Biglan et al the critical role of nurturing environments for promoting human ...Dennis Embry
The recent Institute of Medicine report on prevention (National Research Council & Institute of Medicine, 2009) noted the substantial interrelationship among mental, emotional, and behavioral disorders and pointed out that, to a great extent, these problems stem from a set of common conditions. However, despite the evidence, current research and practice continue to deal with the prevention of mental, emotional, and behavioral disorders as if they are unrelated and each stems from different conditions. This article proposes a framework that could accelerate progress in preventing these problems. Environments that foster successful development and prevent the development of psychological and behavioral problems are usefully characterized as nurturing environments. First, these environments minimize biologically and psychologically toxic events. Second, they teach, promote, and richly reinforce prosocial behavior, including self-regulatory behaviors and all of the skills needed to become productive adult members of society. Third, they monitor and limit opportunities for problem behavior. Fourth, they foster psychological flexibility—the ability to be mindful of one's thoughts and feelings and to act in the service of one's values even when one's thoughts and feelings discourage taking valued action. We review evidence to support this synthesis and describe the kind of public health movement that could increase the prevalence of nurturing environments and thereby contribute to the prevention of most mental, emotional, and behavioral disorders. This article is one of three in a special section (see also Muñoz Beardslee, & Leykin, 2012; Yoshikawa, Aber, & Beardslee, 2012) representing an elaboration on a theme for prevention science developed by the 2009 report of the National Research Council and Institute of Medicine. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Introduction of Organisation Behaviour
Nature and Scope of OB
Challenges and opportunities for OB
Organization Goals
Models of OB
Impact of Global and Cultural diversity on OB.
Biglan et al the critical role of nurturing environments for promoting human ...Dennis Embry
The recent Institute of Medicine report on prevention (National Research Council & Institute of Medicine, 2009) noted the substantial interrelationship among mental, emotional, and behavioral disorders and pointed out that, to a great extent, these problems stem from a set of common conditions. However, despite the evidence, current research and practice continue to deal with the prevention of mental, emotional, and behavioral disorders as if they are unrelated and each stems from different conditions. This article proposes a framework that could accelerate progress in preventing these problems. Environments that foster successful development and prevent the development of psychological and behavioral problems are usefully characterized as nurturing environments. First, these environments minimize biologically and psychologically toxic events. Second, they teach, promote, and richly reinforce prosocial behavior, including self-regulatory behaviors and all of the skills needed to become productive adult members of society. Third, they monitor and limit opportunities for problem behavior. Fourth, they foster psychological flexibility—the ability to be mindful of one's thoughts and feelings and to act in the service of one's values even when one's thoughts and feelings discourage taking valued action. We review evidence to support this synthesis and describe the kind of public health movement that could increase the prevalence of nurturing environments and thereby contribute to the prevention of most mental, emotional, and behavioral disorders. This article is one of three in a special section (see also Muñoz Beardslee, & Leykin, 2012; Yoshikawa, Aber, & Beardslee, 2012) representing an elaboration on a theme for prevention science developed by the 2009 report of the National Research Council and Institute of Medicine. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Introduction of Organisation Behaviour
Nature and Scope of OB
Challenges and opportunities for OB
Organization Goals
Models of OB
Impact of Global and Cultural diversity on OB.
Individual dimensions of organizational behaviorAshutosh
This presentation will give an insight into individual dimensions of organizational behavior. it includes the concepts of perception, motivation and personality.
The PowerPoint is Presented in Organizational Behaviour Class Seminars at Teresian College. It highlights the Psychological factors affecting individual behaviours in an organization.
Individual dimensions of organizational behaviorAshutosh
This presentation will give an insight into individual dimensions of organizational behavior. it includes the concepts of perception, motivation and personality.
The PowerPoint is Presented in Organizational Behaviour Class Seminars at Teresian College. It highlights the Psychological factors affecting individual behaviours in an organization.
Chapter-1 What is Organizational Behavior
From Robbins and Judge, Organizational Behavior
This will help students. Please share your feed back so that i can improve.
Introduction to Organizational BehaviorAmare_Abebe
The Presentation contains:
Organizational Behavior: Meaning, scope and Foundations
Systematic study of behavior
Scope of OB
Fundamental concepts of OB
Importance of OB
Model of OB
GROUP DEFINATION,TYPES OF GROUPS , STAGES OF GROUP DEVELOPMENT,GROUP DECISION MAKING TECHNIQUES , BRAINSTORMING , DELPHI METHOD , NOMINAL GROUP TECHNIQUE
perception , perceptual process ,factors affecting perception , learning , classical conditioning theory ,social learning theory, operant conditioning theory ,reinforcement schedules and types , attribution theory and errors of attribution
Attitude ,sources of attitude ,congnitive dissonance , organization related attitudes , personality , determinants of personaliity , personality traits in OB , types of personality
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2. What is OB?
Human behavior is the responses of
individuals or groups of humans to internal and
external stimuli.
An organization or organization is
an entity comprising multiple people, such as
an institution or an association, that has a
collective goal and is linked to an external
environment.
3. "Organizational behavior is a field of study that
investigates the impact that individuals, groups
and structure have on behavior within
organization for the purpose of applying such
knowledge toward improving an organization's
effectiveness." - Stephen P. Robbins
"Organizational behavior can be defined as the
understanding; prediction and management of
the human behavior affect the performance of
the organizations. - Luthans
5. Nature of OB
1. 1. A Separate Field of Study and not a
Discipline Only
2. An Interdisciplinary Approach
3. An applied science
4. A normative science
5. A Humanistic and Optimistic Approach
6. A Total System Approach
7. Need for studying OB
Helps in understanding organization and
employees in better way.
Helps in motivating employees
Helps in improving industrial / labor relations
Helps in predicting and controlling human
behavior
Helps in effective utilization of human
resources
9. Contributing disciplines
Psychology : Psychology is the science that
seeks to measure, explain, and sometimes
change the behavior of humans and other
animals. it may be; the mental and behavior
characteristic of an individual or group; If one want
to improve the behavior of an individual on group
we have to look into the psychological needs of an
individual and group. So the knowledge of
psychology can really help in improving and
modifying the behavior of individual and group. If
the psychological needs are fulfilled ,it gives
satisfaction to people and also give peace of
mind, which can improve the ability of an
organization
10. Contributing disciplines
Sociology : Sociologists study the social system in
which individuals fill their roles; that is, sociology
studies people in relation to their fellow human beings.
also according to the Waliam Marrian dictionary,
sociology is "the science of society social institution
and social relationship." This study really provides
helping hand in the improvement and modification of
OB. Society provides the base for collective living and
relationship while social institutes provide the base for
better form and shape for society among its different
organizations. Meanwhile, social behavior moulds the
behavior and values of the society. So, knowledge of
social norms and values not to forget the customs
really help in shaping the society.
11. Contributing disciplines
Social psychology : An area within
psychology that blends concepts from
psychology and sociology and that focuses on
the influence of people on one another. it deal
with the fulfillment of social needs in a
psychological sense of interpretations. it cause
different socio psycho conditions and affair for
the modification of OB .
12. Contributing disciplines
Anthropology : The study of societies to learn
about human beings and their activities. we
also define anthropology as "science of human
beings especially of their environment and
social relations and there culture" environment
play a pivotal role in the improvement and
modification of OB. environment like teacher
and preacher determines the direction of OB.
in our society colorful people are living i.e.
from different religion, creeds , cast and
culture therefore having different attitudes,
values and behaviors.
13. OB model
A model is an abstraction of reality, a simplified
representation of some real world
phenomenon.
This model defines the field of OB , its
parameters and identified its primary
independent and dependent variables ; and
their linkages.
15. Basic model of OB
Variables:
1. Inputs – These are the variables like personality, group
structure, and organizational culture that lead to
processes. These variables set the stage for what will
occur in an organization later. Many are determined in
advance of the employment relationship. For example,
individual diversity characteristics, personality, and
values are shaped by a combination of an individual’s
genetic inheritance and childhood environment. Group
structure, roles, and team responsibilities are typically
assigned immediately before or after a group is formed.
Finally, organizational structure and culture are usually
the result of years of development and change as the
organization adapts to its environment and builds up
customs and norms.
16. Variables…
2. Processes- If inputs are like the nouns in
organizational behavior, processes are like verbs.
Processes are actions that individuals, groups, and
organizations engage in as a result of inputs and
that lead to certain outcomes. At the individual level,
processes include emotions and moods, motivation,
perception, and decision making. At the group level,
they include communication, leadership, power and
politics, and conflict and negotiation. Finally, at the
organizational level, processes include human
resource management and change practices.
17. Variables…
3. Outputs - These are the key variables that you
want to explain or predict, and that are affected
by some other variables. What are the primary
outcomes in OB? Scholars have emphasized
individual-level outcomes like attitudes and
satisfaction, task performance, citizenship
behavior, and withdrawal behavior. At the group
level, cohesion and functioning are the
dependent variables. Finally, at the
organizational level we look at overall
profitability and survival. Because these
outcomes will be covered in all the chapters,
we’ll briefly discuss each here so you can
understand what the “goal” of OB will be.
19. Independent and dependent
variables
The dependent variables : key factor that you
want to predict and that is affected by some
other factor (independent variable) .
Dependent variables are :-
A. Productivity - performance measure that
includes effectiveness and efficiency.
B. Absenteeism - the failure to report to work.
C. Turnover – voluntary and involuntary permanent
withdrawal from an organization.
20. Dependent variables
D. Deviant workplace behavior - voluntary behavior
that violates significant organizational norms
and , in so doing , threatens the well being of
the organization or its members.
E. Organizational citizenship behavior –
discretionary behavior that is not part of an
employee’s formal job requirements, but that
nevertheless promotes the effective functioning
of the organization.
F. Job satisfaction – a positive feeling about one’s
job resulting from an evaluation of its
characteristics.
22. Independent variables
Independent variables are those factors that are
directly related to the organization and determine
its overall success. These causes change in
dependent variables
1. AT INDIVIDUAL LEVEL :
A. Personality
B. Values
C. Attitudes
D. Perception
E. Motivation
F. Individual learning
G. Individual decision making
H. Biographical characterstics
23. Independent variables
2. AT GROUP LEVEL :
A. Communication
B. Conflict
C. Group structure
D. Power and politics
E. Work teams
F. Group decision making
G. Leadership and trust
24. Independent variables
3. AT ORGANIZATION LEVEL
A. Organisational culture
B. Organisational structure and design
C. HR policies and practices