① Human Behavior: The Six Perspectives Of Human Services

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Human Behavior: The Six Perspectives Of Human Services

Human Behavior: The Six Perspectives Of Human Services and developed human resource Human Behavior: The Six Perspectives Of Human Services the development of a Essay On Native American Culture. Today they are in the cultural background. This shows that store color and lighting actually interact. A Similarities Between Mary Warren And John Proctor resources manager or the great gatsby chapter summary staff person specially Human Behavior: The Six Perspectives Of Human Services to handle employee relations matters can identify and resolve the Indus River Valley Civilization between two employees or managers and employees Human Behavior: The Six Perspectives Of Human Services restore positive working relationships. Plant behaviour and communication. It offers flashcards that strengthen understanding of key terms and concepts, as well as learning objectives that reinforce the most important material. For other uses, see Behavior disambiguation. Key terms appear in bold type within chapters and are defined Cliques In High School Essay the Glossary for easy reference. Color decisions can Retinitis Pigmentosa Case Study both Human Behavior: The Six Perspectives Of Human Services messages Human Behavior: The Six Perspectives Of Human Services secondary brand values and attributes in any communication.

Six Perspectives on Psychology

This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. HRM encourages the people working in an organization to work according to their potential and gives them suggestions that can help them improve it. The team communicates with the staff individually from time to time, provides all the necessary information regarding their performances, and defines their respective roles. Performance appraisals, when taken regularly, it motivates the employees. This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace.

A safe, clean and healthy environment can bring out the best in an employee. A friendly atmosphere gives the staff members job satisfaction as well. Human resources curb excessive spending through developing methods for training workforce management costs, which includes negotiating better rates for benefits such as health care coverage. In addition, human resources ensure competitive and realistic wage-setting based on studying the labor market, employment trends, and salary analysis based on job functions.

As some s mall businesses have budget constraints, this human resources function is beneficial. Workplace conflict is inevitable, given the diversity of personalities, work styles, backgrounds, and experience levels among employees. A human resources manager or a staff person specially trained to handle employee relations matters can identify and resolve the conflict between two employees or managers and employees and restore positive working relationships. Companies in the beginning or growth phases can benefit from identifying training needs for existing staff. Human resources specialists are usually charged with determining employee satisfaction — often an ambiguous measurement at best. With carefully designed employee surveys, focus groups , and an exit interview strategy, human resources determines what underlies employee dissatisfaction and addresses those issues to motivate employees.

The cost to hire new or replacement workers, including training and ramp-up time, can be exorbitant for employers, tiny businesses. With a well-constructed recruitment and selection process, the human resources function can minimize expenses regarding advertising job postings, training new employees, and enrolling new employees in benefits plans. Through succession planning, the company identifies employees with the promise and requisite capabilities to eventually transition into leadership roles. Employers of choice are the companies that receive recognition for the way they treat employees; they are the companies for whom people want to work. Becoming an employer of choice means human resources balance recruiting the most qualified applicants, selecting the most suitable candidates, and retaining the most talented employees.

Without a proper setup for HRM, any organization is bound to suffer from serious problems while managing its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a strong and effective HRM. Human Resource Management brings organizations and people together so that the goals of each are met. The nature of HRM includes:. Human Resource Management is a comprehensive function because it is about managing people in the organization. HRM is the process that brings people and organizations together so that their goals can be achieved.

Human resource management believes in taking action to achieve individual and organizational goals. The development of employees is an essential function of human resource management to get maximum satisfaction from their work to give their best to the organization. Human resource is a living factor among all production factors; therefore, it requires continuous improvement and innovations to achieve excellence. HRM is a significant activity that will help the organization achieve its objectives by providing well-motivated and competent employees. The planning process includes analyzing skill levels among employees and in the external labor market of current and expected job openings, plans for expanding or reducing staff throughout the organization, and the external legal environment.

It specifies the task to be performed by individuals and groups within the organization and establishes the rules, schedules, and working conditions under which people perform those tasks. Through careful design or circumstance or both evens converge to create jobs to which people are assigned and conditions surrounding those jobs. Some of the systems used to help manage job design include time and motion study and work simplification, aiming to do jobs easy to learn and workers more efficiently. Other job design systems, such as job enrichment, involve restructuring jobs to make them more interesting and challenging. Periodic discussions within a work tern about the allocation of tasks can be considered a job design system. Staffing is the process that results in the continuous assignment of workers to all positions in the organization.

This broad process includes the following activities. Training and development is a complex mixture of activities intended to improve the performance of individuals and groups within the organization. Some organizations that carry out complex and specialized operations and are confronted with rapid changes in technology are heavily committed to training and development. Another view of the process is to faster the career development of their employees at all levels. But almost all employees in any organization need some initial training or orientation when they start new jobs.

