Understanding the Triarchic Theory of Intelligence

The triarchic theory of intelligence proposes that there are three distinct types of intelligence: practical, distinct, and analytical. It was formulated by Robert J. Sternberg, a well-known psychologist whose research often focuses on human intelligence and creativity. The triarchic theory is comprised of three subtheories, each of which relates to a specific kind of intelligence: the contextual subtheory, which corresponds to practical intelligence, or the ability to successfully function in one’s environment; the experiential subtheory, which corresponds to creative intelligence, or the ability to deal with novel situations or issues; and the componential subtheory, which corresponds to analytical intelligence, or the ability to solve problems. Triarchic Theory of Intelligence Key Takeaways The triarchic theory of intelligence originated as an alternative to the concept of general intelligence factor, or g.  The theory, proposed by psychologist Robert J. Sternberg, contends that there are three types of intelligence: practical (the ability to get along in different contexts), creative (the ability go come up with new ideas), and analytical (the ability to evaluate information and solve problems).The theory is comprised of three subtheories: contextual, experiential, and componential. Each subtheory corresponds to one of the three proposed types of intelligence. Origins Sternberg  proposed his theory in 1985 as an alternative to the idea of the general intelligence factor. The general intelligence factor,  also known as  g, is what intelligence tests typically measure. It  refers only to â€Å"academic intelligence.† Sternberg argued that practical intelligence—a person’s ability to react and adapt to the world around them—as well as creativity are equally important when measuring an individuals overall intelligence.  He also argued that  intelligence isn’t fixed, but rather  comprises a set of abilities that can be developed.  Sternbergs assertions led to the creation of his theory.   Subtheories Sternberg broke his theory down into  the following  three subtheories: Contextual subtheory: The contextual subtheory says that intelligence is intertwined with the individual’s environment. Thus, intelligence is based on the way one functions in their everyday circumstances, including one’s ability to a) adapt to one’s environment, b) select the best environment for oneself, or c) shape the environment to better fit one’s needs and desires.Experiential subtheory: The experiential subtheory proposes that there is a continuum of experience from novel to automation to which intelligence can be applied. It’s at the extremes of this continuum that intelligence is best demonstrated. At the novel end of the spectrum, an individual is confronted with an unfamiliar task or situation and must come up with a way to deal with it. At the automation end of the spectrum, one has become familiar with a given task or situation and can now handle it with minimal thought.  Ã‚  Componential subtheory: The componential theory outlines t he various mechanisms that result in intelligence. According to Sternberg, this subtheory is comprised of three kinds of mental processes or components:Metacomponents enable us to monitor, control, and evaluate our mental processing, so that we can make decisions, solve problems, and create plans.Performance components are what enable us to take action on the plans and decisions arrived at by the metacomponents.Knowledge-acquisition components enable us to learn new information that will help us carry out our plans. Kinds of Intelligence Each subtheory reflects a particular kind of intelligence or ability: Practical intelligence:  Sternberg called one’s ability to successfully interact with the everyday world  practical intelligence. Practical intelligence is related to the contextual subtheory. Practically intelligent people are especially adept at behaving in successful ways  in their external environment.Creative intelligence:  The experiential subtheory is related to creative intelligence, which is one’s ability to use  existing knowledge to create new ways to handle new problems or cope in new situations.Analytical intelligence:  The componential subtheory is related to analytical intelligence, which is essentially academic  intelligence. Analytical intelligence is used to solve problems and is the kind of intelligence that is measured  by a standard IQ test Sternberg observed that all three kinds of intelligence are necessary for successful intelligence, which refers to  the ability to be successful in life based on one’s abilities, personal desires, and environment. Critiques There have been a number of critiques and challenges to Sternberg’s triarchic theory of intelligence over the years. For example,  educational psychologist  Linda  Gottfredson says  the theory  lacks a solid empirical basis, and observes that the data used to back up the theory is meager. In addition, some scholars argue that practical intelligence is redundant with the concept of job knowledge, a concept that is more robust and has been better researched. Finally, Sternberg’s own definitions and explanations of his terms and concepts have at times been imprecise. Sources Gottfredson, Linda S. â€Å"Dissecting practical intelligence theory: Its claims and evidence† Intelligence, vol. 31, no. 4, 2003, pp.343-397, https://doi.org/10.1016/S0160-2896(02)00085-5Meunier, John. â€Å"Practical Intelligence.† Human Intelligence, 2003. http://www.intelltheory.com/practicalintelligence.shtmlSchmidt, Frank L., and John E. Hunter. â€Å"Tacit Knowledge, Practical Intelligence, General Mental Ability, and Job Knowledge† Current Directions in Psychological Science, vol. 2, no. 1, 1993, pp. 8-9,  https://doi.org/10.1111/1467-8721.ep10770456Sternberg, Robert J. Beyond IQ: A Triarchic Theory of Human Intelligence. Cambridge University Press, 1985.Sternberg, Robert J. â€Å"The Theory of Successful Intelligence† Review of General Psychology, vol. 3, no. 4, 1999, 292-316, http://dx.doi.org/10.1037/1089-2680.3.4.292â€Å"Triarchic Theory of Intelligence.† Psychestudy, https://www.psychestudy.com/cognitive/intelligence/triarchic

