...Brumfeld, Ronnie Evans Barksdale College Abstract Self-esteem is an individual's estimate of one's own self worth, the extent of individual views of good, competence, and decent. Within this activity paper we will discuss why self esteem is important, and why there are discrepancies between the actual self and the ideal self. This paper will discuss the theory of cognitive dissonance in regards to the self-evaluation theory, self-affirmation theory and the realization trap while defining the self-discrepancy theory. The need for high individual self-esteem may lead to irrational logic and individual actions against their own best interest as will be theoretically supported throughout this paper. Concluding that our teams position, will support the theory that individual competence may be inaccurate at times to maintain individual self-esteem. Self-esteem is defined as an individual’s estimate of his or hers own self-worth and the extent of individual views of what is good competent and decent. This activity paper will discuss the importance of self-esteem and explore any discrepancies between the actual self and the ideal self. The theory of cognitive dissonance as it relates to the self-evaluation theory, self-affirmation theory and the realization trap will be covered while also defining the self-discrepancy theory. This paper will theoretically support the concept of the need for high individual self-esteem and how it may lead to irrational logic and individual...
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...Case Study Assignment #1, Communist Prison Camps, Pages 84-85 What Specific techniques were used to bring about the destruction of self-awareness among the prisoners? Specific techniques that were used to bring about the destruction of self-awareness among the prisoners included, physical privation, prolonged interrogation, total isolation from former relationships, detailed regimentation of all daily activities, humiliation, degradation and social alienation by “thought reform” group (s). What opposite processes could be used to create the reverse process, that is, a strengthening of the self-concept? Strengthening of the self-concept could be brought on by using processes such as the five core aspects of self-awareness: 1. Core self-evaluation – Identifying the persons individual personality attributes 2. Values- Identifying the individuals personal standards and moral judgment 3. Cognitive style – Identifying information acquisition and evaluation 4. Attitudes towards change – Identifying adaptability and responsibility 5. Emotional intelligence – Identifying emotional awareness and control. These processes, as they are the very core of the self-concept can be used to work on the persons personality dimensions i.e. neuroticism, extroversion, conscientiousness, agreeableness and openness. Assume that you are charged with the orientation of a cohort of new managers in your organization. How would you help them understand their own strengths and...
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...Case Study Assignment #1, Communist Prison Camps, Pages 84-85 What Specific techniques were used to bring about the destruction of self-awareness among the prisoners? Specific techniques that were used to bring about the destruction of self-awareness among the prisoners included, physical privation, prolonged interrogation, total isolation from former relationships, detailed regimentation of all daily activities, humiliation, degradation and social alienation by “thought reform” group (s). What opposite processes could be used to create the reverse process, that is, a strengthening of the self-concept? Strengthening of the self-concept could be brought on by using processes such as the five core aspects of self-awareness: 1. Core self-evaluation – Identifying the persons individual personality attributes 2. Values- Identifying the individuals personal standards and moral judgment 3. Cognitive style – Identifying information acquisition and evaluation 4. Attitudes towards change – Identifying adaptability and responsibility 5. Emotional intelligence – Identifying emotional awareness and control. These processes, as they are the very core of the self-concept can be used to work on the persons personality dimensions i.e. neuroticism, extroversion, conscientiousness, agreeableness and openness. Assume that you are charged with the orientation of a cohort of new managers in your organization. How would you help them understand their own strengths and inclinations...
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...advice. Meanwhile, I would also appreciate Professor Yung-Ming Shiu’s encouragement and insightful comments on my proposal and final defense. I would like to also thank everyone at the Institute of International Management and Business Administration, National Cheng Kung University, who has contributed to the completion of this thesis. Finally, I would like to appreciate my family members, who have offered their constant support for my study here and thank them for be always by my side. Abstract Keywords: Personalities, Core self-evaluations, Extraversion, Herding behavior, Individual investors’ performance, Cognitive dissonance, Return, Satisfaction. This research examined the relationship among investor psychology, herding behavior and investment performance. Four hypotheses were tested using survey data collected from 250 individual investors in Vietnam stock markets. The findings showed that core self evaluations are positively related to herding behavior. In addition,...