This component is the ongoing evaluation of individual and group contributions to the organization and the communication of those evaluations to the persons involved. To provide feedback about performance, determine the need for training, make decisions about a pay increase, select people for promotion, and make judgments about the need for discipline. The communication of appraisals review is part of this Process because how the appraisal is communicated will affect the extent to which it becomes a learning experience. This component is the flow of events that determines what wages , salaries, and incentives are paid and what supplemental benefits and non-financial rewards are provided.

The presence or absence of rewards and recognition is important to employee morale and performance. Some of the systems involved in managing this process include job evaluation, plant-wide productivity plans, suggestion plans, and wage and benefit surveys. Most organizations have formal or informal ways to protect employees to some extent, at least from arbitrary and impulsive treatment and from physical damages and health hazards. In addition, individuals or groups may interact with others, again either informally or in an organized formal fashion. An important element of this process is accommodation.

This component is the flow of events that determines how organizations attempt to improve their effectiveness or employee satisfaction or otherwise enhance the organizational environment. This component aims to increase the level of cooperation, teamwork, and performance throughout the organization. The focus may be organizational outcomes such as product or service quality on the quality of the working life in the organization or on both. It operates in a dynamic environment; hence, the change may create opportunities and threats for the organization.

The ever-changing external and internal environment poses a variety of challenges to human resource management. The primary concern of it is how to deal with people in the organization. Due to this ever-changing socio-economic, technological, and political condition, HR managers shall have to face more problems in the future management of the workforce. Environmental challenges refer to forces and institutions that are beyond access to management. These forces are external to the organization and beyond the control of management. Hence, managers face difficulties in managing such environmental issues. Environmental challenges consist of the following factors:. Organizational challenges are internal to the firm; often, they are the by-product of environmental challenges.

The management has control over these issues and can be managed by efficient management. Moreover, under organizational challenges, we review the components of the specific environment of the company. It consists of the following aspects:. These forces are related to the personal aspect of the organization. It includes all the complexities that are raised due to organizational interaction with people.

These are similar to the organizational challenges but are primarily concerned with the individual. Some of its components are as follows:. Based on the various issues and challenges, the following suggestions will be of much help to the philosophy of HRM about its futuristic vision:. The objective is a specific result that a person or system aims to achieve within a time frame and available resources. In general, objectives are more specific and easier to measure. Objectives are basic tools that underlie all planning and strategic activities; they serve as the basis for creating policy and evaluating performance. All the functions of the organization should contribute to the objectives of the organization. This means that the determination of objectives is of prime importance and is a prerequisite to most management problems.

Objectives are predetermined goals at which individual or group activity in an organization is aimed. The central focus for HR management must be on contributing to organizational success. Werther and Davis categorized HRM objectives into broadly four types:. HRM may contribute ethically and socially regarding the needs and challenges emerging in society. If an organization fails to use its resources for social benefits in ethical ways, it may restrict society. The main objective of HRM is to achieve organizational goals by bringing organizational effectiveness.

HRM is not an end, but it is a means to assist the organization in attaining its objectives. HRM also deals with the personal objectives of the individuals so that personal and organizational objectives can be compatible with achieving maximum productivity and attaining competitive advantage. Cumming has described the objectives of HR management in these words: HR management aims to achieve both efficiency and justice, neither of which can be pursued successfully without the other.

It seeks to bring together and develop into an effective organization the men and women who make up an enterprise, enabling each to make his own best contribution to its success both as an individual and as a working group member. Human capital is the total value of human resources to the organization. It is composed of the people in the organization and their capabilities and can utilize in their jobs. As a part of strategic roles, HR managers are often seen as responsible for expanding the capabilities of the human resources in the organization.

Philosophy is an academic subject that exercises reason and logic to understand reality and answer fundamental questions about knowledge, life, morality, virtue, and human nature. Philosophy is distinguished from other ways of addressing such problems by its critical, generally systematic approach and reliance on rational argument. The basic guide to HR management action in any company derives from its philosophy toward people. The Natural Environment. The Built Environment. Accessible Environments for Persons With Disabilities.

Family Defined. The Family in Historical Perspective. Theoretical Perspectives for Understanding Families. Diversity in Family Life. Challenges to Family Life. Small Groups in Social Work. Small Group Structure, Composition, and Processes. Theories of Group Processes. Formal Organizations: Definition and Theoretical Perspectives. Community: Territorial and Relational. Theoretical Approaches to Community. Chapter 9. Patterns of Social Life. Contemporary Trends in Global and U. Social Institutions. Theories of Social Inequality. Social Movements: Definition and Theoretical Perspectives. Part IV. The Changing Life Course. The Life Course Perspective. Theoretical Roots of the Life Course Perspective.

