False Memory Syndrome Essay - 1391 Words

False Memory Syndrome How accurate and reliable is memory? Studies on memory have shown that we often construct our memories after the fact, that we are susceptible to suggestions from others that will help us fill in the gaps in our memories (Carroll 6). Prior to reading and discussing the issue of False Memory Syndrome, I hadn’t thought much about the topic. Maybe a person who had experienced this would be more educated. I did however find it very interesting to research and my beliefs or feelings about it now exist and will be shared at a later time. The purpose of this paper is to describe what False Memory Syndrome is and summarize some of the facts that have been gathered through previous research and my own research.†¦show more content†¦(Freberg 1) Some of the different causes for FMS might be related to emotional and psychological distress which often drive an individual to seek psychotherapy. Things such as job loss, divorce, eating disorders, relationship problems, or a bi rth or death in the family (Freyd 3). People who are caught up in the FMS, might believe that current adult problems are a result of childhood trauma. However, most FMS individuals do not come to this realization on their own. It is possible to create false memories, hence the name, False Memory Syndrome. People who are dealing with any type of stressful situation will often look to some type of therapist for help. In most cases, this is where the individual has memories distorted or created with the help of a therapist. Psychiatrists are advised to avoid engaging in any type of recovery memory techniques which most often are based on some type of abuse of which the patient doesn’t remember. If the abuse never took place, the therapist is using suggestive information to worsen or create something that may have never happened. Techniques may include drug mediated interviews, hypnosis, regression therapies, guided imagery, literal dream interpretationShow MoreRelatedFalse Memory Syndrome1478 Words   |  6 Pagesthey may have happened; all three of these examples are forms of creating a false memory. Many psychologists have researched, evaluated, and experimented with false memory, which has lead to the discovery of False Memory Syndrome, a condition in which individuals contract false memories while almost always remaining oblivious to the act of creating a memory that is not factual or concrete (Berger 1). False memory syndrome develops as a result of many different internal and external forces such asRead MoreWhat is False Memory Syndrome? Essay789 Words   |  4 Pages False memory syndrome is also called Recovered memory, Pseudo-Memory, and Memory Distortion. False memory syndrome or pseudo-memory is memories of an experience, in which one seemingly remembers that never actually or really occurred. In other words, false memory is a fabricated remembrance of past events that did not really happen. People often falsely thought of memories as recorder that are records accurately of all the experience in our brain but, memories are not always true and accurate andRead MoreHypnotherapy : Reputa ble Or Misleading?1170 Words   |  5 Pagessure to raise some interest. The issue at hand, for most individuals, is trying to debunk as to whether or not one can actually rely on hypnotherapy. Does hypnotherapy truly resolve a problem or is the whole act just a placebo effect to suppress memories or habits? What is hypnotherapy? Hypnotherapy is the act of an individual guided through relaxation, and intense concentration that is focused on specific thoughts or actions (Hypnotherapy-Hypnosis 1). There are two subtypes of hypnotherapy, theRead MoreEssay on Decay Theory in STM and Theory of Duration in STM820 Words   |  4 Pagesstate as when they first learnt the information. Godwin (1969) investigated the effect of alcohol on recall and found individuals were better able to recall information learnt when drunk if they were drunk. Other drugs seem to affect memory similarly. Bower (1981) however found that the same principle applied to mood did not have such a convincing effect but only a tendency to produce State-Dependent Retrieval.SPANSTYLE=COLOR:RED 3. Thirdly, recall may be by theRead MoreRepressed Memories Essay3891 Words   |  16 PagesRepressed Memories Abstract In recent years there has been a hot debate between repressed vs. false memories. Neurobiological studies show that both suppression and recall and the creation of false memories are possible. This paper evaluates the evidence but forth by both sides of the controversy and concludes that both are feasible and separate phenomenon, which occur at significant rates in our society. Further biological research on the effect of psychological trauma on the neurochemistryRead MoreMemory and Brain Activity Essays2129 Words   |  9 PagesMemory and Brain Activity Memory is the mental process of retaining and retrieving information such as facts, events, and experiences. Memory is not always accurate (Hunt, 2004). Memory errors are common and natural; they are the result of normal cognitive processes of comprehension and perception, which can cause interference about incoming information. There are two errors of remembering; forgetting an event that occurred and remember an event that never occurred or remembering it in a way differentRead MoreFalse Memory : How It Impacts Everyday Life And Society2076 Words   |  9 Pages False Memory: How it Impacts Everyday Life and Society Sami Bickford Caledonia-Mumford High School Abstract False memory involves rebuilding memories by filling in the gaps with interpretations and then eventually convincing oneself that it is true. There are multiple different causes to the creation of false memory and ways of identifying what is true or false. Therapist manipulation by implanting false memories of sexual abuse as a child in to their patients has become a majorRead MoreMemory Accuracy Fades859 Words   |  3 Pagespeople’s memories to fade and deteriorate, but