Graduate Statistics Homework Help

Graduate Statistics Homework Help

Complete the following exercises from “Review Questions” located at the end of each chapter and put them into a Word document to be submitted as directed by the instructor.

1. Chapter 1, numbers 1.8 and 1.9

2. Chapter 2, numbers 2.14, 2.17, and 2.18

3. Chapter 3, numbers 3.13, 3.14, 3.18, and 3.19

4. Chapter 4, numbers 4.9, 4.14, 4.17, and 4.19

Show all relevant work; use the equation editor in Microsoft Word when necessary.

 

 

1.9 Recent studies, as summarized, for example, in E. Mortensen et al. (2002). The association between duration of breastfeeding and adult intelligence. Journal of the American Medical Association, 287, 2365–2371, suggest that breastfeeding of infants may increase their subsequent cognitive (IQ) development. Both experiments and observational studies are cited.

(a) What determines whether some of these studies are experiments?

(b) Name at least two potential confounding variables controlled by breastfeeding experiments.

 

2.14 (a) Construct a frequency distribution for the number of different residences occupied by graduating seniors during their college career, namely

1, 4, 2, 3, 3, 1, 6, 7, 4, 3, 3, 9, 2, 4, 2, 2, 3, 2, 3, 4, 4, 2, 3, 3, 5

(b) What is the shape of this distribution?

3.13 Garrison Keillor, host of the radio program A Prairie Home Companion, concludes each story about his mythical hometown with “That’s the news from Lake Wobegon, where all the women are strong, all the men are good-looking, and all the children are above average.” In what type of distribution, if any, would

(a) more than half of the children be above average?

(b) more than half of the children be below average?

(c) about equal numbers of children be above and below average?

(d) all the children be above average?

 

3.14 The mean serves as the balance point for any distribution because the sum of all scores, expressed as positive and negative distances from the mean, always equals zero.

(a) Show that the mean possesses this property for the following set of scores: 3, 6, 2, 0, 4.

(b) Satisfy yourself that the mean identifies the only point that possesses this property. More specifically, select some other number, preferably a whole number(for convenience), and then find the sum of all scores in part (a), expressed as positive or negative distances from the newly selected number. This sum should not equal zero.

 

3.18 Given that the mean equals 5, what must be the value of the one missing observation from each of the following sets of observations? (a) 1, 2, 10

(b) 2, 4, 1, 5, 7, 7

(c) 6, 9, 2, 7, 1, 2

 

3.19 Indicate whether the following terms or symbols are associated with the population mean, the sample mean, or both means.

(a) N

(b) varies

(c) ∑

(c) n

(d) constant

(e) subset

 

4. 9 For each of the following pairs of distributions, first decide whether their standard deviations are about the same or different. If their standard deviations are different, indicate which distribution should have the larger standard deviation. Hint: The distribution with the more dissimilar set of scores or individuals should produce the larger standard deviation regardless of whether, on average, scores or individuals in one distribution differ from those in the other distribution.

(a) SAT scores for all graduating high school seniors (a1) or all college freshmen (a2)

(b) Ages of patients in a community hospital (b1) or a children’s hospital (b2)

(c) Motor skill reaction times of professional baseball players (c1) or college students (c2)

(d) GPAs of students at some university as revealed by a random sample (d1) or a census of the entire student body (d2)

(e) Anxiety scores (on a scale from 0 to 50) of a random sample of college students taken from the senior class (e1) or those who plan to attend an anxiety-reduction clinic (e2)

(f) Annual incomes of recent college graduates (f1) or of 20-year alumni (f2)

 

4.14 (a) Using the computation formula for the sample sum of squares, verify that the sample standard deviation, s, equals 23.33 lbs for the distribution of 53 weights in Table 1.1.

(b) Verify that a majority of all weights fall within one standard deviation of the mean (169.51) and that a small minority of all weights deviate more than two standard deviations from the mean.

 

4. 17 Why can’t the value of the standard deviation ever be negative?

4. 19 Referring to Review Question 2.18 on page 46, would you describe the distribution of majors for all male graduates as having maximum, intermediate, or minimum variability?

 
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PSYC 421 Quiz 7 homework help

PSYC 421 Quiz 7 homework help

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1. Consider the following sample item on a personality test:
Instructions: Which statement describes you better?
(A) I am unhappy too much of the time.
(B) I am nervous too much of the time.
This item is an example of which type of item format?

