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Erik Erikson s Theory And Theory - 908 Words

Both Erik Erikson’s theory and Mary Ainsworth and John Bowlby theory support the idea that early life experiences impact the person across their lifespan. Erikson’s developmental theory discusses the eight stages of life and the forces and values that arise at each stage, which should be developed within this frame. The attachment theory focuses on the interaction an individual has and the impact it may have on their psychological and social development. Both theories believe that personality begins to develop from a young age and therefore occurrences in early life can have lasting impacts on the developmental of an individual. An individual’s social and psychological development is significantly influenced by early life and childhood experiences. The experiences an individual has as child impacts on the development of social skills, behaviours, morals and values of an individual. Erikson’s theory, developed in 1963, supports the idea that early life experiences impact an individual across their lifespan. This theory considers that growth of an individual is a result of interaction with the environment, biological maturation and societal influences, therefore, allowing for experiences from early life, to influence an individual throughout their lifespan. Erikson’s theory focuses on eight different developmental stages within a lifespan and in order to progress from one stage to another, an individual must overcome a potential crisis of two opposing forces at eachShow MoreRelatedErik Erikson s Psychosocial Theory1652 Words   |  7 PagesErik Erikson s psychosocial theory and Sigmund Freud s psychosexual theory are two well-known theories of personality development with various similarities and differences. While Erikson was influenced by Freud s ideas, his theory differed in a number of important ways and was ultimately created to be an improvem ent to Freud’s personality development theory (Friedman Schustack, 2012). Like Freud’s psychosexual theory, Erikson agreed that personality progresses in a sequence of predeterminedRead MoreErik Erikson s Theory Of Psychology1365 Words   |  6 PagesIntroduction Erik Erikson has made a contribution to the field of psychology with his developmental theory. He is a German psychoanalyst. Erikson said that humans develop throughout the life span. Erikson developed eight psychosocial theory stages that humans encounter throughout their life. According to the theory, successful completion of each stage results in a healthy personality and the acquisition of basic virtues. Basic virtues are characteristic strengths which the ego can use to resolveRead MoreErik Erikson s Psychosocial Theory Essay1641 Words   |  7 PagesErik Erikson’s psychosocial theory states that we go through 8 developmental stages in life. Erikson states that these stages are necessary in the progression and development of human growth from infancy into adulthood. Each developmental stage presents a crisis that must be resolved during that stage for a healthy development. Erik Erikson’s psychosocial theory outlines that we develop in psychosocial stages instead of psychosexual ones. I agree with Erikson because one might not get through theRead MoreErik Erikson s Development Theory1408 Words   |  6 Pages Erik Erikson’s Development theory Erik Erikson’s was born June 15, 1902, in southern Germany, His Jewish mother Karla Abrahamsen and to biological father, who was on unnamed Darnish man. Erikson’s biological abandoned him before he was born. Erikson was brought up by his mother and stepfather, Theodor Homberger, who was Erikson’s pediatrician. He never knew the true identity of his biological father. He always was in search of his identity; Erikson’s search for identity took him through someRead MoreErik Erikson s Theory Of Development Essay1635 Words   |  7 PagesMany theories have been written on the subject of human development. Each theory has been further postulated and dissected to include: social, emotional, mental, and biological development. Many theoretical approaches and frameworks have been formulated to offer possible explanations for human behavior. It is paramount for social workers to have a working knowledge of these various theoretical approaches in order to ide ntify and assess their client’s needs effectively. Theories provide basic hypothesesRead MoreErik Erikson s Development Theory1603 Words   |  7 PagesErik Erikson’s lifespan development theory has proven to be popular and applicable to many people. However, Erikson’s theory was a bit bias and generalized groups of people whose cultures, genders and environments did not apply to his theory. This paper will focus on Erikson’s last four stages of development, and discuss how each stage may be impacted by these various factors. Identity vs. Role Confusion The adolescence stage of development in Erikson’s theory was labeled as identity vs. role confusionRead MoreErik Erikson s Theory Of Life Essay1917 Words   |  8 PagesErik Erikson assumed that every person goes through eight stages involves a life crisis to be resolved one way or another and covers the entire life span of a human being (Santrock, 2014). Each crisis is not necessarily a catastrophic event, but a turning point and the more successfully an individual resolves each of these crises, the healthier the development will be (Santrock, 2014). Successful resolution of each stage affects the next stage and each stage is built upon, however, should thatRead MoreErik Erikson s Theory Of Psychosocial Development Essay1366 Words   |  6 PagesAbstract Erik Erikson (1902-1994) provided a new perspective of psychosocial behavior and development while expanding on the works of other theorists. Erikson believed there to be eight stages of psychosocial development which a person transitions through. These stages start at birth and end with old age/death. Erikson’s work is used throughout many outlets of social work. Social workers use this information to help them figure out what is going on with clients and how best to help them. Erikson providesRead MoreErik Erikson s Theory Of Psychosocial Development Essay1177 Words   |  5 Pages Erik Erikson was born in