Kellogs Case free essay sample

Using two motivation theories of your choice, explain a) the similarities and the b) differences between the two theories. Among the various motivation theories, I chose Herzberg’s theory of motivation and Maslow’s hierarchy of needs. a) Similarities Herzberg is the person responsible for the birth of the two-dimensional paradigm of factors affecting people’s attitudes about work. This is sometimes called the two-factor theory. The factors involved are: hygiene factors and motivators. The presence of hygiene factors or dissatisfiers relate to the situation in which the person does what he or she does while motivators or the satisfiers relates to what a person does. Maslow introduced his hierarchy of needs which is about how people satisfy various personal needs in the context of their work. He also theorized that a person could not recognize or pursue the next higher need in the hierarchy until his or her currently recognized need was substantially or completely satisfied. We will write a custom essay sample on Kellogs Case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The two aforementioned theories are similar in the context of recognizing that there are several factors/needs that affect a person’s attitude towards work. Particularly in Herzberg’s theory, factors may satisfy or dissatisfy a workers performance in the company; it can make them or break them. While Maslow’s hierarchy of needs stated that there are needs which one by one should be satisfied, so as to improve his capabilities as a person or as a worker in a company. These stages should be slowly and completely satisfied before going up on the pyramid of needs. So in onclusion, these two theories common denominator is the satisfaction of one’s needs for them to function more positively. In addition to their similarities, Herzberg’s hygiene factors and motivators are the same as the physiological needs in Maslow’s hierarchy of needs. b) Differences Herzberg’s theory of motivation involves the hygiene factors and motivators. These factors are different in a way that hygiene factors are called dissatisfiers while motivators are the satisfiers. Such factors like the company policy, interpersonal relations, supervision, working conditions and salary are hygiene factors. The absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. Motivators on the other hand, are the factors that enriched a person’s job. There are five determinants of motivators; achievement, recognition, works itself, responsibility and advancement. Maslow’s hierarchy of needs is named as follows, beginning from the bottom on the pyramid to the top; physiological needs, safety needs, social needs, esteem needs and self-actualization. As individuals satisfy one level of need, their motivation change as they aspire to reach the higher order needs. Physiological needs are thirst, hunger and sex. Safety needs are security, stability and protection. Social needs are the escape to loneliness, love and belongingness, to love and be loved. Esteem needs are self-respect, the respect to others. Self-actualization is to fulfill one’s potentialities. Basically, the two theories differ in the aspect of the recognition of the different factors or needs that a person/leader must take into consideration. Another thing is Herzberg’s theory is all about the factors which affect a person’s attitude about work while Maslow’s hierarchy of needs is all about the various personal needs in the context of their work. 2. Describe the benefits to an organization of having a motivated workforce. When an organization has a motivated workforce, the benefits are mutually gained. It’s like hitting two birds with one stone, it may sound redundant but yes, it’s true. You gain money and at the same time you gain your workers trust and camaraderie. For example, in our store, whenever there are high rate of sales, we give incentives. If there are times when we see that our workers have a hard time working, like stocks have arrived, we give extra snacks. We treat our workers not just workers in our store but also as a member of our family, but there are limitations and we draw the line between leader and worker so as to avoid abusive behaviors. During holiday seasons or birthdays, we invite them to join us in our trip. We saw this as a chance for us to get to know our workers better outside our store, how they are as an individual. We also go a little further in knowing what motivates them, what they want, and how to satisfy their needs, because knowing what motivates our workers makes our relationship in the store, easy and effective. 3. Analyze the difference between hygiene factors and motivators. Hygiene factors are called as the dissatisfiers; they are the job factors which are essential for motivation in a workplace. The presence of these factors does not lead to positive satisfaction for long term. But if these factors are absent or if these factors are non-existent at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate or reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also called as maintenance factors  as they are required to avoid dissatisfaction. These factors describe the job environment or scenario. The hygiene factors symbolize the physiological needs which the individuals wanted and expected to be fulfilled. Hygiene factors include: ? Pay- The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain. Company Policies and administrative policies- The company policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc. ? Fringe benefits- The employees should be offered health care plans, benefits for the family members and employee help programmes. ? Physical Working conditions- The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. ? Status- The employees’ status within the organization should be familiar and retained. Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or humiliation element present. ? Job Security- The organization must provide job security to the employees. Motivators on the other hand are factors which are inherent to work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include: ? Recognition- The employees should be praised and recognized for their accomplishments by the managers. ? Sense of achievement- The employees must have a sense of achievement. This depends on the job. There must be a fruit of some sort in the job. ? Growth and promotional opportunities- There must be growth and advancement opportunities in an organization to motivate the employees to perform well. ? Responsibility- The employees must hold themselves responsible for the work. The managers should give them ownership of the work. They should minimize control but retain accountability. 4. Evaluate the benefits to organizations of using different motivation approaches. If an organization uses different kinds of motivation approaches, they are more likely to achieve a better workplace with workers who are well motivated. Why is this so? because the different theories of motivation suggests a lot of tips and challenges for the company to apply for them to achieve a better and happier people in the working department. Another is that the company leaders will be able to satisfy every members needs leading to satisfaction and motivation, as well as avoiding the dissatisfiers that might result to drawbacks. Motivating the members of your company makes them more committed and they will trust you because they will feel that they are important to the company they are working into. Applying various types of motivation theories also makes the working environment more exciting and interesting, so your workers are more enthusiastic in coming to work every day and ultimately making productive, profitable and competitive business. This way, you are not just gaining money but you are also able to help others improve themselves as a worker and as efficient and effective members of the society.