2. The Sixteen Personality Factor Questionnaire (16 PF) contains 16 factors developed through factor analysis. There is, however, controversy about the number of factors that are “really” evident in this test. According to your textbook, most theorists who argue that there are not 16 factors on the 16 PF believe that

3. According to Dr. Rick Malone, which is true about Meloy’s (2000) biopsychosocial (BPS) model?

4. The assumption that a constellation of traits and states may be used to identify a particular category of personality is inherent in

5. A woman who states as a fact that she “wears too many hats” in her daily life might BEST be characterized as

6. A key definitional difference between the terms personality trait and personality state has to do with

7. For Colonel Rick Malone, the practice of threat assessment entails, among other things, the gathering of intelligence designed to protect senior Department of Defense officials who are referred to as “principals.”

8. In the Karisoke study of gorilla personality, inter-rater reliability was found to be ________ among the ________ raters.

9. The Self-Directed Search Tests are based on six personality

10. Who typically serves as the informant when the Personality Inventory for Children II (PIC-II) is administered?

11. The MMPI-A may be criticized for its lack of

12. Rating scales may be used to

13. Which of the following BEST represents your textbook authors’ definition of personality?

14. As a result of self-monitoring her food intake a former client of Weight Watchers finds that her food intake habits have improved. This phenomenon could BEST be cited as an example of

15. The oracle-like, clinical orientation has been characterized as the third ear approach. According to your textbook, this orientation has been replaced by what might be termed

16. When interpretations about personality are derived from analysis of figure drawings

17. In 1907, an early study using pictures as projective stimuli for storytelling found differences as a function of

18. The utility of self-reports and self-monitoring is to some extent dependent on

19. In recent years, projective tests have

20. The polygraph

21. Which of the following is NOT an unobtrusive measure?

22. An early projective test used ________ as projective stimuli.

23. According to Emanuel Hammer, people project their self-image or self-concept in

24. Debate over the validity of the Rorschach has stemmed from inconclusive results of research examining

25. The use of projective tests minimizes

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Utility Psychology homework help

Utility Psychology homework help

Module Chapter 7 p655 wk3

 

C H A P T E R  7

Utility

In Ieveryday language, we use the term utility to refer to the usefulness of some thing or some process. In the language of psychometrics, utility (also referred to as test utility) means much the same thing; it refers to how useful a test is. More specifically, it refers to the practical value of using a test to aid in decision making. An overview of some frequently raised utility-related questions would include the following:

· How useful is this test in terms of cost efficiency?

· How useful is this test in terms of savings in time?

· What is the comparative utility of this test? That is, how useful is this test as compared to another test?

· What is the clinical utility of this test? That is, how useful is it for purposes of diagnostic assessment or treatment?

· What is the diagnostic utility of this neurological test? That is, how useful is it for classification purposes?

· How useful is this medical school admissions test used in assigning a limited number of openings to an overwhelming number of applicants?

· How useful is the addition of another test to the test battery already in use for screening purposes?

· How useful is this personnel test as a tool for the selection of new employees?

· Is this particular personnel test used for promoting middle-management employees more useful than using no test at all?

· Is the time and money it takes to administer, score, and interpret this personnel promotion test battery worth it as compared to simply asking the employee’s supervisor for a recommendation as to whether the employee should be promoted?

· How useful is the training program in place for new recruits?

· How effective is this particular clinical technique?

· Should this new intervention be used in place of an existing intervention?

Page 201

What Is Utility?

We may define  utility  in the context of testing and assessment as the usefulness or practical value of testing to improve efficiency. Note that in this definition, “testing” refers to anything from a single test to a large-scale testing program that employs a battery of tests. For simplicity and convenience, in this chapter we often refer to the utility of one individual test. Keep in mind, however, that such discussion is applicable and generalizable to the utility of large-scale testing programs that may employ many tests or test batteries. Utility is also used to refer to the usefulness or practical value of a training program or intervention. We may speak, for example, of the utility of adding a particular component to an existing corporate training program or clinical intervention. Throughout this chapter, however, our discussion and illustrations will focus primarily on utility as it relates to testing.

JUST THINK . . .

Based on everything that you have read about tests and testing so far in this book, how do you think you would go about making a judgment regarding the utility of a test?

