Psychological and Psychoanalytical Aspects of Individual and Group Behaviour - Essay Example

?Psychological and Psychoanalytical Aspects of Individual and Group Behaviour The notion of expression according to Boud is a general term attached with various intellectual as well as sentimental activities which entails a person to establish a well built connection for the proper understanding and appreciation of the experiences related to those activities. The synchronized process of manifestation leads us to the optimum accumulation of the knowledge from past experiences. In this respect the works of the great theorists like Kolb, Gibbs and many others bear special significance and I am proficient to provide an appraisal of my understanding within the psychological as well as the psychoanalysis module from their magnificent works. My diary work will follow a conglomeration of the attributes namely that of apprehension, leadership, psychological agreement, psychological development as well as transference. The sole motive behind selecting these issues is due to my belief that these issues will be affecting me enormously in both the sporting environment as well as an employment environment I obtained realization of the fact that interaction with the people is of great importance in life whether it be the people whom I have known well as well as those with whom I had very little interactions. In this respect the ushering of the group behavior provides us the scope for the development of individual behavior and problems of the society to the greatest possible extents. These problems are solved to the greater possible extent with the help of effective solutions which are applied most efficiently by the society under consideration in accordance with the opinions of people of the society. For expanding the horizon of my knowledge on these topics I concentrated on to the specific Freudian techniques for a transparent understanding. The knowledge associated with the psychological agreement has immensely benefitted me and I have become much more conscious about the fact that as psychological indenture is unwritten it can put stress on the workers and turmoil their presentation. This bears significant importance for me in the study of such an agreement as I am currently studying it and it may need longer study hours as what I consider my agreement to be possibly will not be reciprocally decided within the psychological agreement and hence it permits me to support myself for some displeasures if ever created upon such a situation. An instance of the psychological agreement within my profession as an assistance of a makeup artist is that my work manager might anticipate a certain customary of performance as she disburses for me and others as well to work. Now if I fail to convene the demanding volume of physical task it might lead to greater level of stress for me as well as in return permit the manager to conclude my working environment. I will be truthful and reveal the fact that my view of devolution was to disregard such a notion as I realised that I have provided people an opportunity before I made my mind clear up regarding their kind of character. Along with this, the notion completely disregards this view. This was merely a week previous to the first coursework where I have decided to assess my personal preference map as well my perception about the distinction of the authoritative shapes throughout my years. I can clearly state that change is a prime parameter within the domain of psychoanalysis as well as psychological field. This gets reflected in my opinion as an instance where I recognize the manager of the makeup company as my guide with the help of the use of change. I depict the coach as my guide because of the fact that the resemblances between them are eerie or because of the fact that I am guided to think. My manager might be argued to be considerate, kind as well as understanding. Analysis of my manager resulted in inferring an ideal conclusion that these are several forms of changes where I have distinguished my manager just like my guide under the purview of change. The whole thought of carrying a preference map from early days that generates a connection towards the association with the relatives is one I established most fascinating as I lean to get depressed with dependable men quite a lot that might be an friendship generated towards my guide. This notion of change is one which I will require to push on upcoming generations of my ancestry as at the present I am more conscious of such psychological growths which might aid the way in which I will be able to delight my offspring in the future for the purpose of ensuring that they bear a positive change of their father. By using Kolb’s notion of reflection cycle I consider that at the present I am better prepared for the future and also determining the time when I will eventually calm down and have kids of my own. It will be channelized into practice through the perception of active trialing where I would employ my kids such that one day they can put into practice my results. I also believe that significant level of positive behaviour from the other people is also important for the purpose of gathering significant level of knowledge and information regarding any of the matters in the world. This positive behavior according to me is one of the most significant