior.

Social Learning Theory takes into account the fact that humans are more complex than lower animals, and introduces a limited number of intrapsychic processes (mainly cognitive elements) in order to provide a more complete understanding of the behaviour of human beings. (Lister, 1995). There definitely seems to be truth in this. Take for example a woman who is ordinarily of a sunny disposition. Her friends may notice that for a few months she has been moody, lethargic, withdrawn, and generally not interested in anything.

This is probably indicative of something being wrong, and further exploration may reveal to the friends that the reason for this offending behaviour is that she is under severe financial stress, for example. Lister also says that while all of the above pose a variety of answers to the understanding of human behaviour, the truest is probably a combination of all of the above (Lister, 1995). Take the example of a well known person who is known to have exhibited offending behaviour – Robert Thompson, who as a 10 yr old participated with Jon Venables in the killing of 3 yr old Jamie Bulger.

All of the approaches described above can be used in the analysis of the following information. Born of an abusive father and an alcoholic mother, he had five older brothers who assaulted him. His father left the family after viciously assaulting his mother. Reminiscent of William Golding’s novel The Lord of the Flies, the older brothers bullied the younger into submission. Robert did try to be a good son and would help his mother in the kitchen and babysitting the younger ones, trying to provide support.

Robert was not aggressive as much as sly. He skipped school, but when he did attend he was not considered a troublemaker. Teachers thought he was shy and quiet, yet manipulative of others, and didn’t expect much from him. Other kids avoided him. (Courtroom Television Network, 2005) Sometimes he talked tough, trying to act the role of a Thompson, but he was not considered violent or aggressive. He roamed the streets of Walton at 1 a. m. His mother Ann sometimes hid his shoes to keep him home.

Unfortunately, Robert’s abuse at the hands of his older brothers began to repeat in his treatment of his younger brother. He intimidated his younger brother, but they shared a strange bond. At night, they would lie in bed together, sucking one another’s thumb. (During the course of Robert’s trial Ryan began exhibiting disturbing behavior. He wet his bed regularly, set fires in his room, and gained weight. He seemed jealous of the attention Robert received and his mother was fearful that he would do something equally horrible to get the same treatment.)

Using the approaches listed above we can begin to understand the mind of Robert Bulger, and use this information to prevent further like crimes from occurring. This paper has discussed different approaches to the study of psychology and shown their relevance to the understanding of offending behaviour. We can see that using a combination of the different approaches to psychology is probably the best way to get at the truth.

Personality: Boas and Benedict According to Franz Boas, pioneer of Psychological Anthropology or the study of the relationship between culture and personality, personality is obtained thru culture and not biology. His theory called Cultural Relativism gives a comprehensive understanding of the underlying relationship between culture and personality. Boas’ student Ruth Benedict expounded the research on the effect of culture to personality through studying cultural various patterns and themes.

Although she admitted that the global cultural diffusion has made the cultural patterns of civilized societies are difficult to trace, primitive societies located at the remote areas have preserved their shared personalities through their values, beliefs and rituals. When Benedict wrote her book Patterns of Culture, she mentioned her comparison of the cultural patterns of two different northern American Indian groups as well as an Indian group located off-coast of Papua New Guinea.

In her study, she found out that although they are from similar genetic collection, these groups have significant differences in their respective value systems. For instance, one tribe’s idea of a “good man” differentiates to that of another. Her book, The Chrysanthemum and the Sword: Patterns of Japanese Culture, included a detailed description of Japanese belief and value system as well as a hypothesis on the reason behind the actions of the Japanese during World War

PERSONALITY: MARGARET MEAD

Arguably, Margaret Mead was one of the leading anthropologists of the 20th century.

