Treatments for Multiple Sclerosis (MS)

Treatments for Multiple Sclerosis (MS) CHAPTER 5 – TREATMENT As we have read previously, clinically isolated syndrome may develop to multiple sclerosis and because there is no way of determining whether an individual will undergo to develop MS after having an episode of demyelination, making the decision to treat and monitor the ongoing changes very difficult. Evidence have suggested that the earlier the start of disease modifying agents in the early course of MS the more effective they are. There are numerous studies have indicated that starting disease modifying agents after clinically isolated syndrome delays the onset of MS, but these studies remains controversial. There have been arguments whether or not to start disease modifying agents after a clinically isolated syndrome. Those who support the start of these agent following diagnosis of CIS cite the results of some clinical trials that shows that these drugs reduce the risk of developing to MS by one third. A â€Å" treat all early â€Å" approach have been proposed as best to ensure all people who would go on to developing MS do receive the treatment . The other side of this argument have existing evidence for the disease modifying agent in MS shows only modest short term effectiveness in high risk cases of CIS. Treatment is unnecessary for those who would never gone on to developing MS after CIS. Four large clinical trials have been conducted to determine whether early treatment following an episode of CIS can delay the 2nd clinical episode, and therefore the diagnosis of clinically definite MS 5.1 Controlled High-Risk Subjects Avonex MS Prevention Study (CHAMPS) The goals of the study are: The early induction interferon beta-1a (AVENOX ) treatment can delay the 2nd episode of demyelination which in turn can signal definite MS If the treatment would have any benefits on MRI detected brain lesions. Subjects have in this study had experienced a single episode of isolated neurological event suggesting demyelination and had multiple clinically silent MRI lesions, which they represent a high risk for a second neurological attack (definite MS) (40, 41). The results indicated that AVENOX (interferon beta-1a) had significantly delay the 2nd neurological attack, and MRI finding showed that AVENOX can decrease the volume of brain lesions and as well as fewer lesions . Based on this study, the FDA approved that patients with clinically isolated syndrome with MRI detected brain lesions to receive AVENOX .figure(2).(40)(42) Figure (2): impact of interferon beta following first neurological attack Source:https://quo.novartis.com/extavia/images/extavia_EFFICACY1_banner.jpg 5.2 Early Treatment Of MS ( ETOMS ) The goals of the study are: Determine if very low doses of interferon beta 1a (REBIF) delay’s the onset of clinically definite multiple sclerosis in people who experienced only one clinical event but had multiple MRI lesions (43,44). Results indicated that: The group of people who received interferon beta-1a (REBIF) who developed clinically definite MS (34%) is fewer than the group of people receiving placebo (45%) during the period of the study.(45) The number of new lesions has decreased in the treatment group and the demyelination areas is significantlylower.figure(3).(45) Figure (3 ): compression between the groups receiving REBIF and placebo Source:http://dailymed.nlm.nih.gov/dailymed/archives/image.cfm?archiveid=100714type=imgname=rebif-01.jpg 5.3 Betaseron In Newly Emerging MS For Initial Treatment (BENEFIT) The goals of the study: Determine if interferon beta-1b can delay the onset of clinically definite MS in subjects with first clinical sign of MS or CIS who are at a high risk for developing MS (46). Results At day 255 of the study, one quarter of the subjects in the placebo group had developed clinically definite MS. In the other hand, it took 618 days for approximately same number of subjects in the treatment group to develop clinically definite MS. (47) After the two years study, it was determined that 28% of the subjects under the treatment group had developed clinically definite MS compared to the 45% of the placebo group (47) The FDA has approved that patients who have experienced CIS and have MRI feature consistent with MS to receive the treatment with Betaseron figure (4). Figure (4): comparison between Betaseron receiving group and placebo group Source:http://www.iodine.com/label-content/261fde67-efb2-4bd7-947e-4f68a56e76ff-c71a5c99d2acf2ddb0e66c9266460f4c.jpg 5.4 The pre-CIS study Study goals Determine the period of time it takes for subjects diagnosed with clinically isolated syndrome receiving glatiramer acetate ( Copaxone ) to develop a second attack that would confirm the diagnosis of definite MS. Results indicated that the group who received glatiramer acetate in comparison with the placebo group, has significantly reduced the risk of developing clinically definite MS. Based on these results, the FDA has indicated to that individuals who have had first clinical episode and MRI feature consistent with MS to receive copaxone as treatment. Based on these trials , it have been approved the necessity of starting treatments as soon as possible for clinically isolated syndrome patients and those who have first clinical episode and MRI evidence suggestive of multiple sclerosis (48). The interferons agents should be used with high cautions by depressed patients or individuals with history of depression because of some evidence indicated that these meds may progress the depression symptoms. In patients with depression the physician should give best possible treatment decision to not worsen the depression episodes and in same time have positive effects in the case of treatment purpose (49). 5.5 Interferon beta medication Avonex (interferon beta- 1a): it has been shown in the previous clinical trials to reduce the frequency of relapses in MS and the number of the new lesions on MRI, and it also reduces the disease progression. It has been also shown that Avonex reduces the risk to develop MS in clinically isolated syndrome at high risk patients. Uses: CIS and relapsing forms of MS (secondary progressive MS). Dosage: 30 micrograms once a week: IM injection. Side effect: flue-like symptoms following the injections, depressions, anemia, elevated liver enzymes and liver toxicity. Betaseron (interferon beta-1b): in the previous clinical trials, betaseron has shown that it reduces the frequency and severity of relapses. In addition, it also showed that it reduces the number of new lesions or even active lesions on MRI. Like Avonex, betaseron have also the ability to delay the onset of MS in people with CIS and has been approved by the FDA for this use specifically.(50) Uses : CIS and relapsing forms of MS ( secondary progressive MS ) Dosage : 250 micrograms once every two days : subcutaneous injection Side effects: flue like symptoms after injections, injection site reaction, depression, elevated liver enzymes and low white blood cells counts. Rebif (interferon beta-1a): has shown to reduce the frequency, relapses and the number of new / active lesions on MRI. Like avonex and betaseron, rebif has demonstrated that it can delay the onset of MS in patients with CIS. But, unfortunately it have not been approved by the FDA for this use yet. (51) Uses : CIS and relapsing forms of MS ( secondary progressive MS ) Dosage: 20 micrograms every day : subcutaneous injection Side effects: flue like symptoms after injections, injection site reaction, depression, elevated liver enzymes and low white blood cells counts. Copaxone (glatiramer acetate): in addition to interferon beta drugs, Copaxone has shown to reduce frequency of relapses and the number of new/active lesions on MRI scan. It’s been used in relapsing remitting type of multiple sclerosis. Until the present, the mode of action have not been discovered. Some theories have been suggested but no scientifically proven theory is discovered.(51) Uses : CIS and relapsing remitting forms of MS Dosage 44 micrograms 3 times a week : subcutaneous injection Side effects: injection site reactions, a reaction after injection, anxiety, chest tightness, dyspnea and flushing. In conclusions, there is no definite treatment of multiple sclerosis or clinically isolated syndrome in the presence of demyelination of the central nerve system. But, reducing the amount of the lesions, frequency of the episodes and prolonging the period of developing MS in high risk patient is the goals we are looking for. CIS can be difficult to diagnose or to determine whether or not to start the treatment, and the physician may find a hard time to find the best decision in these cases keeping in mind that the sooner the beginning of the treatment the less progressive the disease is (52). 5.6 Prevention Given to the heterogeneous etiological factors and often idiopathic characteristic of CIS, there are no clear means of prevention exists. In postinfectious patients with CIS, prevention of the infection is the best means of prevention. In acute disseminated encephalomyelitis, almost 70% of cases are associated with infections and 5% (approximately) with vaccination. acute disseminated encephalomyelitis rates are estimated with 1.5 per millions (2 per million) in association with live measles vaccine compared to 1 in 1000 risk of postinfectious ADE with measles infections, suggesting that vaccines may decrease the risk of post infection complications. Unfortunately, vaccines are not available for all bacteria and viruses (53).

