Causation in behavior1
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The document discusses the psychological approach to understanding human behavior. It explains that behavior is caused by both individual factors like heredity and personality as well as situational factors from the environment. It also describes how individuals perceive the same situation differently based on their unique experiences and traits. The psychological approach aims to objectively analyze all the causes of behavior rather than make value judgments. Understanding the interaction between the person and their environment is key to explaining why people act the way they do.
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Social psychology seeks to understand individual behavior and thought in social situations. It studies how individuals are influenced by real, imagined or implied others. Social psychology employs the scientific method to test ideas about human social behavior. As a science, it aims to describe, predict, determine causality, and explain social phenomena. Some key principles are that behavior is purposive, influenced by both disposition and situation, and interpreted and shaped by culture.
Lecture1.ppt
This chapter introduces social psychology and discusses its key topics and themes.
1) Social psychology is defined as the scientific study of how people think, feel, and behave in social situations. It examines how people influence each other and make decisions.
2) The chapter contrasts social psychology with related fields like personality psychology and sociology. It also discusses proximal and distal influences on behavior.
3) Major themes in social psychology are reviewed, including the power of situations, construal processes, automatic vs. controlled thinking, evolution and culture's impact on behavior, and the need for empirical research.
Carson2 Abnormal Psyche
This chapter explores causal factors and viewpoints in abnormal psychology. It discusses biological, psychosocial, and sociocultural factors that can influence abnormal behavior. Biologically, factors include genetics, brain chemistry, physical trauma, and deprivation. Psychosocially, early life experiences like trauma, parenting styles, and relationships can impact development. Socioculturally, one's environment and culture can influence which disorders manifest and how they are experienced. An integrated biopsychosocial model acknowledges the complex interactions between biological, psychological, and social causal influences.
Carson2 Abnormal Psyche
This chapter explores causal factors and viewpoints of abnormal psychology. It discusses biological, psychosocial, and sociocultural perspectives on the development and maintenance of abnormal behavior. Some key topics covered include diathesis-stress models, genetics, early life experiences, cognitive and learning theories, and the influence of culture and society. An integrated biopsychosocial approach is presented as the current dominant viewpoint.
Module 2 social perception, attribution, attitude & persuasion
Fifth Semester Social Psychology topics module 2 Social Perception & Attitude,based on Calicut University 2017 BSc Psychology Syllabus.
Perception and learning in Organization
Perception and learning are important processes. Perception involves receiving environmental stimuli and organizing and interpreting the information. It can be influenced by both internal factors like beliefs and experiences as well as external factors such as size, movement, and novelty. Learning is a permanent change in behavior resulting from experience. It involves steps like receiving input, responding, motivation, and reinforcement. Major theories of learning include classical and operant conditioning, cognitive theories, and social learning theory. Conditioning involves associating stimuli with responses, while cognitive and social learning theories emphasize how people learn through meaning, observation, and social models.
perception-personality.ppt
The document discusses perception and personality in organizations. It covers topics such as:
- The perceptual process which involves sensation, selection, organization, and interpretation of stimuli.
- Factors that influence perception such as characteristics of the object, perceiver, and situation.
- Attribution theory which examines whether people attribute behaviors internally or externally.
- Major theories of personality including trait theory, psychoanalytic theory, social learning theory, and self theory.
- Methods of measuring personality including self-report surveys, projective tests, and assessment centers.
3 Attitude and Behavior
This document discusses attitudes, their formation and measurement. It defines attitudes as evaluative reactions towards something based on beliefs, feelings and intended behavior. Attitudes have four core features - a referent, evaluations, representation in memory, and cognitive/affective components. Beliefs are important in attitude formation. Several techniques are used to measure attitudes including scales, surveys and observational methods. Consistency between attitudes and behaviors depends on factors like attitude accessibility and direct experience. Theories discussed include the Theory of Reasoned Action, Theory of Planned Behavior and Cognitive Dissonance Theory. Attribution theory considers how we determine causes of behaviors.
