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Historically, Lothane believes relational theorists overstate the non-relational aspects of Freud as well as ignore its relational aspects. Lothane maintains that, though Freud's theory of disorder is "monadic," i.e. focused more or less exclusively on the individual, Freud's psychoanalytic method and theory of clinical practice is consistently ...
In Forsyth, the leadership substitute theory is defined as "a conceptual analysis of the factors that combine to reduce or eliminate the need for a leader." [ 1 ] A leader may find that behaviors focusing on nurturing interpersonal relationships, or coordinating tasks and initiating structure, are not required in every situation.
Relational developmental systems (RDS) is a developmental psychological metatheory and conceptual framework. [1] It is an extension of developmental systems theory that is based on the view that relationism is a superior alternative to Cartesian mechanism. RDS is the leading framework in modern developmental science.
This theory is composed of five propositions. The first proposition is that media multiplexity and tie strength are positively associated with each other, where tie strength refers to the strength of the relational bond. Tie strengths can be broken down in to two categories, weak tie (not a lot of time invested into the relationship) and stron
The four relational models are as follows: Communal sharing (CS) relationships are the most basic form of relationship where some bounded group of people are conceived as equivalent, undifferentiated and interchangeable such that distinct individual identities are disregarded and commonalities are emphasized, with intimate and kinship relations being prototypical examples of CS relationship. [2]
According to Burns, transformational leadership can be seen when "leaders and followers make each other advance to a higher level of morality and motivation." [8] Through the strength of their vision and personality, transformational leaders can inspire followers to change expectations, perceptions, and motivations to work towards common goals.
Fairbairn's model is classified as a psychoanalytic model or theory because it shares the common assumption of all psychoanalytic models—the belief that the fundamental source of human motivation originates in the unconscious—as well as offering explanations of the origins and dynamics of transference, repetition compulsions, and resistance.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]