¶ … theory: Its usefulness in the workplace today
Attachment theory has its origins in the study of animals. Watching geese 'imprint' upon the first living being they encounter after hatching or researchers observing how baby monkeys thrive when given terry cloth mothers, as opposed to wire mothers, are all examples of attachment theory in action. Attachment theory reinforces the psychodynamic notion that early experiences are seminal and seismic in shaping the human psyche and the way human beings relate to one another. As applied to humans, attachment theory suggests that parents who respond in a positive way to their infant's needs formulate the character of the child in such a way to enable him or her to feel secure in his or her relationships. In contrast, parents who create bonds of insecure attachment by being smothering or rejecting will foster behavioral patterns in their children that are negative, rather than positive. The child's future personality development becomes unfulfilling: avoidant and resistant personality types either passively or actively show hostility toward the parent while anxious types are overly dependant upon external parental reinforcement and praise (Attachment theory, 2002, Great ideas). On a macro scale, a general parenting style adopted by a culture, like an overly permissive or autocratic approach can create a generationally negative interpersonal style, as some allege is the case today: parents allow technology rather than human interaction to create emotionally avoidant, selfish and disconnected children while overly involved parents in smaller and more affluent households create clingy and spoiled children.
Thus attachment theory may seem predominantly personal in its orientation but it would be mistaken to see attachment theory as only useful for developmental psychologists and educators. Attachment issues can have sociological implication. In the conflict and withhold their emotional support from critical workplace initiatives. They may use the workplace to further self-interested goals rather than the general goals of the organization or society. They can become involved in negative behind -- the politicking because they do not express emotions directly, in a healthy fashion, but only through silence or rage. Overly needy employees may need excessive direction from their superiors, and bring too many emotions to their workplace decisions. They may become personally hurt when their work is justifiably criticized, and act emotional rather than seek to productively change what they are doing. They see their work as excessively important, rather than place their efforts in the context of a larger mission, and may fail to prioritize work-related obligations over personal needs.
Attachment theory provides a framework for understanding how adults function towards one another, as they unconsciously replay their old grievances towards authority figures: "Secure adults find it relatively easy to get close to others and are comfortable depending on others and having others depend on them. Secure adults don't often worry about being abandoned or about someone getting too close to them" (Attachment theory, 2002, Great ideas). Insecure adults are hampered by such fears, and their characters are shaped by negative early attachment experiences. In a workplace with too many abandonment-fixated or avoidant personalities, a toxic and unproductive environment arises.
An employee must be able to accept criticism without taking it personally, and enforce rules and procedures without allowing personal feelings to dominate. In contrast "avoidant adults are somewhat uncomfortable being close to others; they find it difficult to trust others completely, difficult to allow themselves to depend on others," and may be the classic independent 'anti-team players' because they try to use the workplace to advance their careers, rather than to fulfill an greater organizational mission (Attachment theory, 2002, Great ideas). They feel uncomfortable and mistrustful relying upon the talents of others and cannot…
Theory vs. Creativity in Design Leaders have a task of moving the organization forward in a fashion that is supported by all stakeholders. After allocating resources to bolster organizational success, leaders must primarily assess and accept the risks related innovation. Innovation includes accepting new management theories to replace the outdated philosophies widely incorporated into an organization's procedures and policies over time (American Evaluation Association, 2004). This study aims to identify, discuss,
Discipline was to be secured through good superior, clean, and fair agreements and judiciously applied sanctions. Sanctions included remonstrances, warnings, fines, suspensions, demotions, and dismissals (Parker & Lewis, 1995, p.219) Research has been done to show the significance of long-rang planning practices in the food, chemical, oil, steel, machinery, electronics, and retail segments of U.S. industry (Rue, 1973, p.23). Variations of Fayol's theory provide the curriculum framework for most collegiate business
" (Jarvis, nd) Jarvis states that it is precisely "this movement along a maturity gradient that Mezirow regards as a form of emancipatory learning..." (Jarvis, nd) Jarvis states that according to Mezirow "emancipation is from libidinal, institutional or environmental forces which limit our options and rational control over our lives but have been taken for granted as beyond human control." (Jarvis, nd) Mezirow suggests that there are various levels of
Different theorists and proponents of real options theory identify different specifics of the theories operation, but in one widely held view there are five real options: the waiting-to-invest option, the growth option, the flexibility option, the exit option and the learning option (Wade 2005). Each one of these options takes in a different value given other environmental and internal considerations, and from the plotted valuations of these real options more
Teaching and Learning Within the Management Process One of the most recognized truths about today's world is that the individual never stops learning. After school and tertiary study, the workplace holds many opportunities for new training and learning. This is particularly so when it comes to complicated work environments, such as finance and banking. For this reason, training forms an important element of ensuring work quality and excellence in customer service.
Reducing Nursing Turnover by Implementing Innovative E-Health: A New Strategy for Incentivizing Nurses and Improving Organizational Culture Problem Identification: Nursing turnover rates are a serious issue for hospitals: they are costly and result in lost time and energy in continuously training new staff (Twibell, 2012). Identifying the main reasons for nursing turnover and addressing them can lead to better nurse retention (Trivellas, Gerogiannis, Svarna, 2013). The problem of nurse retention has been identified