week 6 Flashcards
Plans: corrective motivation includes a plan, the plan refers to an action sequence portrays individuals as 4 things
detecting present ideal inconsistencies
generating a plan of action to eliminate the incongruity
instigating plan-regulated behaviour
monitoring feedback as to the extent of any remaining present-ideal incongruity
Describe a Plan discrepancy in two parts
present state: represents the persons current status of how life is going
ideal state: represents how the person wishes life was going
How can this discrepancy be motivating
creates the sense of wanting to change the present state so that it will move
closer and closer toward the ideal state.
If a person makes satisfactory progress reducing the discrepancy what emotions occur
hope, excitement, eagerness, enthusiasm
if the rate of progress is uch better than anticipated
joy, delight, bliss
if unsatisfactory progress toward reducing discrepancy what negative emotions occur
frustration, discouragement, sadness, depression
What are the two types of discrepancy?
discrepancy reduction
discrepancy creation
discrepancy reduction defined
Based on the discrepancy-detecting
feedback that underlies plans and
corrective motivation.
discrepancy creation
Based on a “feed-forward” system
in which the person looks forward
and proactively sets a future,
higher goal.
Discrepency reduction corresponds to
plan based corrective motivation
discrepancy reduction is reactive, deficiency overcoming and
revolves around a feedback system
discrepancy creation corresponds to
goal-setting motivation
discrepancy creating is proactive, growth pursuing and revolves around
a feed-forward system
What is a goal: 3 things
- Whatever an individual is striving to
accomplish. - A desired end-state that guides behaviour.
- A future-focused cognitive representation
of a desired end-state that guides
behaviour.
A couple examples of the origins of a goal
assignment of a goal, self-efficacy beliefs, value of the end state
Goal mechanisms: goal difficulty
how hard is it to accomplish
goal mechanism: goal specificity
how clearly the goal informs the person precisely what they are to do
goal mechanism: goal congurence
how fully endorsed authentic, and whole-heartdly accepted, embraced and owned by the self the goals are
the role of feedback: 3 things
- Feedback, or knowledge of results, documents the person’s
progress toward goal attainment. - Feedback defines performance (above standard, at standard, below
standard). - Feedback acts as a reinforcer (or punisher)
Short-term goals provide repeated commitment-boosting opportunities for
reinforcement following goal attainment
that long
-term goals cannot provide.
long term goals can increase
intrinsic
motivation.
Goals: cautions and pitfalls
Goal setting works best when tasks are uninteresting (e.g.,
studying).
Potential for goal conflict.
Setting goals for others can be controlling, pressure-inducing and
intrusive.
Implementation intentions is a step step process:
- goal intention-set the goal
- implementation intention: plan how to attain that goal
An if-then plan specifies in advance
the goal-striving process
Implementation intentions: 3 part cycle
a) getting started, despite daily distraction-> persisting despite difficulty-> resuming once an interruption occurs
goal setting 5 steps:
- Identify the objective to be accomplished.
- Define goal difficulty.
- Clarify goal specificity.
- Ask why you are pursuing this goal
(clarify goal-self concordance). - Specify how and when performance will be assessed.
goal striving occurs after goal setting
- Identify goal-attainment strategies.
- Create “if-then” implementation intentions.
- Make performance feedback available.
goal disengagement: reduction of effort, reduction of goal commitment
trying less hard or stopping altogether and reducing the importance that is
attached to the goal.
A mindset functions as a cognitive motivational system that produces many
important downstream motivational consequences in one’s….
thinking, feeling,
acting, lifestyle, and ways of coping.
Mindset 1: deliberative-implemental described
Two sequential ways of thinking to differentiate the patterns of thought that occurs during
goal-setting versus that which occurs during goal striving
deliberative mindset
: An open-minded way of thinking to
consider the desirability and feasibility of a range of
possible goals that one might or might not pursue
Implemental mindset:
A post-decisional closed-minded
way of thinking that considers only information-related
to goal attainment and shields against non-goal-related
considerations.
Deliberative- implemental mindset:
phase 1: goal setting/deliberative mindset-> phase 2: goal setting (implemental mindset)
Mindset two: promotion and prevention; describe promotion
A focus on advancing the self toward
ideals by adopting an eager locomotion behavioural
strategy.
prevention defined
: A focus on preventing the self from
not maintaining one’s duties and responsibilities by
adopting a vigilant behavioural strategy.
The promotion mindset centers on the possibility of advancement. the individual is sensitive to
positive outcomes, approaches possibilities of gain, and
adopts an eager behavioural strategy that might be characterized as “just do
it.”
promotion mindset concerns
growth, advancement, and accomplishment as the person
strives to advance from a neutral state to one of accomplishing a desire, a wish,
or an ideal.
The prevention mindset centers on two things.
respect and duty
prevention is concerned with
satey, security and responsibility as the person strives to
prevent failing to do one’s duty, meet one’s obligations, and fulfill one’s
responsibilities.
Mindset 3: growth and fixed. growth mindset
The belief that one’s personal qualities are
malleable, changeable, and can be developed through
effort.
fixed mindset:
The belief that one’s personal qualities are
fixed, set, and not open to change.
Meaning of effort: Growth
- Effort is a tool.
- Today’s effort is what later becomes learning and skill.
meaning of effort: fixed
- High effort means low ability.
- High effort is simply evidence that the performer lacks ability.