Impact of Normans Conquest on Ireland

Impact of Normans Conquest on Ireland Daragh Mc Mullan    Use archaeological, historical and literary evidence to assess the impact of the Norman conquest on Irelands political, social, economic and cultural systems. https://en.wikipedia.org/wiki/Norman_invasion_of_Ireland Introduction The Norman conquest of Ireland commenced in 1169, the immediate aftermath saw Ireland under a rotation of control by Anglo Norman lords and the King of England with challenge from the Irish.   Up to this point, Ireland had seen recurrent conflict between provincial kingdoms who strived for High King status and the arrival of the Normans would throw what structure the Irish had into disarray.   The invaders had a long history with conquering foreign lands but this time there were numerous distractions and troublesome conquests elsewhere to deal with.   These distractions would almost result in a loss of control in Ireland and defeat to the native Irish. (http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1100.htm, n.d.) Political Impact In the mid-12th and early 13th century there was major political change for the Irish.   The King of England made Ireland a Lordship of his own empire and because of this the Irish went from securing title by defeat of local rivals to battling for possession of their own land from foreigners.   The formation of the Parliament of Ireland in 1297 allowed the Anglo-Norman Lords to exercise control and implement their politics.   At this time the island was politically divided into several overkingdoms, the main focal point was the Abbey.   The Irish legal system known as the Brehon Law continued outside the controlled area but prisons were established as per Henry IIs reforms. Overall the Norman political impact was substantial but it lacked structure and more importantly continuity, and the troublesome times during the early and mid-14th century resulted in a loss of control and Ireland was far from under complete control of the British for over the two centuries that followed. Social Cultural Impact The social and cultural landscape of Ireland experienced changes, some events were devastating namely the famine and the Black Death.   Some events, while chaotic, had good intention.   The invasion by Robert the Bruce brought fierce battle against the English lords, there was extensive destruction and eventually the Scot was defeated but during the clash Irish families regained control of lands lost to them in previous combat.   During the settlement period the Normans living outside Dublin and the area known as The Pale embraced the Irish language and their customs, they married into the clans, and coincidentally the native Irish also became like the Normans in many ways.   Even today we still have evidence of this in the provinces of Munster and Leinster with many Norman origin surnames, Power, Roche and Burke. Towns were perhaps the Normans greatest contribution to their new conquest.   The increase in population saw the nobles invest in the construction of walled towns, numerous castles and churches changed Ireland and a system of counties commenced in 1297.   The Church made a move to centre the congregation diocese . (http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1300.htm, n.d.) Economic Impact The Norman invasion brought a lot of changes to the economic situation in Ireland.  Ã‚   The economy was mainly based on cows, sheep, pigs, goats and the products they produced.   Cattle was the main asset as it provided milk, butter, cheese and meat.   A herd of any type was considered a wealth and had the added benefit that it could be moved to safety in times of war.   The Normans began to import tenants to occupy and work their newly acquired lands, horticulture was practiced prior to the Norman settlement, the main crops being oats, wheat and barley, but this increased during this time.   This would boost the agricultural trade and was one of the many changes brought by the Norman invasion and occupation of Ireland.   They introduced feudalism to the existing native tribal-dynastic crop-sharing system.   Feudalism was intended to introduce cash payments into farming.   Money was rarely used in medieval Gaelic society, as payment was normally made in goods or serv ice. (http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1400.htm, n.d.) Conclusion The transition from a nation to being part of the Tudor conquest was a turbulent road for the Irish.  Ã‚   In the end the continuous rebellion was not enough to free them from the grasp of the expanding British Crowned forces.   They co-existed to a certain extent with the placed nobles and later with the Hiberno Normans but the Monarchy expected a respect from the Gaelic Irish that just would not be given.   The decline of the Monastic Abbeys and then the pressure on Christianity by newly founded rival churches and the implication of surrender and regrant where the Irish had to abandon their land, culture and religion in exchange for an English earldom meant that the ordinary native Irish people stood little chance at retaining their identity against the Tudor expansion. (http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1500.htm, n.d.) Barry, T. (1987). The Archaeology of Medieval Ireland. London: Routledge. Ellis, S. G. (1998). Ireland in the Age of the Tudors 1447-1603. London: Longman. http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1100.htm. (n.d.). http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1200.htm. (n.d.). http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1300.htm. (n.d.). http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1400.htm. (n.d.). http://www.rootsweb.ancestry.com/~irlkik/ihm/ire1500.htm. (n.d.). https://en.wikipedia.org/wiki/History_of_Ireland_(1169%E2%80%931536)#cite_note-2. (n.d.).

Education and the Digital Divide :: essays papers

Education and the Digital Divide Closing the digital divide involves many components, starting with the education program and teachers. While schools are integrating new technologies into their programs, teachers are supposed to keep up with the latest technologies and use them in their curriculum to teach students. According to a U.S. Department of Education Report (1999), only 24 percent of new teachers felt sufficiently prepared to integrate technology into the curriculum they were using (Brogan, 2000). The problem is, many teachers did not grow up with computers and are not receiving the training they need to operate them (Brogan, 2000). Starting work as early as 7 a.m. and leaving school as late as 5 p.m. to go home and do even more work, leaves teachers lacking the time to learn new technological skills. Many schools offer training programs for teachers. For example, the Palm Beach County, Florida school district teaches Web basics for teachers at middle schools and magnet schools (Brogan, 2000). This i s a great idea because it is giving teachers the opportunity to learn about technology and it is showing that the school district is interested in helping its employees become better at what they do. Andy Carvin states â€Å" internet access in schools isn’t worth a hill of beans if teachers aren’t prepared to take full advantage of technology† (2000). Schools spend a lot of money on computer hardware and software as well as other technologies without realizing that many of their employees are unprepared to include them in their teaching and use them to their advantages. Educators often use technology as a classroom management tool rather than an educational one, allowing computer time as a reward for good behavior (Clark & Gorski, 2001). The problem with this is that students learn to use the computer for games and such because it is their reward instead of using it on their own time for educational purposes. This is teaching them the wrong idea. Margaret Honey, director of the Center for Children and Technology in NYC said it best, â€Å"The bottom line is, you don’t just put technology into schools or into homes and expect miracles to happen. The technology is only as good as the program that surrounds it† (Meyer, 2002, p.2). â€Å"Education is probably the most important issue that affects the ability to benefit from technology.

Ambition In Macbeth Essay -- essays research papers

In Shakespearean times, ambition was seen to be wrong, as it went against the natural order. You had to accept yourself for who you were. People were not encouraged to better themselves. In act I scene I, the three witches plan to meet Macbeth upon a heath. They announce the major theme of the play: appearances can be deceptive."Fair is foul, and foul is fair" line 10. Macbeth in Act I echoes this in Scene three,"So foul and fair a day I have not seen"These contradictions introduce a feeling of opposing forces at war. They are a symbol of the struggles that take place in the play. This could tie in with the scene in which Lady Macbeth tells her husband to "..Look like the innocent flower, but be the serpent under 't."At the beginning of scene three, the wit...

Vocation and Spiderman :: essays research papers

VOCATION Vocation in my own words is the path God has chosen for you too follow; it is what one is destined to be. There are many different types of vocation. Some people are destined to lead a life of dedication to God, others to be parents and some to be single have regular jobs. Vocation is not something that you are born knowing you have to look within yourself to find what God has created you to be. Finding your vocation is not an easy thing that why a lot of people end up in divorce, hating there job or depressed. Throughout Spiderman 2, Peter struggles with his identity, and even takes a "leave of absence" from his "vocation" to sort out his true desires. When the people he loves, especially Mary Jane, are suddenly in grave, mortal peril, he remembers his true self and saves them all, remarking that "Sometimes you have to give up what you really want in order to do what is really right." The villain manages to send an entire elevated trainload of people hurtling out of control to their death, and it's up to Spiderman to save them. He doesn't have the strength of Superman to stop out of control trains or airplanes, so he uses the gifts at his disposal. He stands on the front of the out of control train, stretches out his arms in both directions, and fires off web after web after web at passing skyscrapers. He grabs all the webs tightly in both hands. His arms are pulled back against the train, and his entire body is nailed there against the train, against the people he needs to save. His arms stretched out in a heroic act, Peter Parker becomes Christ on the cross. Peter Parker is confused, he doesn’t know weather his vocation is to be with the Mary Jane or to be Spiderman.