If your response to our Just Think question about judging a test’s utility made reference to the reliability of a test or the validity of a test, then you are correct—well, partly. Judgments concerning the utility of a test are made on the basis of test reliability and validity data as well as on other data.

Factors That Affect a Test’s Utility

A number of considerations are involved in making a judgment about the utility of a test. Here we will review how a test’s psychometric soundness, costs, and benefits can all affect a judgment concerning a test’s utility.

Psychometric soundness

By psychometric soundness, we refer—as you probably know by now—to the reliability and validity of a test. A test is said to be psychometrically sound for a particular purpose if reliability and validity coefficients are acceptably high. How can an index of utility be distinguished from an index of reliability or validity? The short answer to that question is as follows: An index of reliability can tell us something about how consistently a test measures what it measures; and an index of validity can tell us something about whether a test measures what it purports to measure. But an index of utility can tell us something about the practical value of the information derived from scores on the test. Test scores are said to have utility if their use in a particular situation helps us to make better decisions—better, that is, in the sense of being more cost-effective (see, for example, Brettschneider et al., 2015; or Winser et al., 2015).

In previous chapters on reliability and validity, it was noted that reliability sets a ceiling on validity. It is tempting to draw the conclusion that a comparable relationship exists between validity and utility and conclude that “validity sets a ceiling on utility.” In many instances, such a conclusion would certainly be defensible. After all, a test must be valid to be useful. Of what practical value or usefulness is a test for a specific purpose if the test is not valid for that purpose?

Unfortunately, few things about utility theory and its application are simple and uncomplicated. Generally speaking, the higher the criterion-related validity of test scores for making a particular decision, the higher the utility of the test is likely to be. However, there are exceptions to this general rule. This is so because many factors may enter into an estimate of a test’s utility, and there are great variations in the ways in which the utility of a test is determined. In a study of the utility of a test used for personnel selection, for example, the selection ratio may be very high. We’ll review the concept of a selection ratio (introduced in the previous chapter) in greater detail later in this chapter. For now, let’s simply note that if the selection ratio is very high, most people who apply for the job are being hired. Under such circumstances, the validity of the test may have little to do with the test’s utility.Page 202

What about the other side of the coin? Would it be accurate to conclude that “a valid test is a useful test”? At first blush this statement may also seem perfectly logical and true. But once again—we’re talking about utility theory here, and this can be very complicated stuff—the answer is no; it is not the case that “a valid test is a useful test.” People often refer to a particular test as “valid” if scores on the test have been shown to be good indicators of how the person will score on the criterion.

An example from the published literature may help to further illustrate how a valid tool of assessment may have questionable utility. One way of monitoring the drug use of cocaine users being treated on an outpatient basis is through regular urine tests. As an alternative to that monitoring method, researchers developed a patch which, if worn day and night, could detect cocaine use through sweat. In a study designed to explore the utility of the sweat patch with 63 opiate-dependent volunteers who were seeking treatment, investigators found a 92% level of agreement between a positive urine test for cocaine and a positive test on the sweat patch for cocaine. On the face of it, these results would seem to be encouraging for the developers of the patch. However, this high rate of agreement occurred only when the patch had been untampered with and properly applied by research participants—which, as it turned out, wasn’t all that often. Overall, the researchers felt compelled to conclude that the sweat patch had limited utility as a means of monitoring drug use in outpatient treatment facilities (Chawarski et al., 2007). This study illustrates that even though a test may be psychometrically sound, it may have little utility—particularly if the targeted testtakers demonstrate a tendency to “bend, fold, spindle, mutilate, destroy, tamper with,” or otherwise fail to scrupulously follow the test’s directions.

Another utility-related factor does not necessarily have anything to do with the behavior of targeted testtakers. In fact, it typically has more to do with the behavior of the test’s targeted users.

Costs

Mention the word costs and what comes to mind? Usually words like money or dollars. In considerations of test utility, factors variously referred to as economic, financial, or budget-related in nature must certainly be taken into account. In fact, one of the most basic elements in any utility analysis is the financial cost of the selection device (or training program or clinical intervention) under study. However, the meaning of “cost” as applied to test utility can extend far beyond dollars and cents (see Figure 7–1). Briefly,  cost  in the context of test utility refers to disadvantages, losses, or expenses in both economic and noneconomic terms.

