Management and Supervision

Each of Maslow's levels in his hierarchy can correspond with the agents of socialization. For instance, the agents of socialization consist of the family, religion, peer group, education, economic systems, legal systems, penal systems and language. In Maslow's hierarchy of needs, one could argue that self actualization corresponds with education and an understanding of both the legal and penal systems as well as an understanding of language. Esteem corresponds with peer group as in many cases a person's peer group will help dictate their sense of esteem in some way. Love/belong corresponds with family for obvious reasons although you could also argue that it corresponds with peer group. Safety corresponds with religion and economic systems. A person's religion offers them a safety net of sorts while the economic systems of the time also offer a safety net in that if the economy is doing well, people tend to feel perceive the future as being brighter. Last but not least, physiological needs correspond with the family more than any of the others. Many people would anticipate that if they were in need, their family members would provide for their needs.

The Hawthorne studies were a series of studies on how various tyes of illumination affected the productivity of workers. The management theory they fall under is that of Organizational Behavior.

Management philosophies provide a framework for decision making and guiding behavior within an organization. They help establish a common understanding of values, priorities, and goals among employees. By adopting a management philosophy, organizations can improve communication, increase efficiency, and promote a positive work culture.

To improve in constructive criticism, it's important to focus on specific behaviors or actions, provide examples to support your feedback, offer suggestions for improvement, and maintain a positive and respectful tone throughout. It's also beneficial to encourage open communication, actively listen to the other person's perspective, and be willing to receive feedback yourself to foster a culture of continuous improvement.

Frederick Herzberg is best known for his Two-Factor Theory of motivation which suggests that satisfaction and dissatisfaction at work are influenced by different factors. He identified hygiene factors (such as working conditions and job security) which, when adequate, prevent dissatisfaction, and motivator factors (such as achievement and recognition) which, when present, lead to job satisfaction. Herzberg's theory has had a significant impact on the understanding of employee motivation in the workplace.

Attribution theory includes three main elements: locus of control (internal versus external), stability (stable versus unstable), and controllability (controllable versus uncontrollable). These elements describe how individuals explain the causes of events or behaviors, influencing their emotions and subsequent actions.

an increase in worker productivity produced by the psychological stimulus of being singled out and made to feel important.

Individual behaviors may be altered by the study itself, rather than the effects the study is researching was demonstrated in a research project (1927 - 1932) of the Hawthorne plant of the Western Electric Company in Cicero, Illinois. This series of research, first led by Harvard Business School professor Elton Mayo along with associates F. J. Roethlisberger and William J. Dickson started out by examining the physical and environmental influences of the workplace (e.g. brightness of lights, humidity) and later, moved into the psychological aspects (e.g. breaks, group pressure, working hours, managerial leadership). The ideas that this team developed about the social dynamics of groups in the work setting had lasting influence - the collection of data, labor-management relations, and informal interaction among factory employees.

The major finding of the study was that almost regardless of the experimental manipulation employed, the production of the workers seemed to improve. One reasonable conclusion is that the workers were pleased to receive attention from the researchers who expressed an interest in them. The study was only expected to last one year, but because the researchers were set back each time they tried to relate the manipulated physical conditions to the worker's efficiency, the project extended out to five years.

Theory Z is a management approach that emphasizes building strong relationships between management and employees, focusing on consensus decision-making, job security, holistic concern for employees' well-being, and long-term employment. It originated in Japan and aims to create a work environment that fosters trust, cooperation, and loyalty among employees, ultimately leading to increased productivity and job satisfaction.

personality shapes one's perception

people with different personalities have different perceptions of the world, themselves, and other people

for example, a nice person might treat others differently than a mean person

Henry Fayol is known for his 14 principles of management that emphasize the importance of unity of command, division of work, authority, and discipline. He also developed the concept of administrative management, highlighting the functions of planning, organizing, commanding, coordinating, and controlling. Fayol's contributions laid the foundation for modern management practices and provided a structured framework for organizational management.

Some key contributors to the development of management theory and philosophy include Frederick Taylor, Henri Fayol, Max Weber, and Elton Mayo. Taylor is known for his scientific management approach, while Fayol emphasized the administrative principles of management. Weber introduced the concept of bureaucratic management, and Mayo's Hawthorne studies highlighted the importance of human factors in the workplace.

