...following theories on personality: Trait theory – the trait theory suggests that a person’s personality is built through a number of different traits that the person has. The maker of the theory was Gordon Alport; he came up with the idea. He found that just by figuring out what traits you have, the trait theory can figure out what personality you have. He said that there are 4,000 words in the English dictionary that describe traits. He put these words and traits into 3 categories; Cardinal traits, central traits and secondary traits. These categories would help describe what someone’s personality is. This theory would help pick out people like; introverts unstable, introvert stable, extrovert unstable, and extrovert stable. This then suggests the fact that some people with one of them personality’s should be selected for a certain sport. For example if someone was an introvert stable this would suggest that they should play a game like snooker or darts, something that isn’t that boistres and loud and something with no contact. Some people will argue against this and say that the test is not accurate because there are athletes that play rugby that are an introvert stable. And there can also be extrovert snooker men or darts players, they will just have a more focused point on the game. Basically, the series of tests that are available to use the trait theory are just a series of questions that you answer and at the end calculates what sort of personality you have. And what group...
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...Know the effects of motivation on sports performance “… the internal state which tends to direct a person’s behaviour towards a goal.” - (Kent, 1994) “…motivation has been seen as having two aspects: it is what drives I’d to do things …and it makes us do particular things.” -(Woods, 1988) Motivation can influence decisions, learning and performance in sport. If a performer is not in a positive psychological state, mistakes will be made in the performance, and they will not perform at their best level. There are three types of motivation: * Intrinsic * Extrinsic * Self-Motivation Intrinsic This type of motivation comes directly from the performer. They are factors such as personal satisfaction or enjoyment. Biddell (1984) suggested that performers who are intrinsically motivate are more likely to continue participating then those who aren’t. This is because of personal ambition and the drive to have fun. An example of this could be an individual wishing to play squash as a form of recreation, to develop their fitness levels, but also to see if they can master the game. Extrinsic This type of motivation comes from factors that are unrelated to the task they are performing. They are rewards that the performer may get for completing a task successfully. Some of these may include money or medals. An example of this could be a player who is offered a lot of money for playing for a football team, but the don’t actually enjoy...
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...Abstract The connection between coaches and a team’s cohesion has long been researched. The factors that coaches use in their coaching method and the way that athletes perceive their coach can make or break a winning team. This study examines the connection between a coach’s ability to coach and a team’s cohesiveness. A Team is Only as Good as Their Coach Numerous researchers have studied the correlation between a coach’s method of coaching and team performance. One of the most notable theoretical models used to investigate coaching behavior is Chelladurai’s Multidemensional Model of Leadership. This model shows the coach’s behavior as viewed from three perspectives: the behavior that is preferred by the athlete, the behavior that is required by the situation and the actual behavior of the coach. It has long been assumed that a team’s performance and satisfaction are a direct result of the coach’s behavior (Carron, Hausenblas & Eys, 2005). Athletes look to coaches that foster friendship, mutual trust heightened respect and interpersonal warmth (Shields, Gardner, Bredemeier & Bostro, 1997). What is a Coach’s Perfect Behavior? The perfect behavior of a successful coach is a combination of different styles of training, democratic style, autocratic style, social support and positive feedback (Carron, et. Al., 2005). It takes many years to become a perfect coach, it is often wondered if coaches are taught or born into their profession. Just as...