The Relationship Between Democracy And Civility - 1900 Words

Author Ken Burns (2011) describes the relationship between democracy and civility when he said, â€Å"But civility is essential to our ability as a nation to confront together difficult issues, even when we may disagree, and to continue to improve as a country† (National Constitution Center, 2011). Democracy and civility go hand in hand; without democracy, there wouldn’t be civility and without civility there wouldn’t be democracy. In a democracy, the model of dissent should be deliberation, yet the long and careful debate we once had has shifted towards violent measures to fulfill one’s own needs. The model of dissent has transformed from deliberation to violence due impart, to the technological advancements throughout the world. This†¦show more content†¦Albert Bandura, a renowned psychologist, studied how some behaviors are learned through imitation. He calls this the social learning theory. It is exemplified in his classic experiment called th e ‘Bobo’ Doll Experiment. The children participating in the experiment were individually shown into a room with toys and then played with them for 10 minutes while â€Å"either, 1) 24 children (12 girls and 12 boys) watched a male or female model behaving aggressively toward a toy called a â€Å"Bobo Doll†. The adults attacked the Bobo doll in a distinctive manner, either punching or kicking and in some cases using a hammer. 2) Another 24 children were exposed to a non-aggressive model who played in a quiet and subdued manner for 10 minutes. 3) The final 24 children were used as a control group and were not exposed to any model at all† (McLeod, 2011). In order to study whether these three situations had a different effect on the children, the experimenter subjected all the children to â€Å"mild aggression arousal† (McLeod, 2011) by taking each child separately to a room with toys. Once the child began to play with the toys, the experimenter â€Å" told the child that these were the experimenter’s best toys and she had decided to reserve them for the other children† (McLeod, 2011). The experimenter then brought the child into the next room, which had some aggressive toys, such as a toy hammer, and some non-aggressive toys. For twenty minutes the child’s

