Chapter 15 PSYCH

SMART GOAL setting and empowerment

S-pecific M-otivational A-ttainable R-elevant T-rackable S-hared (social support cam increase commitment to reaching a goal, feedback from collegues can fuel self-motivation -empowerment is behavioral antecedent (feedforward); self-motivation reflects the impact of consequences (feedback). feeling empowered means an individual is ready (activated) to work to achieve a given goal. Self-motivated person anticipates or has received a consequence (feedback) supporting self-directed rather than other-directed behavior

principle of reciprocity

a social norm that says if someone does you a favor, you should repay it in kind -repaying others with form of behavior they have received from them

ask for recognition

ask for well-deserved feedback

consider secondhand recognition

build a sense of belongingness or group cohesion among individuals -someone praises you, friendship increases

Self-Motivation

choice, competence, community enhance self-motivation -increase positive consequences to increase the occurrence of a target behavior has long-term impact if it inspires self-motivation by linking behavioral consequences with a perception of choice, competence, and community -can activate desired behavior

Choice, competence, community

choice: perception of having more than one option with regard to accomplishing a particular task or action plan competence: we need each other, acts performed for well-being of others Community:

empowerment

delegation of authority or responsibility, or to sharing decision making

participative management

empowering people in the design and/or implementation of the contingencies or the accountability system that controls one or more of their behaviors

the SAPS process

essentially a feedback process to show appreciation and reward AC4P behavior of other

Feedforward vs. feedback

feedback, should focus strictly on observed behavior feedforward: needs to be given using straightforward and objective words feedback: observing behavior what someone did correctly/incorrecty -behavior improvement techniques, behavioral direction (feedforward) and behavioral correction (feedback) are approved and appreciated when being specific

humanistic behaviorism and actively caring

humanistic behaviorism: modulated by traditional humanistic approaches helps in molding of an efficient helping environment for children -enhances long-term positive and sustainable relationships Actively caring: the combination of action and compassion, resulting in behavior performed on behalf of the safety, health, and/or well-being of one or more other persons actively caring for people (AC4P): the application of behavioral science and select principles from humanism in order to increase the frequency and improve the quality of behavior that benefits human health, safety, security, and/or welfare -refereed to as humanistic behaviorism

5 levels of listening

ignoring, pretending, selective, attentive, empathetic

use it later for self-motivation

know feedback is well-deserved

show sincere appreciation

make it personal

Lesson 6: Manage Behavior and Lead People

managers: hold us accountable to perform desirable behavior

don't deny or disclaim

nothing special about behavior and it didn't warrant special feedback..supportive feedback must be accepted... prior and unnoticed behaviors

vicarious reinforcement

observing someone else receive a reward or punishment -their actions make us want to improve our performance

listen actively

pinpoint specific behavior

vicarious punishment

process where the observer sees the model punished, making the observer less likely to imitate the model's behavior

reward the recognizer

reward recognizer, thank them for recognizing your behavior

LESSON 7: Self actualization to self- transcedence

self-actualization: top of Maslow's initial Hierarchy of needs at which a person feels a sense of ultimate achievement -having fulfilled one's potential transcendence: top of Maslow's revised hierarchy of needs whereby AC4P mindset is realized, and the individual experiences personal fulfillment and reinforcement when performing AC4P behavior- behavior contributing to the health, safety, security, and the well-being of another person

self-efficacy, response efficacy, outcome expectancy

self-efficacy: can I do it? response efficacy: will it work? Outcome expectancy: Is it worth it?

impact if positive vs. negative consequences

self-motivation: person-state that reflects internal drive to perform a certain behavior or achieve a particular outcome of one of more behaviors from a self-directed mindset -difference in mindset when people work together towards success-personal states success seeker: opportunity failure avoider: dread failure don't anticipate success pessimism: thinking it will not be successful positive consequence improve behavior/attitudes

delivery feedforward and feedback

***on time, specific, appropriate, real be timely (feedback before bad action happens, anticipation), make it real activator: environmental event implemented to influence the occurrence of a particular behavior remember SOAR

Delivering supportive feedback

-Be timely -Make it personal -Take it to a higher level -Deliver it privately -Let it sink in -Use tangibles for symbolic value -Consider secondhand recognition

accepting supportive feedback

-Don't deny or disclaim -Listen actively -Use it later for self-motivation -Show sincere appreciation -Reward the recognizer -Ask for recognition

AC4P Movement and Wristband

-activating and motivating ourselves and others to actively care-to take effective action based on our caring -specific when describing behavior you appreciate -token of appreciation

Lesson 3: improve with feedforward and feedback

-behavior improves through feedback -people want to be competent: belief in your own skills -feedback can be negative the way it is delivered

impact of feedforward

-boost self-esteem -personal competence -sense of community -belongingness -increase likelihood of performing another act of kindness -help others realize self-transcendence

Empathic AC4P Listening

-empathetic listening -not listening if preparing what to say to them ne

Lesson 1: employ more positive consequences

-feedback for improvement -too many rely on corrective feedback, need more positive feedback -self-motivation for self and others

Ask Questions first

-get person to tell you how they could of been more effective in the situation

embrace and practice empathy

-indirect internal impact of an intervention -capacity for experiencing as one's own feelings of another -understanding someone else's situation -identify with someone's situation -must listen actively

principles of consistency

-people want to be consistent in their actions and attitudes -possible to act a person into a certain attitude (or way of thinking) and vice versa -positive attitudes are boosted towards AC4P

Repeat, Rephrase, Ratify, Reflect

-restate -reaffirm you understand -reflect for insight...advice

Maslow's Hierarchy of Needs

-self transcendence the top instead self-actualization Self transcendence self-actualization self-esteem needs safety and security needs physiological needs

Lesson 4: Use more supportive feedback

-success produces most effective learning -pleasant consequence motivates us to continue the behavior -dont always need error to correct a behavior... this only tells us what not to do -timely, make it personal, take it to a higher level(specific behavior... why it is positive), deliver it privately, let it sink in, use tangible symbolic value -focus should be fruits of labor rather than material prize

Lesson 2: benefit from observational learning

-watching someone perform a task who is better than you -verbal and actions can influence us

A brother's/sister's keeper culture

An environmental setting in which all participants feel empowered and self-motivated to routinely perform AC4P behavior on behalf of the health, safety, and well-being of everyone else in that setting

COACH & the ABC Model

C-Are O-bserve A-nalyze C-Communicate H-elp, behavioral feedback accepted, trying to improve

counter control for personal control

NEGATIVE: counter-control: behavior contrary to a directive, performed to illustrate a sense of personal freedom -too much corrective