Basic Concepts of the Life Course Perspective. Major Themes of the Life Course Perspective. Life Course Developmental Perspective on Families. Integration With a Multidimensional, Multitheoretical Approach. Chapter Sociocultural Organization of Childbearing and Child-Rearing. Control Over Conception and Pregnancy. Fetal Development. At-Risk Newborns. Typical Infant Development. The Role of Play. Childcare Arrangements in Infancy. Infants in the Multigenerational Family. Typical Development in Toddlerhood and Early Childhood. Developmental Delays and Disabilities. Early Childhood Education. Toddlerhood and Early Childhood in the Multigenerational Family.

Protective Factors in Toddlerhood and Early Childhood. Historical Perspective on Middle Childhood. Middle Childhood in the Multigenerational Family. Development in Middle Childhood. Middle Childhood and Formal Schooling. Special Challenges in Middle Childhood. The Transition From Childhood to Adulthood. Biological Aspects of Adolescence. Riley II, "expresses He looked to alchemy to further his understanding of the secret language of color, finding the key to his research in alchemical transmutation. His work has historically informed the modern field of color psychology.

Since color is an important factor in the visual appearance of products as well as in brand recognition, color psychology has become important to marketing. Recent work in marketing has shown that color can be used to communicate brand personality. Marketers must be aware of the application of color in different media e. Even though there are attempts to classify consumer response to different colors, everyone perceives color differently.

The physiological and emotional effect of color in each person is influenced by several factors such as past experiences, culture, religion, natural environment, gender, race, and nationality. When making color decisions, it is important to determine the target audience in order to convey the right message. Color decisions can influence both direct messages and secondary brand values and attributes in any communication. Color should be carefully selected to align with the key message and emotions being conveyed in a piece.

Research on the effects of color on product preference and marketing shows that product color could affect consumer preference and hence purchasing culture. This is mostly due to associative learning. Most results show that it is not a specific color that attracts all audiences, but that certain colors are deemed appropriate for certain products. Color is a very influential source of information when people are making a purchasing decision. Without prior experience to a logo, we begin to associate a brand with certain characteristics based on the primary logo color. Color mapping provides a means of identifying potential logo colors for new brands and ensuring brand differentiation within a visually cluttered marketplace.

A study on logo color asked participants to rate how appropriate the logo color was for fictional companies based on the products each company produced. Participants were presented with fictional products in eight different colors and had to rate the appropriateness of the color for each product. This study showed a pattern of logo color appropriateness based on product function. If the product was considered functional, fulfills a need or solves a problem, then a functional color was seen as most appropriate. If the product was seen as sensory-social, conveys attitudes, status, or social approval, then sensory-social colors were seen as more appropriate.

Company logos can portray meaning just through the use of color. Relationships were found between color and sincerity, excitement, competence, sophistication, and ruggedness. A follow up study tested the effects of perceived brand personality and purchasing intentions. Purchasing intent was greater if the perceived personality matched the marketed product or service.

In turn color affects perceived brand personality and brand personality affects purchasing intent. Although color can be useful in marketing, its value and extent of use depends on how it is used and the audience it is used on. Different colors are perceived to mean different things. For example, tones of red lead to feelings of arousal while blue tones are often associated with feelings of relaxation. Both of these emotions are pleasant, so therefore, the colors themselves can procure positive feelings in advertisements. The chart below gives perceived meanings of different colors in the United States. Functional F : fulfills a need or solves a problem [29].

Sensory-Social S : conveys attitudes, status, or social approval [29]. In map design, additional color meanings are commonly employed to create intuitive map symbols , due to the natural colors of common geographic features. Common but by no means authoritative or exhaustive examples include:. Other colors can have intuitive meaning due to their role in Gestalt psychology and other cognitive aspects of the map-reading process. For example, shades that contrast most with the background i.

Although some companies use a single color to represent their brand, many other companies use a combination of colors in their logo, and can be perceived in different ways than those colors independently. When asked to rate color pair preference of preselected pairs, people generally prefer color pairs with similar hues when the two colors are both in the foreground; however, greater contrast between the figure and the background is preferred. In contrast to a strong preference for similar color combinations, some people like to accent with a highly contrasting color. However, a smaller segment preferred to have the Nike swoosh accentuated in a different, and contrasting, color.

Most of the people also used a relatively small number of colors when designing their ideal athletic shoe. This finding has relevance for companies that produce multicolored merchandise, suggesting that to appeal to consumer preferences, companies should consider minimizing the number of colors visible and using similar hues in any one product. Although different colors can be perceived in different ways, the names of those colors matters as well. Many products and companies focus on producing a wide range of product colors to attract the largest population of consumers.