what many don’t realize is that it’s possible for memories to actually transform themselves or be created entirely. With the possibility of memories being changed or fabricated by the human mind, can memory really be trusted? Most of us hold the view that â€Å"memory is much like a tape recorder or video recorder, holding a perfectly accurate record of what has been experienced. Nothing could be further from the truth† (Thompson and Madigan 6). Memory is amazing;Read MoreFalse Memories are Affecting Us All Essay1596 Words   |  7 PagesIntro: What Are False Memories? Have you every specifically remembered an event such as going to a basketball game then you were reminded by someone that you didn’t go because you were sick or something. If so, you have created a false memory. The study of false memories began in the early 1990’s when people started to report â€Å"recovered† memories of abuse (Laney Loftus 1). To understand how false memories work, you first need a basic understanding of how the memory works. In general your brainRead MoreBiographies And Biographies Of Books Essay1231 Words   |  5 Pagesschizophrenic or has phycosis. She knew this was not true and kept going back. When she was later released, Calahan wanted to know what she had forgotten and had no memory of. She would watch the surveillance footage, look at doctors reports, and listen to her parents and her boyfriend about what they were witnessing. This is a base memory and in the Author’s note Calahan states that â€Å"Because I am physically incapable of remembering that time, writing this book has been an exercise in my comprehending

Social Medi The Apple Inc. - 840 Words

Social Media Analyze The Apple Inc. is an American multinational technology company headquartered in Cupertino, California, that designs, develops, and sells consumer electronics, computer software, and online services. The hardware products include the iPhone smartphone, the iPad tablet computer, the Mac personal computer, the iPod portable media player, and the Apple Watch smartwatch. It’s not easy to find Apple on Twitter or Facebook and while the company has a very active page on â€Å"LinkedIn† it is used for little other than job advertisements at the company. Moreover, its presence on Google plus is as a 70,000-strong community moderated by others. https://en.wikipedia.org/wiki/Apple_Inc. While Apple generally distances itself from social media on a corporate level, the company s CEO Tim Cook and many of its flagship services, including the App Store, Apple Music and Beats1, take a more active and meaningful approach to the medium. The pervasive strength of Apple s brand means it can break rules other marketers must follow on Twitter, Facebook and other networks without consequence. Though Apple has more than 13 million Twitter followers on various accounts, not one represents the official voice of the company. Tim Cook is on Twitter, and that is good enough for now, Belus Capital analyst Brian Sozzi told CNBC. Apple has nothing to gain by creating an account. Apple has nothing of real interest to tweet, he added.†

Organisation Change Management Management

Question: Describe about the Organisation Change Management? Answer: Introduction The aspect of the change that we will discuss in this literature review is the Business Process Change/Accountability. Nowadays businesses do not have to manage change but they have to champion the change. One of the major leadership accountabilities is managing change.( (Anderson Anderson,2001). It is still thought that managing change is important for a leader but these days the business and the rapid changes that they are going through are changing this perspective as now it is not enough to manage change.( Western,2010) As now due to the advances in technology the global marketplace is not waiting for organisation or people to adjust to change. Thus it is important to analyse organisational change and its related concepts about management of change and resistance to change. (BradfordBurke, 2005) Literature Review Change management is an approach to ensure that the changes that are taking place are smoothly implemented and thoroughly done this ensures the lasting benefits of change. Since the 19th century with the industrial revolution the organisations are going through rapid scale of changes. As the technology is developing, huge amounts of information and products are generated that force the organisations to change accordingly.( Child, 2005) When the organisation goes through change the management needs to ensure that the people, job tasks and technology is coordinated and combined effectively according to the organisations objectives. Waldron in the year 1994 suggested that the management has to have a common approach and philosophy towards the changes that are taking place in the organisation. According to him:- The management should develop and clarify objectives, mission and policies of the organisation They should establish informal and formal organisation structures as a way to share responsibilities and delegating authority They should set priorities and review objectives It is essential that the management maintains an effective communication within groups and employees of the organisation Staff should be trained, selected, motivated and appraised It is essential that the management is accountable to the staff These functions can be further categorised into lists that were given by Bonoma Slevin in the year 1978 and also Gulick and Urwick in the year 1959. They categorised it :- Planning :-in this the management has to outline philosophy, objectives, policies that have to be accomplished Organizing:-through this they have to establish systems and structures through activities that are coordinated, arranged and defined Staffing:-it this category the human capital of the organisation has to be fulfilled and this also includes training and selecting the staff Directing:-the management has to make decisions and embody these decisions into instructions