Greman in 1902-1994, American psychoanalyst; known for psychosocial theory of emotional development of human beings. His theory looks at the impact of parents and society on personality development from childhood to adulthood. Erikson believes, each person has to pass through a series of eight stages over there entire life cycle. I will look at the first 3 stages that cover the childhood years. There are set of conflict at each stage, which allows individual to developRead MoreErik Erikson s Theory Of Psychosocial Development884 Words   |  4 PagesErik Erikson Erik Erikson was born June 15, 1902. Erikson is best-known for his famous theory of psychosocial development and the concept of the identity crisis. His theories marked an important shift in thinking on personality; instead of focusing simply on early childhood event, his psychosocial theory looked at how social influences contribute to personality throughout the entire lifespan. Erik Erikson died May 12, 1994 due to prostate cancer. (Erik Erikson, 2015). Stages of Psychosocial Development

Working on nhdfdh Free Essays

Throughout this course, you will use critical thinking to analyze the emergence of new Ideas In science and psychology. Follow these tips to sharpen your critical thinking skills: The Critical Thinking Community. Assignment In this assignment, you will focus on the debate between the personalities and naturalistic positions in scientific history, and how the concept of zeitgeist relates to each of these concepts. We will write a custom essay sample on Working on nhdfdh or any similar topic only for you Order Now You will apply these concepts to the philosophical viewpoints hat directly preceded the emergence of modern psychology. Prepare a paper in which you define the personalities and naturalistic positions in scientific history, and how the concept of zeitgeist relates to these positions. Then, choose one of the following philosophers to focus on Descartes, Comet, Berkeley, Home, Hartley, James Mill, or John Stuart Mill and explain why you think the emergence of his Ideas Is best described by the personality or naturalistic position. To assist you further in putting this in perspective, consider the following quote from psychology historian Edwin Boring: â€Å"You get the personalities view when you ignore the antecedents of the great man, and you get the naturalistic view back again when you asked what made the great man great† (Boring, 1950, p. 339). Reference Boring, E. G. (1950). Great men and excellently progress. Proceedings of the American Philosophical society, 94, 339-351. Include in your submission a sample of the grid (see Heads up on the Signature Assignment) or other note-taking tool that you plan to use as you analyze key ideas in the history of psychology throughout this course. Support your paper with at least one scholarly reference. Your first stop in looking for additional references should be the library guide developed for you for use In this course. Length: 5-7 pages, not Including title and reference pages. Presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current PAP standards. Be sure to adhere to Northwestern University’s Academic Integrity Policy. Throughout this course, and other courses here at Northwestern University, you are required to follow PAP form and style when preparing assignments. If you are unfamiliar with PAP form and style, take this tutorial: The Basics of PAP Style. Are you already familiar with PAP form and style? Keep up with the 2010 changes by taking this tutorial: What’s New in the Sixth Edition. Upload your assignment using the Upload Assignment button below. How to cite Working on nhdfdh, Papers

Legal Framework and Significance of HR Practices

Question: Describe about the Legal Framework and Significance of HR Practices. Answer: Introduction In this assignment, a case scenario has been given where a company has raised issues against an employees assumed conduct. The company has fired the employee for this reason. The employee named Tolu has approached an HR consultant to discuss about her future action. The employee believes that, she has been treated unfairly. She believes that she has the freedom of speech and the company has no right to check her personal communication, which has nothing to do with her job. Here the HR consultant has to analyze all the critical issues that have been raised by the company against Tolu. These issues are like company reputation, staff communication, privacy at work and managing conduct. The HR consultant also need to find out the legal position of the employee against the company regarding the regarding her termination over Face book post. It is also required to be analyzed whether employees can whatever they want on their social media accounts. In addition, the HR consultant also needs to investigate the implication of ethical practices regarding the management of social media within workplace. The HR consultant can take relevant examples and case laws to support his or her judgement. In this task, the HR consultant has to evaluate those issues related with employees misconduct that has been raised by the company. In this case scenario, the employee named Tolu worked as customer service assistance for a Holiday Company. She has the responsibility to provide support for holiday package booking and online flight booking for customers. The company is recently checking the personal blogs and social media accounts of its employees. From one of the Facebook comments, the company comes to know that Tolu is going to take a sick leave, as she cannot work with headache. The management of the company knows that she is not sick. As she is going to give wrong information to the company as the reason of leave, the company treated it as alleged conduct. The company decides to terminate her employment immediately. There are some severe issues have been raised by the company against the employee. They are such as hampering company reputation, alleged conduct, communication between employees and privacy at work. As Armstrong and Taylor (2014) stated that, reputation of an organization can be termed as an opinion of people about that organization. Most of the organizations are very concern about their brand image or