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...Master Business Studies, Faculty of Economics and Business (FEB), University of Amsterdam THE INFLUENCE OF PHISICAL ACTIVITY ON CREATIVITY THE WALK TO INNOVATIVE SUCCES! Abstract This paper is an analytical review about the possible relation between physical activity and creativity. Relative new research studies show promising results for a possible positive relationship between walking or standing meetings and increased levels of creativity at the workplace. By creating a conceptual graph and discussing several models, the potential role of physical activity in the creativity process is shown and the important role of the organisational environment. Although future research is clearly needed, stimulating physical activity might be a useful new management practice to enhance creativity in companies. Entrepreneurship & Innovation Management Paper Introduction Artists, musicians, writers, have used body movement to help overcome mental blocks and lack of inspiration. Also, historical figures like Sigmund Freud, Charles Dickens, and Charles Darwin, frequently walked to find solutions for deeper questions and thoughts (Loehle, 1990). For example, Harry s. Truman woke up at five in the morning for a ‘vigorous’ walk of a mile or two, wearing a business suit and tie. More modern methods are also used by Steve Jobs who is well known for his walking meetings and Mark Zuckerberg who has also been holding meetings on foot. It seems that they all intuitively knew...
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...theories relating to Sports Psychology and performance, it can be evaluated that there are many possible psychological responses to implement a plan to ensure a student achieves there absolute best in the sport European Handball. European handball is team of 7 passes a ball to throw it in the goal. The game is quite fast and includes a lot of body contact, as the defenders try to stop the attackers from approaching the ball. (About Applied Sport and Exercise Psychology, 2007) With a game like European handball, a game plan will be needed as well as many strategies and a scheme to win the game will need to be set in place. There are strategies’ that not only improve my endurance and my fitness, but certain psychology strategies that improve my performance physically and mentally. If I want to take my game to the next level I have to be willing to take my training far beyond where most handball players stop. By over coming performance fears, injuries, stress and reaching certain goals there are many strategies that can be done to do so. (Quinn, 2013) Motivation, Anxiety and Arousal are the three main strategies that I used to improve in my performance. Getting good in a sport requires both physical and mental. You have to work hard on your conditioning and physical game to make it happening. A game strategy such as motivation is the best way to get you on top. Intrinsic motivation refers to motivation that is driven by an interest or enjoyment of the particular sport itself. And exists...
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...competitive; noncompetitive D.noncompetitive; competitive Question 2 of 15 1.0/ 1.0 Points The phenomenological approach to personality is consistent with the interactional approach except that it focuses on A.the individual's interpretation of the situation and himself or herself B.the traits of an individual C.the situation a person is dealing with at the time D.the behavior of the individual E.the outcome of the behavior Question 3 of 15 1.0/ 1.0 Points Which of the following is not a subscale from the Athletic Coping Skills Inventory? A.concentration B.coachability C.goal setting D.imagery E.freedom from worry Question 4 of 15 1.0/ 1.0 Points Test anxiety is an example of a A.trait measure B.state measure C.situation-specific trait measure D.situation-specific state measure Question 5 of 15 1.0/ 1.0 Points The situational approach to personality assumes that A.individuals behave differently across situations B.individuals behave similarly across situations C.if the situation is strong, the effect of personality traits would be minimal D.a and b E.a and c Question 6 of 15 1.0/ 1.0 Points Eysenck and Eysenck argue that personality can best be understood by focusing on which of the following traits? A.emotionality and stability B.introversion and...
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...[pic] FACTORS AFFECTING PERFORMANCE CONTENT: FOCUS QUESTION 1- HOW DOES TRAINING AFFECT PERFORMANCE • Energy systems • Types of training and training methods • Principles of training • Physiological adaptations in response to training FOCUS QUESTION 2- HOW CAN PSYCHOLOGY AFFECT PERFORMANCE • Motivation • Anxiety and Arousal • Psychological strategies to enhance motivation and manage anxiety FOCUS QUESTION 3- HOW CAN NUTRITION AND RECOVERY STRATEGIES AFFECT PERFORMANCE • Nutritional considerations • Supplementation • Recovery strategies FOCUS QUESTION 4- HOW DOES THE ACQUISITION OF SKILL AFFECT PERFORMANCE • Stages of skill acquisition • Characteristics of a learner • The learning environment • Assessment of skill and performance FOCUS QUESTION 1- HOW DOES TRAINING AFFECT PERFORMANCE • Energy systems: All energy is provided in the muscles in the form of the molecule adenosine triphosphate (ATP). Chemical reactions in the body cause ATP to break down and release energy to the muscles for work. The chemical reactions are a result of a combination of oxygen we breathe and the breakdown of food, mainly carbohydrates and fats. The structure and breakdown of ATP: The ATP molecule has three phosphate molecules attached to it by high energy chemical bonds. One phosphate splits from the molecule and energy is released. The remaining compound is adenosine diphosphate...