Being a student of Boas, Mead extended the school’s knowledge in culture and personality as she focused from the American culture to the whole Western World. She travelled to Samoa and she found out that the societies there have uniform value systems, and thus, they share common personality traits. In the culture of Samoan tribes, it was noted that until individuals reach the age of 15- 16, when they are to be subjected to marital rituals, they do not have significant roles in terms of social life. In fact, children are ignored by their parents and the rest of the society until after they reach puberty.

Girls are taught to see boys as their enemies. The effect of this portion of the Samoan culture is that children tend to be either aggressive to gain attention, or passive due to the lack of affection and love from their significant others.

SEX? DIFFERENCES AND PERSONALITY

Evolution and genetics are believed to have brought about differences in personality traits as determined by the biological sex of a person. As explained by the Theory of Sexual Selection, males compete to attract females, so men are more likely to be aggressive and competitive than women.

However, nowadays we may see that more and more women become aggressive in competing against other women for a man. Our culture greatly contributes to the development of our beliefs and values. For this reason, both cultural psychologists and social anthropologists believe that culture affects one’s personality. In addition, gender differences also influence the personality traits a person possesses. Read more: Does culture affect our personality? – Individual Traits and Culture.

Audrey Hepburn was born in 1929 in Brussels Belgium during a time of economic hardship and personal strife. Her life took an amazing twist from her once food deprived, fatherless, war frenzied, childhood and adolescent years by becoming a 20th century icon. She withheld perseverance for life that drove her into the Land of the Free and ironically into the luxurious world of film-making by becoming one of the most wanted actresses in Hollywood.

Through her trials, tribulations, heredity and the surrounding environments this paper will explain how they contributed to molding her personality and what made her such a unique individual. Audrey had very little emotional support or family influence as a child. Her father left her, bother and mother when she was six years of age. Her mother was forced to raise two children on her own in a time of war with ample ways in which to concentrate on emotional ties or even fundamental ways to nurture the children. Audrey once quoted that after her father left that she was “devastated and had no one left to cuddle with. (Flonder, 1998) Being that it was such a difficult time in history Audrey and the influences around her where forced to work harder than the average person does in a life time. She was raised morally by her Mother in that they worked hard for what they needed in order to survive. Once the war was over her and her family even made geographical moves in order prosper and achieve their goals. It was also documented that during the war she was a messenger for her allies against the enemies reflecting that she was culturally influenced at an early age to fight for those that she trusted and believed in.

Although there was opportunity to steal and pillage her and her, family and friends went so hungry at times that “they ate tulip bulbs in order to stay alive. ” (Flonder, 1998) There are several theories in the study of psychology that suggest how a personality is formed and what creates it’s unique characteristics in which drive a person to act a particular way in certain environments and while interacting with others. In Audrey Hepburn’s case the Objective Relation Theory and the infamous Sigmund Freud theory of Psycho-dynamic best fit her characteristics and actions by what is recorded of her life history and personal quotes.

Objective Relation Theorist focus on the ways in which people cope with their feelings (defenses) and adapt to reality while trying to fulfill their needs (ego-centric). (Kowalski & Weston, 2011) It also suggests that people whom develop their personality in this way by environment and life events have an extreme inability to trust relationships. It is a progressive movement toward a more mature relatedness to others. (Kowalski & Weston, 2011) The personality of Audrey Hepburn is reflected in this theory in several ways.

Her two divorces might have stemmed from the desertion of her father or the result the enemies and horrors that she encountered during the war. The two divorces suggest signs of maladaptive interpersonal problems by having conflicts with others. The two divorces may also be the way that she coped with not having trust for the men in her life and a short lived childhood. She once mentioned that she had “very little youth, few friends in the usual teenage way and no security. Is it no wonder I became an interior sort of person? I think I was older in those days than I am now. (Flonder, 1998) As mentioned above the Objective Relation Theory also focuses on a person’s ego or how much one thinks of oneself. Audrey was a very giving person in the literal sense. She was said to be a fantastic mother of two boys and quoted “all that I ever really wanted to be was a mother”. (Flonder, 1998) As a way to pay it forward to those that helped feed her during the war she also gave tirelessly to children of other countries by becoming the Ambassador to the United Nations International Children’s Fund. Therefore, she could give to others effortlessly although she suffered from signs of ego-centrism and self- preoccupation.