public reputation. As Jabbour et al. (2013) mention that, company reputation is a distinct form of brand image, which can be developed with the help of positive communication and conversation with customers and other stockholders. Behaviors of stakeholders such as commitment, advocacy are the positive outcome of company reputation. According to Jose and Mampilly (2012), any corporate misstep or wrongdoing can negatively affect the reputation of the company. For example, the company Coca-Cola lost more than $60 million in the year of 1999, as some schoolchildren reported to have sympto ms like shivering, nauseas, and shivering after drinking the product (Antonioli et al. 2013). In this case, scenario the holiday company thinks that Tolus comment in the Facebook page can give wrong information about the working environment of the company. It can negatively affect the company reputation. There is another issue has been raised against the employee in effective management of conduct. According to Hoch and Dulebohn (2013), a company always wants to maintain discipline at workplace in order to control the behavior of employees. It also helps the corporation to establish company rules. The major reason behind conduct management is correct behavior of employees. There are some major example of misconduct is like dishonesty, use of abusive language, theft, failure to notify absence etc. In this scenario, the company has considered Tolu as a dishonest employee. As the company knows that, she is not actually sick; the company accuses her for misconduct. There is also another issue that has been raised in this case, which is the privacy of employees at work. According to Katou and Budhwar (2012), individuals have less privacy rights at work than they have in their personal life. Workers do not have the privacy to check their emails at the work. In the workplace, employers have the power to check their conversations at workplace. In some states like California, rules have been developed that a notification has be sent to the employees when employers check their personal messages (bbc.com 2016). The US Supreme Court has developed policy that employers can check the messages of employees. Here the company management has checked the Face Book account of Tolu and finds out the conversation. In this case, the employee has to be more cautious while talking in social media. Tolu has to be more careful to say what she wants on her Facebook page or in her blog. She was aware that the company management had been recently going through the socia l networking sites of new recruitments. However, the company was also reviewing the blogs of existing employees as well. Tolu was not aware about it. She unknowingly has posted a comment about taking a sick leave due to headache. As she is not actually sick, she has to be more careful about leaving any false comment in social media sites. However, Tolu can take some legal actions against the company. There is some employee information, which is legal for surveillance. Employers can check whether employees are violating the company policy or not (bbc.com 2016). Management can check personal messages of employee to investigate any criminal incident. In this case, the company should not have checked the Facebook account. Tolu in her comment mentioned that she might have taken a sick leave due to headache. However, she came to office regularly. Still the company accused her for false information. Here the employee can take protection of International human rights law 2006. In the article 19 of International convent on Civil and Political Rights (ICCPR), it has been mentioned that every person has the right to hold any opinion without any interference. They have the right to impart or receive ideas or information with the help of any media. In this task, the HR consultant has to critically discuss the application of good practices regarding the management of social media at the workplace. Presently most of the peoples in this world use social media. There are more than 1.1 billion users of Facebook, more than 500 million users of Twitter and 225 users of LinkedIn (bbc.com 2016). It is also analyzed that huge numbers of employees use social media at workplace. In US, there are more than 66% employees use social media more than 2 hours per day (bbc.com 2016). 25% peoples who will reject to work in a company prohibit the use of social media. This huge amount of usage of social media has created fear in the mind of employers. From the contemporary human resource management theory, it has been found that inappropriate HR practice related with social media management can decrease the productivity of employees. As Alfes et al. (2013) mentioned that social media policies are also an important part of HR practices just like other polices such as discrimination, vacation and leave. Governments of various countries have developed some rules and regulations related with the social media HR practices. Some of these regulations are self-contradictory in nature, which creates confusion. However, the basic principle of social media HR practice is about respect (Kehoe and Wright 2013). The HR practices must have to respect employees privacy and employers authority. There are mainly two rules related with the social media HR practices related with respect. Firstly, employers of a company have to be careful with the terms they use and the context in which these terms are used. Secondly, employers have to be tolerating about public criticism (Marler and Fisher 2013). For example, a restaurant chain has fired an employee for leaving informal comment about the supervisor in Facebook. In reply, the employed had developed a YouTube video to share his experience at workplace. There are thousands of viewers, who watch this video in YouTube. It has distorted the reputation of the restaurant chain. Employees also have to be careful about using social media. They must not leave any irrelevant or informal message about the company in social media. They need to understand that these comments can harm the reputation of company and distort the brand image. It can lead to suspension or permanent suspension of an employee from a job (Marescaux et al. 2012). In t his case scenario, Tolu had