21129 Lecture Notes - Lecture 6: Freudian Slip, Psychoanalytic Theory, Trait Theory
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3. How do organisational factors influence the immigrant evaluation within the different
phases of recruitment?
- First organisational characteristic that influenced the employers is the type of service
or product delivered to its clients.
Employers more inclined to consider ‘candidates who had similar types of
qualifications and work experience as them’.
- Second organisational factor that can unfavourably influence employers during the
planning phase was how critical the role was and its centrality to the day-to-day
operations of the organisation.
Employers tend to design a more rigid and narrow job specification… specifying
Australian knowledge and work experiences.
This creates a significant unfavourable influence on immigrant professionals with
overseas-based qualifications and work experiences.
- Third organisational factor that influenced employers within the planning phase was
the level of organisational resources available to train and support new recruits.
Immigrant workers may require more resources (costly to firm).
- Positive factor is the ETHNICITY OF CLIENTS.
E.g. if clients are predominantly from a certain ethnic group, that ethnicity has higher
chances of being employed by the firm.
4. The article notes that the human capital theory disregards the power of employers
over immigrants’ ability to gain employment at skill accredited level. Discuss this
statement in relation to the findings.
- Human capital theoretical framework, where the assumption is that the labour
market treats all potential labour equally based on their skills.
- Findings indicate that HR managers (involved in recruitment process) are influenced
by organisational-based characteristics and are not primarily driven by a human
capital perspective.
- Approaches to recruitment and selection tend to emphasise the powers of employers.
- Human capital theory disregards the power of employers over the individual’s ability
to gain employment in a manner that maximises their skill utilisation, productivity
and earnings.
Lecture 6 – Managing individuals
TO POST-BUREAUCRATIC CONCERN WITH THE INDIVIDUAL
- From bureaucratic machine-man to post-bureaucratic concern with the individual…
Psychology
Who are we & why are we the way we are?
Perception
Who are the others?
Values
Individual drivers of others
Psychology is derived from the Greek word psyche, meaning one’s own thoughts and
feelings, and the English suffix ‘ology’ derived from the Greek logos, meaning reason,
which in English is rendered as ‘ology’, denoting a field of study.
It concerns itself with all aspects of the workings of the mind, and also with
understanding the brain’s development, its possibilities, degradation and limitations.
PERSONALITY
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Personality refers to the stable patterns of behaviour and internal states of mind
that help explain a person’s behavioural tendencies.
Four main theories:
Psychoanalytic theory
Trait theory
Socio-cognitive theory
Humanist theory
PSYCHOANALYTIC THEORY (FREUD 1943)
- The id is the ‘deepest’ level – animalistic instinct.
Notion of bureaucracy, whereby people are selfish and greedy.
- Freudian ‘slip’ is when the thoughts of the id bypass the regulations of the superego
(collective thoughts) – essentially, you say what is on your mind.
- When there’s inner conflict between these levels – mental illness may develop.
TRAIT THEORY
Traits refer to a mixture of biological, psychological, and societal influences that
characterise a person’s thoughts and actions throughout their lives.
- The main idea is that you can measure and categorise people according to their
personality traits for traits are:
Enduring
Different amongst individuals
Influence behaviour
BIG FIVE PERSONALITY FACTORS (GOLDBERG 1990)
OCEAN acronym
SOCIO-COGNITIVE THEORY (BANDURA 1977)
By reciprocal determinism, Bandura meant that our personality is a product of our
behaviour, our thoughts, and our feelings in interaction with our
environment.
EXPERIMENTS
- Videos shown to
children.
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Positive consequences (rewards) – likely to be replicated by children.
No consequences – may be replicated.
Negative consequences (punishment) – less likely to be replicated.
HUMANIST THEORY (Maslow 1943; Rogers 1961)
Aim to fully realise personal growth & potential
Critical of so called objectivity of trait theories
Critical of Freud’s emphasising suppression & deviance
The actual self & the idealised self
Acting consistent with ideal self = positive self-image
Gaps between ideal self & actual self = negative self-image
3 basic conditions that enable growth
1. People must be genuine, honest and open about their own feelings.
2. People must be accepting, in that they value themselves and others. Even one’s own
failings should be seen with a positive regard, or what Rogers called ‘Unconditional
Positive Regard’.
3. Empathy concerns how we communicate our feelings to the world and how we, in
turn, share and reflect on these meanings.
Humanist psychology is more ‘post-bureaucratic’.
Maslow’s hierarchy of needs in ascending order:
- Physiological, safety, love and belonging, self-esteem and self-actualisation.
PERCEPTION
Perception is the process of receiving, attending to, processing, storing, and using
stimuli to understand and make sense of our world.
The stimuli can be experiences through any and all of the (tactile) senses such as
sight, sound, smell, taste and touch.
- Involves process of attention, filtering, organisation and interpretation.
FILTERING: THE COCKTAIL PARTY EFFECT (Simons & Chabris 1999)
Ability to focus on a specific stimulus while filtering out other stimuli.
Detecting words of importance from unattended stimuli, for instance ones name in
another conversation.
SCHEMAS
Shortcuts to interpret a stimulus
Schemas are sets of cognitive constructs developed through social interactions that
organise our thoughts, feelings, and attention.
Core in how we perceive others…
… But also ourselves, how we perform things, how we behave, how we adjust &
respond to change and how we experience emotions.
TYPES OF SCHEMAS
Person schemas are structures of meaning that affect thinking, planning and
behaviour concerning others; there are idealised person schemas which serve as
prototypes which we compare all other persons with.
Self-schemas are specific self-conceptions we hold about ourselves and we believe are
self-descriptive and highly important to possess.
-This example – fits to my ‘’dog schema’’
-What type of dog? Is there a schema?
-Schema for colour? Brown
-Schema for print/medium? Animated.
-Schema for upright tail? Happy dog?
Document Summary
First organisational characteristic that influenced the employers is the type of service or product delivered to its clients. Employers more inclined to consider candidates who had similar types of qualifications and work experience as them". Second organisational factor that can unfavourably influence employers during the planning phase was how critical the role was and its centrality to the day-to-day operations of the organisation. Employers tend to design a more rigid and narrow job specification specifying. This creates a significant unfavourable influence on immigrant professionals with overseas-based qualifications and work experiences. Third organisational factor that influenced employers within the planning phase was the level of organisational resources available to train and support new recruits. Immigrant workers may require more resources (costly to firm). Positive factor is the ethnicity of clients. Discuss this statement in relation to the findings. Human capital theoretical framework, where the assumption is that the labour market treats all potential labour equally based on their skills.