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...Benefits and Obstacles of Self Awareness: 1. Benefits: Self-awareness is proven to drive success of leaders in what they accomplish and how they are perceived by others. 2. Obstacles: In spite of many benefits that self awareness bring to a leader’s success, many people still ignore to understanding themselves and deny negative feedbacks. They may see themselves as better as or worse than they really are. Inaccurate understanding of self may lead to arrogance or self-diminishment of leaders; therefore it affects the organizational effectiveness. This can occur due to several factors: a. Incompetence: The lesser the competence of individual to assess self, the worse would be the accuracy of self-assessment. Because we may assess ourselves inaccurately, self-assessment is not always treated as a reliable criterion to evaluate self-awareness. It requires individuals the ability to be free from prejudice and biased. b. Motives: It occurs when an individual is inability to accept the truth about self or fail to be dispassionate during self-assessment. The cause of this problem is that individuals are guided by several important motives that push them in one direction or another and the psychological safety prevents leaders to accept objective feedback (Sedikides and Strube 1997). c. Self-Presentation: Self Presentation is the ability to affect public perceptions and persuade followers to believe we are who we show to the outsiders. Leaders often do that...
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...Chapter 1 Developing Self-Awareness True/False Questions Key Dimensions of Self-Awareness 1. Self-awareness is at the foundation of personal life management skills. True (page 58, easy, recall) If false, why? The Enigma of Self-Awareness 2. Empirical evidence indicates that people who are more self-aware are healthier, perform better in leadership roles, and are more productive at work. True (page 59, easy, recall) If false, why? 3. The concept of sensitive line refers to the point at which individuals welcome information about themselves from their co-workers. False (page 59, moderate, recall) If false, why? The concept of sensitive line refers to the point at which people become defensive or protective of information about themselves 4. Marvin consistently finds fault with Alicia’s competence as a manager. Because Alicia has been told she is doing a good job and therefore responds in a threat rigid way. Thus, her most likely response will be to defend herself in light of Marvin’s accusations. True (page 60, moderate, understanding) If false, why? 5. Self-awareness can be managed by exercising minimal control over when and what kind of information one receives about oneself and by not involving others in the pursuit of self-understanding. False (page 60, moderate, understanding) If false, why? It requires more than minimal control. Understanding and Appreciating...
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...Holsapple, Paige Wallace, and Beryl Harris Executive Summary Dynamic Displays has very intelligent employees, although the top executives are abusing their power. The fundamental management problem, with abusing power, has affected company production. Management is allowing employees to be hired by being influenced and downgrading the employees with impression management. The in-depth analysis shows the various factors which contribute to McDonald using her power to hire Green. With that information, we felt it was best for managers to train all employees and encourage them to develop themselves. Also, everyone needs to openly share information and utilize participative decision making. Hiring select employees based on positive core self-evaluations will provide information to hire the appropriate person for the position. Taking these steps to exercise empowering leadership will help the employees become more productive. Fundamental Management Problem After reading the Thomas Green case, the fundamental management problem started when the executive power was abused. The power struggle created management issues throughout the top executives, in which have affected the way Dynamic Displays operates. This problem has opened the managers up to being influenced in the wrong way, resulting in impression management. Shannon McDonald, Vice President of Dynamic Displays, used her power to overrule Frank Davis, the Marketing Director, in promoting Thomas Green to Senior Marketing...
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...Table of Contents Introduction ..................................................................................................................................... 2 Objectives ....................................................................................................................................... 2 Scope of the Study .......................................................................................................................... 2 Methodology ................................................................................................................................... 2 Limitations ...................................................................................................................................... 3 Definition of Personality ................................................................................................................. 4 How We Measure Personality ........................................................................................................ 4 Personality Determinants ................................................................................................................ 5 Personality Traits ............................................................................................................................ 5 Myers-Briggs Type Indicator ...................................................................................................... 5 The Big Five Personality Model ...........
