DR. JOHN GOTTMAN ŞI LABORATORUL IUBIRII

July 30, 2008 – 12:19 pm

Dr. John Gottman este psiholog american şi profesor la Universitatea Washington din Seattle. În urma studiilor ştiinţifice care au debutat în urmă cu 30 de ani a răspuns la multe întrebări din domeniul psihologiei de cuplu, ale căror răspunsuri puteau fi intuite doar până în acel moment. Studiile sale s-au focalizat pe relaţiile şi interacţiunile maritale/de cuplu. La începuturi, după cum mărturiseşte el, a căutat să afle care sunt acele ingrediente care îi ajută pe unii oameni să aibă o căsnicie frumoasă, deşi nu lipsită de probleme, şi ingrediente care lipsesc sau nu se găsesc într-o proporţie optimă în căsniciile nefericite, care se îndreaptă spre divorţ (Gottman, 1999, 2000). Ce anume este funcţional şi ce anume este disfuncţional?

Pentru a putea concretiza ipotezele ştiinţifice, J.Gottman, împreună cu un alt specialist, Robert W. Levenson, profesor de psihologie la Universitatea din California, s-a focalizat pe măsurarea componentelor maritale manifeste în 3 domenii diferite:

1. comportamentul interactiv – modul în care partenerii vorbesc, îşi manifestă trăirile emoţionale, gesticulează; mimica, pantomimica; atitudine

2. percepţia – ce anume gândesc despre partener şi despre relaţia lor atunci când vorbesc sau stau lângă soţul/soţia lor; cine este de vină atunci când cei doi se ceartă

3. fiziologia – modul în care sistemele biologice reacţionează în momentul în care cei doi parteneri au o discuţie sau se ceartă: creşte tensiunea sau inima bate regulat, respiraţia este ritmică sau apare dispneea etc

Persoanele participante la aceste studii, care formau cupluri, erau introduşi în aşa numitul Laborator al Iubirii, unde locuiau pentru o perioadă de 24 de ore. Ei erau rugaţi să se comporte în acelaşi mod în care se comportau de obicei într-o după-masă obişnuită de Duminică, în timp ce erau filmaţi, începând cu ora 9 dimineaţa până la ora 9 seara. Erau conectaţi la diverse aparate care măsurau ritmul respirator, viteza sângelui la nivelul urechii şi a degetului arătător, conductanţa pielii şi mişcările musculaturii grosiere. Se obţineau şi electrocardiogramele ambilor parteneri. În momentul în care se efectuau aceste măsurători soţii erau rugaţi, de exemplu, să povestească ce au făcut în ultimele opt ore în care au fost despărţiţi- fiind la serviciu – şi, dacă apareau motive de tensiune între ei, erau încurajaţi să încerce să le rezolve. Ulterior, partenerii vizionau casetele video care conţineau înregistrările şi erau întrebaţi la ce anume s-au gândit şi ce au simţit în momentele prezentate.

În urma observaţiilor directe şi a interviurilor aplicate s-au adunat informaţii de la peste 700 de cupluri. Concluziile acestor studii s-au concretizat într-o forma terapeutică plină de succes: dacă la începutul unui curs despre educaţie maritală oferit de Institutul Gottman, procentul cuplurilor cu risc crescut de divorţ se ridica la 27, după 3 luni, când au fost contactaţi, procentul scăzuse la 6 unităţi, iar la intervalul de 9 luni consecutiv cursurilor riscul de divorţ, per total, era nul. Este important să observăm că rezultatele ating apogeul după o perioadă de aproximativ 9 luni, timp în care partenerii asimilează informaţiile şi le implementează. În urma acestor cercetări Gottman susţine că reuşeşte să spună, după 15 minute de observare a unui nou cuplu, cu o exactitate de 90%, care va fi soarta cuplului respectiv şi anume dacă vor avea o căsnicie stabilă sau vor divorţa, analizând modul de interacţionare-relaţionare a partenerilor.

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Introduction to Cognitive Psychology

January 31, 2008 – 10:05 pm

Through this paper project we would like to show our gratitude for having the possibility of studding the human being from the cognitive psychology point of view.
Thought the questions raised by cognitive psychology typically have ancient roots, the answers provided by the discipline are recent and undergoing continual refinement. Here we want to expose that we have come to learn how far we have come in one of the science’s grandest quest: the mind seeking to understand itself.
We want to show the complexity of the human being, the limited and the unlimited features of the man, to encourage raising our personals standards, to explore our cognitive features in order to know ourselves and to know the world. To know how to improve our relationship with other people and with ourselves.
We will see that cognitive psychology is a discipline, which concern itself with the science of mental life, as defined by contemporary research methods, theories, and findings.
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Organizational research methods

January 31, 2008 – 6:57 pm

In organizational psychology there is a vast literature on organizations, with data located in many places, including textbooks journals, electronic list servers, and organizational archives and manuals. In large measure, the value and applicability of any of these data sets is determined by the method of inquiry used to obtain the data.
We want to indicate that the case study, field experiment and laboratory experiment are the most frequently used methods of research of study in organizational psychology and we will explain the advantages and limitations of each method of inquiry.