The Answer to Petals Around the Rose Is ...

The Answer to Petals Around the Rose Is ... Petals Around the Rose is a puzzle game you play with dice and a friend who already knows how to play. The challenge is to answer the question how many petals are around the rose following each roll of the dice. The new player must use inductive reasoning to figure out what the rose is, what the petals are, and how to answer the question posed by the name of the game. How to Play Petals Around the Rose You need five dice (or more, if you want a harder game). They should be traditional dice with from one to six spots on each side. The player who already knows the answer to the game tosses the dice, looks at them and then tells the new player how many petals are around the rose, without revealing the logic behind the answer. The new player then tosses the dice. The player who knows the answer to the puzzle states how many petals there are around the rose of the new players toss without explaining how he arrived at the answer. The players continue to take turns tossing the dice. The player who knows the answer to the game states the number of petals around the rose of both his and the new players tosses, after giving the new player a chance to study his toss and figure out an answer. Eventually, the new player should figure out the secret and give the correct response. Just to confirm the player has solved the puzzle (and didnt make a lucky guess), he tosses the dice a few more times and states the correct answer each time. The Secret to Playing Petals Around the Rose When the dice are rolled, they come to rest with a single side facing upward. The rose is the dot in the center of an upward facing die side. The dice that show a one, three  and five sides each have a rose; the sides with two, four or six dots do not have a dot in the center of the die, so they do not have a rose. The petals are the dots that appear around the center dot (the rose). The one die doesnt have any petals because it doesnt have any dots other than the rose in the center. The two, four and six dies dont have any petals because they dont have a center rose. The three die has two petals around the center rose, while the five die has four petals around the center rose. On each toss of the dice, you need to look only at the dice that display a three and a five. They are the only numbers with both a rose and petals. Count the spots that are not in the center- two on a three die and four on a five die- and speak the total. That is the secret to playing the game.