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...benefits of self-evaluation as it relates to leaders today When talking about LEAN, leadership is a key component of change and driving implementation. The article below, written as part of my MBA in Leadership and Sustainability with Robert Kennedy College & The University of Cumbria, examines the benefits of self-evaluation for leaders. Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. This however requires some strong discipline from the leader, to continuously self-evaluate and aim for continuous improvement. There are some key questions that the leader needs to ask themselves and truthfully answer to gage where they are at. 1. Do as you preach If a leader makes a statement about what he or she will be doing, they need to take ownership and answer on the basis whether they actually did as they said. When a leader expects others to follow suit, they need to set the standards. 2. Change is ok If a change of direction was required from the initial target, that is ok, as long as the leader can clearly identify why it was different to the planned path, and explain that in simple terms. The two points above can be broken into many individual questions that form the basis of a self-evaluation tool for...
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...The Self Paper PSYCH/555 May 19, 2014 The Self Paper According to Greenwald, Banaji, Rudman, Farnham, Nosek, and Mellott (2002), the concept of self is defined as the association of self with one or more characteristic concepts. The concept of self is complex and made up of many different parts that contribute to the whole meaning, such as the conceptual and operational parts (Fiske, 2010). The conceptual part includes the body, inner self, interpersonal self, and collective self (Fiske, 2010). The operational part includes emotions that affect self-esteem, and behavior that affects self-presentation (Fiske, 2010). Self-concept is attained through different ways, including comparison with other people. The following research material gives an understanding of self in deeper measure. Concept of Self There are many factors that contribute to the concept and development of self. Conceptual self, operational self, and core motives are all a part of self. Fiske notes that the “self is not a single thing” but is more comparable to a coral reef rather than a bowling ball (pp.186). Self-concept is broken down into conceptual self and operational self. The conceptual section includes the material self. This is the body self, inner self, interpersonal self, and collective self (Fiske, 2010). The operational section is how psychologists measure self by researching self-concept, emotions, self-esteem, and self-presentation, or behavior (Fiske, 2010). The...
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...ABSTRACT Title : Governance and Management Schemes towards Readiness of Public and Private Higher Educational Institutions to Institutional Quality Assurance through Monitoring and Evaluation Researcher : Helen P. Aquines Degree : Doctor in Public Administration Institution : Polytechnic University of the Philippines Year : 2011 Adviser : Dr. Adela Jamorabo-Ruiz The Problem The main objective of the study is to analyze the readiness of Polytechnic University of the Philippines (PUP) and Maritime Academy of the Philippines (MAAP) to Institutional Quality Assurance through Monitoring and Evaluation (IQuAME) by CHED and to propose some governance and management schemes. Specifically, this study sought answers to the following questions: 1. What are the profiles of PUP and MAAP in terms of: 1.1 Vision, 1.2 Mission, and 1.3 Philosophy/Goals? 2. How prepared are the two (2) Higher Educational Institutions on the IQuAME program of CHED in the following areas: 2.1 Governance 2.2 Quality of Teaching and Research 2.3 Support for Students 2.4 Relations with the Community 2.5 Management of Resources 3. What are the problems encountered in the implementation of the performance measures of IQuAME? 4. What are the governance and management schemes that may be adopted to assist the school administrators to the field of public administration? Research Methodology The study utilized the descriptive method of...
