Mental Process Paper
Introduction
Mental models are the ways individuals process the information in one’s mind. According to Mental Models and Reasoning (n.d.), Charles Sanders Pierce in 1896, stated, “Reasoning is a process in which humans examine the state of things asserted in the premises. Forms a diagram of the state of things, perceives in the parts of the diagram relations not explicitly mentioned in the premises, satisfies itself by mental experiments upon the diagram that these relations would always subsist, or at least would do so in a certain proportion of cases, and concludes their necessary, or probable truth.” In 1943, Kenneth Craik, a psychologist, suggested that individuals “built small- scale models” predicting events in reality, to reason and inspire clarification.
According to the Merriam-Webster Dictionary (2014) mindset is defined as "a mental attitude or inclination" otherwise "a fixed state of mind." ("Mindset," 2014).
Identify the four steps to changing mental models/mind sets and discuss how you could use them to bring about change within the company
Part of our everyday thinking is mental models/mindset; however, we do not perceive them, in spite of that they are dominant, determining what an individual sees and does. However, if one leaves their mental models/mindsets uncontested, the mental models/mindsets would become obsolete, while the world continues to change. This would force one to perceive similar opportunities, which accomplish the same outcomes. When individuals change to another mental model/mindset, it opens other possibilities, spurring one to think outside the box of what has been in your own mind. According to Rowe (2004) “The four steps in changing mental models/mindsets are:
• R...
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...sible - individuals are responsible to make changes in their life.
2. Believe in the possibility – one can create the results needed to be successful.
3. Adopt a win/win mindset – enrich others, making them successful will make you successful.
When an individual begins creating value for others, it will assist those individuals in achieving their goals.
References
Mental Models and Reasoning (n.d.). What are mental models? Retrieved from: http://mentalmodels.princeton.edu/about/what-are-mental-models/
Mindset. (2014). In Merriam-Webster Dictionary. Retrieved from http://www.merriam-webster.com/dictionary/mindset
Rowe, A.J. (2004). Creative Intelligence. Retrieved from The University of Phoenix eBook Collection database.
Wind, Y., Crook, C., & Gunther, R. (2005). The Power of Impossible Thinking. Retrieved from The University of Phoenix eBook Collection database.
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
Kahneman’s theory’s breaks down human thought into two systems. Our thought processes that are deliberate, rational and analytical are System 2. This type of thought is one that takes effort and time yet can yield a more accurate picture of a situation. The opposite system, System 1, is fast, quick to judge, superficial and automatic. It relies on instinct and first impression of a situation to make judgments. Kahneman explains the balance between the two systems as the equilibrium of one’s conscious and unconscious thoughts. While System 1 offers quick, apparent information about a situation, System 2 works to put the information in the correct context and fix any errors (44). Kahneman explains that the two modes are not always at work together and at times we rely on one system more in certain situations. For example, highway driving may only require System 1 as very little mental inp...
Gardner, H. (2011). FRAMES OF MIND: The Theory of Multiple Intelligences (3rd ed.). New York, NY: Basic Books.
Throughout my life I have always coasted through everything that I have ever done. When it came to school you could describe me as an average student when compared to my friends, I always did the bare minimum that I needed to pass, when it came to outside of school it was the same thing when ever my mom or dad told me to do something I always to put in the least amount of effort to accomplish it and waited to the last minute to start doing it. When I read Carol Dweck’s Mindset I learned about fixed mindset and growth mindset, Dweck explained fixed mindset is when a person sets himself up for failure mentally, they always think they wont amount to anything so they just stop trying; while growth mindset is the exact opposite of a fixed mindset,
In the article The Mindset of a Champion Carol Dweck explains how important the mindset of an athlete is. Dweck goes into great detail about the differences of a growth and fixed mindset and how it influences athletes and students, Dweck mentions some of the characteristics of someone with a fixed mindset and she does the same with someone with a growth mindset. Someone with a fixed mindset typically sees their abilities as a fixed trait, they also believe that talent is a gift you either have it or you don’t, in the contrary someone with a growth mindset usually believes that people can cultivate their abilities. Dweck also mentions how sometimes a person can hold one mindset about intelligence and another about sports. The central psychological concept of this article is how your mindset affects your motivation to excel in your sport or school work. In the article Dweck discusses a few experimental studies, she was a part of, in the first experiment she indicates her hypothesis: students with a fixed mindset were more likely to cheat or give up. Independent variable: a group of students given a test in a new subject. Dependent Variable: a group of students given a test in a subject they enjoy. they found that those with a fixed mindset were more likely to say that if they did poorly on a test, even if it were in a new course they would most likely study less or even cheat on the next test. This example, provides great proof of Dweck’s definition of a fixed mindset.
There are two mindsets growth or fixed. She argues that there is only two mindsets growth or fixed, I agree because these two mindsets are the most common ones in students. This takes me back to Dweck, Carol S. “Brainology”: Transforming Students’ Motivation to Learn. In this article students with growth mindsets cares more about their education rather than how they look. Students with fixed mindsets cared about how smart they will appear and they would reject learning opportunities because they thought intelligence would have to come naturally to them. I agree with what she says, there are only two mindsets. The reason I agree is because I was both mindsets, well now I’m only one. But before I was a fixed mindset and what I mean by that is sometimes I would feel dumb and I wouldn’t even care anymore about my studies. Till I noticed that the way I was going wasn’t going to
Davis, Tom. The Theories of the Mind Lectures. Ed. G. Baston. Birmingham University. 9 Nov. 2000
... these things are reached while being true to oneself, they can increase the feeling of self worth and cause better appreciation of human values.
In the brain a person can go through two different mindsets, growth mindset and fixed mindset. When someone has a fixed mindset they stay the way they are. A person usually just kind of lives in their own little word and doesn’t take any advice from outsiders. Then when a person has a growth mindset they are open to ideas from many people. Also, they always think they are growing and learning new things. (Korol) I have had my share of dealing with both mindsets. I have dealt with more fixed mindset than growth mindset, however there are stories for both.
Sternberg, Robert J. & Janet E. Davidson, eds. 1995. The Nature of Insight. Cambridge, MA: MIT Press.
A mindset somewhat defines each and every one of us. It is basically how we view everything around us, and it affects our lives in so many ways! But there are actually two different types of mindsets which are a fixed and a growth mindset. A fixed mindset is the idea that each person has a certain amount of intelligence, while a growth mindset is the belief that intelligence is a potential that can be expanded. A growth mindset is genuinely the desired mindset because a person with a fixed mindset will probably not realize what they are truly capable of. For example, someone with a fixed mindset will feel threatened when challenged and mistakes would degrade their morale, but a person with a growth mindset would view challenges as exciting
Gardner, H. The Mind's New Science: A History of Cognitive Revolution. New York, Basic Books, 1987.
Shawn T. Smith, P. (2011). The User's Guide to the Human Mind. Oakland CA: New Harbinger Publications, Inc.
...ing myself and how I operate. To have the ability to get up each morning and start my day feeling alive because of my health shows how meaningful this value is to me.
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).