KYKOLOGY Dynamic Dimension is established to predict high complexity personality marked by behaviour patterns that vary with the situations and over time for survival, growth and to satisfy dominant needs
Contemporary personality assessment tests are useful for predicting simple people's personalities whose behaviour patterns are constant and persistent in various situations and from time to time. They will experience problems in reading complex humans whose behaviour patterns vary or fluctuate with different people, situations and times.
This document discusses key concepts in organizational behavior including individual behaviors like personality and motivation, group behaviors like norms and roles, and goals like explaining and predicting employee behaviors. It covers topics like job attitudes, cognitive dissonance theory, personality traits, emotional intelligence, perception, learning, and foundations of group behavior including concepts like roles, norms, status, group size, and cohesiveness.
Psychology 12 __outcome_3_1_attitude_formationNick Jordan
Attitudes are general positive or negative evaluations of people, objects, or issues. They have three components - cognitive beliefs, affective feelings, and behavioral tendencies. Attitudes develop based on how we evaluate something and are displayed consistently, but can change over time with new experiences or information. Attitudes differ from habits, which are routine behaviors without evaluation, and from values and beliefs, which do not necessarily lead directly to actions in the same way attitudes can influence behavior.
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
The document discusses attitudes and their components. An attitude is a hypothetical construct representing an individual's like or dislike of an item and has three main components - cognitive, affective, and behavioral. Attitudes have an object, direction, degree, and intensity. Common types of attitudes discussed include job satisfaction, job involvement, and organizational commitment. Models for understanding attitudes include the ABC model involving affect, behavior, and cognition components as well as Festinger's cognitive dissonance theory involving incompatibility between attitudes or behaviors. Attitudes can be measured through surveys, scales, and other techniques.
The document discusses several theories of personality including:
- Intrapsychic theory proposed by Sigmund Freud which emphasizes the unconscious mind and interaction of the id, ego and superego.
- Type theories including Carl Jung's ideas of extraversion and introversion and William Sheldon's three body types - endomorphy, mesomorphy, and ectomorphy.
- Trait theories which attempt to explain personality differences in terms of traits, including Gordon Allport's cardinal, central, and secondary traits and Raymond Cattell's 16 personality factors.
- Self theory proposed by Carl Rogers focusing on unconditional positive regard and an individual's true self.
- Social learning theory examining how personality characteristics like locus
This chapter discusses individual differences in personality, attitudes, and ethical behavior. It defines personality and the "Big Five" personality factors (extraversion, agreeableness, conscientiousness, neuroticism, and openness). Only 2-12% of behavior is determined by personality alone. Attitudes consist of affective, cognitive, and behavioral components and best predict behaviors that are specific and recent. Job satisfaction and organizational commitment are influenced by work factors and experiences. Management ethics can be immoral, moral, or amoral and shaping an ethical culture requires selecting ethical employees and reinforcing ethics through training and evaluations.
Attitudes represent a person's positive or negative evaluation of another person, object, or issue. Attitudes have three components - cognitive, affective, and behavioral. The cognitive component involves beliefs and opinions, the affective component involves emotions and feelings, and the behavioral component involves actions and reactions toward the attitude object. Attitudes serve four main functions - value-expressive, ego-defensive, knowledge, and utilitarian. People also try to maintain consistency between their attitudes and behaviors.
Contemporary personality assessment tests are useful for predicting simple people's personalities whose behaviour patterns are constant and persistent in various situations and from time to time. They will experience problems in reading complex humans whose behaviour patterns vary or fluctuate with different people, situations and times.
This document discusses key concepts in organizational behavior including individual behaviors like personality and motivation, group behaviors like norms and roles, and goals like explaining and predicting employee behaviors. It covers topics like job attitudes, cognitive dissonance theory, personality traits, emotional intelligence, perception, learning, and foundations of group behavior including concepts like roles, norms, status, group size, and cohesiveness.
Psychology 12 __outcome_3_1_attitude_formationNick Jordan
Attitudes are general positive or negative evaluations of people, objects, or issues. They have three components - cognitive beliefs, affective feelings, and behavioral tendencies. Attitudes develop based on how we evaluate something and are displayed consistently, but can change over time with new experiences or information. Attitudes differ from habits, which are routine behaviors without evaluation, and from values and beliefs, which do not necessarily lead directly to actions in the same way attitudes can influence behavior.