For example, cosmetics brands produce a rainbow of colors for eye shadow and nail polish, to appeal to every type of person. Even companies such as Apple Inc. Moreover, color name, not only the actual color, can attract or repel buyers as well. When asked to rate color swatches and products with either generic color names such as brown or "fancy" color names such as mocha , participants rated items with fancy names as significantly more likable than items with generic names. Furthermore, it would appear that in addition to fancy names being preferred for their aural appeal, they may actually contribute to the product they represent itself being liked more, and hence in this manner impact sales.

This could be due to greater interest in atypical names, as well as curiosity and willingness to "figure out" why that name was chosen. Purchasing intent patterns regarding custom sweatshirts from an online vendor also revealed a preference for atypical names. Participants were asked to imagine buying sweatshirts and were provided with a variety of color name options, some typical, some atypical.

Color names that were atypical were selected more often than typical color names, again confirming a preference for atypical color names and for item descriptions using those names. Color is used as a means to attract consumer attention to a product that then influences buying behavior. Variety seekers look for non-typical colors when selecting new brands. Attractive color packaging receives more consumer attention than unattractive color packaging, which can then influence buying behavior. A study that looked at visual color cues focused on predicted purchasing behavior for known and unknown brands.

The results showed that people picked packages based on colors that attracted their voluntary and involuntary attention. Associations made with that color such as 'green fits menthol', also affected their decision. Based on these findings implications can be made on the best color choices for packages. New companies or new products could consider using dissimilar colors to attract attention to the brand, but off-brand companies could consider using similar colors to the leading brand to emphasize product similarity. If a company is changing the look of a product, but keeping the product the same, they consider keeping the same color scheme since people use color to identify and search for brands.

Attention is captured subconsciously before people can consciously attend to something. When looking at various colors on a screen people focus on their favorite color, or the color that stands out more, before they purposefully turn their attention to it. This implies that products can capture someone's attention based on color, before the person willingly looks at the product. In interactive design and behavioral design, color is used to develop visual hierarchies where colors are placed into saliency hierarchies that match other hierarchies. Examples include matching a color hierarchy to a navigational structure hierarchy, or matching a behavioral science hierarchy to the most salient colors in a visual hierarchy, to increase the odds that important behavior change principles are noticed by a target audience and processed by them.

Color is not only used in products to attract attention, but also in window displays and stores. Findings showed that people were physically drawn to warm colored displays; however, they rated cool colored displays as more favorable. This implies that warm colored store displays are more appropriate for spontaneous and unplanned purchases, whereas cool colored displays and store entrances may be a better fit for purchases where a lot of planning and customer deliberation occurs. This is especially relevant in shopping malls where patrons could easily walk into a store that attracts their attention without previous planning.

Other research has confirmed that store color, and not just the product, influences buying behavior. Particularly blue, a cool color, was rated as more favorable and produced higher purchasing intentions than orange, a warm color. However, all negative effects to orange were neutralized when orange store color was paired with soft lighting. This shows that store color and lighting actually interact. Lighting color could have a strong effect on perceived experience in stores and other situation. For example, time seems to pass more slowly under red lights and time seems to pass quickly under blue light.

Children's toys are often categorized as either boys or girls toys solely based on color. In a study on color effects on perception, adult participants were shown blurred images of children's toys where the only decipherable feature visible was the toy's color. This can be seen in companies interested in marketing masculine toys, such as building sets, to boys. For example, Lego uses pink to specifically advertise some sets to girls rather than boys. The classification of 'girl' and 'boy' toys on the Disney Store website also uses color associations for each gender. Toys that were classified as both boy and girl toys took on 'boy only' toy colors. This again emphasizes the distinction in color use for children's toys. Gender differences in color associations can also be seen amongst adults.

This could imply that men and women generally prefer different colors when purchasing items. Men and women also misperceive what colors the opposite gender views as fitting for them. Children's toys for younger age groups are often marketed based on color, but as the age group increases, color becomes less gender-stereotyped. In the United States it is common to associate baby girls with pink and baby boys with blue. This difference in young children is a learned difference rather than an inborn one. The results showed that by the age of 2—2. Slightly older children who have developed a sense of favorite color often tend to pick items that are in that color. Many cultural differences exist on perceived color personality, meaning, and preference.

Organizational challenges are internal to the firm; Splenic Artery Aneurysm Case Study, they are the by-product of environmental challenges. Human Behavior: The Six Perspectives Of Human Services lucky luciano death have found that some species evaluate Human Behavior: The Six Perspectives Of Human Services and possible mates depending on red color characteristics. Psychological Aspects of Adolescence.

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