Que pense vraiment Steven Pinker de Daniel Kahneman ? - Steven Pinker (à gauche) et Daniel Kahneman (à droite) en 2011. Steven Pinker et Daniel Kahneman sont deux stars de la psychologie à l’heure actuelle. Steven Pinker est professeur à l’université de Harvard. Il est surtout connu pour ses talents d’écrivain et de vulgarisateur (plus que pour ses recherches scientifiques). Il est l’auteur de plusieurs ouvrages qui sont devenus des références dans l’art de vulgariser la psychologie scientifique moderne auprès du grand public. Daniel Kahneman est professeur émérite de l’université de Princeton. Au moment de la sortie de Thinking, Fast and Slow en 2011, Pinker a écrit ceci à propos de Kahneman : “Daniel Kahneman is among the most influential psychologists in history and certainly the most important psychologist alive today. Et il l’a encore récemment encensé. Cette flagornerie est-elle sincère ou ne reflète-t-elle qu’une bienveillance artificielle dont les membres d’une élite scientifique sont officieusement tenus de faire preuve entre eux ?
Carol Dweck - Wikipedia Carol S. Dweck (born October 17, 1946) is the Lewis and Virginia Eaton Professor of Psychology at Stanford University.[1] Dweck is known for her work on the mindset psychological trait. She graduated from Barnard College in 1967 and earned a PhD from Yale University in 1972. Early years[edit] Carol Dweck was born in New York. Members of her sixth-grade class were seated in order of their IQ. Personal life[edit] Carol is married to David Goldman, who is a national theatre director and critic. Early career[edit] Dweck was always interested in people and learning why they do what they do. Her first job after graduate school was at the University of Illinois. In an interview in 2012, she states, "I was fascinated by how people cope with failure or obstacles. Mindset[edit] Dweck has primary research interests in motivation,[4][5][6][7][8][9] personality, and development. In a fixed mindset students believe their basic abilities, their intelligence, their talents, are just fixed traits.
What Having a “Growth Mindset” Actually Means Scholars are deeply gratified when their ideas catch on. And they are even more gratified when their ideas make a difference — improving motivation, innovation, or productivity, for example. But popularity has a price: People sometimes distort ideas and therefore fail to reap their benefits. This has started to happen with my research on “growth” versus “fixed” mindsets among individuals and within organizations. To briefly sum up the findings: Individuals who believe their talents can be developed (through hard work, good strategies, and input from others) have a growth mindset. They tend to achieve more than those with a more fixed mindset (those who believe their talents are innate gifts). “Growth mindset” has become a buzzword in many major companies, even working its way into their mission statements. I already have, and have always had, a growth mindset. Even if we correct these misconceptions, it’s still not easy to attain a growth mindset.
BiaisCognitif.com : le guide du biais cognitif Education Week Opinion By Carol Dweck For many years, I secretly worked on my research. I say “secretly” because, once upon a time, researchers simply published their research in professional journals—and there it stayed. However, my colleagues and I learned things we thought people needed to know. So a few years back, I published my book Mindset: The New Psychology of Success to share these discoveries with educators. —Jori Bolton for Education Week This is wonderful, and the good word continues to spread. A growth mindset isn’t just about effort. We also need to remember that effort is a means to an end to the goal of learning and improving. “The growth mindset was intended to help close achievement gaps, not hide them.” Recently, someone asked what keeps me up at night. I also fear that the mindset work is sometimes used to justify why some students aren’t learning: “Oh, he has a fixed mindset.” In many quarters, a growth mindset had become the right thing to have, the right way to think.
Fixed vs. Growth: The Two Basic Mindsets That Shape Our Lives “If you imagine less, less will be what you undoubtedly deserve,” Debbie Millman counseled in one of the best commencement speeches ever given, urging: “Do what you love, and don’t stop until you get what you love. Work as hard as you can, imagine immensities…” Far from Pollyanna platitude, this advice actually reflects what modern psychology knows about how belief systems about our own abilities and potential fuel our behavior and predict our success. Much of that understanding stems from the work of Stanford psychologist Carol Dweck, synthesized in her remarkably insightful Mindset: The New Psychology of Success (public library) — an inquiry into the power of our beliefs, both conscious and unconscious, and how changing even the simplest of them can have profound impact on nearly every aspect of our lives. One of the most basic beliefs we carry about ourselves, Dweck found in her research, has to do with how we view and inhabit what we consider to be our personality.
45: Management : Cadors et dominés October 29, 2012 Lettres Philippe Gouillou 6 responses Tagged with: Confiance • IDP • Management • Statut Etre dominant c’est le top (pour négocier, gagner de l’argent, faire un beau mariage, etc.) mais être dans un monde de dominants c’est l’horreur. 1. “Quand les hommes de 120 kilos disent certaines choses, les hommes de 60 kilos les écoutent. S’il y a des dominants, c’est qu’il y a des dominés : le positionnement des uns n’est rendu possible que par le positionnement des autres. Une “Stratégie Evolutionnairement Stable” est une stratégie évolutionnaire (en quelque sorte un positionnement) qui en Théorie des Jeux ne peut pas être envahie par une autre stratégie : sa représentation reste constante1. Pour le jeu dominant-dominé c’est facile à comprendre : il est souvent prudent de se soumettre à plus dangereux que soi (voir la citation d’Audiard ci-dessus et cet article sur l’ENA). Les avantages Au niveau du groupe, le nombre de personnes non dominantes est un fort avantage. et : Notes Liens :
Science & Nature - Human Body and Mind - Mind - Personality Science Behind Growth Mindset Over 30 years ago, Carol Dweck and her colleagues became interested in students' attitudes about failure. They noticed that some students rebounded while other students seemed devastated by even the smallest setbacks. After studying the behavior of thousands of children, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. When students believe they can get smarter, they understand that effort makes them stronger. Recent advances in neuroscience have shown us that the brain is far more malleable than we ever knew. At the same time that these neuroscientific discoveries were gaining traction, researchers began to understand the link between mindsets and achievement. What does growth mindset teaching look like in the real world?
Les théories du bonheur - psychologiepositive.info, site francophone de référence sur la psychologie positive Différentes conceptions du bonheur ont été élaborées. De la Grèce antique, nous avons notamment hérité des traditions hédonistes et eudémoniste. Dans la première, le plaisir est le but d’une vie heureuse. Les psychologues du bonheur ont développé différents concepts pour mieux comprendre le bonheur : bien-être subjectif, bien-être psychologique, bien-être social, bonheur authentique... . Le bien-être psychologique est composé de l’acceptation de soi, de la croissance personnelle, des relations positives avec les autres, de l’autonomie, du sens à la vie et de la maîtrise de l’environnement. Le « bonheur authentique » de Seligman se réalise à travers une vie plaisante, une vie bonne et une vie qui a du sens.
Big Five personality traits In psychology, the Big Five personality traits are five broad domains or dimensions of personality that are used to describe human personality. The theory based on the Big Five factors is called the five-factor model (FFM).[1] The five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Acronyms commonly used to refer to the five traits collectively are OCEAN, NEOAC, or CANOE. Beneath each global factor, a cluster of correlated and more specific primary factors are found; for example, extraversion includes such related qualities as gregariousness, assertiveness, excitement seeking, warmth, activity, and positive emotions.[2]:24 The Big Five model is able to account for different traits in personality without overlapping. Empirical research has shown that the Big Five personality traits show consistency in interviews, self-descriptions and observations. §Five factors[edit] Openness to experience: (inventive/curious vs. consistent/cautious).
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