self-fulfilling

Examples of self-fulfilling in the following topics:

• Teachers' Expectations

  • This is a case of a self-fulfilling prophecy, or the Pygmalion effect.
  • The Pygmalion effect is a form of self-fulfilling prophecy, and, in this respect, people will internalize their negative label, and those with positive labels succeed accordingly.
  • Rosenthal posited that biased expectancies can essentially affect reality and create self-fulfilling prophecies as a result.
  • Research on the stereotype threat has shown that gender stereotypes decrease the mathematical self-esteem of many female students, and that this lack of academic confidence leads to anxiety and poorer performance on math exams.

• The Labeling Approach

  • The theory is concerned with how the self-identity and behavior of individuals may be determined or influenced by the terms used to describe or classify them.
  • It is associated with the concepts of self-fulfilling prophecy and stereotyping .
  • Certain expectations are placed on these individuals and, over time, they unconsciously change their behavior to fulfill them.
  • Criteria for different mental illnesses, he believed, are not consistently fulfilled by those who are diagnosed with them because all of these people suffer from the same disorder.
  • Criteria are simply fulfilled because the "mentally ill" believe they are supposed to act a certain way—over time, they come to do so.

• Perspectives on Motivation

  • Understanding what moves employees toward efficiency and fulfillment is at the core of any manager's responsibilities.
  • At its most basic, motivation can be defined as the fulfillment of various human needs.
  • Maslow postulated that needs should be fulfilled in a particular scaffolded order, with food, water, and shelter in the bottom, most fundamental two tiers and intangible needs such as fulfillment, self-esteem, and a sense of belonging in the upper three tiers.
  • Other theories, such as Work Engagement Theory, similarly propose that intellectually fulfilling and emotionally immersive work is the foundation of a motivated workforce.
  • Maslow's Hierarchy of Needs postulates that need must be fulfilled in a hierarchical order, from basic needs such as food and water to more intangible needs such as self-esteem and a sense of belonging.

• Maslow's Humanistic Theory of Personality

  • He was mainly concerned with an individual's innate drive toward self-actualization—a state of fulfillment in which a person is achieving at his or her highest level of capability.
  • Each layer of the pyramid must be fulfilled before moving up the pyramid to higher needs, and this process is continued throughout the lifespan.
  • Maslow believed that successful fulfillment of each layer of needs was vital in the development of personality.
  • The highest need for self-actualization represents the achievement of our fullest potential, and those individuals who finally achieved self-actualization were said to represent optimal psychological health and functioning.
  • Maslow viewed self-actualizers as the supreme achievers in the human race.

• Alderfer's ERG Theory

  • These groups align with the Maslow's levels of physiological needs, social needs, and self-actualization needs, respectively.
  • These needs align with Maslow's levels of esteem-related needs (such as self-esteem, confidence, and achievement) and self-actualization needs (such as morality, creativity, problem-solving, and acceptance of facts).
  • Alderfer proposed that if an individual's needs in a certain category are not met, then they will redouble their efforts toward fulfilling needs in a lower category.
  • For example, if an individual's self-esteem is suffering, they will invest more effort in the relatedness category of needs.

• Employee Responsibility

  • A commonly cited example of motivational theory, Maslow's Hierarchy of Needs essentially stipulates that fulfilling lower levels needs (such as food, hygiene, shelter, safety, etc.) is generally accomplished through salary and benefits.
  • Social affiliation, belonging, a sense of self-respect, a feeling that what one does is meaningful, accountability, and finally self-actualization are identified as the more powerful and higher level motivators.
  • From this perspective, empowering employee responsibility fulfills critical needs in terms of self-esteem (the fourth level of the hierarchy) and, to some degree, self actualization (the fifth level).
  • Maslow's Hierarchy of Needs underlines the importance of upper level motivators and the fulfillment of intrinsic needs as employees develop into roles of responsibility.

• Positive Psychology

  • Positive psychology has roots in the humanistic psychology of the 20th century, which focused heavily on happiness and fulfillment.
  • The next level of needs are esteem needs, which are concerned with gaining recognition and respect from others and self.
  • Once these four levels of needs are met, Maslow believed people turn toward what he called self-actualization.
  • Also referred to as "being needs," these include such things as a desire for knowledge and understanding, an appreciation of beauty and order, and a desire for fulfillment of one’s potential.
  • Maslow's research on self-actualization was a central component of both humanistic and positive psychology.

• Rogers' Humanistic Theory of Personality

  • Carl Rogers' humanistic personality theory emphasizes the importance of the self-actualizing tendency in forming a self-concept.
  • Rogers further divided the self into two categories: the ideal self and the real self.
  • The ideal self is the person that you would like to be; the real self is the person you actually are.
  • We experience congruence when our thoughts about our real self and ideal self are very similar—in other words, when our self-concept is accurate.
  • He claimed that a fully functioning person would continually aim to fulfill his or her potential in each of these processes, achieving what he called "the good life."

• Maslow's Hierarchy of Needs

  • After physiological and safety needs are fulfilled, the third layer of human needs are interpersonal and involve feelings of belongingness.
  • All humans have a need to be respected and to have self-esteem and self-respect.
  • Imbalances at this level can result in low self-esteem or an inferiority complex.
  • After physiological and safety needs are fulfilled, the third layer of human needs are interpersonal.
  • The "higher" version manifests itself as the need for self-respect.

• Maslow's Hierarchy of Needs

  • The general needs in Maslow's hierarchy include physiological needs (food and clothing), safety needs (job security), social needs (friendship), self-esteem, and self-actualization.
  • Once people have reached the self-actualization stage they focus on themselves and try to build their own image.
  • They may look at this in terms of feelings such as self-confidence, or by accomplishing a set goal.
  • However, if employees are wealthy enough to fulfill their basic needs, praise for good work and meaningful group relationships may be a more important motivation.
  • Managers must be perceptive and empathetic to their employees, they must listen to what their needs are and work to fulfill them.