Attitude
Components of Attitude
Functions of Attitudes
Formation Of Attitudes
Type Of job related Attitude
Changing Attitude
Principal of Attitude Change
Types of change
The document discusses attitudes and their components. An attitude is a hypothetical construct representing an individual's like or dislike of an item and has three main components - cognitive, affective, and behavioral. Attitudes have an object, direction, degree, and intensity. Common types of attitudes discussed include job satisfaction, job involvement, and organizational commitment. Models for understanding attitudes include the ABC model involving affect, behavior, and cognition components as well as Festinger's cognitive dissonance theory involving incompatibility between attitudes or behaviors. Attitudes can be measured through surveys, scales, and other techniques.
The document discusses several theories of personality including:
- Intrapsychic theory proposed by Sigmund Freud which emphasizes the unconscious mind and interaction of the id, ego and superego.
- Type theories including Carl Jung's ideas of extraversion and introversion and William Sheldon's three body types - endomorphy, mesomorphy, and ectomorphy.
- Trait theories which attempt to explain personality differences in terms of traits, including Gordon Allport's cardinal, central, and secondary traits and Raymond Cattell's 16 personality factors.
- Self theory proposed by Carl Rogers focusing on unconditional positive regard and an individual's true self.
- Social learning theory examining how personality characteristics like locus
This chapter discusses individual differences in personality, attitudes, and ethical behavior. It defines personality and the "Big Five" personality factors (extraversion, agreeableness, conscientiousness, neuroticism, and openness). Only 2-12% of behavior is determined by personality alone. Attitudes consist of affective, cognitive, and behavioral components and best predict behaviors that are specific and recent. Job satisfaction and organizational commitment are influenced by work factors and experiences. Management ethics can be immoral, moral, or amoral and shaping an ethical culture requires selecting ethical employees and reinforcing ethics through training and evaluations.
Attitudes represent a person's positive or negative evaluation of another person, object, or issue. Attitudes have three components - cognitive, affective, and behavioral. The cognitive component involves beliefs and opinions, the affective component involves emotions and feelings, and the behavioral component involves actions and reactions toward the attitude object. Attitudes serve four main functions - value-expressive, ego-defensive, knowledge, and utilitarian. People also try to maintain consistency between their attitudes and behaviors.
1. Attitudes are tendencies to feel and behave in a particular way toward an object. They can be characterized by their persistence, position on a continuum from favorable to unfavorable, and their directedness toward a specific object.
2. Attitudes have three main components - cognitive (beliefs), affective (feelings), and behavioral (intentions). Cognitive dissonance occurs when two attitudes or an attitude and behavior are incompatible.
3. While attitudes often influence behavior, other moderating variables like importance, social pressures, and direct experience can also impact the attitude-behavior relationship. Attitudes serve functions like adjustment, value expression, and organizing knowledge.
Attitudes are enduring dispositions to respond consistently regarding an object or situation. They are formed through life experiences, learning, and social influences. Attitudes have three components - cognitive perceptions and beliefs about the object, affective feelings of like or dislike, and behavioral intentions regarding the object. Positive attitudes in a strong culture can lead to eustress, while negative attitudes in a weak culture result in distress. Attitudes can change due to the communicator, method of persuasion, target individual, and features of the situation.
Every human have a different attitude in life in response to the respective situation, object or person & hence the attitude is very important in life so I am here with quite a description of the HUMAN ATTITUDE which includes types, functions, importance, etc. stuff of attitude. It will help to choose attitude type in certain situations and can be helpful in your education too.
1) The document discusses dynamics, proactive attitude, and developing a positive mindset and attitude. It provides definitions and components of attitude, how attitudes are formed, and the importance of having a good work attitude.
2) It describes the advantages of a positive attitude and gives steps to build a positive attitude such as making a habit of acting now, developing gratitude, and staying away from negative people.
3) The document concludes by stating life is hard but even harder if we are stupid, and the only disability is a bad attitude.
Definition, Characteristics of Attitude, Factors Influence Attitude, Basis of Attitude, Functions of Attitude, Conditions facilitating Attitude change, Formation of Attitude, Steps of Changing Attitude, Relation between Attitude and Production.
I. Leaders play a key role in establishing organizational values and setting the direction of the organization. Values guide leader's decisions and perceptions.