With the events of her past she yearned to be loved and even with great success by the worlds view as an Academy Award winner she continued to search for the truth behind true internal happiness. The Psycho-dynamic Theory concludes that people are motivated by wishes and fears which Audrey had many of and displayed openly that they both drove her in many ways. She actually changed her name to Audrey as to not face the name of her past as well as by wishing for a better life with her new identity. Audrey quoted “Edna had been through enough already. ” (Flonder, 1998) This theory also places emphasis on how ne’s personality takes formation during early development and is highly affected by the role of their parents. (Burton & Davey, 2006) Audrey clearly had an early physical and loving attachment to her father to state that “she had no one to cuddle with” once he was gone. (Flonder, 1998) Without this early attachment achieved her recognition of autonomy and self conscious freedom would have been meaningless. (Kowalski & Weston 2011) At this early stage of her development with her father she was able to form such strong desires to love and care for her children beyond what her Mother could honestly provide.

She also showed a strong desire to have close harmonious connections by being very socially active as well as caring for those in needs. As well, in her latter stages of life she did eventually fall in love and stay in a committed relationship up until her death in 1993. (Flonder, 1998) In all, the Psycho-dynamic Theory best describes the personality of Audrey Hepburn. Although she faced many challenges during her life in the face of adversity through the progression of her life she did overcome them in healthy ways.

And although the desertion of her father left her unable to trust and searching for love she was able to form some loving bonds with people throughout her life. To support this theory as well one of her most famous quotes is “people need to be loved, restored and redeemed. Never throw out anyone. ” (Erwin & Diamond, 2006 ) Audrey Hepburn had a multifaceted personality due to the relationships that she had as child and established during adolescent but she stayed true to her morals and was striven for answers that would improve her as to overcome her past.

She appeared to be kind and loving towards the people that meant the most to her in her life. Those that encounter her briefly also suggest that she was a “giving and elegant spirit” (Erwin & Diamond, 2006 ) simply working towards a better life for herself and mankind.

References

1. Kowalski, R. & Weston, D. (2011). Psychology (6th ed. ) Hoboken, NJ: Whiley. 2004 Flonder, P. Biography.
2. The Immortal Audrey Hepburn Aug98, Vol. 2 Issue 8, p46. 8p. 19 Larsson, P. Counseling Psychology Review, Vol. 27, No. 1, March 2012
3. Erwin, E. , & Diamond, J. (2006). The Audrey Hepburn Treasures . New York, New York: Simon & Schuster, inc.

