Internal and external motivation to respond without prejudice: a person-centered approach

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

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External motivation compensating for ego depletion for the college athlete

Computer Science and Systems Engineering ◽

10.2495/csse140831 ◽

2015 ◽

Author(s):

J. M. Yang

Keyword(s):

Ego Depletion ◽

College Athlete ◽

External Motivation

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Hello, Neighbor: Carl and Fred Rogers and a Process of Person-centered Mentorship

10.31234/osf.io/c2tf9 ◽

2020 ◽

Author(s):

Matthew J. Bolton

Keyword(s):

Well Being ◽

Early Career ◽

Children's Television ◽

Human Potential ◽

Career Interests ◽

Late 20Th Century ◽

Carl Rogers ◽

Childhood Exposure ◽

Fred Rogers ◽

Person Centered Approach

Though professionally unaware of each other, Carl and Fred Rogers had much–including religious upbringings, early career interests in child well-being, and primary aspects of their philosophies on life and human potential–in common. Carl Rogers became one of the most influential American psychologists to date, in formulating person-centered approaches to psychotherapy and life, and as a children’s television host Fred Rogers was–and has remained, in the eyes of generations of kids and adults alike over the last 50 some-odd years–in many ways perhaps the most exemplary late 20th century embodiment of Carl Rogers’ proposed way of being. Here, I–a mentor to motivated students in the meteorological and psychological sciences, and others in wider life–discuss my discovery of the person-centered approach, via childhood exposure to Fred Rogers; and provide perspective on the ways the person-centered approach can be utilized to foster more effective and meaningful mentorship and learning-based relationships.

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Robust management tools for a person-centered medical organization

10.33920/med-03-2005-03 ◽

2020 ◽

pp. 17-34

Author(s):

Vitaliy Berdutin

Keyword(s):

Human Factor ◽

Interpersonal Relations ◽

Medical Organization ◽

Management Tools ◽

Constant Attention ◽

Medical Institutions ◽

Basic Concepts ◽

Medical Teams ◽

Cultural Reality ◽

Person Centered Approach

Modern social and cultural reality forces the heads of medical institutions to pay increased attention to the human factor, rethinking such basic concepts as «management» and «organization». It is important to cultivate the most comfortable person-centered work environment in medical teams. The main goal of this article was to demonstrate the feasibility of using robust management to maintain the constant attention of the medical administration on the interpersonal relations of employees. The article contains a brief description of robust management tools, a description of the person-centered approach, as well as examples of the use of robust regulators and socionic profiling estimators. The potential of robust management is not revealed when the management simply declares its merits, but when the entire medical team wants and can use it, actively involved in achieving the desired result.

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Teaching a Clinical Method Adapted to Contemporary Medicine

10.1093/oso/9780199370818.003.0011 ◽

2018 ◽

Author(s):

J. Donald Boudreau ◽

Eric J. Cassell ◽

Abraham Fuks

Keyword(s):

Clinical Observation ◽

Skills Training ◽

Spoken Language ◽

Communication Skills Training ◽

Clinical Method ◽

Medical Interviewing ◽

The Status ◽

Clinical Thinking ◽

Contemporary Medicine ◽

Person Centered Approach

A truly person-centered curriculum requires important changes to how the clinical method is taught. Medical interviewing demands explicit instruction in how the spoken language works and specific strategies that elevate the status of attentive listening so that this aspect is seen as important as the more mechanical aspects of traditional communication skills training. The term chief complaint is declared outdated and suggestions for its replacement are offered. The medical record is considered an important educational instrument, and recommendations are made so that it is in service of functional assessment and better aligned to a person-centered approach. Modifications to the physical examination, particularly a renewed emphasis on clinical observation, are outlined. The chapter concludes with a discussion of clinical thinking and judgment. A plea is made for inculcating a receptiveness toward a narrative competence within medicine.

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Living a Calling and Work–Family Interface: A Latent Profile Analysis

Journal of Career Assessment ◽

10.1177/10690727211006701 ◽

2021 ◽

pp. 106907272110067

Author(s):

Chunyu Zhang ◽

Bryan J. Dik ◽

Zengyun Dong

Keyword(s):

Family Conflict ◽

Latent Profile Analysis ◽

Profile Analysis ◽

Positive Outcomes ◽

Chinese University ◽

Work Conflict ◽

Work Family ◽

Person Centered Approach ◽

Latent Profile ◽

Family Enrichment

The positive outcomes of calling have been examined in a large and growing number of studies, yet little is known about how calling relates to the work-family interface. In this study, we adopted a person-centered approach using latent profile analysis to explore how living a calling relates to different work-family interface profiles. With a sample of 267 Chinese university counselors, we found three work-family interface profiles: slightly conflictual (51%), experiencing slightly higher than average levels of work-to-family conflict (WFC) and family-to-work conflict (FWC) and slightly lower than average levels of work-to-family enrichment (WFE) and family-to-work enrichment (FWE); work-to-family conflictual (15%), with higher levels of WFC and lower levels of FWC, WFE, and FWE; and enriched (34%), indicated by higher levels of WFE and FWE and lower levels of WFC and FWC. The results revealed that the greater the extent to which participants were living their calling, the more likely they were to be classified into the enriched profile. Our findings contribute to the literature on calling by offering person-centered insights on the relation between calling and the work-family interface.

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Career Goal Profiles of Early Career Scientists: A Person-Centered Approach

Journal of Career Development ◽

10.1177/08948453211017235 ◽

2021 ◽

pp. 089484532110172

Author(s):

Ruth Noppeney ◽

Anna M. Stertz ◽

Bettina S. Wiese

Keyword(s):

Doctoral Students ◽

Latent Profile Analysis ◽

Academic Career ◽

Profile Analysis ◽

Early Career ◽

Career Goal ◽

Transition Analysis ◽

Flat Profile ◽

Career Options ◽

Person Centered Approach

Obtaining a doctorate offers various career options. This study takes a person-centered approach to identify interest profiles. Career goals (professorate, entrepreneur, etc.) were assessed at two time points (1-year interval) in a sample of doctoral students and doctorate holders from the STEM fields in German-speaking areas ( NT 1 = 2,077). Latent profile analysis revealed that a four-profile solution provided the best data fit: At T1, 33.0% of the participants aimed for a management position in industry, 16.9% pursued an academic career, 30.1% were interested in activities without leadership responsibilities, and 20.1% had a relatively flat career-goal profile. Latent transition analysis indicated that most changes occurred for those classified into the flat profile, while strong interest in a management career was very stable over time. Additionally, the attainment of the doctorate seemed to be a good predictor for profile membership: Doctorate holders were more likely to be clearly dedicated to an academic career.

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