II. Values can be terminal or instrumental, and shape beliefs, attitudes, and personality. Terminal values are desirable end goals like accomplishment or friendship, while instrumental values are means to achieve goals, like courage or honesty.
III. Cultural dimensions from the GLOBE study, like assertiveness and future orientation, distinguish societies and impact management. Values are learned from multiple influences like parents, religion, peers, media, and education.
Adjustment is a continual process by which a person varies their behavior to maintain a harmonious relationship between themselves and their environment. It allows individuals to balance their needs with what their environment can provide and helps them change in response to situational demands. Well-adjusted people are physically and psychologically healthy, socially accepted, self-aware, and have balanced aspirations. Maladjustment occurs when there is disharmony between a person and their environment due to conflicts between their abilities and what their environment can offer. People use defense mechanisms and processes like rationalization, projection, and sublimation to cope with frustration and reduce anxiety.
This document discusses attitudes, including their definition, components, factors influencing attitudes, types of attitudes, and functions of attitudes. It also examines barriers to changing attitudes and ways attitudes can be changed. The relationship between attitudes and behavior in the workplace is explored, as well as how attitude surveys can be used by organizations to understand employee perceptions and make improvements. Key points covered include the cognitive, affective, and behavioral components of attitudes, and how attitudes influence an individual's reactions and tendencies towards people, objects, or ideas.
This document discusses the concept of attitude. It defines attitude as an evaluating statement that can be favorable or unfavorable about objects, people, or events. Attitude reflects how people feel and is learned through social interaction and experience. The document also discusses the cognitive, affective, and behavioral components of attitudes. It explains how attitudes are different from but related to values and beliefs. Additionally, it covers functions of attitudes and theories of attitudes including balance theory, congruity theory, and cognitive dissonance theory. The document concludes by briefly defining job satisfaction and its relationship to attitudes.
Prof. Kanchan.ku.perception,attitude,valuesmotivation,learning.pptxProf. Kanchan Kumari
This document provides an overview of key concepts related to perception, attitudes, values, and learning. It discusses the nature, process, importance, and factors influencing perception. It also examines attitude formation and the different types of attitudes. Values and the importance of an individual's value system are explored. Learning theories around conditioning and social learning are summarized. The document concludes with discussing the managerial implications of understanding these concepts.
This document discusses four personality types - D, I, S, and C - as part of a DISC assessment. It provides descriptions of each type, including their motivations, priorities, limitations, fears, and values. For each type, it also lists common goals and areas they may need to expend more energy. The D type prioritizes challenges, action, and results and fears vulnerability. The I type is motivated by relationships and recognition and needs follow through. The S type values loyalty and stability and fears change. The C type focuses on quality and accuracy and fears criticism.
Values are deeply held beliefs that guide our behavior and define what is good or bad. They are learned early in life from friends, family, and culture. Values influence our goals and preferences. Attitudes are learned evaluations of people, objects, or ideas that can be favorable or unfavorable. Attitudes are influenced by experiences, associations, family, peers, and society. Attitudes have cognitive, affective, and behavioral components and serve functions like adjustment, ego defense, value expression, and gaining knowledge. While values tend to be stable, attitudes can potentially be changed by providing new information, changing situations, using credible communicators, or moderate fear appeals.
Attitudes are evaluative statements that can be favorable or unfavorable and are formed through experiences. They influence behavior and how people react to things. Job satisfaction is how people feel about their job and is influenced by factors within and outside of a person's control, such as pay, supervision, personal needs and values. High job satisfaction can lead to constructive responses while low job satisfaction can result in destructive responses like neglecting work duties.
This document discusses personality traits and how they relate to leadership. It describes several personality models including the Big Five model and Myers-Briggs Type Indicator. Certain traits like an internal locus of control are linked to effective leadership. Values and attitudes also impact leadership by influencing perceptions and decisions. While personalities differ, effective leadership requires understanding and managing relationships with people of various traits and values.
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.
- OhioHealth has been successful as an employer by choosing behaviors that minimize absenteeism and turnover, such as being an employer of choice and encouraging extra work efforts.
- Individual behavior is influenced by both internal factors like personality and values, and external situational factors. A model called MARS illustrates how these different elements interact to impact individual behavior and results.
- Motivation represents the direction, intensity, and persistence of voluntary behavior, and is impacted by ability, role perceptions, and other situational and individual factors.