OB Notes Paper Pattern: 100 Marks: Q1. Compulsory. Based on “Ek ruka hua faisla” (Answer any 4 out of 7 options). Example question: Personality & Leadership Traits of Character No. 7 in the movie… Q2 – Q7. Answer any 4 (20 marks each) Q2. would be Short Notes Q3. – Q7. – Each question would be of two parts (A&B). Part A – Theory & Part B – Caselets in DPA format Tip: Please answer in Bullet points only. Topics: 1. Basic of Behaviour 2. Organisation – context of opp and Interdependence 3. Personality 4. Beliefs & Paradigms 5. Groups & Teams – Composition, Advantages, Disadvantages, formal, informal, How best teams come into existence. . Core Values & Adaptive Values 7. Five levels of change 8. Adaptation & Leadership Theory 9. Learning 10. Conflict 11. Basic of Motivation – stress management & Time management, Traits from 6 Personality Traits for Transformational & Transactional, Motivation & Morale Theories: 1. Blate & Motoun Managerail Grid. 2. Ringlemen Effect 3. Bruce & Tactman Model of Team formation 4. Malow’s Pyramid 5. The Medici Effect – franz Johamsson 6. The fifith Discipline – Peter Senge 7. Classic Conditional Theory of Learning 8. Stimulus Response Learning 9. REBT – Rational Emotive Behaviour Theory 10. The Ice berg model 1. The Big 5 model 12. Cattell’s 16 Personality Factor 13. Thomas Profiling 14. FIROB 15. MBTI 16. Johari Windows 17. Transactional Analysis 18. DISC # Genesis of OB: -Psycology -Sociology -Social Psycology -Anthropology -Political Science •Behaviour is an Action •Communication leads to behaviour •We communicate at all times •Types of Communication -Verbal -Non-Verbal -Written # Unsound Behaviour & Sound Behaviour # Sound Behaviour is Type B Behaviour -Communication is Basic -You communicate all the time -“B” is a form of communication, it is external. -Value at bottom “B” is adapted value Core values are common to all of us # Value: (Ringleman Effect) – Core Values & Adapted Values: Sound Behaviour is outcome of sound values – Value is a 3 leg Tool: Comfort Zone, Meaningfullness, Identity #Structural Conflicts of Values: Value Level Person APerson B HighHonesty Money ————– ————– – ————- LowMoneyHonesty -Nature of Human is “Dynamic”, not static -Self Deception # How to resolve conflict in such situation? Approach – Diagnosis, Prescription & Action 1. Individual Discussion (with person A & person B separately) 2. Value check of each individual 3. Identify individual goals . Common Goal (Creation of super ordinate goals so that values of both the person are not diluted) Topic 2: Team & Group #Team: -Team is like entity -It does not form by itself. It is created outside -Taken as human being, it has its own value -Team is considered as organic body & has emotion & cohesiveness -Team has to be flexible to achieve the super-ordinate goals (common goal/combined goal of different persons) -Team is only when it is comprised of experts -Every member of team has to be an expert in a particular field -Success or failure of the team is because of the leader •Stages in Formal to Informal: 1.

Forming: Introduction, bringing team together, bringing about unification 2. Storming: Conflict management & leadership, ego clashing, most important parts are resolved, it is always never ending. 3. Norming: Settle down. 4. Performing •Steps a Leader has to take: 1. Cohesiveness 2. Team building (strengthening the team together towards an activity) 3. Differences have to be brought down to convergence of difference 4. develop dependence between team members to have convergence of difference # Group: -It is collection of resources (money, men, material, machine) – denominated by man power -Can be formed externally or internally

Formal GroupsInformal Groups 1. Goal forms outside1. Stated bonding 2. It is governed by certain rules2. Discipline is lacking 3. Restricted3. Impenetrable 4. Goal oriented4. They make or break the organisation 5. Communication & bonding not very strong5. Communication and bonding is very strong 6. Conditional behaviour towards goal achievement 7. Values may or may not exist6. Values do exist 8. Motivation driven by goal # Merits of Formal Groups: -Structured -Rule oriented -Disciplined -Goal oriented -Goal focused -KRAs, Duties are very clear -Stakes are very high, hence behaviour based on stakes # Demerits of Formal Groups: Restricted Behaviour -No transparency, not genuine -No natural bonding -No values & conflicts are always hidden # Informal Groups: -Within every formal structures group, we always have informal groups -In an organization each one is at a level & has got: i. Power ii. Authority iii. Accountability iv. Responsibilities -Energy of informal groups should be used towards productivity -They can make or break an organization -They would not allow or permit a member from another informal group with value or value system different from his group as the values and the comfort zones & identities are different. 2 Laws of Communication: 1. Law of Entertainment: When 2 bodies are in proximate they eventually entertain – get affected by each other. 2. Law of Synchronicity: When 2 bodies entertain over a period of time they eventually synchronize – characteristics of one tends to rub of into the other & viz (emotional exchange). “Reprimand in private and praise in public” # 4 Zones in Life: 1. Internal Zone: Where you operate from your home. It is suppose to have nurturing, advice, criticism, corrections. 2. Spiritual Zone: Individual Commitment with spirit 3. Work Zone: 4.