factors which help an individual in a group for enhancing their levels of knowledge and information. For instance, when I work as an assistant to a makeup artist, then any suggestion from the manager or even from the senior makeup artists or even from the junior makeup artists helps me to sort out my problem. This significant level of coordination is regarded by me as the most significant fact in respect to the process of development of greater level of coordination among the people. It is my belief that the people are becoming more and more self-dependent which are reducing the level of interaction between them and other people. These other categories of people are the most important source of people in our society. This is due to the fact that these people are becoming the most important source of the need for coordination and association between each other. Large number of people across the globe is seeking for significant level of help and cooperation. As this cooperation is the most significant need for them in order to achieve the greatest level of positive and the most effective part of their lives. Hence, this need for the help or coordination is required to be supplied by the people who want the level of cooperation to improve the leadership power of a person. In accordance with the traditional concepts of a leader, he/she is the one with a forceful attitude, who allocates clear agenda and expects his subordinates or followers to carry out and follow his/her commands without imposing any questions. He/she is like the captain of a ship. With the changing commercial environment of the present day along with economic uncertainty ascertaining additional pressure, a single style of leadership does not efficiently match in every situation. Leaders of the present situation should be very much willing to adapt themselves to the various complex situations and simultaneously modify their various techniques and strategies. For example, in an emergency medical centre, doctors who are senior and are leading the emergency team follow a directive leadership style while treating the critically ill patients, or in the case when his subordinates and team members are considerably inexperienced. Although the senior doctors pursue a more empowering leadership style when they are attending less acute patients, and the team members such as the junior doctors, technicians, the nursing staffs attain higher level of critical care skills. The truly charismatic leaders use their exquisite personality to charm over their followers and captivate the listeners. This particular form of ability to be able to inspire a strong feeling of attraction is liable to both positive and negative effects. Charismatic leaders are essentially good narrators and draw upon shared imagery to create a feeling of common purpose among its followers. The current American president, Barrack Obama, thoroughly demonstrated this particular phenomenon during his election campaign. Amongst all, one American citizen pointed out that the president’s most efficient talent was his natural ability to communicate difficult ideas comprehensively to his followers, rather than using the much popular yet complicated political words like other ministers practices vividly. As I have learned from the research of Mabey and Lees (2007), management development is a potent and high profile human resource activity, involving some of the organizations key players and attracting high investment both in terms of corporate budgets and expectations. For this reason alone, management development requires sustained scrutiny. Due to the fascinating confluence of several historical debates and current trends, management and leadership development has become a centre stage activity or project for those working in an organisation. In the bureaucratized organisation, the managers had responsibility for well defined roles such as planning, budgeting, controlling, staffing, and problem solving. In the present condition, very few organisations fit to this description of predictability. The decreasing numbers employed in workplaces, and the decline in the number covered by system of consultation and negotiation, has shifted the manager’s power base from positional to personal. According to Cornish, transitions and modification in leaderships are fundamental moments in the life span of an organisation, and paying adequate attention to them benefits the business organisation. However, inspite of having more than sufficient evidence in support to their creation, almost less than 30 percent of the freshly hired employees are devoid of any kind of integration plan. For the women executives who are freshly appointed, the upcoming challenge is much greater. For example in the USA, where 46 percent of the working people are of feminine gender, mere 3 to 5 percent have made it to the upper level of the management in an organisation in their corporate life. Even in this modern world, women are still vulnerable to different organisational barriers towards advancement, which includes, very few role models to whom they can look up to, excluding women from important and essential networks, gender stereotypes and the unavoidable problem of dual role of a woman, i.e. in her corporate life and family life. But this dismal situation can be averted by assigning sponsors to fast track women, encouraging feminine employees