Bihavioral change and decision making asignment by tariku bachano
This document provides an overview of theories of behavior change. It discusses key elements like threat, fear, self-efficacy, and barriers. Major theories covered include social cognitive theory, theory of planned behavior, and transtheoretical model. It also defines human behavior, discusses classifications like overt vs covert, and factors influencing behavior like needs, cognitive dissonance, and decision making. The goal is to understand behavior and apply theories to facilitate behavior change.
Basic psychological process
Basic psychological process, Perception, Factors influencing perception, Characteristics of Perceiver, Attribution theory, Specific applications in organizations, Learning, Theories of learning, using learning concepts for self-management, implications for performance and satisfaction, Remembering, Basic motivational concepts, Theories of motivation, Implications for performance and satisfaction, Operant Conditioning Theory, Cognitive Learning Theory, Social Learning Theory, Types of Memory, Maslow’s Hierarchy of Needs, Herzberg’s Motivation Hygiene Theory, Two factor theory, Alderfer’s ERG Theory, McClelland’s Need Theory, Theory X and Process Theories of Motivation, Equity Theory, Expectancy theory, Porter And Lawler Model Of Motivation,Calicut university OB
Organizational Behaviour
Perception, Impression Management, Personality Development, Attitude, Job Satisfaction, Organizational Commitment
A STUDY ON EMPLOYEE ATTITUDE
The document discusses attitudes, their formation, measurement, and impact in organizational settings. It defines attitudes as mental states that influence responses to people and situations. Attitudes are acquired through learning and socialization. They affect behaviors like job performance and can be measured through surveys. Managing attitudes is important for organizations, as attitudes influence how employees perceive their work and organization.
Psychology Presentation
This document discusses various topics in psychology including classical conditioning, social learning theory, nature vs nurture, and strategies for helping behaviors adapt. Classical conditioning involves learning through association, with three stages: before conditioning, during conditioning, and after conditioning. Social learning theory states that behavior is learned through observation and modeling important individuals. The debate around nature vs nurture has never been fully resolved as both genetics and environment influence behavior, but in complex ways. Psychologists believe punishment is generally ineffective for changing behavior as it does not address the root issues and can increase resistance. Positive reinforcement of desirable behaviors and understanding the functions of undesirable behaviors are better strategies.
Presentation 1 perception
This document discusses various aspects of perception and social perception. It begins by defining perception as the process of collecting, organizing and interpreting information from the environment to derive meaning. Sensation involves basic physiological responses to stimuli, while perception involves higher-level cognitive processing of sensory inputs. Perception involves stimulus registration, interpretation based on factors like learning and personality, feedback, behavior, and consequences. Selectivity and various external and internal factors influence perception. The document also discusses perceptual organization, constancy, context, defense and social perception and the factors that influence it like stereotyping and halo effects. It concludes with a discussion of attribution theory and impression management strategies used in organizations.
Chapter-2-Individual-Behavior (3).pdf1244fhd
This document discusses individual behavior in organizations. It begins by reviewing the major psychological factors that influence individual behavior, such as perception, attitude, personality, and emotions/moods.
It then defines behavior as the response made by an individual in response to external stimuli or factors in their environment. Both heredity and environment determine an individual's behavior. Individual differences may be categorized as personality differences or differences in ability. Understanding others' behavior can help influence them.
The document discusses several factors that influence individual differences, including perception, attitude, personality, abilities/skills. It provides details on perception, attitudes, the components of attitudes, how attitudes are formed and changed. It also discusses the Big Five personality traits of extra
Orgnizational behaviour
This document provides an overview of organizational behavior concepts and research methodology. It discusses three major theoretical frameworks that inform the study of organizational behavior - cognitive framework, behavioristic framework, and social cognitive framework. The cognitive framework views behavior as influenced by internal mental processes, while the behavioristic framework focuses on observable stimulus-response relationships. The social cognitive framework proposes a model of triadic reciprocal causation where personal factors, environmental influences, and behavior continually interact. The document emphasizes the importance of valid and rigorous research methodology to establish evidence-based understanding of organizational behavior.
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Module 2 social perception, attribution, attitude & persuasion
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Defining Urban, Urbanization & Urbanism
This document discusses concepts related to urbanization, urbanism, and cities. Some key points:
- Urbanization is defined as the process of populations moving from rural to urban areas, causing cities and towns to grow. It is influenced by economic, political, and social advantages of urban living.
