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Lecture

Motivation lecture 1.pdf

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Department
Psychology
Course
PSYC 471
Professor
Richard Koestner
Semester
Fall

Description
PSYC 471 Lecture # 1 People feel that there are things they could and want to do but that for some reason they can't push themselves to do. There is some sort of deficit or lack in drive, energy or focus and this resonates for many people. (I could be better basketball player if I had only done more than i did??) – When people think of motivation they think of drive, energy and focus. – In our own lives, if we are lacking energy, drive and focus and if we want more motivation the thing we do is set a goal. If you wish to be a better tennis player or swimmer and if you've thought about motivation then what you will probably do is set a goal. Researchers have noticed that there are three things when you set a goal = Universal action principles: 1) Attention: You begin focusing your attention on things related to your goal. 2) Effort: You start trying to exert effort. 3) Persistence: You work at persistence. Interesting thing about NY resolutions is that we actually track our progress on NY resolution. – Because it's an important goal and because it's a new years resolution (as apposed to an everyday goal) many of us are aware of the fact that we failed. The next year you set the same resolutions and fail again! [3 most common NY resolution: a) lose weight b) stop smoking c) exercise] About 50% of americans make resolutions and they each make 2/3 of them. (There are some people who don't set goals because they know will fail and then feel bad about themselves.) – There is research showing that when we fail at goals our self esteem does take a hit, our affect can become more negative. – But if we make progress on our goals we often feel good about ourselves. – So there is some risk or opportunity in setting goals, one of the pathways to influence your level of well being is by making progress on goals. – Saying goodbye to people: suggested resolution by his wife – Vicarious goals = where people in your life that you are close to suggest goals for you, or you might have goals for other people. Research Study by Norcross: Question = how long do people last before they fail? – Recruited people between Christmas and New Years – Asked them what their resolutions were and to make certain ratings about their resolutions. – Followed people at different time periods. – What percentage of people say that they failed? 2 interesting things about the descriptive data: 1) the remarkable amount of people failing with the first week (a quarter of the people) Maybe people didn't think through those resolution and they hadn't committed to it. 2) If you can last a month, the failure rate diminishes. (but at 2 years 90% of people failed) 2 points: the initial failure rate is higher than might be expected but there also seems to be something where if people could last for a month then the rate at which they fail slows down. Research by Marlatt: – Found rates and times of failure were very similar – In this study also asked people why did they fail? – There were 4 reasons frequently endorsed. [Teacher suggests that research focuses in on self control capacity, he suggests that most of us who fail at important goals and resolutions, if we try to understand what happens we have to look at self control or will power.] – But a lot of the times people don't really know the reasons as to why they failed. – We tend to fail at our goals but there was no clear idea about how to explain this. Baumeister & Heatherton (1996) – They developed a theory of self control in which they try to understand why we succeed and why we fail at self control. – They suggest that we are all creatures of habit and tend to do things repetitively without knowing why we do them. – Self control involves inhibiting or over-riding some behavior. 1) Standards: If you are going to effectively exercise self control in any domain (student, athlete, social life) the first thing you need is standards. Need some abstract or implicit sense of what you are striving for, what the ideal is. Most often standards are operationalized in terms of personal goals. It is thus very unlikely that he would say that we would be functioning effectively in a domain if we have no standards. He would say that the standards have to be specific and clear so that if we have ambiguous standards its very hard to exercise self control and pursue those standards in a reliable way. Another problem is that you may have conflicting goals and standards. When you have 4/5 goals you begin to notice and worry whether the goals will work together or be in conflict with each other. 2) Monitoring: Have to monitor your behavior in relation to those goals. Its not enough to just write down your goal or think about your goal, you actually have to assess with some degree of accuracy whether your striving is getting you closer to that goal or not. If you have a non-specific ambiguous goal it will be impossible to monitor since there is no clear standard. (if you say you will study more and harder, how do you know if you are really studying harder or not?) 3) Strength It is critical that you have self control capacity to pursue your goals and monitor your behavior. He makes the argument that self control strength/capacity is a limited resource, we only have so much of it and we use this resource in all different domains and it will quite often happen that we've used it up in one area and we can't draw on it for something that is very important and we care about. And very few of us actually recognize that self control is a very limited resource and we have to conserve it and be careful about how and when we use it. Baumeister does carefully designed experiments where he d
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