to be cautious about leaving a comment on Facebook related with sick leave. As Morgeson et al. (2013) mentioned that, the HR practices related with social media management can be best described with the help of RESPECT. Responsibly Workers have to be responsible for three aspects. They have to be responsible for the content of the post and the audience these posts reach. They also have to think about the potential impact of these posts. For example, an officer of Boston Police department kept on tweeting about a bombing incident in Boston. For this reason, he was fired from the job (News.bbc.co.uk. 2016). He violated all these three rules. Etiquette Employees cannot leave any comment in social media sites, which give rise to racial discrimination (Renwick et al. 2013). They must not harass other employees using their social media comments. It is against the policy of a company to develop harassment and discrimination free working environment (Weber et al. 2012). Figure 1: Effective HR practices to control usage of social media (Source: Jabbour et al. 2013) Selectivity Employees have to be selective about the time, situation, and content of their comments. For example, good review of employees about a company can improve its operation. On the contrary, negative feedback about supervisors, working environment can harm the reputation of the company. Privacy The National Labor Relation Board (NLRB) has considered that contents like mistreatment to employees, performance of supervisors can be discussed publically if they are used for employees welfare (Marler and Fisher 2013). However, employers have the authority to maintain privacy over certain aspects such as business practice, employees, and customers. Efficiency Development of effective HR practices can control the usage of social media at workplace. They should use social media at workplace periodically (Jabbour et al. 2013). It will also help to improve efficiency of performance of employees at workplace. Confidentiality HR practices needed to be developed to make sure that employees have to protect pricing models, business plans of the organization. As Morgeson et al. (2013) mentioned that employers often reveal some sensitive information about their clients to employees. Employees in social media should not discuss this information. A confidentiality agreement has to be signed by both employers and employees to maintain confidentiality. Transparency Employers have to be honest and transparent about the information they provide in the posts in social media. When employees post anything about their employers they need to remember that they are also the part of the organization. Any wrong claim about the company can also hamper their career. Conclusion In this assignment, the scope, legal framework and significance of HR practices of an organization has been discussed. There is a scenario has been discussed in this assignment where the employee works as telephone support for flight and holiday package booking for a holiday restaurant chain. She is fired due to her irrelevant comment in Facebook related with sick leave. The company has accused the employees with various issues such as misconduct, distorting company reputation. She approaches to a HR manager to discuss about her future steps. The HR manager analyses that the employee provides wrong information about the working environment of the company. It can negatively affect the company reputation. However, the employee can take action against the company in accordance to the International human rights law 2006. The effective HR practices required control social media usage are also discussed in this assignment. A company has to develop its HR policies depending on respect. There are certain points such as responsibility, etiquette, selectivity, privacy, efficiency, confidentiality, and transparency that both employees and employers have to keep in their mind while providing some information in social media sites. Reference list Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Antonioli, D., Mancinelli, S. and Mazzanti, M., 2013. Is environmental innovation embedded within high-performance organisational changes? The role of human resource management and complementarity in green business strategies.Research Policy,42(4), pp.975-988. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. bbc.com (2016). British Airways Christian employee Nadia Eweida wins case - BBC News. [online] Available at: https://www.bbc.com/news/uk-21025332 [Accessed 26 Mar. 2016]. bbc.com (2016). How free speech can get you fired - BBC News. [online] Available at: https://www.bbc.com/news/magazine-17660865 [Accessed 26 Mar. 2016]. Hoch, J.E. and Dulebohn, J.H., 2013. Shared leadership in enterprise resource planning and human resource management system implementation. Human Resource Management Review,23(1), pp.114-125. Jabbour, C.J.C., de Sousa Jabbour, A.B.L., Govindan, K., Teixeira, A.A. and de Souza Freitas, W.R., 2013. Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing.Journal of Cleaner Production,47, pp.129-140. Jose, G. and Mampilly, S.R., 2012. Satisfaction with HR practices and employee engagement: a social exchange perspective.Journal of Economics and Behavioral Studies,4(7), p.423-430. Katou, A.A. and Budhwar, P.S., 2012. The link between HR practices, psychological contract fulfillment, and organizational performance: The case of the Greek service sector.Thunderbird international business review,54(6), pp.793-809. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), pp.366-391. Marescaux, E., De Winne, S. and Sels, L., 2012. HR practices and HRM outcomes: The role of basic need satisfaction.Personnel Review,42(1), pp.4-27. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. News.bbc.co.uk. (2016). BBC News | UK | Bakery fined for employees' oven deaths. [online] Available at: https://news.bbc.co.uk/2/hi/uk_news/1443939.stm [Accessed 26 Mar. 2016]. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: a review and research agenda*.International Journal of Management Reviews,15(1), pp.1-14. Weber, Y., Rachman-Moore, D. and Tarba, S.Y., 2012. HR practices during post-merger conflict and merger performance.International Journal of Cross Cultural Management,12(1), pp.73-99.