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...that the consequences of their behavior are under their personal control and that they are effective in controlling their destiny and determining the occurrence of reinforcement, and feel personally responsible for the things that happen to them; those with an external locus of control believe that the outcomes of their performances in life are determined by forces beyond their control (e. g., fate, chance, luck, powerful others and supernatural forces) and that they determine the occurrence of specified events. As Rotter (1966) pointed out, the effect of reinforcement “depends on whether or not the person perceives a causal relationship between his own behavior and the reward” (p. 1) As cited by Samaei (Samaei, Ramezani, & Semnani, 2012) in his study, to some researchers such as Rotter (1986), Heinrich & Gullone (2006) and Ekwall (2004) one of the researchable and important aspects of personality is the study of locus of control in individuals. According to Bal, Singh, & Singh, 2010, locus of control has been one of the psychological factors that give impact on sport performance. Locus of control has been associated with many different personalities and situational variables. The assumption upon which locus of...
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...Bullying Bosses? Q1) Of the three types of organizational justice, which one does workplace bullying most closely resembles? Out of the three types of organizational justice, bullying most closely resembles interactional justice in which the individual’s perception of the degree to which he or she is treated with dignity, concern and respect. What one person may see as unfair another may see as perfectly appropriate (Judge, Robbins, 2006). Q2)What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on employee’s self efficacy? If so, what might those effects be? Workplace bullying may reduce an employee’s esteem, safety and security, and self actualization according to Maslow’s Hierarchy of Needs. Workplace bullying can also affect one’s self efficacy. An employee with low self efficacy, when bullied, can experience a decline in their already low self efficacy which may decrease his/her need for achievement, need for power, and need for affiliation based on McClelland’s theory of needs. There are not too many people, which if they are being bullied would want to achieve a new position, attain power, or even want to belong to such a company where other employee’s are bullies. Q3) If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? What strategies would be most effective? What strategies might be ineffective? What would you do if one of your colleagues was a victim of an...
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...Question 1(a) Personality is an enduring characteristic that describe a uniqueness of individual behaviors when reacting to and interacting with others. It will affect how people adjust differently to the particular situation and environment. According to Robbins and Judge (2010, p171-172) The Myers-Briggs Type Indicator and the Big Five Model are the two main frameworks that used to examine a person’s personality traits. The study on personality traits in the past 20 years explains that people are most likely to exhibit relatively consistent behaviors over time and across situations depending on what personality traits they posses. Based on the given case study, Ronald is a Machiavellian. He is very practical and aggressive person at work and maintains emotional distances with his subordinates in order to be impartial and to have control over them. Moreover, he only focuses on company’s objective of making profit and his own personal interests while neglecting the importance of engaging his subordinates. Due to such personality at work, he is most likely to have good individual work performance in pursuit of the goals. Based on the big five factor, it has also concluded that Ronald is an antagonistic person as he is very low in agreeableness. As Ronald is one who values feedbacks the least and believes that all right decisions lie within him at all times, his team members have to follow what he suggests. He does not believe that by interacting, negotiating and agreeing...