What Is Bibliotheraphy

What is Bibliotherapy? * Bibliotherapy – the use of literature to help people cope with emotional problems, mental illness, or changes in their lives or to produce affective change and promote personality growth and development. * The underlying premise of bibliotherapy is that clients identify with literary characters similar to themselves, an association that helps the clients release emotions, gain new directions in life, and explore new ways of interacting * E. g. Teenage readers may feel relief that they are not the only ones facing a specific problem. They learn vicariously how to solve their problems by reflecting on how the characters in the book solve theirs Some approaches in Bibliotherapy * Traditional bibliotherapy * Tended to be more ‘reactive' * Focused on getting individuals to react positively or negatively to the reading material. * Therapeutic process * More interactive one: the reader becomes part of the unfolding intellectual and emotional process of the story, and in struggling to understand what is being communicated at the deepest levels, the reader responds by making a positive alternation or modification in behavior or attitude. Interactive bibliotherapy * Help them reflect on what they read, such as group discussion and dialogue journal writing. * In clinical bibliotherapy and bibliocounseling * Skilled practitioners use therapeutic methods to help individuals experiencing serious emotional problems. * Developmental bibliotherapy * Classroom teachers are more likely to use this method * Involves helping students in their normal health and development * Advantage – teachers can identify the concerns of their students and address the issues before problems arise. Students can also be guided through predictable stages of adolescence Basic stages in Bibliotherapy Generally, activities in bibliotherapy are designed to: * provide information * provide insight * stimulate discussion about problems * communicate new values and attitudes * create awareness that other people have similar problems * provide realistic solutions to problems Four basic stages: identification, selection, presentation, and follow-up. * First two stages – the clients' needs must be identified, and appropriate books selected to match their particular problems. The books must then be presented carefully and strategically so that the clients are able to see similarities between themselves and the book characters. * Once the clients can identify with the main character, they enter the follow-up stage during which they share what they have gained. * They express catharsis verbally in discussion or writing, or nonverbal means such as art, role-playing, creative problem solving, or self-selected options for students to pursue individually * Once catharsis has occurred, the clients can be guided to gain insight into the problem. Catharsis – the process releasing strong emotions through particular activities or experience ) Benefits and limitations of Bibliotherapy * BENEFITS * Provides the opportunity for the participants to recognize and understand themselves, their characteristics, and the complexity of human thought and behavior. * Promote social development as well as the love of literature in general, and reading in particular. * Reduces feelings of isolation that may be felt by people with problems. * LIMITATIONS * Availability of materials on certain topics Lack of client readiness and willingness to read. * Clients may also project their own motives onto characters and thus reinforce their own perceptions and solutions – participants may be defensive * Facilitators may have limited knowledge of human development and developmental problems, and inadequate knowledge about appropriate literature. * Clients may be unwilling to discuss areas that are uncomfortable * Facilitators may insist on making a point at the client's expense. http://www. cyc-net. org/cyc-online/cycol-0105-biblio. htm l Selection of booksWhen choosing stories for bibliotherapy there are specific criteria : * The child’s emotional and chronological age should be taken into account * The librarian should know the material * It should be related to the child’s circumstances and feelings * Illustrations should be clear and colourful. * Characters should model healthy adaptation patterns * There should be a character suitable for identification. * The hero in the story should also be portrayed realistically, for instance s/he must have feelings such as uncertainty, fear and anger.S/he must portray unacceptable behaviour such as being naughty, while people still accept him/her. * There should be other characters in the story that are more or less the same as those in the client’s situation * The librarian should know the client’s reading ability * In using bibliotherapy with small groups of children, the same principles of book selection * Any books selected will be suited f or all group members. BIBLIOTHERAPY!! THREE STAGES of BIBLIOTHERAPY 1. IDENTIFICATION.The child identifies with a character, a story line, SOMETHING in the book that   catches their attention. This identification (discovery) can be by the child, or staged by the therapist or   teacher. 2. CATHARSIS. The child is able to release emotions when he/she becomes emotionally involved in   the story. The classroom or office provides a safe place for the child to release (in a classroom, make   sure to guard the child's privacy and confidentiality). The child can release any of several ways, such   as discussion, art work, music . . 3. INSIGHT. With the therapist's help, the child can come to possible solutions to their problem. Or   sometimes, there is no solution, but coping strategies can be suggested and goals made. The   book's suggested solution or coping strategies can be used, if appropriate. | BIBLIOTHERAPY  can be done in group settings or with individuals alone. Bo oks that address problems common to childhood can be read   to groups, even when there aren't any apparent problems. Sometimes a group reading can open discussion and reveal issues.While  BIBLIOTHERAPY  is a good way for children to release pent-up emotions, it should not be considered a cure. Deep psychological   problems can't be resolved or even handled in a classroom setting — these need to be addressed in more intense therapy. | HOW TO USE BIBLIOTHERAPY!!!! (yahoo) 1. Identify your children's needs through observation, parent conferences, classwork, official records, etc. 2. Match the problems with the appropriate books. Make sure that the book is appropriate for the child's reading   level and maturity. 3.Decide on the settings and time for the therapy, and how you will introduce it to the student. 4. Design follow-up activities after the reading. 5. Motivate the child with introductory activities. 6. Engage in the reading, viewing, or listening phase. Ask lea ding questions. 7. Take a break for reflection. 8. Introduce follow-up activities: ~retelling of the story ~in-depth discussion of the book ~art activities ~creative writing ~dramatic activities 9. Discussion and possible solution finding. | http://www. catherineshafer. com/biblio. html Developmental Interactive Bibliotherapy Bibliotherapy is generally defined as the use of literature to promote mental health * Bibliotherapy has been found effective for a number of domains, such as attitude change, self-concept development, fear reduction, problem-solving ability, prosocial behavior, values development, and interpersonal relationship. * Bibliotherapy can offer a wealth of resources not only for problem-centered interventions but also for classroom guidance. Children’s Social-Emotional Development * The concept of emotional intelligence has been widespread in recent educational literature. Emotional intelligence involves the ability to perceive accurately, appraise, and expres s emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth. †(p. 10) * Even in the reading lessons that involve only engaging stories, children can learn about how the characters feel and how the characters perform in response to such feelings. * Children learn these social-emotional skills through various medium, such as, literature, art programs, music, and so on. Lang (1998) suggested that a curriculum of social-emotional development should generally cover a wide range of issues. It should involve a concern for the personal and social development. The Transactional Model of Stress * People also differ in their coping patterns. * Emotion-focused coping – avoidance, minimization, distancing, selective attention, and positive comparisons, are likely to occur when there is nothing that can be done to mod ify harmful, or threatening conditions. * Problem-focused coping – amenable to change. * No single strategy that is considered inherently better than any other. Transactional model suggests that to result in emotions and to cope appropriately with the realities of the situation we are facing, we need to appraise correctly. * the concepts of â€Å"appraisal† and â€Å"coping† to the elementary school students is through children’s literature – pertaining to stressful plots and various forms of coping processes and strategies were selected and analyzed Educational Importance of this Study * School counselors to use literature as a method for nurturing children’s social and emotional development. Facilitate discussions with good quality in interactive bibliotherapy, professional skills including active listening, clarification of content, and reflection of feeling are crucial. * Select quality literature-counselors need to expand their collecti ons in various stories pertaining critical issues to children’s social-emotional development at each stage. * Useful to collaborate with other practitioners, such as media specialists, classroom teachers, librarians, and parents. In addition, further knowledge for selecting children’s literature is especially needed. What Is Bibliotheraphy What is Bibliotherapy? * Bibliotherapy – the use of literature to help people cope with emotional problems, mental illness, or changes in their lives or to produce affective change and promote personality growth and development. * The underlying premise of bibliotherapy is that clients identify with literary characters similar to themselves, an association that helps the clients release emotions, gain new directions in life, and explore new ways of interacting * E. g. Teenage readers may feel relief that they are not the only ones facing a specific problem. They learn vicariously how to solve their problems by reflecting on how the characters in the book solve theirs Some approaches in Bibliotherapy * Traditional bibliotherapy * Tended to be more ‘reactive' * Focused on getting individuals to react positively or negatively to the reading material. * Therapeutic process * More interactive one: the reader becomes part of the unfolding intellectual and emotional process of the story, and in struggling to understand what is being communicated at the deepest levels, the reader responds by making a positive alternation or modification in behavior or attitude. Interactive bibliotherapy * Help them reflect on what they read, such as group discussion and dialogue journal writing. * In clinical bibliotherapy and bibliocounseling * Skilled practitioners use therapeutic methods to help individuals experiencing serious emotional problems. * Developmental bibliotherapy * Classroom teachers are more likely to use this method * Involves helping students in their normal health and development * Advantage – teachers can identify the concerns of their students and address the issues before problems arise. Students can also be guided through predictable stages of adolescence Basic stages in Bibliotherapy Generally, activities in bibliotherapy are designed to: * provide information * provide insight * stimulate discussion about problems * communicate new values and attitudes * create awareness that other people have similar problems * provide realistic solutions to problems Four basic stages: identification, selection, presentation, and follow-up. * First two stages – the clients' needs must be identified, and appropriate books selected to match their particular problems. The books must then be presented carefully and strategically so that the clients are able to see similarities between themselves and the book characters. * Once the clients can identify with the main character, they enter the follow-up stage during which they share what they have gained. * They express catharsis verbally in discussion or writing, or nonverbal means such as art, role-playing, creative problem solving, or self-selected options for students to pursue individually * Once catharsis has occurred, the clients can be guided to gain insight into the problem. Catharsis – the process releasing strong emotions through particular activities or experience ) Benefits and limitations of Bibliotherapy * BENEFITS * Provides the opportunity for the participants to recognize and understand themselves, their characteristics, and the complexity of human thought and behavior. * Promote social development as well as the love of literature in general, and reading in particular. * Reduces feelings of isolation that may be felt by people with problems. * LIMITATIONS * Availability of materials on certain topics Lack of client readiness and willingness to read. * Clients may also project their own motives onto characters and thus reinforce their own perceptions and solutions – participants may be defensive * Facilitators may have limited knowledge of human development and developmental problems, and inadequate knowledge about appropriate literature. * Clients may be unwilling to discuss areas that are uncomfortable * Facilitators may insist on making a point at the client's expense. http://www. cyc-net. org/cyc-online/cycol-0105-biblio. htm l Selection of booksWhen choosing stories for bibliotherapy there are specific criteria : * The child’s emotional and chronological age should be taken into account * The librarian should know the material * It should be related to the child’s circumstances and feelings * Illustrations should be clear and colourful. * Characters should model healthy adaptation patterns * There should be a character suitable for identification. * The hero in the story should also be portrayed realistically, for instance s/he must have feelings such as uncertainty, fear and anger.S/he must portray unacceptable behaviour such as being naughty, while people still accept him/her. * There should be other characters in the story that are more or less the same as those in the client’s situation * The librarian should know the client’s reading ability * In using bibliotherapy with small groups of children, the same principles of book selection * Any books selected will be suited f or all group members. BIBLIOTHERAPY!! THREE STAGES of BIBLIOTHERAPY 1. IDENTIFICATION.The child identifies with a character, a story line, SOMETHING in the book that   catches their attention. This identification (discovery) can be by the child, or staged by the therapist or   teacher. 2. CATHARSIS. The child is able to release emotions when he/she becomes emotionally involved in   the story. The classroom or office provides a safe place for the child to release (in a classroom, make   sure to guard the child's privacy and confidentiality). The child can release any of several ways, such   as discussion, art work, music . . 3. INSIGHT. With the therapist's help, the child can come to possible solutions to their problem. Or   sometimes, there is no solution, but coping strategies can be suggested and goals made. The   book's suggested solution or coping strategies can be used, if appropriate. | BIBLIOTHERAPY  can be done in group settings or with individuals alone. Bo oks that address problems common to childhood can be read   to groups, even when there aren't any apparent problems. Sometimes a group reading can open discussion and reveal issues.While  BIBLIOTHERAPY  is a good way for children to release pent-up emotions, it should not be considered a cure. Deep psychological   problems can't be resolved or even handled in a classroom setting — these need to be addressed in more intense therapy. | HOW TO USE BIBLIOTHERAPY!!!! (yahoo) 1. Identify your children's needs through observation, parent conferences, classwork, official records, etc. 2. Match the problems with the appropriate books. Make sure that the book is appropriate for the child's reading   level and maturity. 3.Decide on the settings and time for the therapy, and how you will introduce it to the student. 4. Design follow-up activities after the reading. 5. Motivate the child with introductory activities. 6. Engage in the reading, viewing, or listening phase. Ask lea ding questions. 7. Take a break for reflection. 8. Introduce follow-up activities: ~retelling of the story ~in-depth discussion of the book ~art activities ~creative writing ~dramatic activities 9. Discussion and possible solution finding. | http://www. catherineshafer. com/biblio. html Developmental Interactive Bibliotherapy Bibliotherapy is generally defined as the use of literature to promote mental health * Bibliotherapy has been found effective for a number of domains, such as attitude change, self-concept development, fear reduction, problem-solving ability, prosocial behavior, values development, and interpersonal relationship. * Bibliotherapy can offer a wealth of resources not only for problem-centered interventions but also for classroom guidance. Children’s Social-Emotional Development * The concept of emotional intelligence has been widespread in recent educational literature. Emotional intelligence involves the ability to perceive accurately, appraise, and expres s emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth. †(p. 10) * Even in the reading lessons that involve only engaging stories, children can learn about how the characters feel and how the characters perform in response to such feelings. * Children learn these social-emotional skills through various medium, such as, literature, art programs, music, and so on. Lang (1998) suggested that a curriculum of social-emotional development should generally cover a wide range of issues. It should involve a concern for the personal and social development. The Transactional Model of Stress * People also differ in their coping patterns. * Emotion-focused coping – avoidance, minimization, distancing, selective attention, and positive comparisons, are likely to occur when there is nothing that can be done to mod ify harmful, or threatening conditions. * Problem-focused coping – amenable to change. * No single strategy that is considered inherently better than any other. Transactional model suggests that to result in emotions and to cope appropriately with the realities of the situation we are facing, we need to appraise correctly. * the concepts of â€Å"appraisal† and â€Å"coping† to the elementary school students is through children’s literature – pertaining to stressful plots and various forms of coping processes and strategies were selected and analyzed Educational Importance of this Study * School counselors to use literature as a method for nurturing children’s social and emotional development. Facilitate discussions with good quality in interactive bibliotherapy, professional skills including active listening, clarification of content, and reflection of feeling are crucial. * Select quality literature-counselors need to expand their collecti ons in various stories pertaining critical issues to children’s social-emotional development at each stage. * Useful to collaborate with other practitioners, such as media specialists, classroom teachers, librarians, and parents. In addition, further knowledge for selecting children’s literature is especially needed.

Understanding Human Behaviour

UNIT 4 Objectives UNDERSTANDING HUMAN BEHAVIOUR Indian Environment: The Changing Scenario After going through this unit you should be able to understand: †¢ importance of understanding human behaviour. Structure 4. 1 4. 2 4. 3 4. 4 4. 5 4. 6 4. 7 4. 8 4. 9 4. 10 4. 11 4. 12 4. 13 4. 14 4. 15 4. 6 Introduction Models to Understand Human Behaviour Implications for the Organisation Personality Determinants of Personality Type and Trait Approaches to Personality Theories of Personality Importance of Personality Attitudes Attitudes and Organisation Values Socialisation's Influence on Personality, Values and Attitudes Schein Socialisation Model Summary Self-Assessment Questions Further Readings 4. 1 INTRODUCTION It is very essential to understand human behaviour in today's world as the existence of the organisation depends op the employees/individuals.Without understanding human behaviour it is very difficult to work in an organisation. In order to understand human behaviour let us se e how the perception of human being has changed from time to time. All organisations are composed of individuals, with different personality, attitudes, values, perception, motives, aspirations and abilities. The main reason to understand behaviour is that individuals are different. No two individuals are similar. In the early studies, theories of organisation and management treated people as though they were the same; scientific management was based on the similarities among workers, not the differences.In contrast, modern theories of human behaviour are based upon the differences among people and how those differences can affect the organisation. Individual differences are many for example some employees are motivated to work and some are not. This can be due to several reasons, and can be known by further reading the unit. Before we proceed to understand human behaviour, it is better to know what the term `behaviour' means. Behaviour can be defined as a response/s which is observ ed directly/indirectly. Direct observation is possible by studying the responses of people to a work environment.Indirect observations are decision 5 Social Processes and Issues making processes and attitudes, in terms of results or how people describe them verbally. Human behaviour is very much unpredictable. In behaviour we cannot assume one set pattern of behaviour. Lavitt classified behaviour as: (i) Caused behaviour, (ii) Motivated behaviour, (iii) Goal oriented behaviour. From these observations it can be understood that behaviour is a dependent factor. By understanding behaviour one can predict, direct, change and control behaviour of individuals or group.There are generally four basic assumptions regarding nature of people: individual differences, a whole person, caused behaviour (motivation) and value of the person (human dignity). In an organisational set up it is essential for managers to understand behaviour. as they are constantly with people, interacting with them in t erms of communication (either written or oral) in terms of work (either by specifying the work and getting things done). Understanding past behaviour is important for developing effective human skills, and it also provides a framework for predicting behaviour.It also gives an idea to managers as to how behaviour is similar in certain circumstances and changing in changing environmental conditions. Another skill which an effective manager or leader needs is the ability to direct, change and control behaviour. Managers have to understand that there are-going to be individual differences among the employees, as no individual is similar to other. Each individual is unique by themselves. Then one has to understand that each individual has to be taken care of as a whole person by taking care of. his needs as well as training and making him up to date in terms of work.Ultimately human beings have to be treated with respect only then you can expect effective performance. With the following descriptions you will be able to understand the concept better. Dan's analyses the nature of people in terms of four assumptions. 