Southern Horrors Ida B. Wells free essay sample

In the late 19th century, Ida B. Wells dedicated most of her life to spreading the word about the horrific nature of lynching in the American South. Wells was a journalist, teacher, rights activist, and a public speaker. As an African American woman in the south during this time, Ida B. Wells was able to use her status as journalist to expose to the general public the true facts of lynching cases that suggested black wrongdoings. Wells used cases from all over America to convey the innocence of African American lynching victims. There was a huge double standard between whites and black on the premise of crime. Although white men also participated in heinous acts, they were far less punished compared to their black neighbors. The majority of the cases being brought up at the time suggested that African American men were violating white women. Many violent white men would choose to murder an African American because they suspected he had been â€Å"criminally intimate†1 with a white women. We will write a custom essay sample on Southern Horrors: Ida B. Wells or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In some instances, the reason for lynching was totally personal and obviously took place just to make a statement and â€Å"keep the nigger down†2 and the white men would justify it by claiming that the African American was wrong or barbaric. Because lynching is unlawful and without a trial, the accused stood little to no chance in seeking justice. Wells tries to make it clear that white women were to blame just as much as the black men who were involved in the affairs, and that in most of the situations the women were consenting or even initiating the intimate acts. When trying expose the truth about these issues, Wells and others who spoke up were warned and told off by the white men’s press. Even though it was evident that the southern white population was unhappy about the claims being made against lynching, Wells made it clear that she had a specific purpose to disprove the assertions being made against her people. Angered by the murder of some close friends, Ida B. Wells decided to take it upon herself to stand up against unlawful lynching of wrongfully accused African Americans. Wells explains, â€Å"Somebody must show that the Afro-American race is more sinned against than sinning, and it seems to have fallen upon me to do so. †3 She also states, â€Å"The Afro-American is not a bestial race. If this work can contribute in any way toward proving this, and at the same time arouse the conscience of the American people to a demand for justice to every citizen, and punishment by law for the lawless, I shall feel I have done my race a service.   Wells decided to devote her time to bringing justice and integrity to the African American race. Her writings were immensely important and many people who read them were given the opportunity to realize how unfair black people were being treated. It was obvious that Wells believed that in order to change something one must first raise awareness and expose harsh truths to people who otherwise would not be informed. On October 25th, 1892 Frederick Douglass, another African American social reformer, sent Ida B. Wells a letter stating the importance of her work. In his letter he mentions, â€Å"You have dealt with the facts in a cool, painstaking fidelity and left those naked and contradicted facts to speak for themselves. †5 Wells recognized that although the truth was unpleasant, it was imperative for the progression of African Americans in the south to reveal the true nature of white actions. Ida B. Wells and many other African Americans started taking action to uncover the actuality of racist crime and the white population decided to retaliate. Wells wrote, â€Å"If Southern white men are not careful, they will over-reach themselves and public sentiment will have a reaction; a conclusion will be then reached which will be very damaging to the moral reputation of their women. †6 This bold statement made southern whites very angry and they reacted by writing a response in â€Å"The Daily Commercial† a few days later. The article mentions, â€Å"Those negroes who are attempting to make the lynching of individuals of their race a means for arousing the worst passions of their kind are playing with a dangerous sentiment. The Negroes may as well understand that there is no mercy for the Negro rapist and little patience with his defender. †7 Later the same article states, â€Å"The fact that a black scoundrel is allowed to live and utter such loathsome and repulsive calumnies is a volume of evidence as to the wonderful patience of Southern whites. †8 This example of retaliation and others inspired whites to collect and form a mob. Many men and women who were involved in the black’s newspapers had to leave town just to avoid being a victim of the mob’s violence. The need to suppress black advancement was top priority to Southern whites who rejected the ideals of the Northern Union. Although this was the â€Å"post-civil war era† and blacks were no longer bound to slavery, white people made it a point to keep divine dominance over African Americans anyway that they could. They used the accusation of rape to maintain this power. Wells declared, â€Å"†¦the South is shielding itself behind the plausible screen of defending the honor of its women.†9 Lynching was a form of terrorism that excluded all ideas of a jury or fair trail, and this allowed the white Southerners to do what they thought was right, even if it was so blatantly wrong. Since the end of the Reconstruction period in 1877, Northern security was no longer granted to African American Southerners, allowing whites to be as cruel as they pleased. The point that Ida B. Wells was trying to make was that in cases of intimacy between a white woman and black man, most of the time it was not rape but consensual sex and therefor did not warrant punishment. After mentioning a handful of unfair situations in which a white women and black man had been together resulting in the death or forced removal of the man, Wells says, â€Å"Hundreds of such cases might be cite, but enough have been given to prove the assertion that there are white women in the South who love the Afro-American’s company even as there are white men notorious for their preference for Afro-American women. †10 Other activists agreed with this idea and also decided to speak out on the issue. J. C. Duke, a fellow writer, mentioned in his paper, â€Å"There is a secret to this thing and we greatly suspect it is the growing appreciation of white Juliets for colored Romeos. †11 Like many other instances, this statement of truth forced Duke to leave town to avoid violence. Whites used the claim of rape to kill or torture hundreds of black men who were considered to have no value to them now that slavery had been abolished. Perhaps the most dramatically obvious double standard between whites and blacks during the late 1800’s w=as in the reactions to claims of rape. For example, if white man was accused of raping an African American woman he served way less of a punishment than a black man seducing a white women. Wells gives some examples of the outrageously different consequences each race faced. An example used was the story of Eph. Grizzard. Grizzard was only suspected to have acted inappropriately toward a white women yet was taken by the white mob and â€Å"dragged through the streets in broad daylight, knives plunged into him at every step†¦Ã¢â‚¬ 12 In contrast, white violators were receiving different penalty. Wells explains, â€Å"A white man in Guthrie, Oklahoma Territory, two months ago inflicted such injuries upon another Afro-American child that she died. He was not punished, but an attempt was made in the same town in the month of June to lynch an Afro-American who visited a white woman. †13 Revealing cases such as there to the public allowed Ida B. Wells to make a difference and open the eyes of the average American to the harsh realities of the south. Ida B. Wells was famous for her journalism career and status as a rights activist. She spent the majority of her life defending the integrity of her people and allowed people to realize the truth behind horrific events that occurred in the south in the late 1800’s. Without Wells’s and other courageous writer’s need for the truth, most people would never have recognized the terrible injustice happening right in front of them. The South was covered with racist acts of violence against men and women who were wrongfully accused and Wells decided to speak up about it. Although this triggered a negative response from the overpowering white population, Wells decided the truth and justice was far more important than fear.