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...FEMSA – Organization Development – HR Sustainment Intervention Fomento Economico Mexicano, known as Femsa (FMX) sustainability program keeps evolving with new acquisition and joint business ventures. In 2011, FEMSA and business segments required an organization development planned change to improve the corporation’s sustainability. Our research will focus on the corporations five core areas: ethics and corporate values; quality of life in the company; health and wellness, community engagement and, environment care. The OD practitioner used the well know Lewin’s Action Research theory, which is composed of repetitive four step process: diagnostic, planning, plan execution, and plan evaluation (Cheung-Judge, M., & Holbeche, L. 2011) FEMSA is a leading company that participates in the non-alcoholic beverage industry through Coca-Cola FEMSA (KOF), the largest independent bottler of Coca-Cola products in the world in terms of sales volume; in the retail industry through FEMSA Comercio, operating the largest and fastest-growing chain of stores in Latin America, and in the beer industry, through its ownership of the second largest equity stake in Heineken, one of the world’s leading brewers with operations in over 70 countries. KOF invested more than Ps. 28,000 million in mergers and acquisitions during 2011, to consolidate its leadership position in Mexico and Latin America, while entering the milk and value-added dairy products category with a leading...
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...1 - Introduction The influence of top management team (TMT) on organizational behavior and outcomes is one of the most widely studied relationships in strategic management. Since Hambrick and Mason’s (1984) seminal article on organization’s “upper echelons”, organizations and strategy researchers have tried to establish a relationship between top management team demographic characteristics and firm outcomes. However, empirical results have been inconsistent. Certo, Lester, Dalton and Dalton (2006), after conducting a meta-analysis of several studies, found modest support for a direct relationship between TMT demographic indicators and firm performance, but indicated moderating influences. Hambrick (1994) provided the main argument against TMT research based on demographic characteristics. According to him, this line of inquiry pays “too little attention to the actual mechanisms that serve to convert group characteristics into organization outcomes” (p. 185). Recent research on strategic leadership, trying to overcome these mixed findings, has begun to change focus away form TMT characteristics and concentrate on the processes underlying TMT decision making (functioning) such as comprehensiveness, consensus, social integration, conflict and decision speed (Certo et al., 2006). Lubatkin et al. (2006) and Carmeli and Schaubroeck (2006) present good examples that, when processes were measured directly, they were a stronger predictor of organization outcomes and performance...
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...Specific, Measurable, Attainable, Realistic, and Time bound. To help with my leadership development in the care of my patients, I will focus my SMART goal on improving my leadership skills in patient education particularly with pain management on post-surgical patients since I take care of a lot of post-surgical patients. This goal is in line with one of the Institute of Medicine’s core competencies for health clinicians that states to provide patient-centered care. I will achieve my goal with some help from a team member at work. Nurses and other health care professionals are expected to provide care that is effective, safe, and patient-centered. One of the core competencies that the Institute of Medicine (IOM) set for healthcare professionals is to provide patient-centered care. Providing a care that is patient-centered focuses on including the patients in their plan of care, recognize, and respect their needs, values and preferences. Open communication with the patients and collaborative care is also the focus of patient-centered care, (Finkelman, 2012). As the IOM’s description of patient-centered care core competency (as cited by Finkelman, 2012): Identify, respect, and care about patients’ differences, values, preferences, and expressed needs; relieve pain and suffering; coordinate continuous care; listen to, clearly inform, communicate with, and educate patients; share decision making...
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...diminished quality of life. By explaining breakdown in terms of coping with intolerable affect, this approach, developed and evaluated in an acute hospital setting (Durrant, Clarke & Wilson 2007), enables us to offer more adapted skills for coping with affect as the solution. This 'third wave Cognitive Behavior Therapy (CBT)' approach (Hayes, Strosahl, & Wilson, 1999) takes seriously the discontinuities in human information processing (Teasdale & Barnard 1993) and employs mindfulness to manage them. The coping mechanisms considered are: • Mindfulness • Arousal management techniques • Emotion Regulation skills (Linehan 1993a & b) • Skills for coping with relationships with self and others, including a compassionate mind based approach to self esteem. • Coping with psychosis. Many of these techniques are already familiar in...
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