A presentation on an essential topic of Oraganisational behaviour , Attitude, its formation, components , benefits of positive attitude and measurements. This presentation can be illustrated using relavent situtation with respect to the topics and points in the slides.
This document discusses the positive and negative aspects of human personality. It states that personality is made up of a "goodself" consisting of positive behaviors, and a "lesser self" consisting of negative behaviors. The ratio of these aspects can vary between individuals and even identical twins due to genetic differences and environmental influences. Knowing one's natural strengths and weaknesses as well as how one's personality has been shaped by experiences allows for personal growth and self-actualization.
1. Attitudes are tendencies to feel and behave in a particular way toward an object. They can be characterized by their persistence, position on a continuum from favorable to unfavorable, and their directedness toward a specific object.
2. Attitudes have three main components - cognitive (beliefs), affective (feelings), and behavioral (intentions). Cognitive dissonance occurs when two attitudes or an attitude and behavior are incompatible.
3. While attitudes often influence behavior, other moderating variables like importance, social pressures, and direct experience can also impact the attitude-behavior relationship. Attitudes serve functions like adjustment, value expression, and organizing knowledge.
Attitudes are enduring dispositions to respond consistently regarding an object or situation. They are formed through life experiences, learning, and social influences. Attitudes have three components - cognitive perceptions and beliefs about the object, affective feelings of like or dislike, and behavioral intentions regarding the object. Positive attitudes in a strong culture can lead to eustress, while negative attitudes in a weak culture result in distress. Attitudes can change due to the communicator, method of persuasion, target individual, and features of the situation.
Every human have a different attitude in life in response to the respective situation, object or person & hence the attitude is very important in life so I am here with quite a description of the HUMAN ATTITUDE which includes types, functions, importance, etc. stuff of attitude. It will help to choose attitude type in certain situations and can be helpful in your education too.
1) The document discusses dynamics, proactive attitude, and developing a positive mindset and attitude. It provides definitions and components of attitude, how attitudes are formed, and the importance of having a good work attitude.
2) It describes the advantages of a positive attitude and gives steps to build a positive attitude such as making a habit of acting now, developing gratitude, and staying away from negative people.
3) The document concludes by stating life is hard but even harder if we are stupid, and the only disability is a bad attitude.
Definition, Characteristics of Attitude, Factors Influence Attitude, Basis of Attitude, Functions of Attitude, Conditions facilitating Attitude change, Formation of Attitude, Steps of Changing Attitude, Relation between Attitude and Production.
I. Leaders play a key role in establishing organizational values and setting the direction of the organization. Values guide leader's decisions and perceptions.
II. Values can be terminal or instrumental, and shape beliefs, attitudes, and personality. Terminal values are desirable end goals like accomplishment or friendship, while instrumental values are means to achieve goals, like courage or honesty.
III. Cultural dimensions from the GLOBE study, like assertiveness and future orientation, distinguish societies and impact management. Values are learned from multiple influences like parents, religion, peers, media, and education.
Adjustment is a continual process by which a person varies their behavior to maintain a harmonious relationship between themselves and their environment. It allows individuals to balance their needs with what their environment can provide and helps them change in response to situational demands. Well-adjusted people are physically and psychologically healthy, socially accepted, self-aware, and have balanced aspirations. Maladjustment occurs when there is disharmony between a person and their environment due to conflicts between their abilities and what their environment can offer. People use defense mechanisms and processes like rationalization, projection, and sublimation to cope with frustration and reduce anxiety.
This document discusses attitudes, including their definition, components, factors influencing attitudes, types of attitudes, and functions of attitudes. It also examines barriers to changing attitudes and ways attitudes can be changed. The relationship between attitudes and behavior in the workplace is explored, as well as how attitude surveys can be used by organizations to understand employee perceptions and make improvements. Key points covered include the cognitive, affective, and behavioral components of attitudes, and how attitudes influence an individual's reactions and tendencies towards people, objects, or ideas.
This document discusses the concept of attitude. It defines attitude as an evaluating statement that can be favorable or unfavorable about objects, people, or events. Attitude reflects how people feel and is learned through social interaction and experience. The document also discusses the cognitive, affective, and behavioral components of attitudes. It explains how attitudes are different from but related to values and beliefs. Additionally, it covers functions of attitudes and theories of attitudes including balance theory, congruity theory, and cognitive dissonance theory. The document concludes by briefly defining job satisfaction and its relationship to attitudes.