Miss Julie free essay sample

This play is mainly about two characters one who is obviously Miss Julie and the other Jean. Miss Julie is a twenty-five-year-old tragic heroine. The other major character Jean is a thirty-year old valet who is chosen as Miss Julie’s lover. There are other characters such as Christine and Serena who are relatively minor characters. The setting for this play takes place in a kitchen of the Count’s manor house on a Midsummer’s Eve. In the beginning of the play it starts off with Julie dancing in the kitchen. Christine goes on to say that the reason she is rambunctious is because she is realizing that her engagement is broken. With this rambunctious behavior Julie begins to flirt with jean. Although Jean does not love Julie he still plays along with Julie, saying kind words to Julie that were not from his heart. Later on that night Jean and Julie sleep together. We will write a custom essay sample on Miss Julie or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Then just like that after they have slept together Jean pretends like nothing ever happened and tells Julie he doesn’t love her. Enraged by this act of cruelty Julie confesses that she hates men. Later when the gossip is out Julie is ashamed of herself and is terrified of the consequences of the count. Julie then has no one else to run to for help except Jean, so she asks him what she should do and that she would do any thing for him to get her out of this mess. Terrified of the count Julie tells Jean to pretend he is the count and to hypnotize her. Jean does this but when he hypnotizes her he commands Julie to her death. Miss Julie the play has a straight forward message to the audience. The message is to all women saying to them to not give in very easily into a mens words. For example I have an uncle who always would tell me to always tell beautiful things to girls even if you don’t mean it because they fall for that. I personally never liked doing such acts, but for a lot of men out there this is a common strategy. Women should never give into a man very easily because that just tells the man that they have no respect for themselves. The play Miss Julie reminded me of my cousin and her boyfriend Ben. I pictured Jean in the play as Ben and Julie as my cousin, because even though Ben is dating my cousin it is obvious he does not love her. Just like Jean only pretended he loved Julie. Finally when my cousin realized he did not love her she also like Julie became enraged and gained hatred towards men. To this day my cousin would care less if she is single or not. Today in society I would say the problem with a lot young unwed girls getting pregnant in this day in age is due to the fact that they are not respecting themselves. This example reminds me of Julie how she did not respect herself in the play. Julie gave her heart to jean and jean shattered it in to pieces by just using Julie and then acting like nothing ever happened. One concrete statistic to prove that teenage pregnancy is getting out of control is from the Center of Disease: they say that one third of girls get pregnant before they are twenty (Teen Pregnancy). Miss Julie was a great play. It was though out very well by August Strindberg. One note to add about the play is that it had a lot of good messages to give to the audience. The Characters in this play were very easy to get into. Overall Miss Julie had a lot of positives to it and should be a play everyone should go to.