Explain the terms span of control and control loss. Are these concepts Essay

Explain the terms span of control and control loss. Are these concepts useful in understanding the design of organizations - Essay Example There are frequent opportunities, so they tend to make the best selection. This has caused the people to raise their expectations manifolds. Today, companies have to be very skillful and knowledgeable in order to make the same benefits that they did in the past with much lesser skill and technical knowledge. In the contemporary market scenario, a businessman can not afford to be uneducated on such technical aspects of business as â€Å"span of control† and â€Å"control loss†. This paper explains the concept of the two terms; span of control and control loss and analyzes their usability in the design of organizations. The concept of span of control was first introduced by by Sir Ian Hamilton in 1922 in the UK (â€Å"Reference for Business†, 2011). Hamilton developed the concept after having studied the British military leaders’ capacity to control a maximum of 3 to 6 people. Since then, this number has been recognized as the standard average number of peop le to be managed by one individual. According to Col. Urwick, an optimal span of control should not exceed 6 (Hattrup, 1993). Hamilton believed in the fact that managers come with limited time and energy to devote to their work. Hence, there has to be a maximum limit on the number of people one individual can effectively manage on the average. Span of control is also called as the span of management. It is essentially a term pertaining to human resources management (HRM). It tells the exact number of workers that a supervisor may adequately manage. Fig: Span of control example (tutor2u, n.d.). The term is of huge significance particularly to the small business runners. Span of control is largely taught in business and management institutions all over the world in the contemporary age. The concept is frequently employed in such large institutions as military, schools and many agencies of the government. However, not many business entrepreneurs are yet familiar with the concept and us ually have no technical means to judge what maximum number of workers should be given in the charge of one supervisor. As a result of lack of knowledge, many businessmen tend to increase the span of control. This, in turn, limits a company’s capacity to grow. What to talk of inexperienced lot, even the most experienced and competent managers have a hard time solving issues of too many people. This saps their ability to concentrate on long term plans, and they are not able to competitively position their business in the market scenario. A business is susceptible to be affected by a lot of risks in its lifetime. Losses may occur due to a variety of reasons. Whenever a business suffers from a loss, it is not just the owners that are affected. Indeed, the whole business is affected. The loss results not only into direct cost, but also the indirect expenses associated with it often exceed the direct costs. Let’s assume a case where the a construction site owner did not prov ide the workers with sufficient safety equipment on the site. One of the plastermen fell from the scaffolding because there was no bracing to support him. He fell on the ground and received several scars and wounds all over his body. He bled heavily. The whole crew left the work and attended the injured. He was taken to the nearby hospital for treatment after the first aid was given on the site. Many workers took it as an opportunity to indulge in lengthy discussions and gossip with one another, discussing how the accident happened, to what extent the

The effective steps for risk assessment to identify the risks Essay

The effective steps for risk assessment to identify the risks regarding the misstated data in the financial records - Essay Example The analytical procedures can be described as ‘evaluating the financial records by analyzing the credible relationship between the financial records and non-financial records’. It can be also included that ‘such analysis is mandatory to identify the difference or inconsistency of relevant data or the difference between provided data and the estimated values’ (ISA/HKSA 520(4)). The basic principle to apply the analytical procedures is the expected existence of the credible relationship may occur and the analytical procedures may carry on in such circumstances in the non-appearance of the opposite factors. Defining the purposes Auditors use analytical procedures in the entire audit course to achieve the three main purposes of audit: 1) Preliminary analytical review These are the introductory analytical reviews, which assist the auditors to get an idea about the business and industry. They can start with reviewing the previous financial records, performance of industry and the competitors. This will lead them to decide the nature of audit, the time period required and the level of analytical procedures. Basically, preliminary analytical reviews help to design the strategies and plans to conduct the audit. 2) Substantive analytical procedures Auditors can use the analytical procedures substantively. If the auditors feel that their analytical procedure can bring more accurate results rather than using different tests, so they usually reduce the level of tests to identify the misstated facts of the financial records. These procedures will be known as substantive analytical procedures. 3) Final analytical reviews Financial records are analyzed thoroughly by the auditors through analytical procedures, which lead the independent individuals towards th e outcomes whether records are accurate or in compliance with auditors’ understanding. So analytical procedures are applied finally to analyze the facts but these procedures are not executed to get hold of the extra substantive analysis. In such case, if auditors find any inconsistency in the records, they must repeat the risk assessment procedure and if they feel the need of extra analytical procedures, they can go for it. Substantive analytical procedures usage Acquiring the evidence of audit that must be reliable and appropriate is one of the basic points of analytical procedures. While applying the procedures of substantive analytics, auditors need to acquire the guarantee with the assistance of other auditing tools and controls. These tools and controls help the auditors to evaluate the results of different sections after applying analytical procedures. Such analytical procedures have ability to cover a wider range of transactions that is why procedures of substantive an alytics are normally used to analyze the financial records. As it is briefly told that the auditors apply substantive analytical procedures on the expected existence of the credible relationship between financial data and they may carry on this analytical procedure in case of non-appearance of contrary factors. The existence of relationship between the data provides the base of audit evidence that leads the auditors to

