HUMANISTIC AND EXISTENTIAL PERSONALITY THEORIES

Based on your readings for this Week, access the Personality Theory Matrix and complete the requested information in Column F section for Humanistic and Existential theory. You can use this information to support your Discussion post and response this week.

Note: Continue to populate the Personality Theory Matrix spreadsheet you began in Week 2 to guide your learning about personality theories for your Module Assessment and submit it in Week 8 as part of your Module Assessment.

RESOURCES

Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources. 

WEEKLY RESOURCES

TO PREPARE

• Review the Learning Resources, focusing on theorists, cultural considerations, assessments/interventions, limitations, and unique aspects of humanistic and existential theory.

Post two key ideas from the humanistic/phenomenological and existential theoretical orientation. How are phenomenological theory and existential theory related?

RESOURCES

 

• Cervone, D., & Pervin, L. A. (2019). Personality: Theory and research (14th ed.). Wiley.
  • Chapter 5, ”A Phenomenological Theory: The Personality Theory of Rogers” (pp. 127–146)
  • Chapter 6, “Rogers’s Phenomenological Theory: Applications, Related Theoretical Conceptions, and Contemporary Research” (pp. 147–179)
• Maslow, A. (1965). Self-actualization and beyond. In, Proceedings of the Conference on the Training of Counselors of AdultsLinks to an external site. (pp. 108–131). https://files.eric.ed.gov/fulltext/ED012056.pdf
• Prochaska, J. O., & Norcross, J. C. (2018). The case of Mrs. C. Download The case of Mrs. C.In, Systems of Psychotherapy: A Transtheoretical Analysis (9th ed., pp. 15–17). Oxford University Press.
  Credit Line: SYSTEMS OF PYSCHOTHERAPY: A Transtheoretical Analysis, 9th Edition, by James O. Prochaska and John C. Norcross. Copyright 2018 by Oxford University Press. Reprinted by permission of Oxford University Press via the Copyright Clearance Center.
  Note: You will use this  personality case study to complete your  Assignments in Weeks 2-6 and your Module Assessment. Download this case study and continue to use it throughout this Module.
• Rogers, C. (1947). Psychotherapy. In W. Dennis (Ed.), Current trends in psychologyLinks to an external site. (pp. 109–137). University of Pittsburgh Press.
• Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American PsychologistLinks to an external site., 55(1), 5–14. 
• Timulak, L. (2018). Humanistic‐experiential therapies in the treatment of generalised anxiety: A perspective. Counselling and Psychotherapy ResearchLinks to an external site., 18(3), 233–236.

 

Review the following scenarios and indicate which kind of reinforcement procedure you would employ. Be sure to justify your answers with the literature, as it is possible that there can be more than one possible answer for one or more of the following:

• Mike bangs his head when he cannot figure out his math homework.
• June needs to increase her study sessions.
• Maria twirls her hair during public speaking engagements at a high rate.
• Sally answers questions before she hears the entire question, often getting it wrong.
• Michelle leaves several voicemails in a row – without waiting for a call back.
• Mike chugs his beers at happy hour.
• Dana swears too much when watching football.

 A recently licensed therapist, Joy, observes that many of her colleagues suffer from burnout.  She decides to prevent this from happening to her.  Joy schedules several extended vacations throughout the year and arranges for other therapists to see her clients in case of an emergency.  Joy believes that this takes care of her professional responsibilities.  However, none of her clients are made aware of this arrangement in the informed consent process that took place at the beginning of therapy.  When she takes her vacations, she then informs her clients of her unavailability for several weeks.

In reading the case study, do you think Joy took care of her professional responsibility or do you think this was a case of client abandonment? Be sure to explain your answer

Note ask question for peers.

 Identifying Correlational and Experimental ResearchFor this exercise, visit http://psych.hanover.edu/research/exponnet.html and participate in a correlational study or an experimental study. After doing so, answer the following questions:

• Which study did you select? (provide the title, if available and link)
• Was there an informed consent process? If so, what was it? (We will cover informed consent fully in Week 8/Chapter 3, but let’s start thinking about it now.*)
• Briefly explain the study that you, as a participant, were required to do for this study. 
• Was the study experimental or correlational?
  • Which features made it experimental or correlational?
  • If the study was correlational, what were the main variables measured, and which did they think were predictor and criterion variables?
  • If the study was experimental, what were the independent and dependent variables?
• Were any measures taken to control extraneous variables? If so, what were they?
• Does the study seem to have external validity? Internal validity? Why or why not?
• How could this study be changed from a correlational to an experimental study or from an experimental to a correlational study?
• Why did the researchers use the approach they did (correlational or experimental)?

 

• Chapter 5: Choosing a Research Design. Research Design Borden and Abbott
  explain what you were asked to do step by step please use subheadings for questions and steps 

  

Respond using APA, at least 2 scholarly references

Leadership and a Healthy Work Environment

    Leadership involves the relationship between a leader and followers with the behaviors or attributes of the leader influencing whether employees consider a work environment to be healthy. Various theories exist about the way leaders and followers construct a social order in organizations leading to a healthy work environment (Vidman & Stromberg, 2020). My perception of a healthy work environment is one in which employees are satisfied with their work, work towards a common goal, and there is no conflict with managers or other employees. Leadership is the single most important factor influencing the employee’s work environment in an organization.

    One insight from the literature about leadership is that managers who inspire workers to do their best contribute to a healthy work environment. Transformational leadership theory proposes that the way leaders use a positive relationship with followers can inspire others to adopt a common goal and voluntarily work towards achieving the goal (Pourbarkhordari et al., 2016). An element of transformational leadership is inspirational motivation by the leader that involves encouraging and motivating employees. The concept of transformational literature gave me insight into the way a manager at a part time job where I worked was able to motivate employees. The manager was always optimistic about the future even when the job we were assigned seemed impossible to do in the time allowed. The manager helped us understand that if the staff worked together as an efficient team, we could meet the deadline even though it seemed difficult. The manager also showed us how to perform tasks more rapidly. Because of these behaviors, we felt like a team and were always focused on helping each other. Even though the work was difficult, the work environment seemed positive and friendly.

    I gained another insight about leadership from literature focusing on authentic leadership theory. The theory defines authentic leadership as altruistic and transparent behaviors, which also has an association with a healthy work environment (Giordano-Mulligan & Eckhardt, 2019). Authentic leaders consistently act on their values and beliefs and demonstrate integrity. The leadership approach also involves followers in decision-making about the best approach to perform tasks. On another part-time job that I once had, the manager was responsible for a group of employees that work her floor. A rule set by the manager was that all employees should be on time for work to avoid unfairly burdening the other employees. One of the employees, however, was always late. The manager terminated the employee and took the employees place until a replacement could be hired. The manager created a healthy work environment by fairly addressing a personnel problem consistent with stated values and beliefs while minimizing the burden of the decision on other employees.   

References

Giordano-Mulligan, M., & Eckhardt, S. (2019). Authentic nurse leadership conceptual framework. Nurse Administration, 43(2), 164-174. https://doi.org/10.1097/NAQ.0000000000000344    

Pourbarkhordari, A., Zhou, E., & Poukarimi, J. (2016). Role of transformational leadership in creating a healthy work environment in business setting. European Journal of Business and Management, 8(3), 57-70. https://core.ac.uk/download/pdf/234627054.pdf 

Vidman, A., & Stromberg, A. (2020).  Leadership for a healthy work environment- a question of who, what, and how. Leadership in health Services, 34(1), 1-15. https://doi.org/10.1108/LHS-06-2020-0041