to develop potential networks and mentors, release them of the burden of family life, and work life by creating a suitable environment and actualizing the additional pressure put on women who have families. This is for the fact that a woman is often found catering essential needs that are beneficiary for both female and male employees. As an individual, a woman can face tough scrutiny and a narrower band of permissible management styles, a tender tactical error, or mismanagement is sufficient enough to negatively affect the confidence of a woman from which it is considerably tough to recover. Thus possible measures should be adapted for enhancing the chances of a woman to succeed in an organisation, while minimizing risk in this critical period by providing them encouragement to properly allocate their most precious commodity which is time. The notion of leadership in the relative sense is assumed to be everything as well as nothing at the same time. It is termed as ‘everything’ for the fact that it is evident almost everywhere in the organization, and not just at the premier level. It can be also said as everything in the sense that the attribute has a spillover effect which is imparted in all of our works. Every individual behavior possesses implications of leadership. Leadership emerges as a function of participation and interaction as it is thoroughly based on action. It is sometimes termed as nothing as because it seems impossible to define the phenomenon of leadership in true sense of terms. Organisations believe in the importance of leadership. In order to enhance the quality of the next generation of leaders, a substantial program must be customized to meet the organisations essential needs. The programs may be designed and delivered within the company or by an external means such as a university or consulting firm. These programs are more favorably received if they are delivered by someone within the company with a vivid reputation for success. This particular path is practiced by PepsiCo CEO Roger Enrico, who spends more than 100 days a year conducting workshops for senior executives. Popper (2005) proposed in his research article that, leadership is an assimilation of acquired and genetic factors and has several implications for large organisations that are paving the path for the creation of the systematic processes of leadership development. An essential point in leadership development is the need to identify people who have the potential to be future leaders. The process should also relate to the prime question of motivation for leading. For example the people who sincerely have the potential to be pilots but have no desire to be so, similarly there are people who have the potential to be leaders but they do not desire of the same. According to the learning theory identified by Skinner (1989) is based on the “law of effect”, past results affect the behaviour of an individual. If a person is rewarded for a particular behavior in the past, then he/she will repeat the same in the future. In this process efficient and fruitful behaviour only appear frequently while the other less effective behaviour disappears with time. Leadership is not just limited for the leaders anymore. Premier companies are beginning to realize that sustaining good performances requires the complete performance by the whole firm. It cannot be achieved just by developing a few numbers of leaders. Organisations have to essentially procure ways to cascade leadership responsibilities from senior management to all significant levels in an organisation. Some organizations follow the traditional classroom based training method for their development. In these cases the participant are due to attend an offsite program and receive prominent instruction for the proper identification of the prime characteristics for being a leader in their organization and also learning the processes by which an individual will finally adapt to such leadership in himself/herself to such desired model. Other organisations procure the continuing coaching methodology, which did not necessarily involve offsite training but relied more on regular interaction with a personal coach. Some companies use both the facilities of offsite training ad coaching. In this respect, I also believe that managers are required for a change in the working habits of the workers at the workplace by motivating them to work. With this motivating power these managers do two main things. The first thing is enhancing the motivation of the workers to work hard for the achievement of overall growth and development of the business organisation. The second challenge is related to the motivation of the workers for working harder for the purpose of achieving their own goals. In any kind of industry, consumer goods, healthcare, service sector these goals for both employees and the employer are important to achieve. Motivational roles of managers are important in this respect. Thus, motivation is the act or process of providing a moral boost that guides a person in taking some action. In most cases motivation comes from some need that leads to the generation of behaviors which results in some type of reward when the need is fulfilled. These rewards can be intrinsic or extrinsic rewards. The first type of reward is generated from the within and the second type is generated by another person. Rewards