- Urbanism refers to the way of life in cities, and the social and cultural consequences of dense, heterogeneous urban populations. It involves more competition, specialization, and impersonal relationships than rural areas.
- New Urbanism is an urban planning movement that promotes walkable, mixed-use neighborhoods to encourage healthier, more sustainable living. It aims to build a sense of community while adopting ecological practices.
Lecture on Rural Development Feb 24.pptx
The document discusses different approaches to rural development:
1. Past anti-poverty efforts in the Philippines from the 1960s to 1990s by successive presidents met with little success, as described by one observer.
2. A theory of change approach helps identify effective solutions to address the underlying causes of problems hindering progress, considering the UN's comparative advantages.
3. Key principles for developing a theory of change include developing it consultatively to reflect stakeholders' understanding, grounding it in evidence, and supporting continuous learning.
Lecture Presentation on Project Proposal
The document provides guidance on writing an effective project proposal. It begins with definitions of key project terms like project, project life cycle, and goals. It then explains why project proposals are needed, such as to get approval, funding, and buy-in. The document outlines the main components of a strong project proposal, including an executive summary, background information, proposed solution, defined deliverables and goals, timeline, budget, and required resources. It emphasizes that a proposal should clearly communicate the problem being solved, proposed approach, anticipated impact, and convince the reader that the project merits time and funding.
MPA Lecture on Stakeholder Analysis.pptx
The document discusses stakeholder analysis, which involves identifying and assessing the interests, concerns, and influence of individuals or groups impacted by a project. It outlines the types of stakeholders, including internal/external and primary/secondary. Key steps in conducting stakeholder analysis are identified as: 1) identifying stakeholders, 2) prioritizing stakeholders, 3) understanding stakeholder needs/expectations, 4) developing an engagement plan, and 5) monitoring and adapting. Methods for stakeholder analysis like the power-interest grid are presented, along with examples of common pitfalls to avoid and ways to improve stakeholder analysis.
LEC DEVELOPMENT ISSUES AND CONCERNS.pptx
The document summarizes several key development issues and concerns in the Philippines, including poverty, overpopulation, unemployment, corruption, limited healthcare access, security threats, and issues within the education system. It notes that poverty remains a challenge with over 20% of the population living below the poverty line. Overpopulation strains resources and is driven by lack of education, poverty, and unemployment. Unemployment and underemployment lead to issues like debt and income inequality. Corruption is also a major problem, with the Philippines perceived as one of the most corrupt countries. Access to quality healthcare is limited especially in rural areas. Security threats include criminality, drugs, and terrorism. Within education, there are issues of limited access, inadequate funding
Human beings Cause & Consequence of Devt
Rural development aims to improve economic and social conditions in rural communities. It involves increasing agricultural production, developing infrastructure like roads and healthcare, and raising incomes. Rural development faces challenges like low incomes, lack of opportunities, and remoteness from urban centers. It requires a multi-pronged approach including agricultural growth, job creation, education, and improving living standards. International organizations increasingly prioritize rural development and poverty reduction through strategies like sustainable livelihood programs.
MPA 211: Lecture on WORK ETHICS. pptx
The document discusses work ethics and how managers can instill strong work ethics in employees. It defines work ethics and explains their importance. The bulk of the document outlines 10 ways for managers to develop work ethics among staff, such as leading by example, recognizing good work, and establishing clear expectations. It also addresses the role of employees in upholding work ethics and key qualities of good work ethics.
MPA 212 Lec Training and Development.pdf
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
MPA 213 : LECTURE ON SOCIAL-DEVELOPMENT.
Social development aims to improve well-being for all citizens. The document discusses social development in the Philippines under the Duterte Administration from 2017-2022. Key programs implemented included Pantawid Pamilya, universal healthcare, an anti-terrorism act, and infrastructure development. Literacy rates increased while issues remained in areas like housing, the environment, and financial literacy. The new Philippine Development Plan for 2023-2028 envisions healthy, educated citizens living in livable communities.
