Behaviorism in Psychology Essay Sample
Behaviorism | Internet Encyclopedia of Philosophy
Kaiser, R. B., & Overfield, D. V. (2011). Strengths, strengths overused, and lopsided leadership. , (2), 89–109. doi:10.1037/a0024470. Riding the growth of positive psychology, strengths–based development has become a popular approach to helping managers become better leaders. This school of thought advises managers to maximize their natural talents rather than try to correct weaknesses. This article takes issue with this advice and considers how it can, ironically, lead managers to turn their strengths into weaknesses through overuse as well as cause them to neglect shortcomings that can degrade the performance of employees, teams, and organizations. Hypotheses are developed about the relationship between specific personal strengths and leadership behaviors as well as the joint tendencies to overdo behaviors related to one's strengths while underdoing opposing but complementary behaviors. Strong support was found for the tendency of managers to do too much of the behaviors related to their strengths and more modest support was found for the tendency of managers to do too little of opposing but complementary behaviors. The implications of these findings are discussed in terms of future research needs and how to apply the strengths approach in a way that minimizes downside risk in developmental applications.
Classics in the History of Psychology -- Topic Index
Froman, L. (2010). Positive psychology in the workplace [Special issue]. , (2), 59–69. doi:10.1007/s10804–009–9080–0. An economy in a downward spiral, rising unemployment, anxieties about future job loss, lack of access to affordable health care, a crisis in the financial industry, and declining consumer confidence are among some of the challenges creating significant stress in the lives of workers and their families. What impact are these stressors having on the day–to–day lives of people in the workplace? What role do concepts of positive psychology have in helping people to not only cope more effectively, but open their hearts and minds to move forward with newfound confidence, resilience, determination, hope, and vision for a better future? How can workers and their organizations create a more positive and proactive workplace that bridges economic and human goals? The purpose of this article is to examine these questions through an integrative analysis of conceptual and empirical approaches to positive organizational behavior and outcomes. Theory and research covering such areas as self–determining behavior patterns, emotional intelligence, psychologic capital, innovation, and workplace change are described, analyzed, and applied to individuals, groups, and the overall organizational system. These themes come together through the concept of a virtuous organization. These organizations have cultures infused with a strong ethical–moral foundation and leaders who bring out the best of their employees. Organizations of virtue strive to do well by doing good and strive to do good by doing well. These organizations succeed by having multiple bottom lines, not just economic ones. As such, they bridge the goals of economic development with human development.