Computers Science Essay Example for Free

Computers Science Essay Living just for existence has never been the objectives of my life.I have always looked forward to get the best out of my life. As a student of Bachelor of Technology in E.I.E(ElectronicsInstrumentation Engineering), I look to graduate study to widen my ken, which would facilitate in fulfilling my ambition of doing Master’s program in Computer Science Engineering. Technology and its myriad aspects fascinate me! Specifically the Computers stream that pervades all areas of business in today’s world. I have been interested in problem solving from a very young age, especially problems related to mathematics. Now that I have completed my bachelor’s degree, and working as a programming developer in Cloud computing Technology for 13 months,has made me to so fascinated for technology and moved my steps towards learning software languages.i feel pursuing masters in Computers would give me an ample scope in fullfilling my dreams as a good developer and have a research project in cloud computing. Deep in my heart, I feel this inordinate urge to do whatever possible within my reach for the less fortunate would take me forward in achieving my goals. Integrity, both in thought and action has meant everything to me. My strong set of value has helped me grow into a responsible citizen with a keen sense of duty. It has also furthered my thirst for newer horizon. This course is one of them. It’s a pathway to newer grounds, pivotal to both my professional and personal agenda. My objective for a masters degree is to get involved in such a course which could help me in achieving my ultimate goal. I believe that a career in such a field in an intellectually stimulating academic environment will offer me an excellent way to contribute my bit to the life long process of development and dissemination of knowledge. I am fully aware of the kind of dedication and hard work needed, and I am confident of meeting the challenges. Interactions with your theoretical technical expertise of the faculty and the environment in the University will add to my vision. Understanding this quest needs considerable persistence an infinite capacity to learn. And if at all I can assure you of anything, it is my desire to learn, evinced by the fact, that I have always tried learning, whenever an opportunity presented itself at all points of my life Why Computers Science? I was thoroughly fascinated by the Computers and technology from my teenage days I always thought that computers was my career option as I was greatly influenced by my brother who is a successful person in this field .But for my undergraduate course I opted for the electronics and instrumentation due to the recession at that time because of which the future in computers was unclear. It was easy for me to go for electronics as it has been my subject of interest next to computers. I was introduced to the subjects C, Computer Organisation,Micro Processor Micro Apllications, Java .Especially java in my 4th year of Btech and I started liking the subject instantly because during whole of my life I was amused with the OOPS concepts and its real time implementation in many domains,mobile applications. I wish to join the bandwagon in this field of study and would like to contribute something to it. It was only during my under graduate course that I discovered this to be an apt field of study that suited me and my passion for it grew much stronger and I felt reaching distances in this field is my destiny. so ,I have made ground myself and got successfully placed in multinational company(TCS). This is the place where i found myself and started developing penchant for programming and decided it as my career for future.As,I had my training in java and later my first project was on Cloud Computing technology,Salesforce( CRM tool) as a developer which has OOPS concepts with apex language as its programming core.My project was on insurance domain.I really felt that this is good opportunity to learn things and grabbed every opportunity to learn the concepts. As it was enterperneur tool , i had a good scope for analysing requirements and work accordingly to complete goals assigned to me on time . I had also pursued DEV 401 certification in Salesforce.This 13 months of job experience has made me to decide that programming would be my passion and decided have concrete skills in programming and decided to pursue masters in computer science. A thorough browsing through the web pages of your university helped me discover that your university is an ensemble of excellent faculty and innovative research facilities. An environment replete with extensive academic activity and a Master’s program at the cutting edge of every other sub-field further enticed me and motivated me to choose your university. I strongly feel that Masters in Computer Science Engineering Program from your University is a highly structured program because it provides the right balance between theory and practice.A premier seat of knowledge and information derived from the cream of intelligentsia coupled with excellent infrastructure is where I would get ample oppurtunities to apply knowledge and excel my programming skills to be a technical gem. I write to you with the earnest that my background and qualifications will be found suitable for admission to this prestigious program,Masters in Computer Science Engineering from your University. An assistantship besides providing financial support would give me an invaluable research/ teaching experience. I am keen to be a part of the student community at your esteemed university with suitable financial assistance. I am very much obliged to you for providing me with this opportunity to express myself.