Social: Outside the work place & home. All the people you meet outside the work & home. # Organisation Structure # HR Audit # Upward Spiral # Learning Curve # Attitude: -Congruent (Behaviour in line with thoughts) -Dissonant (difference in behaviour and thoughts) # Stagnation Stage # Learning: Knowledge + Actions (repeated actions) = Skills “A learning is a learning when certain body of knowledge is effectively transferred into actionable skills” -Skill development: Intensifying existing & enhancing new skills -Phase of Learning of an employee in an organization: 1st Phase: Technical Skills nd Phase: Behavorial Skills 3rd Phase: Conceptual Skills -Two types of Learning: a)Active: Self-driven desire to learn. When an individual experiences the need to change, the learning becomes active. b)Passive: Forced by situations & circumstances -It is upto the individual driven by his values & perceptions to choose to actively learn or reject the learning till it reaches its higher stake -When an individual a change about to happen in future & that to with meaningfulness, he/she is on critical path of learning -Awareness of change normally initiates active learning Learning is the courage of acquiring knowledge & putting into action -Learning has ethical & moral needs # Why do we learn? -Need to Change -Situations -High Stakes # Learning Block -Unawareness -Attitude (Is the knowledge really required by me?…. ) # Change # Types of Change: -Percieved & Non- Percieved -Fast Change & Slow Change •Those changes which are perceivable by our sensory experiences are perceivable changes, whereas those which do not fall under perceivable changes are termed as non-percievable changes. # 5 Levels of Change: 1. Cosmic Change (Changes in Galaxy) 2. Environmental (Global Warming) . Social Changes (Society) 4. Organic Changes (Body) 5. Cellular •The whole universe is in the process of eternal change. Change is required for evolution. •The purpose of change is to adapt & evolve •Adaption mean acceptance of change by addressing values & perception & thereby behaviour •Adjustment is painful, adaption is powerful •Adaption occurs when an individual develops self awareness of change, continuously learns & develop lateral skill # 4 Stages of Learning: 1. Unaware of incompetency (Ignorance) 2. Aware of the incompetancy (Knowledge) – Stage where you stay or quit 3.

Aware of competency (Skills) 4. Unaware of competency (Competance) •Competancy is a process centric and not content centric # Learning Theories: 1. Classical Conditional Theory of Learning/Stimulus Response Learning 2. Response Stimulus Learning 3. Cognitive Learning 4. Social Learning 1. Classical Conditional Theory of Learning/Stimulus Response Learning: Russian Psychologist Evan Paulov conducted an experiment: Dog-Meat & Bell Meat called as the unconditional stimulus, unconditional stimulus creates unconditional response along with the meat he rings the bell. The bell called as neutral stimulus. . Response Stimulus Learning: – Trial & Error Learning – ABC Learning: A-Antecedent, B-Behaviour, C-Consequence – For every behaviour ‘B’, there is an antecedent ‘A’ to consequence ‘C’ any trial & error is accidental. 3. Cognitive Learning: – Meaningful mental map, which we create of a reality, which varies from person to person – Recognise repeated cognize 4. Social Learning: – Learning from society (e. g. peers, friends) – This is the highest form of learning followed by cognitive learning and then Stimulus response and there on •Dominant vs. Back-up style of learning •Trusteeship & ownership Leadership •Learning Style -Ignorance -Knowledge -Skills -Competency # Emotional Intelligence: -Empathetic Listening -Focus to the issue and not on person -Empowerment -Who is learning & what type -EI is experiential learning # Leadership: -Leadership is a “Style” -A good leader has a good ET – Emotional Intelligence # Steps to be a Good Leader: 1. To be an empathetic listener 2. Tries to focus on the issues & solution path & not on the person 3. He empowers the followers 4. Brings in confidence building 5. To understand the learnig curve of the follower 6. He recognizes his own skills as well as others . He develops trusteeship (detachment) and not ownership (attachment) 8. He is known by his absence and not by his presence 9. He is a risk taker as he has a focus on locus of control 10. Leader is not a position, it is a process # Types of Leadership: 1. Autocratic 2. Democratic 3. Laissez Faire 4. Situational Leadership “Personality + People + Effectiveness = Leadership” “Situational Leaders has two styles – Dominant (own skill) & Back-up (learned skill)” -During critical situations, dominant style comes in place #Categories of Leadership: 1. Trasactional Leadership: Creates followers 2.