Management of Personnel from Different Ethnic and Cultural Backgrounds

Management of Personnel from Different Ethnic and Cultural Backgrounds Different cultures have varying perspectives. Some perspectives and attributes can affect the operations and performances of an organization (Kossek, Lobel, Brown, 2006, p.58). For example, some cultural practices and attributes can dictate what to do and what not to do. Companies should focus on managing this diversity in people for the betterment of giving a good value to the operations of the company (Aghazadeh, 2004, p.522).Advertising We will write a custom essay sample on Management of Personnel from Different Ethnic and Cultural Backgrounds specifically for you for only $16.05 $11/page Learn More According to Anca and Vazquez (2007, p. 13), companies should focus on identifying dominant as well as rising values in the people. These values should be enhanced for the betterment of maintaining cohesiveness. This cohesiveness in workplace is vital for organizational performance. Hospitality industry provides a perfect means of effective management of div ersity in workplace. This is because this industry attracts employees from diverse backgrounds (Maxwell, McDougall, Blair, 2000, p. 368). This is as opposed to regional companies whose workplace staff is likely to be from one region. Hotels and restaurants are most visible in hospitality industries. The paper looks at ways and means of managing workplace diversity in an international hotel. There are some difficulties that are associated with management of workplace diversity, especially diversity based on culture (Child, 1993, p.10). There also exist a number of benefits accrued out of management of workplace diversity. This paper discusses a number of benefits that are attached to management of workplace cultural diversity in a hotel. Management of this diversity can optimize user experience (Maxwell, McDougall, Blair, 2000, p.369). It is possible to facilitate exchanges of cultures among people in an organization. Management of this diversity can help in identifying as well as removing barriers associated with equal opportunities. Workplace diversity can enhance team performance and operations of the organization when it is managed well. It can encourage the employees to enhance their talents and provide an opportunity for managers to retain the talents (Kossek, Lobel, Brown, 2006). Holden (2002, p. 95) writes that management of cultural diversity in workplace is the same as managing innovative knowledge. People in the organization have different talents, the same way they have different cultural perspectives. Management of talent ensures that performance of organizational operations is enhanced. In countries such as China, cultural influences on performance are huge (Holden, 2002, p. 158).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are some means of managing this workplace diversity in the organization. Phillip (2006, p. 36) lists some of m eans as enhancing a psychological contract, enhancing personal motivations, giving referrals to the employees and building employment relationships plus confidence in employees. This paper specifically analyzes management of recruitments and utilizations of people and personnel from different ethnic and cultural backgrounds. A typical international hotel has people from the whole world visiting and spending some nights in it. For this therefore, the kind of employees in the organization to serve these people must be well trained. They must be thinking on the same line so as not to cause confusion to the visitors. The cultures of these people must be enhanced and given an organizational outlook. This is where cultures belonging to the employees are directed to have similarity with organizational policy (Mwaura, Sutton, Roberts, 1998, p.215). There are however various difficulties that come with various practices of managing workplace diversity. Management of workplace diversity in a n international hotel Diversity in cultures in a hotel is a major factor. According to Deresky (2002, p. 34), management of diversity in culture in an international hotel or restaurant provides a classic example of international human resource management. The same way an organization can put measures of managing people from different countries is the same way an organization can manage people of varying cultural and religious backgrounds (Grà ¶schl, 2011, p.226). Two most popular areas of management of diversity are in recruitments and utilizing people from different backgrounds. Recruitment as an area of management of diversity Recruitment in an organization is a way of adding human resource in the organization. It helps the company add to potentiality of performing in the competitive market. For an international hotel, recruitment is a way of adding human resource and knowledge in the company to manage visitors in the hotel/restaurant (Grà ¶schl, 2011, p. 230). Recruitment is cr itical and should be done with utmost care. The company has a choice to either put people of homogenous backgrounds or people of diverse cultural backgrounds (Ward Kennedy, 1992). A well thought out recruitment process is capable of putting committed employees in the organization. Committed employees would put a working staff that is loyal to the management.Advertising We will write a custom essay sample on Management of Personnel from Different Ethnic and Cultural Backgrounds specifically for you for only $16.05 $11/page Learn More According to Healey (2002, p. 22), management of diversity is a crucial way of managing cohesiveness in an organization. This cohesiveness helps in removing some common barriers that come with organizational management (Iverson, 2000, p.8). A workforce that does not operate from one front is capable of developing some conflicts. These conflicts can affect the performance of the organization. For an international hotel, group co nflicts can alter how people and especially visitors value the organization. This cohesiveness and elimination of group conflicts