Prof. Kanchan.ku.perception,attitude,valuesmotivation,learning.pptxProf. Kanchan Kumari
This document provides an overview of key concepts related to perception, attitudes, values, and learning. It discusses the nature, process, importance, and factors influencing perception. It also examines attitude formation and the different types of attitudes. Values and the importance of an individual's value system are explored. Learning theories around conditioning and social learning are summarized. The document concludes with discussing the managerial implications of understanding these concepts.
This document discusses four personality types - D, I, S, and C - as part of a DISC assessment. It provides descriptions of each type, including their motivations, priorities, limitations, fears, and values. For each type, it also lists common goals and areas they may need to expend more energy. The D type prioritizes challenges, action, and results and fears vulnerability. The I type is motivated by relationships and recognition and needs follow through. The S type values loyalty and stability and fears change. The C type focuses on quality and accuracy and fears criticism.
Values are deeply held beliefs that guide our behavior and define what is good or bad. They are learned early in life from friends, family, and culture. Values influence our goals and preferences. Attitudes are learned evaluations of people, objects, or ideas that can be favorable or unfavorable. Attitudes are influenced by experiences, associations, family, peers, and society. Attitudes have cognitive, affective, and behavioral components and serve functions like adjustment, ego defense, value expression, and gaining knowledge. While values tend to be stable, attitudes can potentially be changed by providing new information, changing situations, using credible communicators, or moderate fear appeals.
Attitudes are evaluative statements that can be favorable or unfavorable and are formed through experiences. They influence behavior and how people react to things. Job satisfaction is how people feel about their job and is influenced by factors within and outside of a person's control, such as pay, supervision, personal needs and values. High job satisfaction can lead to constructive responses while low job satisfaction can result in destructive responses like neglecting work duties.
This document discusses personality traits and how they relate to leadership. It describes several personality models including the Big Five model and Myers-Briggs Type Indicator. Certain traits like an internal locus of control are linked to effective leadership. Values and attitudes also impact leadership by influencing perceptions and decisions. While personalities differ, effective leadership requires understanding and managing relationships with people of various traits and values.
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.
- OhioHealth has been successful as an employer by choosing behaviors that minimize absenteeism and turnover, such as being an employer of choice and encouraging extra work efforts.
- Individual behavior is influenced by both internal factors like personality and values, and external situational factors. A model called MARS illustrates how these different elements interact to impact individual behavior and results.
- Motivation represents the direction, intensity, and persistence of voluntary behavior, and is impacted by ability, role perceptions, and other situational and individual factors.
A presentation on an essential topic of Oraganisational behaviour , Attitude, its formation, components , benefits of positive attitude and measurements. This presentation can be illustrated using relavent situtation with respect to the topics and points in the slides.
This document discusses the positive and negative aspects of human personality. It states that personality is made up of a "goodself" consisting of positive behaviors, and a "lesser self" consisting of negative behaviors. The ratio of these aspects can vary between individuals and even identical twins due to genetic differences and environmental influences. Knowing one's natural strengths and weaknesses as well as how one's personality has been shaped by experiences allows for personal growth and self-actualization.
Premises and dimensions of kykology personality profilingBernard Ah Thau Tan
The document presents the KYKO model, a unified grand theory of personality. It was named to honor Lao Tze and Sun Tzu. The model consists of 5 premises that describe how human personality lies on continuums of assertiveness/passiveness, sociability/asociality, conventionalism/liberalism, and complexity/simplicity. Based on these premises, a five dimensional model was established to measure self-actualization, egocentric, social, conventional/realistic, and complexity traits. The goal of the KYKO model is to provide a scientific framework called KYKOLOGY to understand personality and ensure successful interactions and achievements.
The fable of the six blind men of Hindustani inspired the development of the Unified Grand Theory of Personality based on multiple theoretical constructs to predict human differences more accurately.
Kykology guidelines to protect yourself from being infected with covid 19Bernard Ah Thau Tan
Coronavirus infection occurs when virus-containing droplets land on and enter the mouth, nose, eyes, ears, or skin, attacking organs. To protect oneself, wear a mask to cover the nose and mouth, goggles and ear plugs to protect the eyes and ears, and spray sanitizer on exposed skin and clothes. Maintain social distancing and boost the immune system.
The technology of knowing your innate and nurture self to enable you to see your true self more accurately and to help you to grow your potentials and self-actualize to become a fully functioning person.