Since organizations around the globe are made up of people, knowledge of interpersonal and social processes is essential for understanding and managing organizations. It is important to generate reliable and valid knowledge in the area of organizational behavior.
Basically, organizations are social enterprises of people coming together to achieve some shared goals that they believe they can achieve more effectively and efficiently together than alone.
We stress the importance of a sound knowledge of theory, data, and applied strategies to work effectively with and in organizations.
Therefore we will try to understand in this paper project the importance of methods of research in trying to find suitable strategies to improve the activity of the organization; we will identify three frequently used method of research and explain the advantages and limitations of each.
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Organizational Culture. The key for success.

January 31, 2008 – 6:41 pm

In this article we introduce the idea that the organizational culture is the personality of an organization which can be defined, measured, sustained and changed and have an important impact on an organization’s effectiveness.
We want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture.

We know that every individual has something that psychologists have termed “personality”. An individual’s personality is made up of a set of relatively permanent and stable traits. When we describe someone as innovative, relaxed, warm or conservative, we are describing personality traits. An organization, too, has a personality, which we call the organization’s culture.
Organizational culture is an important situational variable that influence all members of an organization to various degrees, so it is important to have a sound understanding of this construct to manage and work effectively in an organization.
In this paper project we want to define organizational culture as it is presented by two theorists, indicate levels of expressions of culture in an organization, and provide specific strategies or tools to modify organizational culture. Read the rest of this entry »

Tips for improving leaderships skills

January 31, 2008 – 5:22 pm

LEADING TRAIT AND BEHAVIORAL THEORY OF LEADERSHIP

INCREASING THE LEADERSHIP EFFECTIVENESS

Questions about leadership have long been a subject of speculation, but scientific research on leadership did not begin until the twentieth century. The focus of much of the research has been on the determinants of leadership effectiveness.
Social researchers have attempted to discover what traits, abilities, behaviors, sources of power, or aspects of a situation determine how well a leader is able to influence followers and accomplish group objectives.
Individual traits and behaviors are important items which can be improved in order to use them in increasing the leadership effectiveness.
Effective leaders are a renewable resource, and the conditions that yield good leaders have been of interest to a wide variety of organizations.
Studies of leadership have focused on three fundamental features that are critical to leadership: traits or personal characteristics, behaviors and situations.
In this paper project we will examine a leading trait and a behavioral theory of leadership and will see their utility in increasing the leadership effectiveness.
Effective leadership requires competence, emotional maturity, and a commitment to learn continuously throughout life. Read the rest of this entry »

Groups and Teams performance improvement

January 31, 2008 – 1:05 pm

THREE FACTORS THAT INFLUENCE THE PERFORMANCE OF GROUPS OR TEAMS IN THE ORGANIZATION

Abstract

Thousands of organizations have recently made the move to restructure work around groups rather than individuals.
But teams are not automatic productivity tenancies. They can also be disappointments for management. Fortunately, recent research provides insight into the primary characteristics and factors related to effective teams.
Factors like cohesiveness and familiarity, diversity of membership, and organizational context have an important influence on the performance of the groups and teams.

Introduction

A growing trend in organizations is to give more responsibility for important activities to teams rather than individuals. Teams are small task groups in which members have a common purpose, interdependent roles, complementary skills, and considerable discretion about how to do their work.
Since groups are fundamental feature of organizations around the world, it is imperative that their effectiveness is understood.
In this paper project we want to analyze three factors that influence the performances of groups and teams, such as cohesiveness and familiarity, diversity of membership, and organizational context. Read the rest of this entry »

What is an organizational consultant?

January 31, 2008 – 12:22 am

The complex living, runway technology, and tendency toward specialization that characterise our society keep us endlessly searching for innovation solutions to human and organizational problems.
In this paper project we will try to present the importance and the function of the psychologist consultant in our society.
Consultants as a group appears inspired by their altruistic desire to contribute to the psychological well -–being of others or to organizational success.

We will present how the consultants through theirs ability and skills improve our life as a growing society. We will see that the consultant is a psychological professional who helps others to resolve work- related problems. Read the rest of this entry »

Introduction to Organizational Psychology

January 30, 2008 – 10:37 pm

Organizations, like people, are born, grow, mature, and eventually die or are transformed into new and different organizations.

What are we doing, our job has an important impact in our lives. The place and the people we are working with have also an important impact on our lives. Thus, it is extremely valuable to know about people at work and their interaction with each other in work organizations.

In this study we are focus on people and their performance in organizations.

We want to understand through this study how a manager can improve the quality of the organization product and improve the quality of his employee’s lives.

We want to understand how to lead, manage, and work in a wide variety of organizations; to learn strategies to guide our organizational actions, experiences, and aspirations; and learn to appreciate those organizational forces that shapes individual and organizational lives in the global marketplace. Read the rest of this entry »

Paper Project on Leadership

January 30, 2008 – 8:37 pm

Introduction

to

Leadership Psychology

Through the years, our view of what leadership is and who can exercise it has changed considerably. Leadership competencies have remained constant, but our understanding of what it is, how it works, and the ways in which people learn to apply it has shifted. Today we a little close to understand how and who people lead. Leadership skills were once thought a matter of birth. Leaders were born, not made, summoned to their calling through some unfathomable process. When this view failed to explain leadership, it was replaced by the notion that great events made leaders of otherwise ordinary people.

In this paper project we want to understand what distinguishes effective leaders from ineffective leaders and effective organizations from ineffective organizations. Through the psychological academic researches we want to present how an ineffective leader may became an effective leader, gaining knowledge and skills about leading effectively an organization. We want to show the importance to understand the nature of individual, groups and organization and how we can inspire them to follow a leader’s vision. Read the rest of this entry »