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Positive Psychology UK

Positive Psychology UK
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Positive Psychology in the Classroom | –by Sherri Fisher Do you ever wish you were more creative? New research has shown that adults can be primed to become more creative simply by being asked to think like children. There are many kinds of creativity, including flexible thinking, elaboration of existing ideas, fluency of ideas, and originality. For the purposes of the study conducted at North Dakota State University, college students were asked to imagine and write about what they would do if school was canceled for the day. What Happens to Creativity as We Grow? There are numerous benefits to being more creative. Since both ways of thinking are important (imagine if we were all child-like all the time), it is intriguing to think about interventions that would enable you to be more creative at least some of the time. Mastery Goals versus Performance Goals Most schools are structured around performance goals. Are We Discouraging Love of Learning in Students? Can you nurture your creativity? References Dweck, C. (2007).

Positive Psychology Center Applying Positive Psychology in the classroom « adolescent toolbox blog In a recent lecture by Dr Toni Noble she stated that 8 out of top 11 factors affecting academic performance & learning relate to social-emotional factors, such as; School Culture Classroom climate Classroom management Quality of Student-teacher interactions Peer support Student’s social & behavioural skills Student motivation Parental support (Wang, Haertel & Walberg, 1997 As a result, Positive Psychology has a definite place in the curriculum and in the promoting of Quality Teaching. 1. Caring, kindness Acceptance of difference Respect Friendliness cooperation 2. Show flexibility Highlight stories of others who demonstrate resilience 3. See Dr Noble’s BOUNCE BACK program to highlight key words and skills to build resilience 4. Optimistic thinking Positive tracking When exploring negative experiences, highlight positive outcomes as well 5. Everyday courage Appropriate risk taking Courage requires action, action can lead to mistakes, mistakes can lead to learning 6 Relationships Making & keeping friends 7. 8.

Why do some people enjoy life and others don't? | Society Propose a movement whose aim is to bottle happiness so it can be dispensed to one and all, saving humanity from a future of chronic misery, and you might expect at least a few people to roll their eyes. But, starting tomorrow, Britain's most prestigious scientific institution, the Royal Society, will host a meeting for some of the world's top psychologists who have done just that. Over two days, they will discuss "the science of wellbeing". As the psychologists converge on London, some, though dutifully upbeat, admit that the public could be forgiven for getting the wrong idea about the meeting. For the record, Baylis defines wellbeing as a state that allows someone to thrive and flourish. The positive psychology movement was born in 1998 when Martin Seligman, a psychologist at the University of Pennsylvania, was voted in as president of the American Psychological Association. "What we've found is that if someone is happy with life, they are more popular. So much for the theory.

frederick herzberg motivational theory, motivators and hygiene factors, free herzberg diagrams home » leadership/management » frederick herzberg motivational theory Frederick Herzberg's motivation and hygiene factors Frederick Herzberg (1923-2000), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. Frederick Herzberg's book 'The Motivation to Work', written with research colleagues Bernard Mausner and Barbara Bloch Snyderman in 1959, first established his theories about motivation in the workplace. Herzberg's research used a pioneering approach, based on open questioning and very few assumptions, to gather and analyse details of 'critical incidents' as recalled by the survey respondents. Herzberg also prepared intensively prior to his 1959 study - not least by scrutinizing and comparing the results and methodologies of all 155 previous research studies into job attitudes carried out between 1920 and 1954. herzberg's main theory and its significance N.B. to what extent is money a motivator?

Positive psychology To Martin Seligman, psychology (particularly its positive branch) can investigate and promote realistic ways of fostering more joy in individuals and communities. Positive psychology is a recent branch of psychology whose purpose was summed up in 1998 by Martin Seligman and Mihaly Csikszentmihalyi: "We believe that a psychology of positive human functioning will arise, which achieves a scientific understanding and effective interventions to build thriving individuals, families, and communities."[1] Positive psychologists seek "to find and nurture genius and talent" and "to make normal life more fulfilling",[2] rather than merely treating mental illness. Positive psychology is primarily concerned with using the psychological theory, research and intervention techniques to understand the positive, adaptive, creative and emotionally fulfilling aspects of human behavior.[3] Overview[edit] Research from this branch of psychology has seen various practical applications. The goal[edit]

douglas mcgregor's motivational theory x theory y Douglas McGregor's XY Theory, managing an X Theory boss, and William Ouchi's Theory Z Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Theory x and theory y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor's XY Theory remains central to organizational development, and to improving organizational culture. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. McGregor's ideas suggest that there are two fundamental approaches to managing people. theory x ('authoritarian management' style) The average person dislikes work and will avoid it he/she can. see also