How to find a career with jobs that matches with your work styles.Bernard Ah Thau Tan
The document discusses how matching employees' work styles and personalities to the right jobs can improve work satisfaction, reduce turnover, increase productivity and boost company profits. It introduces different work styles like conceptual, directive, altruistic, practical/hands-on, cognitive, creative, administrative and enterprising. Each work style is further defined based on preferences and levels from high to low. Examples are also given on how to match work styles to career fields like business management, education, hospitality, marketing and STEM. The overall aim is to assist organizations in fitting employees to suitable roles.
Limitations of contemporarily personality profile assessment and how kyko add...Bernard Ah Thau Tan
Content:
Limitation1 –Designing Personality Profiling instruments based on one or two theoretical constructs
Limitation 2: Predictability is limited to observable behavior
Limitation 3 – It is not inclusive of all Psychological Traits and Characteristics
Limitation 4 - Putting a number on the typology of personality
Limitation 5 – Assuming that our behavior patterns are constant and unaffected by the environment
Limitation 6 – Inaccuracy in Interpretation of Personality
Limitation 7 -To limit the interpretation of personality to positive traits only
Limitation 8 – To assume that human beings are simple and their behavioral patterns are recognizable, predictable and are consistently persistent between situations and across time
Limitation 9 – the use of polar traits, type nouns and adjectival descriptor
Limitation 10 – Limited Usage of personality profile.
Teori-teori perilaku mengklasifikasikan sifat-sifat manusia menggunakan analisis faktor untuk mengenal pasti dimensi asas keperibadian. Ia menyediakan kaedah saintifik untuk mengkategorikan sifat tetapi tidak dapat menjelaskan penyesuaian tingkah laku atau proses psikologi di sebaliknya.
How kyko hire and select the best candidates from the marketBernard Ah Thau Tan
This document discusses how KYKO assesses candidates for self-actualization, which includes their achievement, growth, fulfillment, ethics, and reasonableness. Candidates are given a Likert scale assessment in these areas and categorized as having high, fairly high, average, below average, or low self-actualization. Those with high or fairly high scores are strongly or generally recommended for hiring, while those with low scores are not recommended. By hiring candidates with high self-actualization, it will create a favorable work environment that motivates employees and leads to organizational success.
The document discusses different leadership styles including achievement-oriented, autocratic, bureaucratic, democratic, laissez-faire, servant, situational, transactional, and transformational. Each style has pros and cons depending on the situation and type of followers. An effective leader adapts their style to the specific people and circumstances rather than relying on only one rigid approach.
How different personality theories explain human differences Bernard Ah Thau Tan
The document discusses how six personality theories - psychodynamic, behaviorism, humanism, biological, traits, and social cognitive - can help explain the different reactions of Ali, Shawn, and Peter to seeing a snake in a garden. Ali panicked, Shawn played with the snake, and Peter killed it. Each theory offers explanations for their behaviors, such as psychodynamic theories pointing to past experiences, behaviorsit theories to learned responses, and biological theories to inherited traits. The document concludes by saying an integrated approach using all six theories can help interpret human differences more comprehensively.
This document discusses human resource functions including hiring, job placement, job fit, and training & development needs. It provides information on using the KYKO personality assessment tool in personnel selection processes. The KYKO tool evaluates candidates on 5 dimensions (SA, C, SE, SO, E) and can be customized for different jobs, industries, and positions. It is used to assess job fit, identify training needs, and facilitate career planning and succession. Developing a job-personality profiling matrix allows matching candidates' profiles to specific positions to maximize organizational success.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
This presentation delves into the core principles of personality development as taught by Tim Han. Understand the importance of self-awareness, goal setting, and maintaining a positive attitude. Gain valuable tips on improving communication skills and developing emotional intelligence. Tim Han’s practical advice and holistic approach will help you embark on a transformative journey towards becoming your best self.
Understanding of Self - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
ProSocial Behaviour - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Stealth attraction for mens gets her with your wordsichettrisagar95
My article gives a set of techniques used by men to subtly and effectively attract women without overtly displaying their intentions. It involves using non-verbal cues, body language, and subtle psychological tactics to create intrigue and build attraction. The goal is to appear confident, mysterious, and charismatic while maintaining an air of mystery that piques the interest of the person you are trying to attract. This approach emphasizes subtlety and finesse in communication and interaction to create a powerful and lasting impression.