1. Individual Differences Behaviour is the result of interaction between individual characteristics and the characteristics of the environment in which the behaviour occurs. Each person has a unique combination of characteristics. Some of these characteristics are present from birth; others develop over time. These can be called as inherited and learned characteristics.Although there are some inherited Table 1: Learned Characteristics and its Effect on Behaviour Characteristics Tolerance for conflict Relative importance of Behaviour Perceived role conflict Expressed job satisfaction Relationship found Less role conflict with greater tolerance for conflict â€Å"Extrinsic Managers† expressed less job satisfaction extrinsic versus intrinsic rewards Stronger work ethic associated with greater attendance High general interest of performance diversity a ssociated with better performance More stress with emphasis on external locus of control Value or work ethicAttendance Diversity of interests Salary based measure 6 Locus of control Experienced job stress characteristics, but these are very few, and not so significant. Learned characteristics are very important. Individual differences can be because of environment, personal and psychological factors. It is also due to physical and social factors. Learned characteristics are acquired as people grow, develop and interact with their environments. This is depicted by Table 1. `Environmental factors' are characteristics of the broader environment such as economic conditions, social and. ultural norms, and political factors that can affect the individuals behaviour. Personal factors include physical and personal attributes e. g. , age, sex, race, education and abilities, psychological factors are less observable. They are mental characteristics and attributes such as values, attitudes, pe rsonality and aptitudes that affect behaviour through complex psychological processes. These are studied, in the subsequent units. All aspects of the physical world that can be seen, heard, felt, smelled or touched are part of the physical environment of behaviour.The social environment of an individual includes relationships with family, friends, co-workers, supervisors and subordinates and membership in groups such as unions. The behaviour of others (as distinct from the individuals relationship with them) is also part of an individual's social environment. Any ‘norms, rules, laws or reward systems that originate with other individuals or groups help to form an individual's social environment. 2. A Whole Person Indian Environment: The Changing Scenario When an employee works in an organisation, the organisation takes care of that person by making him effective, as a worker and as a person. . Caused Behaviour (Motivation) People's behaviour is need based. By fulfilling these needs he is motivated positively and there occurs effective performance. So the management in the organisation has to take care of these needs in order to have an effective performance. The management can show them how certain actions will increase their need fulfilment and if not; how it decreases their need fulfilment. 4. Value of the Person (Human Dignity) People have to be treated with respect and as individuals and they can not be treated like machines as how scientific management use to treat them.By recognising them and treating them with uniqueness the value of the person gets increased. By this we can understand how the concept of treating human beings from machines to human capitals have evolved. If one accepts the fact that human skill development is necessary then managers and leaders must have necessary understanding in order to influence the behaviour of other people. It was felt that the managers acquire three levels of expertise. Firstly they have to understand the p ast and current behaviour, so that they are able to predict behaviour and than they learn to direct change, and control behaviour. . 2 MODELS TO UNDERSTAND HUMAN BEHAVIOUR Early classical approaches made the assumptions that people are naturally lazy and self-serving, neutral, or positive and self-motivated. In simpler terms they need to be pushed and controlled and kept under surveillance, never to be trusted to put in a good day's work by themselves. Economic rewards were the only one considered, and close autocratic supervision was suggested. Systems and contingency theorists viewed people as adaptable and felt that much of behaviour was learned and not attributable to predispositions to be negative or positive. Social Processes and Issues Likert, Mc Gregor and Bennis who developed and extended the findings of humanrelations theorists had a positive view of human nature. Employees were seen as striving for personal and social well-being. If left alone, they would work hard for th e intrinsic satisfaction of a job well done- The emphasis was on democratic decision making and leadership. Jobs were to be challenging and allowed the individual employee to be creative. Models of Human Behaviour Psychoanalytic Model: Freudian approach depends on conflict model of humans.By using clinical techniques of free association and psychotherapy Freud felt that behaviour is not always consciously explained. â€Å"Unconscious† is the major factor which guides the individual's behaviour. Freud felt that the individual's behaviour depends on three factors: (i) id, (ii) Ego and (iii) Super ego. Id: By Id it means pleasure. To certain degree of having Id in an individual is constructive but may also lead to destructive tendencies like being aggressive, dominating, fighting and generally destroy. This kind of instinctive is more dominating in childhood.But once individuals develop and mature they learn to control the id. But it is always unconscious. Throughout life the `i d' becomes important source of thinking and behaving. Ego: Ego represents `conscious' stage in one's behaviour. Though Id comes in conflict with ego, the ego depends on the super ego. Superego: It represents â€Å"conscience†. An individual is not aware of the superego's functioning. The conscience is dependent on two factors that is cultural values and moral of a society. Superego's development depends mostly on parent's influence.Once the child grows up the child will unconsciously identifies with parents value and morals. There is always tussle between id, ego and superego. The degree of each of them varies from person to person. So the variations in individual's behaviour can be better understood with the help of this model. But the modern theories have severely criticised this theory as it is not based on any empirical facts and as such it can not be accepted in totality. But the concept of â€Å"unconscious† is a significant contribution in understanding specific behaviour of humans. Existential Model: This model is not scientifically based.It's base is literature and philosophy. The existentialists believe that the depersonalising effects of this environment forces individuals to make their own destiny. So the individuals shape their own identity and make their â€Å"existence† meaningful and worthwhile to themselves. This is more true and happening in today's urbanisation. Because people have become so materialistic and busy, they do not have time for traditional values and norms and it becomes impractical sometimes to follow them. Existential model is, especially true when you are employed in today's world.Though this model is not scientific it can be definitely be used in understanding human behaviour. Internal vs. External Determinants of Behaviour Environment plays a major role in shaping behaviour and genetic endowment and personality development is influenced by our historical heritage. 8 Personality vs the Environment Both p ersonality and situational variables must be taken into account in order to explain an individual's behaviour but a focus on the environment is as important or perhaps slightly more important than focusing on personality traits.Indian Environment: The Changing Scenario Cognition vs the Environment To understand one's behaviour all we have to know is the individual's past responses to similar (stimulus) situations and the rewards or punishments that followed that response. There are two models which come out of these approaches: 1. Behaviouristic Model: In this model the behaviour is dependent on two factors i. e. , stimulus and response. Learning occurs with this kind of model. Pavlov and Watson with their research felt that behaviour can be best understood by stimulus and response.Behaviourist model is represented as: S – R (Stimulus-Response) 2. Cognitive Model: S-OR-R. This model emphasises the positive and free-will factors of human beings and uses concepts such as expect ancy, demand and incentive. Tolman with his experiments found that the basis of learning as of `expectancy' which is understood as one particular event leading to a particular consequence i. e. , goal. Human behaviour is based on these goals. The cognitive model is represented as: S – O – R (Stimulus-Organism-Response model) Both approaches see learning and the environment as having a major impact on behaviour.From these different approaches it can be said that: i) Behaviour is caused by instincts, genetic background and personality traits that are formed at an early age. Change is very difficult for the individual and that one's capacity is severely limited. Behaviour is mostly learned through our interactions with the environment. Present events rather than past events are important. Even though there are some limitations on. one's capacities, one is capable of great amounts of change. ii) 4. 