The Impact of Ethics on Decision Making Essay -- Ethics Morals Decisio

The Impact of Ethics on Decision Making   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ferrel and Gardiner (1991) say there are two criteria to ethical choices on top of being legal. The first being; â€Å"One does not infringe on the basic inalienable human rights – such as life, freedom of speech and privacy, due process – recognized by our society (ethical formalism).† Basically stating the respect of others should be considered in all decisions. The second states each person should strive towards an increase in self-esteem and mental health. Maintaining self-respect should be thought of in the decision making process.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  We all face decisions in every day life, some appear obvious and easy while others do not. People are always struggling with their ethics during the decision making process. There are those who do not how to decided which is ethical or not. I found an â€Å"Ethics Quick Test† from the Online Ethics for Engineering and Science page (2002), which provides seven things, to check in order to examine the ethical implications toward a person decisions: 1)  Ã‚  Ã‚  Ã‚  Ã‚  Is the action legal? 2)  Ã‚  Ã‚  Ã‚  Ã‚  Does it comply with your understanding of our values? 3)  Ã‚  Ã‚  Ã‚  Ã‚  If you do it, will you feel bad? 4)  Ã‚  Ã‚  Ã‚  Ã‚  How will it look in the newspaper? 5)  Ã‚  Ã‚  Ã‚  Ã‚  If you know it is wrong, do not do it. 6)  Ã‚  Ã‚  Ã‚  Ã‚  If you are not sure, ask. 7)  Ã‚  Ã‚  Ã‚  Ã‚  Keep asking until you get an answer. Even though this information pertains to a specific topic it can also be used in everyday life. Everyone should be able to look at a c...