can only be done if the recruitment process is fair and well balanced. Strategies of managing cultural diversity in recruitment for competitive advantage External recruitment for cultural diversity Price (2005, p. 570) qualifies external recruitment as the best form of recruitment in managing diversity. In a study involving 29 heads of departments in a health care provision center, use of external recruitment method was noted as the best. External recruitment is pitted against getting employees from relatives and friends of organizational employees (Jeremy, 2004, p.159). Price (2005, p. 570) notes that 21 of the participants supported this kind of recruitment on the basis that it will give fair representation in terms of cultural and religious diversity. Soliciting workforce amongst members of the workforce would mean that the kind of cultures in the empl oyees would be increased. In a hospitality industry, getting people outside makes the organization have a pool of cultures. Competitive advantage comes when a pool of talents is brought into the organization through different cultures in the organization (Iverson, 2000, p.8). Agency recruitment for cultural diversity Price (2005, p. 568) adds that external recruitment is largely carried out by agencies. The agencies carry out advertisements for available jobs and conduct interviews. Zanoni and Janssens (2007, p. 1386) write that agency recruitment is recognized as ideal form of recruitment. In study involving minority employees in the organization in terms of cultures, it was discovered that the use of agency recruitment goes for diversity in areas such as culture, religion and experience. This is opposed to using human resource department in the organization to get people.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Such a case may prompt employing people who are favored by some people in the organization and so resulting to homogenous kind of organizational culture (Jeremy, 2004, p.160). Utilization of personnel from different backgrounds Cox and Blake (1999, p. 53) write that there are some positive and negative issues that come with taking people from varying cultural backgrounds. However, it is recognized that utilizing people from varying cultural backgrounds is beneficial for enhancing balanced organizational performance (Cox and Blake, 1999, p. 53). It has become a trend in international management especially in considering people from different countries. Utilization of people from diverse cultural backgrounds is a way of management of competition in the company. This is because with diverse people, there are diverse talents (Cox and Blake, 1999, p. 45). The contemporary globalization trends, especially the business trends are making organizational managers turn to differences in cultur al backgrounds in the organization. Utilizing people who come from different backgrounds is beneficial because it makes the organization have a fair image among its publics. Wetherell (2008, p. 46) adds on this and writes that an organization that is full of homogenous people in terms of cultural backgrounds maintains the status quo. However, an organization that utilizes people of different backgrounds is capable of improving in performances. This is because there would be multiple talents carried by people of different backgrounds. Strategies of utilizing people of diverse cultural backgrounds Selective training opportunities for competitive advantage Lau (2006, p. 300) uses the example of preferential trainings for parents in hospitals by use of cultural adaptations. Some training is more adapted to particular cultures than others. In a hospitality organization, some communities or cultures are more suited to some professions than others. Lau (2006, p. 300) notes that adaptabilit y is not the same in various cultures. For example, there are some communities known for customer service while others are known for manual operations. This is good for gaining a competitive niche. Some people would be used for capturing the market in some ways or means while other communities would be used for other ways. However, all trainings should be evidences from parent training. John Wiley publication , 13(4), 295-310. Maxwell, G, McDougall, M, Blair, S. (2000) Managing diversity in the hotel sector: the emergence of a service quality opportunity. Managing Service Quality , 10(6), 367-73. Morden, T. (1995) National culture and culture of organizations. International Journal of Cross Cultural Management , 2(2), 3-12. Mwaura, G, Sutton, J, Roberts, D. (1998) Corporate and national culture an irreconcilable dilemma for the hospitality manager? International Journal of Contemporary Hospitality Management , 10(6),212-220. Philip, G. (1996) Managing workforce diversity a respo nse to skill shortages? Journal of Health Manpower Management , 22 (6), 34 -37. Price, E. (2005) The role of cultural diversity climate in recruitment, promotion, and retention of faculty in academic medicine. Journal of general internal medicine , 20(7), 565-571. Ralston, F. (1995) Hidden Dynamics: How Emotions Affect Business Performance and How You Can Harness Their Power for Positive Results. New York, NY, American Management Association. Schein, E. (1980) Organizational Psychology. Englewood Cliffs, NJ, Prentice-Hall. Umans, T. (2009) Research angels on cultural diversity in top management teams. Journal of problems and perspectives in management , 7(1), 90-101. Uwaje, A. (2009) Culture shock, Re-Integration and Re-Entry culture shock Managing Cultural, from Munich Business School. Web. Ward, C, Kennedy, A. (1992) Locus of control, mood disturbance and social difficulty during cross-cultural transitions. International Journal of Intercultural Relations , 16(2),175-94. Wethere ll, M. (2008) Identity, Ethnicity, Diversity and Community Cohesion. Singapore, Sage Publications. Zanoni, P, Janssens, M. (2007) Minority employees engaging with (diversity) management: An analysis of control, agency, and micro-emancipation. Journal of management studies , 44(8), 1371-1397.

