ap psychology 2/4/14. warm-up turn in mccrory proposal. explain how the need to belong can be both a...
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![Page 1: AP Psychology 2/4/14. Warm-up Turn in McCrory proposal. Explain how the need to belong can be both a negative and positive thing—you may use 495-497](https://reader035.vdocuments.us/reader035/viewer/2022072011/56649ddf5503460f94ad93c2/html5/thumbnails/1.jpg)
AP Psychology
2/4/14
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Warm-up
• Turn in McCrory proposal.
• Explain how the need to belong can be both a negative and positive thing—you may use 495-497.
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The psychology of JOBS
• SO BORING.
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Three attitudes toward work
• Job: necessary to acquire money/materials and enjoy life outside of work.
• Career: deeper personal investment & definition of success through advancement.
• Calling: integral to life. Done for fulfillment & value to society. Originally religious connotation.
• According to Wrzensniewski, 20% of variance in overall life satisfaction is due to satisfaction at work.
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Quality of life—purposeful engagement
• Overwhelmed & stressed(Middle School in Durham)
• Flow(Atkins High School)
• Underwhelmed & bored(Real Estate job)
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Benefits of flow
• Fully engages skills• Boosts self-esteem & competence• Being lazy is nice sometimes, but it is not
satisfying
• Correlation between flow & positive affect
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Industrial-organizational (I/O) Psych
Personnel psychology• Maximizing work output by matching personal
strengths with jobs & then evaluating work.Organizational psychology• Motivating workers to maximize output.
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Personnel psychology
• Buckinham & Clifton claim that there are 34 “Personal Themes” that people can have—the ability to woo (able to persuade easily) or bring positivity.
• Identify the traits that make the best employees for different positions and target those in advertisements.
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Interviews
• Interviews are a TERRIBLE way to predict success.
“Interviewer illusion”Good intentions are not habitual behaviorsAvailability heuristic when deciding on what
hires were successfulInterview situation--misleadingInterviewers’ mood
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Structured Interviews
• Focuses on actual situations (interview at Olympic High School)
• Interviewer takes notes—why is this so vital?
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Appraisals
• Different methods:Checklists: yes or noGraphic rating scales: rate attributesBehavior rating scales: pick between two sides
• 360-degree feedback (supervisor, peers, subordinates, customers)
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Achievement Motivation
• An individual’s desire for accomplishment: mastering skills, gaining control, or reaching high standards
• Marked by high independence, tendency to seek challenges, and higher achievement.
Strong parents (praised/rewarded success)More active as childrenAchievement by competence/effort, not luck
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Employees
• Employee satisfaction = creativity, persistence, helpfulness
• Employee engagement is correlated with organizational success
• Know what’s expected, have what they need, feel fulfilled, have opportunities that work to their strengths, find work significant, able to learn and develop.
Really, a combination of flow & career & calling = effective organization.
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Management
Identify strengths->Match to work->Positive managing (concern, recognition, reward)
->Engaged employees=Loyal customers, growth, profit
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Goal-setting
• Asking to do your best…doesn’t always get results
• Challenging goals + timely progress reports = higher achievement
• Implementation intentions: action plans with when, where, and how
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Types of leadership
• Task leadershipSetting standards, organizing work, and focusing attention on goals (Jim).
• Social leadershipMediating conflicts and building high-achieving teams (Michael).
• The best leaders display…gasp…BOTH
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Build-a-business!
• Information on rubric
• Work for the remainder of class