Tuesday, May 22, 2012

Divisions of Biopsychology



Divisions of Biopsychology
            The field of biopsychology is divided into various concentrations; physiological psychology, psychopharmacology, neuropsychology, cognitive neuroscience, comparative psychology, and psychophysiology.  Although all of these are applicable, psychophysiology is best equipped to examine the overall science.  In effort to support this belief, the terms must be defined and the advantages and disadvantages of each must be discussed.
First, physiological psychology refers to the method of using controlled experiments to directly manipulate the brain in effort to examine the neural mechanisms of behavior (Pinel, 2011).  This explains the process and conjunction between how the subject psychically behaves and the brain’s operations.
- Advantages:         - It is a thorough scientific methodology.
- It has a plethora of practical applications and effective treatment  
- Effective treatment of mental illness.
- Supports the aspect of nature in the dispute, nature verses nurture.
- Disadvantages:     - It is too simplistic and inadequate to conclusively explain complex emotions, thoughts, and behaviors (Revision World, 2004).
Second, psychopharmacology takes into consideration the affects drugs have on neural activity and behavior (Pinel, 2011).  It examines how drugs influence and manipulate an individual’s brain and conduct. 
- Advantages:         - Illustrates the benefit of medication.
- Treats disorders which therapy is rendered ineffective / inappropriate.
- Cost effective, versus therapy.
- Disadvantages:     - Side effects may be hazardous.
- May be ineffective in the long term.
- May result in brain damage.
- May be addictive (Answers Corporation, 2012).
Third, neuropsychology enables practitioners to focus on the ways in which brain damage affects the human psyche (Pinel, 2011). 
- Advantages:         - Enhances self-awareness.
                              - Identify cognitive strengths and weaknesses.
                              - Objective, valid, and reliable methodology.
- Disadvantages:     - Environmental factors, mood, attitude, fatigue, pain, medication, or language barriers may impede test or study interpretation (Foran, Goodinson, & Associates, 2009).
The fourth division of biopsychology is cognitive neuroscience.  This method considers the mechanisms of the nervous system in relation to human cognition or intellectual processes (Pinel, 2011). 
- Advantages:         - Through the use of brain imaging techniques, exceptionally detailed illustration of brain injury and information concerning acute and even temporary, pathological modifications in brain function may be linked to variance in behavior (Fellows, Stark, Berg, & Chatterjee, 2008).
- Disadvantages:     - Relies heavily on human examination rather than animal testing, thus omitting penetration or direct brain manipulation (Pinel, 2011).
Next, comparative psychology employs the comparative method in effort to explore behavior in terms of evolution, genetics, and adaptation (Pinel, 2011).  By comparing varying species in laboratory or natural settings, practitioners determine behavioral phenomena.
- Advantages:         - Exposes a greater comprehension of human psychology.
                               - Evaluates modern species to ancient species.
- Disadvantages:     - It is considered by many as inefficient in the assumption that animal behavior is capable of determining human behavior (Cherry, 2012). 
Lastly, psychophysiology ought to be considered the most applicable division of biopsychology.  This method is utilized to determine the connection between physical activity and mental processes (Pinel, 2011).
- Advantages:         - Is a conclusive methodology granting consideration to psychical and neural mechanisms.
                               - Measures / Identifies muscles reaction and bodily movement, as well as attention, emotion, and info processing.
                               - Easily recordable results.
- Disadvantages:     - Stress, arousal, or individual specificity may alter behavior or reaction (Pinel, 2011).

 References:
Answers Corporation. What are the advantages and disadvantages of psychopharmacology?
Retrieved April 12, 2012, from
http://wiki.answers.com/Q/What_are_the_advantages_and_disadvantages_of_psycho
pharmacology.
Cherry, K. (2012). What is comparative psychology? Retrieved April 12, 2012, from
            http://psychology.about.com/od/comparativepsychology/f/comparative.htm.
Fellows, L.K., Stark, M., Berg, A., & Chatterjee, A. (2008). Patient Registries in Cognitive
Neuroscience Research: Advantages, Challenges, and Practical Advice [Electronic version]. Journal of Cognitive Neuroscience 20:6, 1107–1113.
Foran, A., Goodinson, R. & Associates. (2009). Neuropsychology and Mental Capacity
Assessments. Retrieved April 12, 2012, from
http://www.publictrustee.sa.gov.au/uploads/Mental_Health_Conference/NEUROPSYCH
OLOGY%20powerpoint.pdf.
Pinel, J.P.J. (2011). Biopsychology (8th ed.). Boston, MA: Pearson Education, Inc.
Revision World. Advantages and disadvantages. Retrieved April 12, 2012, from
http://revisionworld.co.uk/a2-level-level-revision/psychology/approaches-
psychology/physiological-psychology/advantages-and-disadvantages.

Wednesday, April 25, 2012

Conflict & Perceptions of Empowerment


Conflict & Perceptions of Empowerment
Although organizational conflict among team members has been researched extensively, less attention has been afforded to conflicts between employees and supervisors.  However, it is important to note how empowerment relates to conflict.  “A higher sense of empowerment implies greater self-control and higher levels of intrinsic motivation through which people can self-manage their work behavior and performance standards” (Chen, Lam, Zhong, 2007).  Typically, “in supervisor - subordinate relationships, technical and administrative issues - which fall into the category of substantive conflicts - were the major topics of disagreements between employees and their supervisors” (Landry, Vandenberghe, 2009).  Instances of conflict resulting from personality clashes or barriers to interpersonal communication (i.e., relationship conflicts) are much less common.  These substantive conflicts (also called issue or task conflicts) refer to differences regarding ideas, opinions, organizational policies and procedures, and differing views on working situations (Landry, Vandenberghe, 2009).
In this particular study, the sample used consisted of 238 supervisor-subordinate dyads drawn from two Chinese limited corporations of the motor manufacturing industry, each with more than 1,500 workers.  Questionnaires focused on Leader-Member Exchange (LMX), empowerment climate, sense of empowerment, negative-feedback seeking behavior, and the insubordinates’ in-role performance, were administered to the groups of employees and supervisors in separate rooms.  The results were as follows:
  1. LMX was found to be positively related to negative-feedback seeking behavior.
  2. LMX was positively and significantly related to both the objective and subjective in-role performance of the subordinates.
  3. Negative feedback-seeking behavior partially mediated the links between LMX and the subordinates’ objective and subjective in-role performance (Chen, Lam, Zhong, 2007). 
In summary, "subordinates’ feedback-seeking behavior was found to mediate the relationship between LMX and work performance, a team’s empowerment climate was found to be positively related to subordinates’ sense of empowerment, and the moderating effect of LMX and empowerment was found to negatively moderate the LMX-performance link” (Chen, Lam, Zhong, 2007).

References:
Chen, Z., Lam, W., & Zhong, J.A. (2007). Leader-Member Exchange & Member
            Performance: A new look at Individual-Level Negative-Feedback Seeking
            Behavior & Team-Level Empowerment Climate [Electronic version].
            Journal of Applied Psychology, 92(1), 202-212.
Landry, G., Vandenberghe, C. (2009). Role of Commitment to the Supervisor,
            Leader-Member Exchange, & Supervisor-Based Self-Esteem in
Employee-Supervisor Conflicts [Electronic version]. Journal of Applied Psychology, 149(1), 5-27.