Coordinating:- in this step the coordination of all the parts are essential Reporting:-the management has to ensure that employees are informed Budgeting:- in this step the financial plans have to be made and maintained In the beginning of the 90s increased competition on a global scale and expanding markets caused an exponential amount of changes in the organisation. Peter F Drucker who is a well known management Guru has written in his book Management in the 21st century that businesses have to transform and revise their corporate goals and missions due to change. But to achieve any business success we need to ensure that accountability is the foundation of our organisation. Many organisations use processes and technology but forget to consider the norms of accountability. Accountability In an article by Carolyn Aiken and Scott Keller titled The irrational side of change management they talk about the failures of change programs. (AikenKeller,2009)They point out how the success of change management in organisations can be improved when employees take accountability and they choose how to act. In the year 1996 Kotter published leading change a research that showed that only thirty percent of the changes succeed.( Kotter, 2008) Many practitioners and academics have agreed that accountability is one of the building blocks in management behavior and employee attitudes. Colin Price and Mckinseys Emily Lawson provided a perspective in their book The psychology of change management by suggesting four conditions:- A compelling story:-how the employees can be accountable when employees must see that why the change was needed Role modeling:-the management has to act like a role model for the employees to follow Reinforcing mechanisms:- as incentives, systems and processes must be according to the change in the organisation Capability building:-employees should have the skills that are required for the changes We all talk about accountability. Managers want accountability in their employees along with stakeholders who demand it.( Marshall, 1992) For performance improvement and effective change management accountability is fundamental. It is the guiding principals that how people make commitments to others in the organisation. It is about how people take ownership of the things that are done.( Thompson, 2014) If in an organisation accountability is not taking place that effective organisational change management will not take place. Unproductive behavior and wastage of time is prevented when greater accountability occurs in an organisation. Many surveys have shown that in all levels of a firm or organisation suffer if there is a lack of accountability. (Davenport,1993) In the 1990s when many organisations managers faced financial crisis they had to go through changes.( Mulgan,2000) These dramatic and fundamental changes to business systems, structures and processes were a result of a changing marketplace and increasing competitors. Peter Block in the book stewardship talks about output and productivity which can be achieved by values like:- Control Predictability Consistency These values are common to the military hierarchy as in businesses. The managers want outcomes and predictable performances as they control and value consistency in day to day activities in work performance. In this traditional value system the change is managed accurately by a strict chain of command. The managers in the organisation have full control over the employees and they want everyone to be compliant to any changes that take place. This is similar to the military when soldiers react to every change that is made. They simply follow the changes and act according to these changes. It was in the early 90s that the focus on customer and quality emerged.( Stevenson, 1989) Many examples were created that started the era of change management and accountability. Some of these examples are :- Xerox (benchmarking) Ford(Quality is Job 1) Toyota(Quality circles) ATT(statistical quality improvement) Motorola(six Sigma) The focus of the organisations shifted from mass production to mass personalization and customization. These changes asked the employees to be more:- To improve the every day processes Take ownership of their actions and work quality To be more responsive towards their customers New values were formed that created a shift from control, consistency and predictability to:- Empowerment and flexibility Accountability on the part of the employees Ownership of work processes and work output It was then that the managers started placing more control to the employees by empowering them to make decisions that will impact customers. Employees were responsible and accountable for their work quality and output. They were responsible and took ownership for the service and product along with delivering service and producing products. (Romm, 2001) The goal of creating a culture of accountability is to form an organisation that is creating a learning organisation. (Senge, 1990)An organisation that is learning uses new knowledge and promotes knowledge acquisition as a way to cope with change. Thus to support a accountable culture an organisation should be able to create, manage and access the knowledge to improve its processes and also to allow its members to enjoy the advantages of accountability. In all levels of the organisation it is essential that leadership exemplifies accountability. The change process has to involve individual managers and leaders that inspire change within each unit and department. Thus in this case transformational leadership principles that are based on commitment enhance employee morale, trust, cooperation and responsibility.