Urban & Metro Admin and Governancges.pdf
This document discusses prospects and challenges for urban and metropolitan administration and governance. It begins by defining urban and metropolitan areas and outlining the importance of effective administration and governance in promoting economic growth, social justice, and improved quality of life. It then discusses significant prospects for urban areas in economic growth and quality of life, as well as challenges like rapid urbanization, inequality, and climate change. The document also covers topics like public-private partnerships, smart cities, digital governance, integrated metropolitan planning, and sustainable urban development strategies.
MPA 210 Lecture : Planning & Budgeting
Planning and Budgeting helps organizations set targets and generate budgets by enabling different departments to collaborate using shared assumptions and tools. Effective planning requires assessing an organization's past approaches and addressing cultural issues to support current processes. Budgeting involves preparing, legislating, executing, and ensuring accountability for budgets through classification of expenditures and an organized structure. The budgeting process allows organizations to review past performance, forecast revenues, assign costs, and communicate budgets clearly.
SPMS LECTURE :PERFORMANCE AND EVALUATION
The document discusses the Strategic Performance Management System (SPMS), which links employee performance to organizational goals. The SPMS has four stages: performance planning, monitoring, review/evaluation, and rewarding/development. It focuses on aligning individual goals with the organization's mission, vision, and strategic goals. The SPMS process aims to concretize this linkage and ensure organizational and individual effectiveness. Key elements include goals aligned with agency priorities, an outputs/outcomes orientation, team-based performance management, and user-friendly forms showing goal alignment. Government issuances like AO 25 and a Joint Circular provide rules on performance-based incentives. Performance is measured based on quality, efficiency, and timeliness.
Lecture Maintenance & Development of HR.
This document discusses topics related to personal effectiveness, job enrichment, motivation, compensation policy, career development, and management. It defines personal effectiveness as dealing with success, goals, and related concepts. Key personal effectiveness skills include optimism, confidence, determination, reflection, problem-solving, persistence, stress management, emotional intelligence, habit building, organization, and time management. Job enrichment aims to make jobs more motivating by expanding tasks and skills. Career development involves defining goals and acquiring skills through self-assessment, awareness, goal-setting, training, and performance, while career management is a lifelong process of investing in one's future career goals.
Job Analysis, Job Design and Evaluation
The document discusses key aspects of human resource management including job analysis, job design, job evaluation, human resource planning, recruitment and selection, placement and utilization. It defines each concept and explains their importance. For job analysis, it outlines the steps and benefits. It also describes different job evaluation and design methods used by organizations. The recruitment and selection process is summarized in five steps. Placement and utilization focus on properly matching employees to roles and maximizing their productivity.
MPA 212 Lecture :COPING WITH STRESS.pptx
This document discusses workplace stress, its causes and effects, and strategies for managing it. It notes that some stress can motivate employees but too much stress leads to negative outcomes. It identifies 10 signs of stress during change, including increased absenteeism, difficulty concentrating, and hostility. The WHO recommends preventing stress through risk identification, developing action plans, and evaluation. Effective HR strategies include encouraging collaboration, taking breaks, deep breathing, and maintaining a calm mindset. Prioritizing mental health provides tools for managing challenges.
MPA 212 Lecture : COACHING AND MENTORING
Coaching and mentoring involve teaching new skills, improving performance in specific work areas, and building soft skills. They establish goals and empower individuals to take responsibility for their actions. Both provide benefits such as increased job satisfaction, engagement, and productivity. Coaching focuses on skills and performance, while mentoring emphasizes career development and guidance from someone with experience. Both build trust, share knowledge, and help people develop self-awareness and confidence.
Lec Volatility, Uncertainty, Complexity
VUCA stands for volatility, uncertainty, complexity, and ambiguity. It describes constant, unpredictable change that is now the norm in certain industries. The US Army first used VUCA after 9/11 to describe the unfamiliar security environment. In 2009, an author adapted VUCA for business to reflect turbulent forces of change affecting organizations. To manage in a VUCA environment, leaders need new skills like anticipating and adapting to change, strategic thinking, and considering broader contexts. They must also embrace uncertainty, develop resilience, foster innovation, strengthen decision-making, build relationships, and focus on continuous learning.