Transformational Leadership: -24×7 approach, creates leaders, creates vision -Communicate it very clearly to everybody -They act on the vision himself first. This develops inspiration among others and creates followers -People on their own join the leader -He creates future leaders -To develop EQ : – He has to take risk (emotional) which comes only through experience – He needs to be aggressive, go getter, pushes others & himself in achieveing goals •Emotional Intelligence is the separator between Manager & Leader # 6 Personality Traits: 1. Locus of Control: strong internals, control over situations 2.

Machawallism: -High Mach (highly manipulative) -Low Mach (Less Mach) 3. Type ‘A’ & Type ‘B’: -A = Aggressive, go getter -B = Laid Back 4. Self Motivating: pause —? Listen –? Reflect –? Respond. -It starts with self-awareness of one’s thoughts, words & action. It converts a reaction to a response. A good leader will have a moderate level of self-monitoring 5. Risk Taking 6. Self-Esteem # Blate & Motoum Managerial Grid (Training model) (1, 1) – Impoverished leader – least concern for result & people (9, 1) – High concern for results & least for people – Autocratic (1, 9) – Termed as ‘Country Club Manager’.

High concern for people but less for result (9, 9) – Ideal, Proactive Manager – The leader. Equal concern for both. It’s not a destination but a journey which a leader constantly tries to achieve. He is a situational leader. He uses the people’s competencies toward’s achieving goals. He is always ‘Ethical’. Requires tremendous self-discipline. Role Personality is a connectivity between the Role & the Goal. They have personal sense of humility (5, 5) – ‘Middle of the Road Manager’. It is a process. Tries to rise from the strategic level to visionary level. # Personality: 1.

Definition 2. Traits 3. MBTI/Thomas Profiling 4. 16 PF/FIROB/DISC 1. Definition: “It is a sum total of inner & outer attributes”, where – Inner Factors: Values, attitudes, perception, belief, paradigms Outer Factors: Physical disposition, mannerism, habits, behaviour. All the factors put together comprises of personality -Role Clarity is subjective whereas Goal Clarity is objective -Inner factor drives the outer factor -When meaningfulness of the goal is aligned with values, perception of role, the individual develops the role personality in line with the goal. In most cases he is effective in achieving goal. For e. g. : Student has a goal of learning a subject: i. He must have a clarity what he is learning ii. Learning, as we know is absorption of knowledge into doable action called skills. iii. This is of the purpose of acquiring knowledge is to transform an adopted behaviour then the learning is effective iv. The individual needs to focus this aspect of learning & align these aspects with consistently, he tends to play the Role Personality effectively v. Although all goals are measurable, the measurable may not indicate his learning (at times he may get higher %age, at times lower) vi.

All in all his focus should be to absorb knowledge & change his behaviour. So long as this focus is maintained, we can see him maintain Role Personality quite effectively. This is seen through his behaviour of active participation in all situation to acquire and assimilate indulging & convert them into skill & behaviour changes •Scenario: A, B, C, D are team members in a certain vertical. – ‘A’ is hardworking but, stickler to time – he works strictly 9. 00am – 5. 00pm. His output is remarkable – ‘B’ – Intelligent, genius, erratic, maverick – available only when a crisis occurs.