Are People Obedient essays

Are People Obedient essays ARE PEOPLE OBEDIENT? By Queron Thompson Does everyone in society go against what they believe in merely to satisfy an authority figure? Stanley Milgrams Perils Of Obedience expresses that most of society supports the authority figure regardless of their own personal ideals. Milgram says to the reader, For many people, obedience is a deeply ingrained behavioral tendency, indeed a potent impulse overriding training in ethics, sympathy, and moral conduct (Milgram 606). Is Milgrams statement telling us obedience is an unparalleled force in todays society? Two authors, George Orwell and Langston Hughes, provide us with incidents that support Milgrams findings. George Orwells work, Shooting an Elephant, can be used as an example of Milgrams discoveries. He recalls an account of himself as a British policeman called upon to take action against a belligerent elephant rampaging through a small Burmese Village. Orwell makes it a point to show that the natives of the village, who at any other time would have looked upon the him in disfavor, are now backing him in hopes of the animals destruction. Orwell realizes it is quite unnecessary to kill the animal, yet does it anyway. Why might you ask? Milgrims findings on peoples obedience to authority can be seen as an answer to this question. In the reading Orwell says, And suddenly I realized that I should have to shoot the elephant after all. The people expected it of me and I had got to do it: I could feel their two thousand wills pressing me forward, irresistibly.(Orwell 771). With this statement, we can easily determine the role the villagers take on. Suddenly, they have taken on the ro le of the authority figure and Orwell the conforming citizen. In Milgrams Perils Of Obedience, the test sub ...

Organizational Behavior Research Paper Example | Topics and Well Written Essays - 1750 words - 1

Organizational Behavior - Research Paper Example Other than waiting for the workers to seek out clarifications, information, the management will approach them in a direct manner for purposes of asking about their informational needs. For instance, most meetings within the organization end with meeting leaders asking for questions and requests. I encourage that management and supervisors move such questions to the start of all meetings. The switch tells workers that their concerns and questions are important as compared to impending meeting agenda. It is critical to developing opportunities in which more informal time is presented to employees while interacting with the management. Employees often hesitate from interrupting the busy bosses for asking small things including the information needs. Managers providing opportunities within Casual work conversations help employees feel comfortable and needed with the elements of sharing the information needs. Lastly, the approach improves the quality of the meetings. The general suggestions from running better meetings are acquired. Staff relations are involved in the planning of meetings and advancing maximum efficiency (Grandey, Diefendorff & Rupp, 2013, page 121). The organizer meeting will be sending out agendas as well as supporting materials prior the meeting. Assigning time limits in the discussion items on the agenda will avoid lengthy deviations within meeting purposes. It is relevant to ensure that there is certainty in establishing rules for managing meetings within the o rganization without side conversations. Fair performance evaluation of employees involves a range of considerations. To achieve honest and fair assessments of employees, it is important to keep them up to par with the organizational expectations. Judging employees with respect to unclear or outdated criteria is unfair. Further, job priorities and descriptions are subject to change across time. Employees should do outstanding jobs on