HRMD Lec Managing Ethically and Globally
This document discusses concepts related to social responsibility, ethics, and management. It provides examples of companies like Starbucks, Lego, and San Miguel Corporation that demonstrate social responsibility through practices like sustainable sourcing and environmental initiatives. It also outlines classical and socio-economic views of a business's social responsibilities and discusses the importance of managerial ethics. Globalization is defined and its impacts on different levels are explained, along with both benefits and criticisms of the process of globalization.
Lec : Human Resources - Self Confidence
This document outlines an MPA course on organization and management. It covers three main topics: skills of self-confidence, operations and career management, and references. For skills of self-confidence, it defines types of self-confidence like optimal, low, and over confidence and lists skills to build self-confidence. For operations and career management, it discusses key aspects of operations management and importance of career management for both employees and companies. It also outlines eight career anchors that influence career choices. The document provides references used at the end.
Lecture : Adaptive Organizational Design
This document discusses organizational design and change management. It defines organizational design as creating the best fit between an organization's strategic choices and setting. It also outlines several principles of organizational design like specialization, coordination, control and commitment, innovation and adaptation, and knowledge competence. The document also discusses factors that influence organizational design like environment, strategy, technology, size, life cycle, and culture. Additionally, it defines innovation, types of innovation like sustaining and disruptive, and the importance of innovation. Finally, it discusses change management, models of change management like Kotter's 8-step model, McKinsey 7S framework, and ADKAR model, and how each focuses on process or people.
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L'indice de performance des ports à conteneurs de l'année 2023
Une évaluation comparable de la performance basée sur le temps d'escale des navires
L'objectif de l'ICPP est d'identifier les domaines d'amélioration qui peuvent en fin de compte bénéficier à toutes les parties concernées, des compagnies maritimes aux gouvernements nationaux en passant par les consommateurs. Il est conçu pour servir de point de référence aux principaux acteurs de l'économie mondiale, notamment les autorités et les opérateurs portuaires, les gouvernements nationaux, les organisations supranationales, les agences de développement, les divers intérêts maritimes et d'autres acteurs publics et privés du commerce, de la logistique et des services de la chaîne d'approvisionnement.
Le développement de l'ICPP repose sur le temps total passé par les porte-conteneurs dans les ports, de la manière expliquée dans les sections suivantes du rapport, et comme dans les itérations précédentes de l'ICPP. Cette quatrième itération utilise des données pour l'année civile complète 2023. Elle poursuit le changement introduit l'année dernière en n'incluant que les ports qui ont eu un minimum de 24 escales valides au cours de la période de 12 mois de l'étude. Le nombre de ports inclus dans l'ICPP 2023 est de 405.
Comme dans les éditions précédentes de l'ICPP, la production du classement fait appel à deux approches méthodologiques différentes : une approche administrative, ou technique, une méthodologie pragmatique reflétant les connaissances et le jugement des experts ; et une approche statistique, utilisant l'analyse factorielle (AF), ou plus précisément la factorisation matricielle. L'utilisation de ces deux approches vise à garantir que le classement des performances des ports à conteneurs reflète le plus fidèlement possible les performances réelles des ports, tout en étant statistiquement robuste.
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Causation in behavior1
- 1. CAUSATION IN BEHAVIOR : THE PSYCHOLOGICAL APPROACH Presented by: JEOFFREY C TACIO Professor: Jo B. Bitonio DM 217 Human Behavior in Organization
- 12. Figure 1:
- 13. Figure 1: Variation in the perception of objects. This figure maybe seen as two Xs or as an upright V superimposed on an inverted V. If it is suggested that a W can be seen on top of an M, these will appear. Mention of a diamond will again change the perception. What really is pictured depends upon a person’s point of view.
- 17. THE CAUSAL SEQUENCE IN BEHAVIOR
- 19. BASIC CAUSES OF BEHAVIOR OFTEN UNKNOWN TO THE INDIVIDUAL
- 21. EXCUSES ARE NOT CAUSES
- 23. SUMMARY
- 25. THANK YOU