Arrogant & individualistic – ‘C’ – Quiet, laid-back, seemingly unintelligent, very obedient, slow worker, everyone likes him – ‘D’ – Into mood swings, creates goals, disappear for days & returns & works for long hours to complete his tasks, rarely talks, very helpful though, does not like to be asked questions The above 4 team members are assigned a project for SMG (self-managed groups) The time frame is 1 month. All 4 team members need to be optimally used. Design a goal & perform a DPA by mapping characteristics, personality Create roles & goals to attain effectiveness Strengths & weakness of each team member:

Team Member ‘A’: S: Time management, hardworking, goal oriented, focused, commitment, disciplined, organized W: Rigid Team Member ‘B’: S: Crisis management, confident, go-getter attitude, individualistic W: Arrogant, selfish, individualistic (low people skills) Team Member ‘C’: S: Strong values, obedient, strong interpersonal skills, approachable, quiet, laid-back, good follower W: laid-back, slow coach, quiet Team Member ‘D’: S: Goal setter, Innovator, compassionate, helpful W: Disappearing act, moody, does not like to be asked questions # Need Drive theory of Motivation: -All needs are basic requirements for organization When a need arises, it indicates a deficit -This deficit leads to a disturbance in comfort zone -There arises instantly within the organism, a type of drive that propels the organism to fulfill this deficit, thereby restoring comfort zone -When this fulfillment is complete, the organism is set to achieve total satisfaction -This drive is called motivation -This drive is automatic, instant, since it has its origins on survival of species, inshort it is instinct driven -Hence motivation is a term given to instinct driven that almost instantaneously develops the need deficit into need fulfillment -This is the animal side of the human

In day-to-day scenarios, we need to identify the diference between needs & wants. Needs are basic, wants are desired NEED(instinct) + DESIRE = Want (Rational) Need when fulfilled gives 100% satisfaction (does not leave any memory). A need is always an instant gratification # Frustration Model: It is derived from need-drive theory of motivation. If a need deficit arises in an individual, it creates a drive almost instantly to fulfill this need. While in process of fulfilling the need, if there arises an obstruction or barrier, the organism will anyway be fulfilling it through alternate means.

This altered behaviour is always unsound behaviour This behaviour is a repetitive behaviour. “Without action there is no motivation” # Fundamental Theories of Motivation: 1. Reinforcement Theory of Motivation 2. Goal Path Theory of Motivation The individual’s motivation is a result of 2 influences – Internal & external # What motivates you? -Content theories of Motivation: i. Maslow’s Theory of needs ii. Fedrick Hersberg’s – Two factor theory of needs iii. ERG Theory of Needs – albert iv. David Mc Cleeland’s Theory of Needs # Why and how are people motivated? – Process Theories of Motivation i. Stacey Adam’s Equity Theory i. Victor Vroom’s Theory of Expectancy iii. Poter Roller’s Theory of Intrinsic rewards 1. Reinforcement Theory of Motivation: It has 2 parts: a. Positive Reinforcement b. Negative Reinforcement Encouraging behaviour that are desired by an organization constitutes the frameqork of +ve reinforcement. The employees are encouraged to regret & certain behaviour that are desirable for the end customer of goal This is usually done by rewards, hence also termed as motivation by Rewards On the other hand there are certain behaviours which are not in line with organizational needs. These behaviours need to be discouraged.

Instead of allowing these behaviours to repeat, organization resort to collapsing these behaviours. This is brought about through the process of punishment termed as motivation by punishment or –ve reinforcement. Historically such reinforcement is resorted to at the functional level of organization, where rewards & punishment form the value criteria of employees’s behaviour As 1st time learners, all of us resort to stimulus response learning, our behaviour are also stimulus response based. Hence, it is natural for us to respond to the reinforcement method of motivation 2. Goal – Path theory of motivation: