Paradim Shift in Behavior (PSB)
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We are not actually in charge of life, yet behave as if we are the masters of our own destiny. The realization of this fact is quite a hard one. The ridiculousness of our pomposity and presumption can only result in anger or humor.
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The Stages of Change
The stages of change are:
Precontemplation (Not yet acknowledging that there is a problem behavior that needs to
be changed)
Contemplation (Acknowledging that there is a problem but not yet ready or sure of
wanting to make a change)
Preparation/Determination (Getting ready to change)
Action/Willpower (Changing behavior)
Maintenance (Maintaining the behavior change) and
Relapse (Returning to older behaviors and abandoning the new changes)
Stage One: Precontemplation
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interested in any kind of help. People in this stage tend to defend their current bad habit(s) and do
not feel it is a problem. They may be defensive in the face of other people’s efforts to pressure
them to quit.
They do not focus their attention on quitting and tend not to discuss their bad habit with others. In
AA, this stage is called “denial,” but at Addiction Alternatives, we do not like to use that term.
Rather, we like to think that in this stage people just do not yet see themselves as having a
problem.
Are you in the precontemplation stage? No, because the fact that you are reading this shows that
you are already ready to consider that you may have a problem with one or more bad habits.
(Of course, you may be reading this because you have a loved one who is still in the pre-
contemplation stage. If this is the case, keep reading for suggestions about how you can help
others progress through their stages of change)
Stage Two: Contemplation
In the contemplation stage people are more aware of the personal consequences of their bad
habit and they spend time thinking about their problem. Although they are able to consider the
possibility of changing, they tend to be ambivalent about it.
In this stage, people are on a teeter-totter, weighing the pros and cons of quitting or modifying
their behavior. Although they think about the negative aspects of their bad habit and the positives
associated with giving it up (or reducing), they may doubt that the long-term benefits associated
with quitting will outweigh the short-term costs.
It might take as little as a couple weeks or as long as a lifetime to get through the contemplation
stage. (In fact, some people think and think and think about giving up their bad habit and may die
never having gotten beyond this stage)
On the plus side, people are more open to receiving information about their bad habit, and more
likely to actually use educational interventions and reflect on their own feelings and thoughts
concerning their bad habit.
Stage Three: Preparation/Determination
In the preparation/determination stage, people have made a commitment to make a change.
Their motivation for changing is reflected by statements such as: “I’ve got to do something about
this — this is serious. Something has to change. What can I do?”
This is sort of a .
Recovery- Oriented System of Care ,Motivational Approach , in Substance Use D...
This document discusses recovery-oriented treatment for substance use disorders. It defines treatment as direct medical interventions, while recovery is a sustained process of change addressing biological, psychological, social, and spiritual disturbances from addiction. Recovery aims to improve quality of life through pursuing abstinence and dealing with cravings. The document outlines motivational interviewing techniques including engaging patients, eliciting change talk, and negotiating plans for change. It emphasizes that recovery requires ongoing care beyond initial medical detoxification.
Coping with Stress If living is inevitably stressful, and if chron.docx
Coping with Stress If living is inevitably stressful, and if chronic stress can disrupt your life and even kill you, you need to learn how to manage stress. Coping refers to the process of dealing with internal or external demands that are perceived as straining or exceeding an individual’s resources (Lazarus & Folkman, 1984). Coping may consist of behavioral, emotional, or motivational responses and thoughts. This section begins by describing how cognitive appraisal affects what you experience as stressful. We then consider types of coping responses, including both general principles of coping and specific interventions. Finally, we consider some individual differences in individuals’ ability to cope with stress. coping The process of dealing with internal or external demands that are perceived to be threatening or overwhelming. Appraisal of Stress When you cope with stressful situations, your first step is to define in what ways they are, in fact, stressful. Cognitive appraisal is the cognitive interpretation and evaluation of a stressor. Cognitive appraisal plays a central role in defining the situation—what the demand is, how big a threat it is, and what resources you have for meeting it (Lazarus, 1993; Lazarus & Lazarus, 1994). Some stressors, such as undergoing bodily injury or finding one’s house on fire, are experienced as threats by almost everyone. However, many other stressors can be defined in various ways, depending on your personal life situation, the relation of a particular demand to your central goals, your competence in dealing with the demand, and your self-assessment of that competence. The situation that causes acute distress for another person may be all in a day’s work for you. Try to notice, and understand, the life events that are different for you and your friends and family: Some situations cause you stress but not your friends and family; other events cause them stress but not you. Why? Table 12.2 Stages in Stable Decision Making/Cognitive Appraisal Stage Key Questions 1. Appraising the challenge Are the risks serious if I don’t change? 2. Surveying alternatives Is this alternative an acceptable means for dealing with the challenge? Have I sufficiently surveyed the available alternatives? 3. Weighing alternatives Which alternative is best? Could the best alternative meet the essential requirements? 4. Deliberating about commitment Will I implement the best alternative and allow others to know? 5. Adhering despite negative feedback Are the risks serious if I don’t change? Are the risks serious if I do change? Richard Lazarus, whose general theory of appraisal was addressed in the discussion of emotions, distinguished two stages in the cognitive appraisal of demands. Primary appraisal describes the initial evaluation of the seriousness of a demand. This evaluation starts with the questions “What’s happening?” and “Is this thing good for me, stressful, or irrelevant?” If the answer to the second question is “stressful.
Building Resilience in Children
This was released as Episode 384 of Counselor Toolbox Podcast. You can find specific episodes and CEU courses based on the podcasts at https://allceus.com/counselortoolbox You can also subscribe on your favorite podcast app like Apple Podcasts, Google Play or Castbox.
MENTAL HEALTH
An individual's self-efficacy plays a major role in how they approach goals, tasks, and challenges according to research by Albert Bandura and others. Self-efficacy refers to a person's belief in their own ability to successfully perform a task or achieve a certain outcome. Bandura described self-efficacy as determinants of how people think, feel and behave. Research has shown that people with higher self-efficacy are more likely to view difficult tasks as something they can master rather than something to be avoided, and that self-efficacy affects performance accomplishments, goal setting, and persistence.
Intro to person centred social change
The document provides information about motivation and motivational interviewing. It discusses key concepts in motivation such as internal and external motivation sources. It also outlines the five stages in the transtheoretical model of behavior change: pre-contemplation, contemplation, preparation, action, and maintenance. The document explains motivational interviewing techniques such as expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy. It emphasizes that motivational interviewing is a collaborative conversation style to strengthen a person's own motivation and commitment to change.
Similar to Paradim Shift in Behavior (PSB) (20)
Motivational Interviewing - Health Psychology for Behavioral Change
Motivational Interviewing - Health Psychology for Behavioral Change
MI Motivational Interviewing Basics Workshop - Health Psychology
MI Motivational Interviewing Basics Workshop - Health Psychology
The Stages of Change The stages of change are Preconte.docx
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Recovery- Oriented System of Care ,Motivational Approach , in Substance Use D...
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Interrelationship between emotional intelligence, organizational commitment, ...
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The document discusses a study that examined the relationship between emotional intelligence, organizational commitment, and employee performance among employees in the supply chain department of textile manufacturing companies in India. A survey was administered to 145 employees. The results found a significant positive relationship between emotional intelligence and organizational commitment, with emotional intelligence accounting for 34.6% of the variability in organizational commitment. Emotional intelligence was also found to account for 34.6% of the variability in employee performance. Therefore, the study concluded that emotional intelligence positively impacts both organizational commitment and employee performance.Interpersonal relationship
Elaine describes graphology is 'brainwriting' - the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write: an expert graphologist understands the styles of the different countries and languages and makes allowances for 'taught' influences. Also largely irrelevant to the actual analysis is the content of the written text.
PERFORMANCE POTENTIAL MATRIX
The document describes a performance-potential matrix with three levels - Alpha, Beta and Gamma.
Alpha level performance is low or inconsistent, struggling to achieve goals. Alpha behavior potential sometimes fails to demonstrate company values or collaborate effectively.
Beta level performance is moderate and consistent over time, occasionally exceeding expectations. Beta behavior demonstrates company values, effective collaboration, and application of lessons learned.
Gamma level performance is outstanding and consistent, often exceeding expectations through creativity and innovation. Gamma behavior consistently operates in the company's best interest at all levels and coaches others.
The matrix plots these levels to assess an individual's current performance against their longer-term potential or capacity for growth.
Locus of Control’s Harmonization Effect on Organizational Role Stress and Man...
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This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
IMPACT OF EMPLOYEE TRAINING AND MONETARY REWARDS ON CUSTOMER SATISFACTION
Results have indicated that employee training and employee incentive have had not a significant effect on customer satisfaction. Trainings no doubt provide opportunities to employees to enhance their competencies but many times it has been found that the companies have imparted adequate training to their employees but because of low job satisfaction and lack of motivation they do not engage with their customers and not able to satisfy them. There is no doubt that training is vital input for better customers service but as we have seen it is not the only variable for customer’s satisfaction. Financial incentives to employees did not lead to customer satisfaction. If the employee is not sufficiently qualified & competent enough in both technically as well as emotionally to respond and meet customers' requirements easily as a result, it leads poor customer satisfaction.
A Study of Organisational Role Stress on Merchandisers Working in Export Orie...
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The document discusses the strategic role of human resources (HR) in supporting India's Skill India initiative. It outlines several ways HR can partner to develop skills, including setting up training centers, developing trainers, implementing a talent supply chain model, and innovative training programs. HR is well-positioned to collaborate across government, industry, and society to help train the large number of youth needed and ensure skills align with market demands. By taking a strategic role, HR can help achieve the goal of training 500 million people by 2020 and support India's continued economic and social development.
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Paradim Shift in Behavior (PSB)
- 1. BEHAVIORAL PARADIGM SHIFT Dr. Krishna Tripathi, MBA, PhD.
- 2. WHAT IS BEHAVIOR the way in which one acts or conducts oneself, especially towards others. the way in which an animal or person behaves in response to a particular situation or stimulus.
- 3. COMPONENT OF BEHAVIOUR STIMULUS RESPONSE CONFIDENTIAL © DR. KRISHNA TRIPATHI
- 4. BEHAVIORAL PARADIGM SHIFT (BPS) MOTIVATION COMPETENCE RESPONSIVENESS
- 8. CHANGE EQUILIBRIUM (F+C) ˂ (P+V+S) F=Fear of change C=Comfort level P=Pain & dissatisfaction with present situation V=Vision of the future desired state S=Knowledge about the first step
- 9. THE READINESS MATRIX Champions • Build visibly on their commitment Cynics • Ask them how they see it • Reframe until you find the right approach • Ignore Complainants • Explore resistance and consequences of no change • Expand their comfort zone Stress need for solutions, not blame Collaborators • Explain the rational for change • Beware motives and victim behavior HighLow Willingnesstochangetheirownbehavior Low High Recognition of need for change
- 11. CHANGE MANAGEMENT MATRIXX Stakeholders Hostile Let/indifferent Help/Enabler Make it happen