Psychology and Foot-in-the-door Tactic

1. Describe how differences between high vs. low self-monitoring could influence each of the five stages of information processing when a target is being presented with the foot-in-the-door tactic of interpersonal influence. That is, for each separate stage, analyze what might be different in the way high self monitors make sense of this sequential request technique in contrast to low self monitors. Each stage has differences between high and low self monitors; therefore focusing on each stage will allow the contrasts between the two.A high self monitor tends to read the social situation first and then present an appropriate face, as opposed to simply presenting a consistent image of self in every situation. A low self monitor behaves in accordance with an image of his â€Å"real† self. In the focusing stage, a high-self monitor is more than likely going to focus in detail and assess the situation more thoroughly than a low-self monitor.Thinking more thoroughly will help the f oot-in-the-door tactic because if it’s a well-thought out request a person is more than likely going to accept. The foot-in-the-door tactic is when a person agrees to a small request, which usually allows you to be better able to get them to agree to a later, larger request. In the storage stage, a high-self monitor is going to get in depth on the reasoning for why the situation is relevant and make more sense of the situation than a low-self monitor.By going in depth on the reasoning for why the situation is relevant and know why it makes sense, will help when using the foot-in-the-door tactic because you know exactly what you’re talking about which makes it easier for someone to believe you. During the integration and interference stage a high-self monitor is going to be able to assess the situation and assemble it in his/her mind whereas a low-self monitor might not be able to do that because they don’t like change at all.Drawing inferences and thinking of th ings that usually aren’t thought of might be hard for a low-self monitor because they tend to be single minded and stubborn on their opinions and thoughts. Using the foot-in-the-door tactic is going to be easier for a high-self monitor to use since a low-self monitor doesn’t have the will to change or think differently about certain things, which is going to make it harder to get someone else to agree with you if you’re stubborn and single minded.For the selection stage, it is going to be easier for a low-self monitor to label things because a high-self monitor is going to be worried about what other people are going to think about his/her labeling. A low-self monitor can’t put on different â€Å"faces†, or social identities, for different situations; they’re opinion is always their opinion and no one is going to change that, which might be hard when using the foot-in-the-door tactic.If someone doesn’t agree with you then they arenâ⠂¬â„¢t going to accept your request. Finally for the implementation stage, a high-self monitor is going be able to act upon it and relate the situation to other things easier than a low-self monitor because a high-self monitor is highly sensitive to external cues and can act differently in different situations, which will help when trying to figure out how something relates to other things.By using the foot-in-the-door tactic, a high-self monitor is going to be better at getting someone to accept their response because there are more flexible in adapting their leadership styles to changing situations; which is going to be useful when figuring out how to response or how to use things during this stage. 2. What role is played by self-schema in managing each of the interpersonal objectives when someone is dealing with the various stages of romantic relational dissolution (e. g. , trial rejuvenation)?That is, when a romance is â€Å"falling apart,† describe the relationship betwe en partners’ self concepts and their balancing of the separate â€Å"issues† they must simultaneously address when influencing and interacting with one another. Imagine you and your partner have created a separate identity; bigger then either one of you and full of each of you. Together you have created a â€Å"relational† schema. A living, breathing entity owned by both parties until the dissolution of your romantic relationship begins, occurs, and concludes. What happens when ours turns into mine?When we’re becomes I’m? Maybe a girl looks around at lunch and sees a cute guy and starts to imagine how things might be if they were in a romantic relationship. The possibility of the unknown versus what she already knows. Her boyfriend has no idea that water has just been added to his romantic relational gas tank. Breakups are never easy. Usually less then ten percent of college romantic relationships break up on mutual terms. So, typically, it is one person, usually the female, taking the lead, creating â€Å"the influenced† and the â€Å"influencer†.When the influencer, in this case lets say her name is Debra, changes her objective, the influenced, lets call him Bronson, has no choice but to be influenced. No one can change another person’s goals or objectives without influence and since we know Bronson is the influenced his are being altered by the dissolution of their romantic relationship. When two partners begin to remind each other that they are separate individuals and they have other concerns besides their relationship (differentiating); that is the beginning of the end.While an individual remembers that they have other goals that require other objectives, his or her self-schema is also changing. Differentiating will not only begin the dissolution process but will begin the initial steps of re-adaptation, for each individual, of self-schema. Throughout the dissolution of the relationship self-schema for each individual will be a product of the perception of the relationship, a sense of social sensitivity, and the objectives set to achieve each individuals overall goals. Self-schema, once realized and owned, will lead to new objectives.It will also be evolving constantly while the relationship continues to move toward a more self-schema based relationship as opposed to a relational schema, as defined in the book. Relational objectives change as the relationship deteriorates and ones self-schema will lead the way through the relational objective challenges because once an individual has a self-schema his objectives change. Each individual will perceive the relationship in his or her own way and without self-disclosure, circumscribing begins (usually in one partner).Social sensitivity in the dissolution of a romantic relationship is widely publicized in mass media, so much so that it’s almost a script now. Once communication has been restricted in circumscribing, stagnation sets in quickly. During stagnation there is less physical time spent together there might be room and cause to try for a hail marry. This might be a good place for the last chance effort to save the relationship by taking part in a trial rejuvenation. Maybe a weekend alone to get back to what’s important or just some along time to even out their relational keel is needed.But if the trials rejuvenation comes up short and leaves both parties with a sour taste in their mouths then each persons self-schema becomes more defined and more important to