Figure 7–1  Rethinking the “Costs” of Testing—and of Not Testing  The cost of this X-ray might be $100 or so . . . but what is the cost of not having this diagnostic procedure done? Depending on the particular case, the cost of not testing might be unnecessary pain and suffering, lifelong disability, or worse. In sum, the decision to test or not must be made with thoughtful consideration of all possible pros and cons, financial and otherwise.© Martin Barraud/age fotostock RF

As used with respect to test utility decisions, the term costs can be interpreted in the traditional, economic sense; that is, relating to expenditures associated with testing or not testing. If testing is to be conducted, then it may be necessary to allocate funds to purchase (1) a particular test, (2) a supply of blank test protocols, and (3) computerized test processing, scoring, and interpretation from the test publisher or some independent service. AssociatedPage 203 costs of testing may come in the form of (1) payment to professional personnel and staff associated with test administration, scoring, and interpretation, (2) facility rental, mortgage, and/or other charges related to the usage of the test facility, and (3) insurance, legal, accounting, licensing, and other routine costs of doing business. In some settings, such as private clinics, these costs may be offset by revenue, such as fees paid by testtakers. In other settings, such as research organizations, these costs will be paid from the test user’s funds, which may in turn derive from sources such as private donations or government grants.

The economic costs listed here are the easy ones to calculate. Not so easy to calculate are other economic costs, particularly those associated with not testing or testing with an instrument that turns out to be ineffective. As an admittedly far-fetched example, what if skyrocketing fuel costs prompted a commercial airline to institute cost-cutting methods?1 What if one of the cost-cutting methods the airline instituted was the cessation of its personnel assessment program? Now, all personnel—-including pilots and equipment repair personnel—would be hired and trained with little or no evaluation. Alternatively, what if the airline simply converted its current hiring and training program to a much less expensive program with much less rigorous (and perhaps ineffective) testing for all personnel? What economic (and noneconomic) consequences do you envision might result from such action? Would cost-cutting actions such as those described previously be prudent from a business perspective?

One need not hold an M.B.A. or an advanced degree in consumer psychology to understand that such actions on the part of the airline would probably not be effective. The resulting cost savings from elimination of such assessment programs would pale in comparison to the probable losses in customer revenue once word got out about the airline’s strategy for cost cutting; loss of public confidence in the safety of the airline would almost certainly translate into a loss of ticket sales. Additionally, such revenue losses would be irrevocably compounded by any safety-related incidents (with their attendant lawsuits) that occurred as a consequence of such imprudent cost cutting.

In this example, mention of the variable of “loss of confidence” brings us to another meaning of “costs” in terms of utility analyses; that is, costs in terms of loss. Noneconomic costs of drastic cost cutting by the airline might come in the form of harm or injury to airline passengers and crew as a result of incompetent pilots flying the plane and incompetent ground crews servicing the planes. Although people (and most notably insurance companies) do place dollar amounts on the loss of life and limb, for our purposes we can still categorize such tragic losses as noneconomic in nature.

JUST THINK . . .

How would you describe the non-economic cost of a nation’s armed forces using ineffective screening mechanisms to screen military recruits?

Other noneconomic costs of testing can be far more subtle. Consider, for example, a published study that examined the utility of taking four X-ray pictures as compared to two X-ray pictures in routine screening for fractured ribs among potential child abuse victims. Hansen et al. (2008) found that a four-view series of X-rays differed significantly from the more traditional, two-view series in terms of the number of fractures identified. These researchers recommended the addition of two more views in the routine X-ray protocols for possible physical abuse. Stated another way, these authors found diagnostic utility in adding two X-ray views to the more traditional protocol. The financial cost of using the two additional X-rays was seen as worth it, given the consequences and potential costs of failing to diagnose the injuries. Here, the (non-economic) cost concerns the risk of letting a potential child abuser continue to abuse a child without detection. In other medical research, such as that described by our featured assessment professional, the utility of various other tests and procedures are routinely evaluatedPage 204 (see this chapter’s  Meet an Assessment Professional ).