Yes, effective feedback can be highly motivating as it provides specific information on performance and areas for improvement, which helps individuals understand what they are doing well and what they can work on. By receiving constructive feedback, people are encouraged to continue striving for growth and improvement.

The base of Maslow's hierarchy of needs is physiological needs, which include basic requirements for survival such as food, water, shelter, and rest. These needs form the foundation of the hierarchy and must be satisfied before an individual can progress to higher levels of needs.

Maslow's hierarchy suggests that growth needs, such as self-actualization and esteem, can significantly influence personality formation by driving individuals to fulfill their potential and seek self-improvement. When growth needs are met, individuals are likely to exhibit traits such as creativity, confidence, and authenticity, shaping their personalities towards self-fulfillment and personal growth. However, if growth needs remain unmet, individuals may experience feelings of frustration and discontent, ultimately impacting their personality development.

A disturbance handler is a role that involves managing unexpected issues or conflicts within an organization. This can include resolving disputes among employees, dealing with disruptions to operations, or addressing any other form of disturbance that may affect the smooth functioning of the organization. The individual in this role must act quickly and decisively to minimize the negative impact of these disturbances on the organization.

Behavioral science focuses on understanding human behavior through empirical research and scientific methods. It emphasizes applying principles from psychology, sociology, and other disciplines to analyze and predict human behavior. On the other hand, the human relations approach focuses on studying how social and psychological factors impact human interactions in organizations, with an emphasis on improving communication, motivation, and group dynamics to enhance productivity and employee satisfaction.

You didn't mention what you did for people to mistrust you at work so I'll just have to cover what is possible (don't take it personally.) BACK-STABBING: If you gossip and cause harm to one or more people in the workplace either by just being malicious or trying to attain someone else's job the fact of earning your coworkers trust back is nil! CHEATING WITH SOMEONE'S HUSBAND/WIFE/GIRLFRIEND/BOYFRIEND: This causes coworkers to take sides and it usually isn't going to be the majority on your side! When someone in the workplace knowingly cheats with someone else's spouse that's a no-no as well. Even people in the workplace that may have cheated on their spouses are puritans and you're up for grabs. STEALING: If money was stolen (not accusing you here) then again a trust issue is hard to earn back. Even if you replace the money or object you stole (perhaps from a coworker) the dirty deed is done. The best solution to the problem is to start looking for another job on your spare time and starting fresh. It sounds like you've learned your lesson, but unfortunately, it's difficult to earn the trust back from those at the workplace. Start fresh and get another job if at all possible.

Managers can use Maslow’s hierarchy of needs to understand employees’ motivations and address their needs, fostering better communication. The Johari window can help managers and employees increase self-awareness and mutual understanding, leading to more open and effective communication. By combining these models, managers can create a supportive environment that encourages transparent communication, trust, and collaboration among team members.

System theory focuses on the interrelationships and interactions between various components within an organization, emphasizing the whole system as more than just the sum of its parts. Contingency theory, on the other hand, emphasizes that there is no one best way to manage an organization and that the most effective management structure and strategies depend on the specific context or situation.

On recruitment stage psychology is useful to draw up an ideal profile as bases for the recruitment test so a matching personality could be recognize.

As an ongoing support for an organization, psychologist could address employees' need for consulting or simply venting. Avoiding burnt-out or trauma to hinder the potential of that very employee.

The MBTI (Myers-Briggs Type Indicator) is a personality assessment that categorizes individuals into one of 16 personality types based on preferences in four dichotomies: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. In contrast, the Big Five model, also known as OCEAN (openness, conscientiousness, extraversion, agreeableness, and neuroticism), measures personality traits along five dimensions without assigning specific types. The MBTI tends to focus on individual differences in cognition and decision-making, while the Big Five model emphasizes broader personality traits that can predict behavior and outcomes.

External environmental factors such as noise level, lighting, temperature, and distractions can influence perceptual selectivity by affecting our ability to focus on specific stimuli and filter out irrelevant information. For example, a noisy environment can increase cognitive load and reduce attention allocation, leading to decreased selectivity. Similarly, variations in lighting can impact visual perception and the ability to discern details accurately. Overall, these external factors can impact our ability to selectively attend to relevant stimuli and process information effectively.

Peter Drucker is considered one of the most influential contributors to the development of management theory and philosophy. His work emphasized the importance of innovation, entrepreneurship, and the role of effective leadership in organizations. Drucker's ideas continue to have a significant impact on how organizations are managed and lead.