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...Alex Ferguson’s leadership style Case study Introduction Alexander Chapman Ferguson, known as Alex Ferguson, was born in 1941, in Govan Glasgow Scotland. As a teenager he was working as a tool’s apprentice in his father shipyard then in his 19, he became a labor union activist and an active member of the “Labor Party”. As far as Ferguson’s “the football player” career is concerned, actually, he did not achieve a successful career. In fact, as a player Ferguson started with a small local football team the “Queens Park and St Johnston” club. Afterward, he got the chance to join the “Glasgow Ranger” club, yet this union did not last since he resigned after being responsible for the defeat of his team against its fierce rival the “Glasgow Celtic” club. So determined, Alex Ferguson joined the “East Stirling” football club but this time as a manager rather than as a player. His first management period lasted for three seasons and then was recruited by the Scottish football team “Aberdeen”. With limited resources, Ferguson achieved the unthinkable, he won with his club the “European Winners’ Cup” during the 1982-3 season. This achievement with “Aberdeen” was a milestone in his career and made him “THE” coach that many big names in the European football scene like Real Madrid, Barcelona, Arsenal, and Tottenham, wanted to engage him. Ultimately, Ferguson chose to join Manchester United (MU). During his reign, Manchester United advanced from an ordinary local team to a top-class national...
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...demanding sports and activities. Outperforming his fellow classmates and sports mates he had great performance in swimming, running and especially in cycling. After several years of competing in triathlons, Lance decided to focus on the event that he performed the best, cycling. Through his success Armstrong suffered of testicular cancer and overcame it. This triumph in overcoming cancer and his ability to win so many cycling events made him a role model for many people. His superb abilities caused skeptics to raise claims that Armstrong was taking illegal substances that are banned from the sport. Countering these claims, Lance publicly states that he had never done any performance enhancing drugs in his athletic career. He would complain and even oppress anyone that thought he cheated in his competitions. Recently, Lance Armstrong decided to admit that most of those claims were true. These drugs enhanced most of his professional career. This changed the whole scenario of what his fans, sponsors and his own foundation LIVESTRONG though of Lance and now most of his titles have been removed from him. Theories of Motivation After analysis of the different motivational theories it is apparent that there are a similar trends between Armstrong’s actions and the Maslow’s hierarchy of needs. During Armstrong’s competitive years it is obvious that he is in a transition of the Maslow’s social need stage towards the esteem needs stage. Even though he is not the best at the sport Lance...
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...Chapter 2 Review of Literature Ergogenic Effects of Music With modern advances in technology, music is more readily available than ever, due to ease of which individuals can download new music and share custom playlists (DeNora & Bergh, 2009). Due to this reality, music is often present in sports performance and conditioning facilities, because strength coaches and athletes alike, believe that music may have performance enhancement properties. In response to the increasing popularity of music in sports settings, Sport and Exercise psychologists have studied the relationship between music and performance extensively over the past few decades (Atan, 2013, Barwood, Weston, Thelwell, & Page, 2009. Biagini, et al., 2002, Chen, Penhune, & Zatorre,...
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...Motivation in a Group and Team Environment Motivation can be the determining factor for the level of success a team achieves. In most cases, a successful team/group will have been motivated from start to finish. There are some basic “laws of motivation” that need to be understood to maximize and keep a team motivated to achieve. [edit] Laws of Motivation 1. An individual has to be motivated in order to motivate others: A person cannot expect to motivate others if he/she is not individually motivated. To successfully evaluate what is needed to motivate others, it is pertinent to consider the type of person that might motivate you. Is this the type of person that might arrive before anyone else, who is enthusiastic, positive, always has some sort of good news to pass on, is loyal to the group, and leads by example? As a member of a group, each person cannot expect to move the other members of the group to be motivated if he/she not motivated him/herself. If in a group dynamic, there is not a single individual that has motivation to perform or to complete the purpose of the group, that group is destined to fail. Richard Denney states in his book, Motivate to Win, that “if you want to motivate another person, you have to be motivated yourself.” 2. Motivation requires a goal: Without a specific goal in mind, it is impossible for a group or team to be motivated. Although they might feel motivated, without a specific reason for working or something they are working towards, their...
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...idealibrary.com on Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions Richard M. Ryan and Edward L. Deci University of Rochester Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed. © 2000 Academic Press To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them. Most theories of motivation reflect these concerns by viewing motivation as a unitary phenomenon, one that varies...
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