( Williams, 2006) Accountability is maintained when the turnovers of the employees are reduced and the human capacity is increased. Resistance, fear and anxiety are often the cau ses of change in the organisation. Thus the management has to ensure that the human dimension have to be supported to minimize these negative feelings. Theories And Models For Change Management Once accountability is achieved in the organisation change management is much smoother. So lets study about some leading models and theories about change management. There are many change management models some of these models are:- McKinsey 7-S Model Kotters 8 step change model Lewins Change Management model Lewins Change Management model:-was created by psychologist Kurt Lewin who suggested that most of the people operate and prefer to work within some zones of safety.( Lewin,1958) According to him there are three stages:- Unfreeze:-it is about the efforts of people to resist change. This can be prevented whne this tendency is overcame by unfreezing or thawing which can be initiated with the help of motivation. Transition:- this stage is about change after the initiation as transformation start occurring. This stage can take some times as reassurance and adequate leadership can ensure that the transformation process takes place successfully. Refreeze:-after the change in an organisation has been accepted and implemented, the organisation becomes stable. This causes the employees to refreeze again and operate under the new changes or guidelines. This change management model is used widely all around the world these days but there is one major drawback as this model is slow as it takes time to implement. (Phillips, 1983)But due to the fact that it is easy to use many organisations prefer this model over any other model for change management. Mckinsey 7-S Model:-this model provides a holistic approach for a company or organisation. It was created by Tom Peters, Anthony Athos, Robert Waterman, and Richard Pascale in the year 1978 that has seven factors on which it operates:- Strategy Skills Shared values Style Systems Staff Structure There are four advantages of this model as it is an effective way to understand and diagnose an organisation, it is very essential in providing guidance during organisation change, it combines emotional components with the rational components, and all of its parts are integral thus it should be always addressed in a unified manner. But there are some disadvantages as well as when one of the part changes, all the other part change as well as all the factors are related to each other, differences in the model are ignored, it is a pretty complex model and many companies who have reportedly used this model have failed. (SchultzSchultz, 2010) Kotters 8 Step Change Model:- It was created by John Kotter who is a Harvard University Professor.( Kotter, 2011) This model talks about the fact that employees accept the change only after the leaders are able to convince the employees that there was a urgent need for these changes. This model involves eight steps:- The leaders have to increase the urgency for change They have to build a team that is entirely dedicated to change They have to give vision to the employees They have to communicate to the employees that change was needed They have to empower the staff to change Creation of short term goals Ask the employees to stay persistent Changes are to be made permanent Advantages of this model are that it is a model that is easy as it is step by step, the focus of this model is about accepting and preparing for change, and the transition process in this model is easier. There are some disadvantages as well as we cannot skip any of the steps, and the process takes a lot of time. (Kotter, 2008) Conclusion Every manager loves an employee that takes responsibility, owns her work and shows initiative as this shows that the employee is accountable. But accountability is intrinsic as people cannot be forced to be accountable. If a work environment is designed to be accountable the organisation will flourish and prosper. In an organisation that is responsible people will not be asked to keep quiet but would be asked to give their feedback. References AikenKeller, C S 2009,"The Irrational Side of Change Management", McKinsey Company, US Anderson, Anderson, D L.A 2001,Beyond Change Management: Advanced Strategies for Todays Transformational Leaders, Jossey-Bass/Pfeiffer, San Francisco BradfordBurke, D.L. W.W 2005,Reinventing Organization Development, Pfeiffer, San Francisco Child, J 2005,'Organization Contemporary Principles and Practice', Blackwell Publishing, NY Davenport, T 1993,Process Innovation: Reengineering work through information technology, Harvard Business School Press, Boston Kotter, J P 2008,Power and Influence, Free Press, US Kotter, J P 2011,Corporate Culture and Performance, Free Press, US Kotter, J P 2008,A Sense of Urgency, Harvard Business School Publishing, US Lewin, K 1958,Group Decision and Social Change, Holt, Rinehart and Winston, New York Marshall, P 1992,Introduction to the management process, In Managing people at work, University of Guelph Press, Guelph Marshak, R J 2005, "Contemporary Challenges to the Philosophy and Practice of Organization Development",Reinventing Organization Development: New Approaches to Change in Organizations, vol.1 no 1, 1942 Mulgan, R 2000, "'Accountability': An Ever-Expanding Concept?", Public Administration,vol.78, no3: 555573 Phillips, J R 1983, "Enhancing the effectiveness of organizational change management",Human Resource Management,vol. 22,no 2: 18399 Thompson, D F 2014, "Responsibility for Failures of Government: The Problem of Many Hands,"American Review of Public Administration, vol.44, no3: 259273 Romm, N R.A 2001,Accountability in Social Research, Klower Academic, New York SchultzSchultz, D P. S E 2010,Psychology and work today: and introduction to industrial and organizational psychology, Upper Saddle River, Prentice Hall, NY Senge, P. M 1990,The fifth discipline: The art and practice of the learning organization, Doubleday, New York Stevenson, W. J 1989,Introduction to management science, Irwin, Boston Williams, R 2006,Leadership accountability in a globalizing world, Palgrave Macmillan, London Western, S 2010,What do we mean by Organizational Development, Advisio Press, Krakow