3 IMPLICATIONS FOR THE ORGANISATION Behviour of individuals is caused, and follows a pattern, because of this, behaviour is unpredictable.Study of behaviour is however, rewarding and necessary for management. It is doubtful whether the manager can perform his tasks satisfactorily without developing a fair degree of understanding of the people around him. Any attempt to learn why people behave as they do in organisations requires some understanding of individual differences. Managers spend considerable time making judgements about the fit between individuals, job tasks and from these approaches it can be concluded that there is an overwhelming consensus that the, environment has a much greater effect than it is believed.The implications for organisations are important. It means that large areas of human behaviour are modifiable. Organisational design, training and development can have a profound impact on the behaviour of the members of an organisation. 9 Social Processes and Issues 4. 4 PERSONALITY Gordon Allport defined Personality as the dynamic organisa tion within the individual of those Psycho-Physical Systems that determine his unique adjustments to his environment. Personality can be described more specifically as â€Å"how a person affects others, how he understands and views himself and his pattern of inner and outer measurable traits. From this definition, it can be understood one's physical appearance and behaviour affects others. Understanding oneself means one is unique with a set of attitudes and values and a self-concept. Finally, the pattern of measurable traits refers to a set of characteristics that the person exhibits. Some of the other definitions are â€Å"Personality is a vehicle to integrate perception, learning, values and attitudes and thus to understand the total person. † â€Å"Personality is an individual's total sense of self, it is an organising force for the persons particular pattern of exhibited traits and behaviours. â€Å"Personality is the culmination of experiences and genetic influences. † Personality is influenced by the personal life and where he is working. 4. 5 DETERMINANTS OF PERSONALITY Personality is the result of both heredity and environment and also the situation. Heredity Heredity refers to those factors that were determined at conception. Physical appearance, temperament, energy level and biological rhythms are the characteristics which are generally influenced by one's Parents' i. e. , One's Biological, Physiological and Inherent Psychological Make up.The Heredity approach feels that personality of an individual is the Molecular Structure of the genes, located in the chromosomes. Environment Culture plays an important role in the formation of personality, i. e. , early conditioning, the norms among the family, friends and social groups. With the socialisation process in the group, personalities are altered over time. Situation Though an individual personality is constant, it does change depending on the situation. Different demands in different s ituations call forth different aspect of one's personality.The relationship of these three factors affects the formation and development of Personality. Psychological inheritance is entirely an internal contribution. Group and culture are the early environmental factors that form later behaviour. Family and social setting during the early stages of education are the important factors which influences the initial formation of personality. Whatever the child learns here lasts for life time. Later in life, it is the Peer groups or Primary affiliations at work, social activities which shape the Personality. 0 4. 6 TYPE AND TRAIT APPROACHES TO PERSONALITY Indian Environment: The Changing Scenario The traditional viewed individuals as Shy, Lazy, Melancholy, Ambitious, Aggressive. These were called a Traits. Groups of these traits were then aggregated to Personality types. Trait Approach Cattel (1973) identified 16 source traits/Primary Traits. These traits were found to be generally stead y and constant sources of behaviour. But there was found to be no scientific relevance.Figure 1: Sixteen Source Traits 1) 2) 3) 4) 5) 6) 7) 8) 9) 10) 11) 12) 13) 14) 15) 16) Reserved – Outgoing Less intelligent – More intelligent Affected by feelings – Emotionally stable Submissive – Dominant Serious – Happy go Lucky Expedient – Conscientious Timid – Venturesome Tough minded – Sensitive Trusting – Suspicious Practical – Imaginative Forthright – Shrewd Self-Assured – Apprehensive Conservative – Experimenting Group-dependent – Self-sufficient Uncontrolled – Controlled Relaxed – Tense In the type approach, several behaviours are seen as cluster characterising individuals with high degree of stability.Locus of control: People are assumed to be of two types: `Internals' and `Externals'. Internals are people who believe that much of what happens to them is controlled by their de stiny. Externals believe that much of what happens to them is controlled by outside forces. Machiavellianism: High Machs tend to take control, especially in loosely structured situations; Low Machs respond well to structured situations. High Machs tend to be more logical, rational and Pragmatic. They are more skilled in influencing and coalition building. Type ‘A’ or Type ‘B’People who are Hard-driving, impatient, aggressive, and super competitive are termed as Type `A' Personality. Those who are easy-going, sociable, laid-back and non-competitive are termed as Type `B' Personality. Type A people tend to be very productive and work very hard. They are workaholics. The negative side of them is that they are impatient, not good team players, more irritable, have poor judgement. Type B people do better on complex tasks involving judgement, accuracy rather than speed and team work. 11 Social Processes and Issues 4. 7 THEORIES OF PERSONALITYCarl Jung identified three basic assumptions in theory, 1) Personalities are developmental in that they are influenced by past and hopes for the future. 2) All people have the potential for growth and change. 3) Personality is the totality of a person's interacting sub-systems. Emotional Orientations Jung feels that the two basic Orientations of People are extroversion and introversion. Introverts are primarily oriented to the subjective world. They look inward at themselves, avoid ‘social contacts and initiating interaction with others, withdrawn, quiet and enjoy solitude.Extroverts are friendly, enjoy interaction with people, are generally aggressive and express their feelings and ideas openly. Managers should gain an understanding of themselves and learn how understanding others can make them better managers. Validity results showed that introvert/extrovert is really applicable to only the rare extremes. Most individuals tend to be ambiverts, that is, they are in between introversion and extrov ersion. Figure 2: Extroverts versus Introverts: Characteristics of Each Extroverts Introverts Likes variety and action. Tend to work faster, dislike complicated procedure.Are often good at greeting people. Are often impatient with slow jobs. Are interested in results of their job, getting it done and in how other people do it. Often do not, mind interruption of answering the telephone. Often act quickly, sometimes without thinking. Like to have people around. Usually communicate freely. Like quiet for concentration Tend to be careful with details, dislike sweeping statements. Have trouble in remembering names and faces. Tend not to mind working on one project for a long time uninterruptedly. Are interested in the idea behind their job.Dislike telephone intrusions and interruptions. Like to think a lot before they act, sometimes without acting. Work contentedly alone. Have some problems in communicating. Problem-solving Styles Jung identified two basic steps in problem solving: colle cting information and making decision. Collecting data occurs in a continuum from sensing to intuition. In terms of decision-making, it ranges from `thinking' to `feeling' types. Sensing-type: The person approaches the problem in a step by step organised way. The person works steadily and patiently with details.Intuitive type: One who does not show a lot of emotion, who can put things in a logical order and who can be firm and fair. The feeling type is very aware of other people, dislikes telling people unpleasant things and prefers harmony among people. 12 The interaction of these two aspects of problem solving results in four problemsolving types. 1) The sensing-feeling person likes to collect data in an orderly way and make decisions that take into account the needs of people. This person is very concerned with high-quality decisions that people will accept and implement. ) The intuitive-feeling person is equally concerned with the people side of decisions but the focus is on new ideas which are often broad in scope and lacking in details. 3) Sensing-thinkers emphasise details and quality of a decision. They are not as concerned with the people aspect of an organisation as with a technically sound decision. 4) Intuitive-thinking likes to tackle new and innovative problems, but make decisions primarily on technical terms. They tend to be good planners, but not so good at implementing. There is always a combination of these types in a person.General attitudes: The last personality sub-system Jung identified was general attitude work, namely judging and perceptive. Judging types like to follow a plan, Figure 3: Sensing Types versus Intuitive types: Characteristics of Each Sensing Types Dislike new problems unless there are standard ways to solve them. Like an established way of doing things. Enjoy using skills already learned more than learning new ones. Work more steadily, with realistic idea of how long it will take. Usually reach a conclusion step by step. Are patient with routine details. Are impatient when the details get complicated.Are not often inspired, and rarely trust the inspiration when they are. Seldom makes errors of fact. Tend to be good at precise work. Intuitive Types Like solving new problems. Dislike doing same thing repeatedly. Enjoy learning a new skill more than using it. Work in bursts of energy powered by enthusiasm, with slack periods in between. Reach conclusion quickly. Are impatient with routine details. Are patient with complicated situations. Follow their inspirations, good or had. Frequently makes errors of fact. Dislike taking time for decision. Indian Environment: The Changing ScenarioFigure 4: Thinking Types versus Feeling Types: Characteristics of Each Thinking Types Do not show emotion readily and are often uncomfortable dealing with people's feelings. May hurt people's feelings without knowing it. Like analysis and putting things into logical order; can get along without harmony. Tend to decide imper sonally, sometimes paying insufficient attention to people's wishes. Need to be treated fairly. Are able to reprimand people or fire them when necessary. Are more analytically oriented; respond easily to people’s thoughts. Tend to be firm minded.Feeling Types Tend to be very aware or other people and their feelings. Enjoy pleasing people, even in unimportant things. Like harmony. Efficiently may be badly disturbed by office feuds. Often let decisions be influenced by their own or other people's personal likes and wishes. Need occasional praise. Dislike telling people unpleasant things. Are more people-oriented; respond easily to people's values. Tend to be sympathetic. 