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
3. Dynamic Self-Actualization (SA)
● Need
● Drive
● Desire
● Want
● Achievement
● Commitment
● Growth
● Self-satisfaction
● Fulfillment
● Integrity
● Seeking goodness and salvation
● Using their intellectual ability to become a
fully functioned person
● Living a meaningful life
FOR
The deliberate adjustment, alteration or variation of the magnitude of the:
Due to internal conflict and external factors.
4. Dynamic Achievement
Orientation
The manipulation of situations resulting in the deliberate
alteration or fluctuation of the motivation and attitude for
achievement.
Dynamic Growth
Needs
The manipulation of situations resulting in the deliberate
alteration or fluctuation of the motivation for learning and
personal development.
Dynamic Work
Passion
The manipulation of situations resulting in the deliberate
alteration or fluctuation of the motivation for work
passion and satisfaction as a result of internal and
external factors.
Dynamic Value
System
The deliberate alteration and fluctuation of moral values
resulting in being inconsistent as a result of internal and
Dynamic SA Personality Factors
5. Dynamic Egocentric (E)
● Need
● Drive
● Desire
● Want
● Power
● Dominance
● Image
● Persistency
● Challenges
● Recognition
● Control of the environment
FOR
The deliberate adjustment, alteration or variation of the magnitude of the ego
due to internal and external factors in satisfying the:
6. Dynamic E Personality Factors
Dynamic Self-
Confidence
The wavering of confidence level with the degree of complexity
and challenges of a situation.
Dynamic Mental
Toughness
The fluctuation of mental toughness depending on how one
values the outcomes of the effort and time to get things done
or to make things happen.
Dynamic Self-
Image
The ability to keep a high or low profile under different
circumstances in order to suit the ego.
Dynamic
Dominance
The deliberate act of being hard or being soft in dealing with
people and situations to sustain the ego.
Dynamic In
Charge
The deliberate act of either taking charge or taking orders to
suit the ego.
7. Dynamic Sociocentric (SO)
● Need
● Drive
● Desire
● Want
● Affiliation
● Love
● Care
● Compassion
● Comradeship
● Social Interaction
● Acceptance
FOR
The deliberate adjustment, alteration or variation of the magnitude of the:
To suit personal motives.
8. Dynamic SO Personality Factors
Dynamic
Altruism
The propensity to be selective of people to whom to give love,
care and attention.
Dynamic
Team Player
The tendency to be selective of whom to work with in groups.
Dynamic
Warmth
The deliberate tendency to be friendly, amiable and cordial
depending on whom is being favored.
Dynamic
Empathy
The propensity of being selective, on whom to empathize with.
Dynamic
Affinity
The tendency of being selective on whom to establish intimate
and close relationship with.
9. Dynamic Security (SE)
● Need
● Drive
● Desire
● Want
● Safety
● Protection
● Regularity
● Stability
● Compliance
● Orderliness
● Precision
FOR
The deliberate adjustment, alteration or variation of the magnitude of the ego
due to internal and external factors in satisfying the:
Caused by internal and external factors.
10. Dynamic SE Personality Factors
Dynamic Safety The deliberate choice of playing safe or taking a risk.
Dynamic System
Compliance
The deliberate choice of adhering to or the bending of
rules.
Dynamic Personal
Organization
The propensity to organize on a need to basis.
Dynamic Precision
The deliberate choice to be detail-oriented, accurate
and precise or otherwise depending on circumstances.
Dynamic Certainty
The deliberate choice between making speculations
and assumptions or being factual and proven.
11. Dynamic Complexity (C)
The deliberate adjustment, alteration or variation of the
complexity magnitude to selectively:
● Utilize and disseminate information
● Do an in-depth analysis
● Influencing and getting support
● Being adaptable and flexible
● Use people, situations and the environment
for survival and to achieve dominant goals.
12. Dynamic C Personality Factors
Dynamic
Environmental
Awareness
The aptitude and ability to be selective in absolving and being
well-informed of information in the environment.
Dynamic
Adaptation
The aptitude and discretion to be rigid or flexible in dealing with
people and situations.
Dynamic
Influencing
The discretion or choice to persuade and influence others or
allow oneself to be persuaded and influenced.
Dynamic
Information
Dissemination
The discretion or choice to disseminate or divulge either full or
partial information to others.