What does pervasive mean in psychology - the
In a world that is changing exponentially, the skills needed to lead an effective organization is constantly changing. According to PwC; once the loneliest job in business— the C-Suite has significantly grown in size and changed in composition. The CEO role has been around for about a century, and it has always sat well above all other functions. According to Sally Parker; the changing role of the CEO has always adapted to new business challenges. But what has changed is the speed and urgency with which these arise and with which CEOs are expected to effectively resolve them. According to Timothy Quigley; the accelerating pace of technology and rising market volatility are certainly driving this trend. But it also may have something to do with the increasingly complex stakeholder landscape that companies must navigate. Rather, they must manage a growing portfolio of other interests, from sustainability and diversity initiatives to data privacy concerns. what does pervasive mean in psychologyWhat does pervasive mean in psychology - idea
FutureLearn uses cookies to enhance your experience of the website. All but strictly necessary cookies are currently disabled for this browser. Turn on JavaScript to exercise your cookie preferences for all non-essential cookies. You can read FutureLearn's Cookie policy here. Most people have experienced feeling like an imposter at some point in their lives, so here we explore the causes of these feelings and how they can be prevented. Hopefully, you find this informative and gain a new perspective on imposter syndrome. Have you ever felt like a fraud after achieving success? Imposter syndrome is supposedly an explanation for this feeling. The term refers particularly to the internal experience someone has of not feeling as successful as they are perceived to be externally.
Compliance gaining is a term used in the social sciences that encompasses the intentional act of altering another's behavior. Research in this area originated in the field of social psychologybut communication scholars have also provided ample research in compliance gaining. While persuasion focuses on attitudes and beliefs, compliance gaining link on behavior. Compliance gaining occurs whenever a person intentionally induces another person to do something that they might have not done otherwise.
Changes in attitudes and beliefs are often the goal in persuasion; compliance gaining seeks to change the behavior of a target. It is not necessary to change a person's psychologu or beliefs to gain compliance. For instance, an automobile driver might have positive attitudes towards driving fast. The threat of a speeding ticket from a police officer positioned in a speed trap may gain compliance from the driver.
Conversely, persuading someone to change their attitude or belief will not necessarily gain compliance. A doctor might tell a patient that tobacco use poses a serious threat to a smoker's health.
The patient what does pervasive mean in psychology accept this as a fact and view smoking negatively, but might also continue to use tobacco. Compliance gaining research has its roots in social psychology, but overlaps with many other disciplines such wgat communication and sociology. Compliance ahat can occur via mediated channels, but the research is most associated with interpersonal communication. Miller, Boster, Roloff, and Seibold [6] as well as Cody and McLaughlin [7] studied the situational variables that influences compliance gaining strategies. The latter study identified six different typologies of situations that can influence compliance gaining behaviors: personal benefits how much personal gain an actor can yield from the influencing behaviordominance the power relation between the actor and the targetrights whether the actor has the right to expect complianceresistance how easy will the target be influencedintimacy whether the relation between actor and target is shallowand consequences what sort of effect this situation would have on the relationship between actor and target.
Dillard and Burgoon [3] later investigated the Cody-McLaughlin typologies.
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They concluded that situational variables, as described by Cody and McLaughlin, did very little to predict compliance gaining strategy selection. As early as what does pervasive mean in psychology, there was already strong criticism about the strength of the relationships between situational variables and compliance gaining message selection. By the s, many research efforts attempting to link compliance gaining strategy selection and features of a situation or features of the individual "failed to coalesce into a coherent body of knowledge". Using the theoretical framework of Goals-Plans-Actions developed learn more here Dillard inSchrader and Dillard operate from the assumption that individuals possess and act on multiple goals.
In any compliance seeking situation, the actor has primary goals that drive the attempt to influence a target. The primary goal is what the interaction is all about. For instance, if an actor wants a target to stop smoking, this is the primary goal and this is what drives the interaction. However, in the course of pursuing that goal, there are "secondary" goals to consider. These are goals that limit the behavior of the actor. If getting a target to stop smoking is the primary goal, then a secondary goal might be to maintain a friendly relationship with the target. Dillard specifies five types of secondary goals that temper the compliance gaining behavior: identity goals morals and personal standardsinteraction goals impression managementrelational resource goals relationship managementpersonal resource goals material concerns of the actorand arousal management goals efforts to manage anxiety about the compliance what does pervasive mean in psychology attempt.
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Despite the charges of individual differences making very little progress in prediction compliance gaining strategies, some researchers in the s have focused their efforts what does pervasive mean in psychology rectify this weakness in the research to link individual differences with compliance gaining effectiveness. King[10] acknowledging the paucity of robust situational and trait studies linked to compliance gaining, attempted to pervasuve one situation as a predictor for compliance gaining message selection. King's research suggested that when target of compliance gaining were perceived to be less resistant to influence attempts, the actors used more compliance gaining tactics. When targets were perceived as strongly resistant, the actors used less tactics. Elias and Loomis [11] found that gender and race affect an instructor's ability to gain compliance in a college classroom.]
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