Employee motivation. Motivation in the workplace- theory and practice Employee motivation, the organizational environment and productivity The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done! In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. Human nature can be very simple, yet very complex too. These articles on motivation theory and practice concentrate on various theories regarding human nature in general and motivation in particular. Why study and apply employee motivation principles? Quite apart from the benefit and moral value of an altruistic approach to treating colleagues as human beings and respecting human dignity in all its forms, research and observations show that well motivated employees are more productive and creative. Motivation is the key to performance improvement Are they born with the self-motivation or drive?

adams equity theory - workplace motivational theory - how individuals measure inputs and outcomes in relation to market norms and 'referents' home » leadership/management » adams' equity theory j stacey adams - equity theory on job motivation John Stacey Adams, a workplace and behavioural psychologist, put forward his Equity Theory on job motivation in 1963. There are similarities with Charles Handy's extension and interpretation of previous simpler theories of Maslow, Herzberg and other pioneers of workplace psychology, in that the theory acknowledges that subtle and variable factors affect each individual's assessment and perception of their relationship with their work, and thereby their employer. However, awareness and cognizance of the wider situation - and crucially comparison - feature more strongly in Equity Theory than in many other earlier motivational models. When people feel fairly or advantageously treated they are more likely to be motivated; when they feel unfairly treated they are highly prone to feelings of disaffection and demotivation. Inputs are logically what we give or put into our work. click to enlarge

Motivation Theory UK pupils 'among least likely to overcome tough start' By Sean Coughlan BBC News education correspondent The UK performs poorly in an international league table showing how many disadvantaged pupils succeed "against the odds" at school. The Organisation for Economic Co-operation and Development (OECD) has studied how pupils from poor backgrounds can succeed academically. It says that "self-confidence" is a key factor in whether such pupils succeed. The UK comes behind Mexico and Tunisia in the table - with the top places taken by Asian countries. Social mobility The study comes amid concerns in the UK about a lack of social mobility. The study from the international economic organisation looks at whether there is an inevitable link between disadvantaged backgrounds and a cycle of poor school results and limited job prospects. The OECD study says that this is not the case for many pupils from poor homes - with an international average of 31% secondary school pupils succeeding even though the "odds are stacked against them". 'Inner drive'

Theories of Motivation - Major Theories of Motivation Motivation is the force that initiates, guides and maintains goal-oriented behaviors. It is what causes us to take action, whether to grab a snack to reduce hunger or enroll in college to earn a degree. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. Researchers have developed a number of different theories to explain motivation. Instinct Theory of Motivation According to instinct theories, people are motivated to behave in certain ways because they are evolutionarily programmed to do so. William James created a list of human instincts that included such things as attachment, play, shame, anger, fear, shyness, modesty and love. Incentive Theory of Motivation The incentive theory suggests that people are motivated to do things because of external rewards. Drive Theory of Motivation Arousal Theory of Motivation The arousal theory of motivation suggests that people take certain actions to either decrease or increase levels of arousal.

employee motivation, motivational and inspirational quotes for sales and business staff home » leadership/management » motivational theory employee motivation theory - team building activities, workshops, inspirational quotes, and the power of positive experience Alignment of aims, purpose and values between staff, teams and organization is the most fundamental aspect of motivation. The better the alignment and personal association with organizational aims, the better the platform for motivation. Where people find it difficult to align and associate with the organizational aims, then most motivational ideas and activities will have a reduced level of success. Motivation is a complex area. Erik Erikson's life stage theory is useful for understanding people's different motivational needs according to life stage. Nudge theory is a powerful change-management concept which emerged in the early 2000s. Motivational receptiveness and potential in everyone changes from day to day, from situation to situation. ice-breakers and warm-ups for motivation building confidence for motivation

Theories of Motivation Author: Jim Riley Last updated: Sunday 23 September, 2012 There are a number of different views as to what motivates workers. The most commonly held views or theories are discussed below and have been developed over the last 100 years or so. Unfortunately these theories do not all reach the same conclusions! Taylor Frederick Winslow Taylor (1856 – 1917) put forward the idea that workers are motivated mainly by pay. Workers do not naturally enjoy work and so need close supervision and control Therefore managers should break down production into a series of small tasks Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity. Mayo Mayo conducted a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago Maslow

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