are used by the managers as the most important factor for providing incentives to the employees where the role of these incentives or rewards is to motivate employees to work. These incentives can be of different types, such as changes in job descriptions, rearrangement of work schedules, improvements in working conditions, reconfiguration of teams etc. But the most important feature of this theory of motivation is that not all employees are motivated by the same degree. Confidence, trust and motivation – these are the most important requirements for the managers to motivate employees. This motivation is more like a moral encouragement for the employees. Motivation is important for the purpose of raising the productivity of employees by increasing their working skills. Motivating ethical behaviours of employees are also highly important. As a young girl I believe that better level of coordination as well as cooperation among people is important for any organisation or the people, in general, to achieve their goals in each and every sphere of their lives. Hence, the notion of leadership, in this context, is also highly necessary which is expected to increase the level of efficiency of these activities. Leadership and management activities, if effectively applied, can increase the level of human performance to the greatest possible level which will never be mitigated with the help of any kind of cruel intentions. This is the most important aspect in my life as I always believe in helping others with my effective (little) leadership and management power. These aspects thus lead to better development process of the entire society. Hence, it can be opined that psychological as well as psychoanalytical aspects associated with individual and group behaviour are important for the overall development of the human society. References: 1. Arens, K. (2004), Structures of Knowing: Psychologies of the Nineteenth Century, UK: Springer 2. Board, R. D. (1990), The Psychoanalysis of Organizations: A Psychoanalytic Approach to Behaviour in Groups and Organizations, London: Routledge 3. Boone, L. E. and Kurtz, D. L. (2010), Contemporary Business, UK: John Wiley & Sons 4. Boud, D., Keogh, R. and Walker, D. (1985), Reflection: Turning experience into learning, London: Kogan Page 5. Coren, A (1997), A Psychodynamic Approach to Education, London: Sheldon Press 6. Cornish, L. (2007), "Women leaders: how to help them “hit the ground running”", Development and Learning in Organisations, Vol.21, No.1, pp.18-20 7. Day, D. V. and Halpin, S. M. (2001), Leadership Development: A Review of Industry Best Practices, U.S. Army Research Institute for the Behavioral and Social Sciences, available at: http://www.au.af.mil/au/awc/awcgate/army/tr1111.pdf (accessed on June 22, 2012) 8. Doyle, S. (2005), The Manager's Pocket Guide to Motivating Employees, UK: Human Resource Development 9. Fiske, S. T. (2010), Handbook of Social Psychology: Volume 2, UK: John Wiley & Sons 10. Goldsmith, M. and Morgan, H, (n.d.), Leadership Is a Contact Sport The “Follow-up Factor” in Management Development, available at: http://www.marshallgoldsmithlibrary.com/docs/articles/LeaderContactSport.pdf (accessed on June 22, 2012) 11. Hermann, A. (2009), Institutional Economics and Psychoanalysis: how Can They Collaborate for a Better Understanding of Individual-society Dynamics?, UK: Editrice UNI Service 12. Kracke, W. H. (2011), Textbook of Psychoanalysis, USA: American Psychiatric Pub 13. Mabey, C. and Lees, T. F. (2007), Management and Leadership Development, UK: SAGE Publications Ltd 14. Neely, A. D. (2007), Business Performance Measurement: Unifying Theories and Integrating Practice, UK: Cambridge University Press 15. Parker, I. (1997), Psychoanalytic Culture: Psychoanalytic Discourse in Western Society, USA: Sage 16. Popper, M. (2005), Main principles and practices in leader development, Leadership & Organisation Development Journal, Vol.26, No.1, pp.62-75 17. Rycroft, C (1995), A Critical Dictionary of Psychoanalysis, 2nd edition, London: Penguin 18. Scheidlinger, S. (1971, Psychoanalysis and group behavior: a study of Freudian group psychology, UK: Greenwood Press 19. Sievers, B. and Ahlers-Niemann, A. (2007), The Psychoanalytic Study of Organizations, The International Society for the Psychoanalytic Study of Organizations, available at: http://www.ispso.org/The%20Field/ISPSO%20Bibliography%202nd%20Edition%204-2007.pdf (accessed on June 22, 2012) 20. Shanks, N. H. (n.d.), Management and Motivation, Jones and Bartlett Publishers, available at: http://www.jblearning.com/samples/076373473x/3473x_ch02_4759.pdf (accessed on June 22, 2012) 21. Strozier, C. B. et al., (2010), The Fundamentalist Mindset: Psychological Perspectives on Religion, Violence, and History, UK: OUP 22. The changing face of leadership, (2010), Emerald Group Publishing Limited, Vol.26, No.1, pp.21-23 23. Wallace, E. R. and Gach, J. (2008), History of Psychiatry And Medical Psychology: With an Epilogue on Psychiatry and the Mind-body Relation, UK: Springer 24. Weinberg, H. (2006), Group Analysis, Large Groups, and the Internet Unconscious, Department of Psychology and Speech Therapy, Manchester Metropolitan University, available at: http://www.group-psychotherapy.com/articles/HaimPhD.pdf (accessed on June 22, 2012) 25. Wheelan, S. A. (2005), The handbook of group research and practice, USA: Sage Read More