Social Psychology - Essay Example

? Social Psychology In essence, social psychology is centered on social processes, social interaction, and the interface among people, society, and culture in beliefs, attitudes, and socialization. Social psychology is fundamental in life since it explains more about social behavior. This course offers a great insight of understanding human behavior, making the course be applied virtually to all organizations. Still, social psychology tends to explain the routines that occur on a daily basis, impressions of people, and how behaviors are shaped and determined by various aspects such as the environment. There are various contemporary theories in social psychology, which are vital in studying human behavior. These theories include attribution theory, cognitive dissonance, drive theory, social learning, social comparison theory, and social identity theory among others. Each theory tends to explain the various ways that human behavior can be acquired and observed, creating great insight on social behavior. Until recently, Social psychology has been largely taught in a North American perspective. European views of social psychology, whilst being similar to those of North America, have frequently resulted in dissimilar contributions to understanding of many different topics. Studies articulate that, social psychology is much focused on studying human behavior (Sanderson, 2007). Social theories are used to study and construe social phenomena in a meticulous thought. As mentioned earlier, social theories number one focus is to study human behavior in any given set up. Social theories answer various questions of human behavior, in different fields that range from attitudes, pro-social behavior, leadership, and development. In leadership, social psychology depicts out various assumptions that every leader should possess. Leadership theories focus on what qualities distinguishes leaders and followers. To Chadee (2011), participative leadership theories outline that; leaders should take input of other members into the account. This implies that, a leader’s number one focus should be on welfare and fulfillment of the group members. Effective leaders encourage participation, and value all contributions from the group members. As a result, this enhances satisfaction, making the group members committed in every action and activity imposed. The following paper seeks to discuss leadership traits that focus on the well-being and satisfaction of followers, and in doing this, will discuss this with supportive theory and research of participative theory. In the participative theory, Bush (2003) argue that, leaders should put emphasis towards the assistance and involvement of their group members’ with an aim of enhancing satisfaction. This theory believes that, involvement of many people in making decisions makes better decision and judgment. According to Winkler (2010), the participative theory, leaders should enhance a friendly environment that eradicates dictatorship or domination. In this case, all members should be encouraged to impose a significant growth in the organization. To augment satisfaction and team work, leaders introduce their ideas to the team, and any suggestion towards the idea is highly considered. Still, this theory demands that, leaders should come up with goals of the organization, and eventually, leave the team to decide how to ensure that all goals are achieved. This is paramount because, the level of participation depends on the decisions made on a daily basis, and where there are exceptional decisions made, there is a likelihood of success. With this in mind, leaders are obligated to involve their team members in making decision borne in mind; for every success, both leaders and team members should work hand in hand with a common goal. Therefore, the level of participation depends on how both leaders and team members agree on a common goal to achieve their goals. Often, managers give or deny control to their subordinates, and though this is mostly exercised, participative leaders work hand in hand with their team members to ensure that all duties are carried effectively for a positive outcome of the organization. Participative leadership articulate the assumption that, when both leaders and team members make decision jointly, commitment to the prescribed goal is greater hence increasing satisfaction. With no doubt; the participative leadership theory fathoms an understanding that, people are more competitive and collaborative when they are working on a common ground. It is obvious that, several people making decisions together come up with better decisions than an individual making decision alone (Bush, 2003). In reality, delegating decisions to team members is vital since it greatly influences team members to be fully committed towards goals that would enhance success. In this context, leaders should propose decision, and effectively listen to any feedback imposed, then make decisions. This implies that, the team should suggest decision, and leaders should make the final decision. When this is done, there is a guarantee of success, as level of work performance increases combined with satisfaction. It borne in mind; in any organization, satisfaction increases work performance and low turnover rates, which are the key determinants of success. Of course, there are more benefits that emerge from such leadership as discussed in the assumptions above. For instance, participative leadership enhances satisfaction it also augments empowerment, which lead to success. Earlier on, we discussed that the leader’s number one focus should be on the well-being and satisfaction of group members. To expound on this, the participative leadership