13 Social Processes and Issues Figure 5: Judging Types versus Perceptive Types: Characteristics of Each Judging Types Work best when they can plan their work and follow the plan.Like to get things settled and finished. May decide things too quickly. May dislike to interrupt the project they are on for a more ur gent one. May not notice knew things that need to be done. Want only essentials needed to begin their work. Tend to be satisfied once they reach a judgement on a thing, situation, or person. Perceptive Types Adapt well to changes. Do not mind leaving things open for alterations. May have trouble making decisions . May start too many projects and have difficulty finishing them. May postpone unpleasant things. Want to know all about a new job.Tend to be curious and welcome new information on a thing, situation, or person. like to make decisions, and want only essentials for their work. On the other hand, perceptive types adapt well to change, want to know all about a job and may get overcommitted. Development of Personality: Erikson's eight life stages Erikson identified eight stages of life that characterise the unending development of a person. He characterised each stage by a particular conflict that needs to be resolved successfully before a person can move to the next stage. Howe ver, These eight stages are not totally separate, and the crises are never fully resolved.Movement between stages is developmental. Movement can even involve regression to earlier stages when traumatic events occur. Stage One, Infancy: During the first year of life a person resolves the basic crisis of trust vs. mistrust. An infant who is cared for in a loving and affectionate way learns to trust other people. Lack of love and affection results in mistrust. This stage makes a serious impact on a child that influences events for remaining life. Stage Two, early childhood: In the second and third years of life, a child begins to assert independence.If the child is allowed to control these aspects of life that the child is capable of controlling, sense of autonomy will develop. If the child encounters constant disapproval or inconsistent rule setting, a sense of self-doubt and shame is likely to develop. Stage Three, play age: The four and five year olds seek to discover just how much they can do. If a child is encouraged to experiment and to achieve reasonable goals, he or she will develop a sense of initiative. If a child is blocked 14 and made to feel incapable, he or she will develop a sense of `guilt and lack of selfconfidence'.Stage Four, school age: From ages 6 to 12, a child learns many new skills and develops social abilities. If a child experiences real progress at a rate compatible with his or abilities, the child will develop a sense of industry. The reverse situation results in a sense of inferiority. Stage Five, adolescence: The crisis of the teenage years is gain a sense of identity rather than to become confused about who you are. While undergoing rapid biological changes, the teenager is also trying to establish himself or herself as socially separate from parents.The autonomy, initiative, and industry developed in earlier stages are very important in helping the teenager successfully resolve this crisis and prepare for adulthood. Stage Six, youn g adulthood: The young adult (20's and 30's) faces the crisis of intimacy versus isolation. The sense of identity developed during the teenage years allows the young adult to begin developing deep and lasting relationships. Stage Seven, adulthood: During their 40's and 50's adults face the crisis of generativity versus self-absorption.Self-absorbed persons never develop an ability to look beyond themselves. They may become absorbed in career advancements and maintenance; and they may never learn to have concern for future generations, the welfare of organisations to which they belong or the welfare of society as a whole. Generative people see the world as much bigger than themselves. Productivity in work or child rearing or societal advancement become important to them. Through innovation and creativity, they begin to exert influence that benefits their organisation.Stage Eight, later life: The adult of integrity has gained a sense of wisdom and prospective that can truly help guide future generations. Sheldon: He labeled three body builds and certain Personality Characteristics they reflected. The three body types are: 1) Endomorph – Fleshy and inclined towards fatness. 2) Mesomorph – Athletic and inclined to be muscular 3) Ectomorph – Thin and inclined to' be fine-boned and fragile. The personality characteristics reflected are: Endomorph: Friendly, oriented towards people, seek others when troubled, slow to react, loves to eat.Mesomorph: Seeks physical adventure, needs and enjoys exercise, restless, aggressive, likes risk and chance, competitive. Ectomorph: Likes privacy, socially inhibited, quick to react and hypersensitive to pain. Indian Environment: The Changing Scenario Passages Theory Sheehy (1976) with her extensive research concluded that adults progress through five crises: 1) Pulling up Roots: This period occurs between the ages of eighteen and twenty two, when individuals exit from home and incur physical, financial, and emot ional separation from parents.They cover their fears and uncertainty with acts of defiance and mimicked confidence. 2) The Trying Twenties: This period is a time of opportunity, but also includes the fear that choices are irrevocable. Two forces push upon us — one is to build a firm, safe structure for the future by making strong commitments and the other is to explore and experiment and keep flexible as to commitments. 15 Social Processes and Issues 3) The Catch – Thirties: Approaching the age thirty is a time in which life commitments are made, broken or renewed.It may mean setting towards a new phase or calming down of idealistic dreams to realistic goals. Commitments are changed or they are deepened. There is change, turmoil, and often an urge to be out of the routine. The Deadline Decade: The ten years between the age of thirty-five and fortyfive represent a crossroad. This period is characterised by a re-examination of one's purposes and how the resources will be spent from now on. Renewal or Resignation: The mid forties bring a period of stability.The individual who can find a purpose and direction upon which to continue _ building his or her life, the mid forties may well be the best years. 4) 5) These stages are related to working places. It is expected that all employees face crises during their careers – Just as young people pass through identity crises, during their teenage years, adults too go through stages – insecurity, opportunities presented, opportunities forgone and lost, and either the acceptance of new challenges or resignation.These crises create the opportunity for an employee to alter his or her goals, commitments, and loyalties to the organisation. When employees reach their forties, they re-examine their goals and make important adjustments in their lives. Their personalities may undergo significant changes resulting in behavioural patterns quite different from his or her environment. Maturation Theory: Chr is Argyris has postulated a maturation theory of personality development that proposes that all healthy people seek situations that offer autonomy, ise interests, to be treated equally, and the opportunity to exhibit their ability to deal with complexity. Healthy individuals tend to move from immaturity to maturity: 1) 2) 3) 4) 5) 6) 7) From being passive to engaging in increasing activity. From dependence on others to independence. From having few ways to behave to possess many alternatives. From having shallow interests to developing deeper interests. From short time perspective to having a longer time perspective. From being in a subordinate position to viewing oneself as equal or superior. From lack of awareness of oneself to awareness of oneself,According to Argyris, healthy people will show the behaviours of maturity while unhealthy people tend to demonstrate childlike immature behaviours. Further, Argyris argues that most organisations tend to their employees like children, m aking them dependent. The manager who understands personality development is better able to predict these crises and recognise them as natural transitions that adults encounter. Neither trait nor type approach, or theories of personality presented help in predicting behaviour of an individual. The reason is, they ignore situational contexts. 4. 8 IMPORTANCE OF PERSONALITY 16Understanding of personality is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections; by increasing understanding of how personality and job characteristics interact it can result in better hiring, transfer and promotion decisions, and by providing insights into personality development it can help to anticipate, recognise and prevent the operationalising of costly defenses by organisational members. There are certain procedures by which personalities can be predicted: 1) 2) 3) 4) `Rating Scales' from peers or friends help in predict ing the ehaviour. `Experimental procedures' which help in the assessment of some characteristics of person. With the help of `Questionnaire' one can assess behaviour of the other, provided the answers are genuine. Projective Tests like Thematic Appreciation Test, Rorschach's Ink-Blot test help in predicting the personality of an individual. Indian Environment: The Changing Scenario These measures help in effectiveness of the organisation. 4. 9 ATTITUDES Attitudes are a way of responding either favourably or unfavourably to objects, persons, concepts etc. They are evaluative statements.They reflect how one feels about something. Attitudes are related to behaviour. It is an unidimensional variable, i. e. , positive or negative. They are hypothetical constructs. It is something inside a person. It may be observed but the attitude itself cannot. Attitudes in a person could be observed in three ways: 1) Direct experience with the person or situation. 2) Association with other similar per sons or situations. 3) Learning from others their association with the person or situation. `Direct experience' is the concrete experience stage of learning.Association is similar to abstract conceptualisation and generalisation. Learning from others is like reflection and observation. Attitudes evolve out of perception and learning process. One is not born with attitudes but acquires them through life experiences. But certain basic attitude of trust or mistrust occurs during the infancy. If a child's basic needs are met in a loving manner, the child will develop a sense of trust otherwise a sense of mistrust develops. The child also develops a sense of autonomy or shame and doubt. All these affects one's behaviour.And this linkage to behaviour is what managers are concerned with; and they also tend to understand the ways in which behaviour affects attitudes. 4. 