each individual then the relational schema. Following the self-schemas strength relational objectives change and the identity objectives start to become clearer. These changes in self-schema and objectives lead to avoidance. Avoidance is probably the most difficult step in the dissolution of the relationship. Initial discussions about breaking up are dealt with simultaneously as being interested in others.Individuals go out of their w ay to limit the amount of face-to-face interactions. The pain is too much for people to stand. Self-schema is â€Å"holding strong† but this is the most vulnerable point in ones self-schema. Both relational and instrumental objectives follow suit with self-schema but the identity objectives help to encourage the individual toward the final resolution. The final dissolution of the romantic relationship, that is not a physical or psychological departure, is termination.It usually consists of talk that prepares each individual for the end, otherwise known as the â€Å"grave-dressing phase†. Self-schema has developed into a â€Å"single† idea of self and the objectives an individual once held in such high regard while in a relationship are no longer in place. Relational objectives are more centered on family and friends and the time spent with each. Although there is no way to tell how long it will take to develop a pure self-schema that will not include a former pa rtner we do know when the process began†¦ the process began when â€Å"ours became mine†. . To what extent does a student’s level of psychological reactance to a professor’s attempt to change their behavior depend on (a) the student’s perceptions of the professor’s level of interpersonal power and (b) whether the student has a relatively high- or relatively low-level of cognitive complexity in the interpersonal domain? That is, how much does this type of mental reaction depend on both the social power of the agent as well as the social experience of the target?The psychological reactance to a professor’s attempt to change a student’s behavior depends greatly on the cognitive complexity of the student and interpersonal power of the professor. However, there will always be some degree of psychological reactance during the first class sessions. When the students and professors meet to create the learning environment they share certa in expectations like the fact that teacher is the agent and the students are the targets. The standards of the environment vary greatly from student to student and the instructor.However, students can expect to have instructor expectations laid out in the syllabus, home/class work, and tests. A professor can expect to have teaching skills, grading capabilities, and office time to provide to his students. The level of success the professor has depends on how much power he is perceived to have by the student. There are various powers that the professor could use to try to influence the student. The professor holds reward power in the form of grades. Coercive power can be used by the professor who gives pop quizzes, inspiring fear among his students.A professor has expert power in the form of knowledge, that’s why they are teaching and not the students. Referent power can be used through physical attractiveness. Finally, a professor can use legitimate power because he is a repre sentative of the establishment. We believe the most successful powers a professor can use to influence a behavior change in a student are legitimate, expert and reward power. Reward power in the form of grades is something tangible the student has to have in order to graduate. If the student has to change their behavior to achieve the grade, it will happen.Expert power in the form of knowledge shared is what we pay to have access to as students. Why would a student pay thousands of dollars to go to college if they aren’t going to listen and learn from the professors? Legitimate power plays along the same lines as expert power. The university has given this professor power over the student, trusting the professor to teach the student enough to have an understanding of the subject. The relationship can be altered at any time throughout the course by either party in how they interpersonally communicate with each other.For example, if a student has only one class and lots of time to complete work or discuss things with the professor, they may perceive the professors course as beneficial and would have little psychological reactance towards the instructor. On the flip side, if a student has multiple classes and little time to discuss things with the professor, they may perceive the class as pointless and may have more intense psychological reactance towards the instructor. However, the ideal outcomes of this shared learning experience re often diminished by the fact that either party’s expected standards are not always met in real life due to other circumstances. Therefore, a student’s level of psychological reaction has as much to do with their cognitive complexity as it does with the professor’s interpersonal power. For things to be ideal there must be a balance or mutual understanding between student and professor. Now a student with a relatively high level of cognitive complexity will be able to examine the situation and think of dif ferent possibilities.While a student probably won’t think of the situation in theory form, they would think of it from the past experiences viewpoint. A high cognitive complexity student can use what they have learned in the past from similar experiences to decide how to react to the professor trying to change their behavior. Now this says nothing about the social power of the professor. A professor would have more experience than the student, but not necessarily in the form of attempting to change the behavior.This is where things such as the reputation of the professor comes in, as well as impressions the student has formed of the professor. A low cognitive complexity student though, won’t think about the situation as much. They would probably remember a time or two from the past, but that’s about it. The student will most likely ‘go with the flow’ and either fall in with the professor’s wishes or be stubborn. If the professor has a strong sense of social power though, the student will probably fall in with his plan to change the behavior.The easier path is what will be more likely chosen by someone of low cognitive complexity because it is easier for such a person to follow the crowd then to decide what to do based on past experiences. This also means there will be less psychological reactance to the professor and what the professor is trying to encourage in the student’s behavior. Some students just expect to be let down or accept the fact they can’t change anything. The system and/or the teaching methods used are insufficient to meet the learning goals of the student.They know there are rules and they know they are the student, but being in that subordinate position is counter-productive to their lifestyles/goals (even though it’s socially expected to â€Å"move on with life†) and they may have increased psychological reactance towards the professor regardless of any circumstances. In su ch instances, reverse psychology can sometimes be a tool of influence. However, reverse psychology will work better for a low cognitive student compared to a high cognitive student.