theory obligates that, leaders should understand that team members are paramount in enhancing success. With this regard, motivating group members is significant since it ensures that, every member is working to fulfill the desired goals. In this case, Hewstone (2007) argue that, when employees are de-motivated, there is high turnover rate, low work performance, which eventually leads to low productivity. When there is no morale, employees may feel unappreciated, making them perform less towards the company’s goal. It is therefore vital, for leaders to fathom team work, satisfaction, and morale. In this case, focusing on the well-being and satisfaction of group members is essential for growth and success. In facts, employees are motivated when their well-being is highly considered, which builds up satisfaction to do what it takes to augment growth in the organization. From this assumption, the participative leadership theory explains the need of involving team members in decision making, airing out their thoughts on the suitable path for success. This is relevant because it guarantees team work, which is vital for any company or an organization that wants to flourish. Team work ensures that all duties are delegated effectively as all members become involved in ensuring that all work is done. Every effort of a member in the group is mandatory, which thereafter counts for the company’s triumph. No wonder, every leader allows the input of all members in the group for every member has a special input that would augment growth. In the participative theory, there are notable leadership styles that can be outlined. First, the leader involves other people in decision making, and at all time, consider the input of his followers. This implies, he does not dictate on what should be done but appreciate any input from members, regarding what should be done to boost success. As discussed above, the leader offer direction on the respective goals to be achieved, and eventually, team members are given an opportunity to air out their ideas and thoughts regarding the project and the immediate actions that would enhance best outcomes. Secondly, this leader influences others positively, creating rooms for suggestions, changes, and complaints that would not promote the well-being. By doing so, it augment contentment as group members feel part of the group. As a result, group members feel more committed to performing their daily duties. There is a potential benefit that emerges when people are more united particularly when working on a common goal. Of course, this eradicates unhealthy competition that is severe in, making a business falls. Often, when people work under a common goal, there is room for personal growth as many desire to improve in their skills to achieve a given goal. Thirdly, a participative leader understands the need of unity borne in mind; two can do better than one. In this case, the leader influences others on a given goal, ensuring that all members play a vital of involving all members to work in a common goal. In doing this, he understands the need of causing arousal that creates typical response to motivate people on either behavior or attitude. Based on the concept of Cognitive dissonance theory, it is argued that, when individuals do something that infringes their views, this causes an uncomfortable state. Still, the theory goes ahead to outlay that, human beings tends to respond to the environment, and any behavior can be acquired from the environment. With this in mind, participative leaders create an environment that encourages all members to work in unity, which is accomplished by augmenting the well-being and satisfaction of group members. Conclusion In conclusion, the paper has discussed that, social psychology offers a great insight into understanding human behavior. The paper has discussed various contemporary theories in social psychology that tends to explain various ways that behaviors can be acquired and observed thus, creating great insight on social behavior. Social theories answer questions, pertaining human behavior in different fields, which range from attitudes, pro-social behavior, leadership, and development. In leadership, social psychology depicts out various assumptions that distinguishes leaders and followers. In this case, the participative leadership theory affirms that; a leader’s number one focus should be on the well-being and satisfaction of the group members (Myers, 2005). The paper has gone ahead to discuss this with supporting evidences of this assumption. For instance, this theory assumes that leaders should stress towards the backing and contribution of their group members’, which contributes to satisfaction. This theory assumes that, the participation of many people in making decisions formulates better decision and verdict. In other words, he is not a dictator but, appreciate any input from members, regarding what should be done to boost success. Therefore, this paper HAS effectively discussed leadership traits that focus on the well-being and satisfaction of followers. References Bush, T. (2003). Theories of educational leadership and management. London: SAGE Publisher Chadee, D. (2011). Theories in Social Psychology. New York: John Wiley & Sons Publisher. Hewstone, M. (2007). The scope of social psychology: theory and applications : essays in honor of Wolfgang Strobe. London: Psychology Press. Myers, D.G. (2005). Social Psychology. New York: McGraw-Hill Publisher. Sanderson, C.A. (2007). Social Psychology. New York: John Wiley and Sons Publisher. Winkler, I. (2010). Contemporary Leadership Theories: Enhancing the Understanding of the Complexity, Subjectivity and Dynamic of Leadership. New York: Springer Publisher. Read More