Why People Behave The Way They Do Case Study Analysis Samples
Pedagogical Aim and Expectations:
The pedagogical aim of this article is to help understand the value of understanding the behavior of other people. Leaders in fact should be aware of the reasons behind the particular behavior of people so that they control and guide them efficiently. Those leaders who try to be bossy and do not take care of other people's behavior can soon find themselves in a messy situation where support and faith in their decision-making will be lost. Therefore to maintain effectiveness in leadership, it is required to apply understanding of the factors as to why people behave in a particular way. This way people will support change and then resist the leader's views and thoughts.
Some people have holes in their personalities which influence their lives a lot. These holes can be due to past experiences that led to the development of certain misperceptions and misconceptions about things and developing particular thoughts. The emotional holes are one of the kinds that affect the responsiveness of the person to others by not attending to their thoughts. These holes cannot be filled in later life and the person has to move one the same way.
People get thoughts, views, physical appearances, body shapes, etc. through genetic endowments. This could result in the transfer of holes in the psychology of the person. These holes may get solidified over time and become part of the character of the person. Thus a familial and personal heritage is attained which shapes the future of the person. These memes develop which are sets of ideas and thoughts that pass on from one to another over time and become part of mental analog and biological genes.
To motivate people leaders must understand the value of a reward and punishment system. Through rewards, they can motivate the employees towards the attainment of particular goals and objectives. On the other hand, through punishments leaders could create a fear among the employees about the aftermath they have to suffer due to non-accomplishment of target goals and objectives. However, one person’s reward may be the other person’s punishment. Therefore clarification of this concept is required so that the motivation can attain the desired level of outcome from the employees.
When we observe something we immediately start connecting it with the VABE or Value, Assumption, Beliefs, and Expectations so that we can connect the observation with our conceptions and thoughts. VABE may vary in strength and considerably from person to person. This way people have VABE to how the people should behave and how they should behave. Thus efforts are made to achieve an ideal self that responds effectively to other people. Therefore a person may showcase observed behavior or inferred VABE upon the developments that take place.
A defense mechanism is developed by the person to fill the gaps and protect oneself from the psychological pains that may occur. This way efforts are made to protect our self-conclusion about ourselves. This mechanism is particularly strong because we always have some perceptions and basic assumptions about ourselves. The presence of childhood holes in the personality will further lead to the development of defense mechanisms for the conceptions and thoughts that we carry. This way defense mechanism comes into operation whenever we observe that our thoughts, perceptions, and outlook about ourselves are in danger.
A manager therefore has to develop reasoning so that they can motivate the employees and develop mimetic endowment. Attempts could be made to manage the employees effectively so that the psychological icebergs could be taken over by the personal thoughts of the manager. This way they can be guided toward accomplishment of target goals and objectives. For those employees whose VABE does not match the organizational culture is required to be applied with coaching and mentoring techniques. This way the alignment of the efforts towards the accomplishment of corporate objectives could be attained.
It is important to understand self-understand before we try to understand others. This could help in developing in-depth knowledge about the perceptions and thoughts that we all carry along for others and ourselves. This helps in developing abilities to live and work with other people towards the accomplishment of particular target goals and objectives of the organization.
Understanding others as we have to live and work with people:
When we understand our self then at the same time we can try to understand others. We learn that as we have some perceptions, thoughts, and ideas about ourselves, the same will be the condition with others. Therefore an effective leader would rather support the development of understanding about others before giving orders so that their conviction and persuasion can be achieved.
Taking the Leadership Self-Assessment Test under resources and posting comments:
The leadership assessment test reveals the following facts.
- My family taught me to understand and help others.
- My core leadership VABE about leading is through getting the persuasion of others so that they could give their best later on.
- I can fill the holes from my past and let it go with the purpose to adapt with the changing environment and getting comfortable with it.
- I am attentive to what others should say.
- I am good at listening and inferring other's beliefs.
- The closest people to me have VABE to help and support me.
- The people I supervise have the VABE to follow me as their leader.
- The defense mechanism I tend to use the most is through giving explanations of my behavior.
I think the self-assessment test under resources reveals my true self. It reveals the perceptions and thoughts that I carry about myself and others. Thus I am now in a position to well understand others and myself. I can be a good leader now as I have learned that we are all similar to one another. We all carry some conceptions about ourselves. Therefore efforts should be made towards understanding self and others so that the adaption could be made as per the changing environment where a high level of efficiencies and gains can be attained as a leader. To know more at 'Assignment Help'.
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Anderson, M.H. & Sun, P.Y.T., 2015. The downside of transformational leadership is when encouraging followers to network. The Leadership Quarterly, 26, pp.790-801.
Ann, C. & Carr, A.N., 2010. Critical reflections on the good, the bad and the ugly of organization leadership: The case of Wal-Mart. Routledge: Culture and Organization, 16(2), pp.109-25.
DuBrin, A.J., 2016. Leadership: Research Findings, Practice and Skills. 7th ed.
Little, L.M., Gooty, J. & Williams, M., 2016. The role of leader emotion management in leader-member exchange and follower outcomes. The Leadership Quarterly, 27, pp.85-97.
Lunenburg, F.C., 2012. Power and Leadership: An influence process. International Journal of Management, Business and Administration, 15, pp.1-9.
Northouse, P.G., 2016. Leadership: Theory and Practice. 7th ed. Los Angeles: SAGE Publications.
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