10 ATTITUDES AND ORGANISATION In organisations, attitudes are important because they affect the job behaviour. These job r elated attitudes top positive or negative evaluations that employees hold about aspects of their work environment. There are three primary attitudes; job satisfaction, job involvement, and organisational commitment. Job satisfaction refers to an individual's general attitude towards his or her job, which is either positive or negative, i. . , satisfied or dissatisfied. Job involvement measures the degree to which a person identifies with his job, actively participates in it and considers his performance important to his self-worth. Organisational commitment is an orientation in terms of loyalty, identity and involvement in the organisation. These attitudes are measured so that behaviours like productivity, absenteeism and turnover can be predicted. Managers need not be interested only in understanding the attitudes of the people, but also in changing them. Since attitudes are learned they can be changed.Persuasive communications are used to change attitudes. But attitudes are slow t o change. Because they are based on deep-seated beliefs and values. I 7 17 Social Processes and Issues 4. 11 VALUES Values are encompassing concepts. American Management Association indicated that values are at the core of personality, and that they are ,powerful, though silent force affecting behaviour. Values are so embedded that it can be inferred from people's behaviour and their expressed attitudes. But values are a strong force in people.What may `appear' to be strange behaviour in an employee can make sense if managers understand the values underlying that behaviour. Rokeach (1973) â€Å"values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. † Rokeach divided values into two broad categories: `Terminal values† relate to ends to be achieved e. g. comfortable life, family security, self-respect and sense of accomplishment. `Instrumental values' relate to means for achieving desired ends, e. g. mbition, courage, honesty and imagination. Terminal values reflect what a person is ultimately striving to achieve, whereas instrumental values reflect how the person get there. Values are so embedded that it can be inferred from people's behaviour and their perception, personality and motivation. They generally influence behaviour. They are relatively stable and enduring. This is because, the way in which they are originally learned. Allport (1951) identified six types of values. 1) 2) 3) 4) 5) 6) Theoretical – Places high importance on the discovery of truth through critical and rational approach.Economic – Emphasises to be useful and practical. Aesthetic – Places the highest value on form and harmony. Social – The highest value is given to the love of people. Political – Places emphasis on acquisition of power and influence. Religious – Concerned with the unity of ex perience and understanding of the cosmos as a whole. People in different occupations place different importance on the six value types. The knowledge that people have different types of values has led a few of the more progressively managed organisations to initiate efforts to improve the values – job fit in order to enhance employee performance and satisfaction.Texas Instruments for instance, has developed a programme to diagnose different value types and to match properly these types with appropriate work environments within their company. Some individuals, for example, are classified as â€Å"tribalistic† – people who want strong, directive leadership from their bosses; some are â€Å"egocentric† desiring individual responsibilities and wanting to work as lovers in an entrepreneurial style; some are â€Å"sociocentric† seeking primarily the social relationship that job provides, and some are â€Å"existential†, seeking full expression of growth and self-fulfilment needs through their work, much as an artist does.Charles Hughes, director of personnel and organisation development at Texas Instruments, believes the variety of work that needs to be done, in his organisation is great enough to accommodate these different types work personalities in such a manner that an individual and organisational goals are fused. 18 4. 12 SOCIALISATION'S INFLUENCE ON PERSONALITY VALUES AND ATTITUDES Indian Environment: The Changing Scenario Organisations play a major factor in people's lives and it has a significant impact on people's personality, values and attitudes.Socialisation is the process by which an individual adapts himself to the working environment and gains loyalty and commitment to an organisation. `Through this process, a person learns the goals of the organisation, the means to achieve those goals, an employee's responsibilities and accepted ways of behaving in the organisation. In addition, the person learns the organ isation's attitudes and values. As the person becomes socialised in the organisation, there is also a tendency to adapt to the attitudes and values of the organisation.Thus, the organisation influences the personality, values and attitudes of an individual. Stages of Socialisation 1) Pre-arrival stage: Individuals develop preconceived notions about an organisation based on previous education, work experiences and contacts with organisation. 2) Encounter with the Organisation: A person's initial orientation, training and experiences with other employees who exhibit the accepted attitudes in the organisation all influence and change the person. ) Change of the Person and Acquisition of the new attitudes and values: When a person works in a company, he or she gradually learns what is expected and begins to develop a new personality that is consistent with the organisation depending, the person works for sometime in the same organization. Socialisation process is not limited to the entr y point in an organisation. Rather, it is a continuous process throughout person's career path. Socialisation occurs every time employee makes a move in an organisation.As people move vertically up the organisation's hierarchy, they encounter different norms, values and attitudes. At the entry stage, employees must assimilate these new factors if they are to be successful, and the potential is there for an alteration of their personality. Economic conditions, competitions and technological advances can cause an organisation to change its basic orientation: The resulting adaptation will bring new forces to bear on each organisation member – forces which may alter personalities 4. 13 SCHEIN SOCIALISATION MODELSchein identified three ways in which individuals respond to the socialisation forces of the organisation and thus exert influence on their own personalities. 1) Rebellion: The new employee could attempt to fight the organisation. The result might be dismissal, or change i n the organisation, or change in the person (regardless of whether the individual wins or losses). 2) Creative Individualism: Where an employee accepts the organisation's values and attitudes which are important and rejects the others. The employee uses a combination of personal and organisational values in relation to the organisation. ) Conform: A person could simply conform to the organisational forces and exert very little influence on the organisation. 19 Social Processes and Issues Thus socialisation is a process that exerts influence toward changing personality. But previous socialisation, learning and attitude formation create forces that operate to maintain personality as a consistent type. Perceptual process filters socialisation forces in an attempt to maintain consistency between people's surroundings and their self-concept and it depends on strength ‘of these forces.Personality, Attitude and Values continue to develop and evolve over a time. To understand the proc ess of socialisation is necessary for a manager because it relates directly to work organisation. 4. 14 SUMMARY From this Unit, it was learnt that understanding human behaviour is essential for an effective manager, as it facilitates to achieve organisational goals better. The reasons for individual differences and approaches of understanding human behaviour are explained. It was understood from this unit, that attitudes are opinions about things.Values represent deep-seated standards by which people evaluate their world. The past plays an important role in the development of attitudes and values. Personality is the result of person's experiences and genetic influences. Approaches, theories and determinants of personality were explained. Finally, the process of socialisation in an organisation that alters one's personality, values and attitudes was discussed. 4. 15 1) 2) 3) 4) 5) 6) 7) 8) SELF-ASSESSMENT QUESTIONS Why should organisations give importance in understanding human behav iour? What is individual difference?What are the factors which affect individual differences? Describe various models in understanding human behaviour. Define value. Define attitudes. How are they similar? Different? What is the source of values and attitudes? Values have been described as the foundation of individual behaviour. On what basis do you think such a statement was made? Explain why personality is developmental in nature, what are the primary factors that influence the evolution of personality? Why are the first three stages of Erikson's model of personality so crucial to long-term ersonality development? How do the crises of these three stages relate to the crises of the remaining stages? Describe locus of control, â€Å"Machiavillianism† and type A or B as types of personality. 9) 10) Describe the differences between type and trait approaches. . 11) 12) Describe the sub-systems of Jung's Personality Theory. Also explain the four dimensions of the theory. Describe the socialisation processes and explain how it influences personality, attitudes and values. 20 4. 16 FURTHER READINGS Indian Environment: The Changing ScenarioB. Narayan and Bharati Sharma, 1993; â€Å"Behavioural Science in Management† Omsons Publications, New Delhi. Harlow/Hamke, 1975; Behaviour in Organisations Text, Readings and Cases, Little, Brown and Company. Randolph, Black Bown, 1989; Managing Organisational Behaviour, Richard Irwin, Inc. Stephen P. Robbins, 1985; Organisational Behaviour, Concepts, Controversies and Applications, Prentice Hall of India Private Limited, New Delhi. Terrence R. Mitchell, 1982; `People in Organisations', McGraw-Hill International Book Company. Terrence R.Mitchell, 1983; People in Organisations, An Introduction to Organisational Behaviour, McGraw-Hill International Book Company. The Myers-Briggs Type Indicator (Consulting Psychologists Press, Palo Alto, Cal. , 1962) is a very popular instrument for Jungian types. Please Understand Me b y David Keirsey (Prometheus Nemesis Book, Del, Mar, Cal, USA, 1978) is a good simple introduction to Jungian types based on Keirsey Temperament Sortex (70 item pair comparison questionnaire). Usha Haley and S. A. Stumpf in â€Å"Cognitive trails in Strategic Decision Making† (Journal of Management Studies, 1989, 26, 77-497) have discussed what Heuristics the four Jungian types use to gather data, and to generate and evaluate alternatives. Also the four types use different cognitive trails, and can consequently fall prey to biases that lurk in these trails. The Heuristics of biases of the four personality are: Types STs NTs SFs NFs Heuristics Anachrony Perseverance Availability Vividness Biases Functional fixedness and regularity and structure. Positivity and representativeness. Social-desirability and fundamental attribution Reasoning-by-analogy and illusory-correlation. 21