The Formation of Personality through Socialization Essay -- Social Psy

The Formation of Personality through Socialization The process by which personality is formed as the result of social influences is called socialization. Early research methods employed case studies of individuals and of individual societies (e.g., primitive tribes). Later research has made statistical comparisons of numbers of persons or of different societies; differences in child-rearing methods from one society to another, for example, have been shown to be related to the subsequent behaviour of the infants when they become adults. Such statistical approaches are limited, since they fail to discern whether both the personality of the child and the child-rearing methods used by the parents are the result of inherited factors or whether the parents are affected by the behaviour of their children. Problems in the process of socialization that have been studied by experimental methods include the analysis of mother-child interaction in infancy; the effects of parental patterns of behaviour on the development of intelligence, moral behaviour, mental health, delinquency, self-image, and other aspects of the personality of the child; the effects of birth order (e.g., being the first-born or second-born child) on the individual; and changes of personality during adolescence. Investigators have also studied the origins and functioning of achievement motivation and other social drives (e.g., as measured with personality tests). Several theories have stimulated research into socialization; Freudian theory led to some of the earliest studies on such activities as oral and anal behaviour (e.g., the effect of the toilet training of children on obsessional and other "anal" behaviour). Learning theory led to the study of the effects of rewards and punishments on simple social behaviour and was extended to more complex processes such as imitation and morality (e.g., the analysis of conscience). The self Such concepts as self-esteem, self-image, and ego-involvement have been regarded by some social psychologists as useful, while others have regarded them as superfluous. There is a considerable amount of research on such topics as embarrassment and behaviour in front of audiences, in which self-image and self-esteem have been assessed by various self-rating methods. The origin of awareness of self has ... ...problems involved. Similarly, the causes of delinquency and crime have been extensively studied, but it is not feasible to manipulate the factors influencing crime, such as genetic factors, methods of upbringing, and inequalities of opportunity. Social psychology has made some contribution to education; sociometry is quite widely practiced as a means of grouping children, and evidence is growing about the optimum styles of teacher behaviour. (M.Ar.) (Ed.) << Previous | Next >> Contents of this article: Introduction Research methods Social perception Interaction processes Small social groups Social organizations 20th-century approaches Personality Socialization The self Attitudes and beliefs Various specialties in social psychology Bibliography Information about this topic in other articles: social psychology assessment of attitudes attitude from attitude contribution by Lewin Lewin, Kurt from Lewin, Kurt Mead Mead, George Herbert from Mead, George Herbert development as social science Social psychology from social science use in definition of prayer Origin and development from prayer

Community Memorial Hospital

As the Chief Financial Officer of Community Memorial Hospital, I realize that it is important for all individuals to get the full benefits of their insurance and to be able to get their claims processed in a timely fashion. I also realize the importance of the community patients and our employees benefiting from their health plans. The recent signing of the contract with MegaPlan Health is of great concern and worry. The cut-throat tactics, negotiation tactics, and claims processing fights of MegaPlan Health are known throughout the hospital world.The signing of this contract will not be favorable with many of the employees. For the employees to continue to use the services provided by Community Memorial Hospital, it is imperative that we become a part of the Preferred Provider Network (PPN) or risk losing employees as patients as well as members of the community. I think the advice of CEO Katrina Eaton and CNO Nancy Strittmater are very influencing. They both seem to have the employ ees’ best interest at heart.Since the contract has already been signed, it would not of great benefit to try to pull back out of the plan. As suggested by the CEO, we will prepare our own reasonable contract proposal to present to MegaPlan Health and try to come to acceptable and agreeable terms that will be pleasing to our employees and community patients. We cannot afford the risk of losing patients. This would hurt the hospital tremendously. If the people have to travel long distances and change doctors, this will not be very pleasing to them.The terms that Community Memorial Hospital will present to MegaPlan Health must show the concern of its current patients and employees and must be suitable for the cut-throat tactics of MegaPlan Health. The suggestions of the CNO to just go ahead and sign the contract and to do it immediately are of great consideration as well. Community Memorial Hospital does not need bad rumors floating throughout its halls, and we certainly cannot risk losing some of our best nurses.We certainly don’t want our employees to panic and be of great distress. As the CFO, the interests of Community Memorial Hospital are first and foremost in my mind. I definitely want to provide my employees with the best health care plan, but I don’t want to put the hospital at risk for charges that exceed above 20%. The contract proposal that we will have to prepare will definitely stress that. Community Memorial Hospital still needs to operate and stay afloat.

Objective 317.1.6-03-06 and 317.1.6-08-10 Essay - 1074 Words

Objective 317.1.6-03-06 and 317.1.6-08-10 Objective 317.1.6-03-06 and 317.1.6-08-10 The manufacturing plant currently does not have a sound system of performance evaluation. The current system addresses the friendliness of the employee, the orderliness of the employee’s workspace, and the attitude of the employee towards others. The current performance evaluation does not address the needs of the employee by properly preparing the employee for the goals of the company. The employee has not been given or been informed of the standards of the company. Standards or goals, when issued upfront, enhance performance, motivate, and in turn serve as a basis to evaluate after a set period of time. Performance standards should be set for all†¦show more content†¦This type of evaluation avoids personal judgment and instead forces the evaluator to easily identify where performance exceeds expectations or where improvement may be required. The benchmark and expectations can be addressed up front to guide performance throughout the evaluation period. A commanding performance evaluation is obtained from several different resources. A proper evaluation is not issued only from management but also with input from peers and subordinates. It is also not uncommon to have customers; both internal and external contribute to the appraisal process. Self-appraisal is also an effective tool for appraisal as it can assist with establishing goals for the future. This type of 360 º degree appraisal process can provide a complete assessment of the employee’s strengths and weaknesses. Often times, this type of appraisal process can assist to identify area of concern that traditionally would not have been recorded. All evaluations should be recognized for their source. A self evaluation may be slightly biased and not overly critical where an appraisal from a peer could be affected by the employee’s willingness to properly cooperate with the process. The self evaluation has a tendency not to be objective in relation to the requiremen ts of the position. An affective self evaluation must be based on the requirements of the position and not based on the judgment of the individual performing the activity. Among the many commonly used