MEET AN ASSESSMENT PROFESSIONAL

Meet Dr. Delphine Courvoisier

My name is Delphine Courvoisier. I hold a Ph.D. in psychometrics from the University of Geneva, Switzerland, and Master’s degrees in statistics from the University of Geneva, in epidemiology from Harvard School of Public Health, and in human resources from the University of Geneva. I currently work as a biostatistician in the Department of Rheumatology, at the University Hospitals of Geneva, Switzerland. A typical work day for me entails consulting with clinicians about their research projects. Assistance from me may be sought at any stage in a research project. So, for example, I might help out one team of researchers in conceptualizing initial hypotheses. Another research team might require assistance in selecting the most appropriate outcome measures, given the population of subjects with whom they are working. Yet another team might request assistance with data analysis or interpretation. In addition to all of that, a work day typically includes providing a colleague with some technical or social support—this to counter the concern or discouragement that may have been engendered by some methodological or statistical complexity inherent in a project that they are working on.

Rheumatoid arthritis is a chronic disease. Patients with this disease frequently suffer pain and may have limited functioning. Among other variables, research team members may focus their attention on quality-of-life issues for members of this population. Quality-of-life research may be conducted at different points in time through the course of the disease. In conducting the research, various tools of assessment, including psychological tests and structured interviews, may be used.

The focus of my own research team has been on several overlapping variables, including health-related quality of life, degree of functional disability, and disease activity and progression. We measure health-related quality of life using the Short-Form 36 Health Survey (SF36). We measure functional disability by means of the Health Assessment Questionnaire (HAQ). We assess disease activity and progression by means of a structured interview conducted by a health-care professional. The interview yields a proprietary disease activity score (DAS). All these data are then employed to evaluate the effectiveness of various treatment regimens, and adjust, where necessary, patient treatment plans.

Delphine Courvoisier, Ph.D., Psychometrician and biostatistician at the Department of Rheumatology at the University Hospitals of Geneva, Switzerland. © Delphine Courvoisier

Since so much of our work involves evaluation by means of tests or other assessment procedures, it is important to examine the utility of the methods we use. For example, when a research project demands that subjects respond to a series of telephone calls, it would be instructive to understand how compliance (or, answering the phone and responding to the experimenter’s questions) versus non-compliance (or, not answering the phone) affects the other variables under study. It may be, for example, that people who are more compliant are simply more conscientious. If that was indeed the case, all the data collected from people who answered the phone might be more causally related to a personality variable (such as conscientiousness) than anything else. Thus, prior to analyzing content of phone interviews, it would be useful to test—and reject—the hypothesis that only patients high on the personality trait of conscientiousness will answer the phone.

We conducted a study that entailed the administration of a personality test (the NEO Personality Inventory-Revised), as well as ecological momentary assessment (EMA) in the form of a series of phone interviews with subjects (Courvoisier et al., 2012). EMA is a tool of assessment that researchersPage 205 can use to examine behaviors and subjective states in the settings in which they naturally occur, and at a frequency that can capture their variability. Through the use of EMA we learned, among other things, that subject compliance was not attributable to personality factors (see Courvoisier et al., 2012 for full details).

Being a psychometrician can be most fulfilling, especially when one’s measurement-related knowledge and expertise brings added value to a research project that has exciting prospects for bettering the quality of life for members of a specific population. Psychologists who raise compelling research questions understand that the road to satisfactory answers is paved with psychometric essentials such as a sound research design, the use of appropriate measures, and accurate analysis and interpretation of findings. Psychometricians lend their expertise in these areas to help make research meaningful, replicable, generalizable, and actionable. From my own experience, one day I might be meeting with a researcher to discuss why a particular test is (or is not) more appropriate as an outcome measure, given the unique design and objectives of the study. Another day might find me cautioning experimenters against the use of a spontaneously created, “home-made” questionnaire for the purpose of screening subjects. In such scenarios, a strong knowledge of psychometrics combined with a certain savoir faire in diplomacy would seem to be useful prerequisites to success.

I would advise any student who is considering or contemplating a career as a psychometrician to learn everything they can about measurement theory and practice. In addition, the student would do well to cultivate the interpersonal skills that will most certainly be needed to interact professionally and effectively with fellow producers and consumers of psychological research. Contrary to what many may hold as an intuitive truth, success in the world of psychometrics cannot be measured by numbers alone.

Used with permission of Delphine Courvoisier.

Benefits

Judgments regarding the utility of a test may take into account whether the benefits of testing justify the costs of administering, scoring, and interpreting the test. So, when evaluating the utility of a particular test, an evaluation is made of the costs incurred by testing as compared to the benefits accrued from testing. Here,  benefit  refers to profits, gains, or advantages. As we did in discussing costs associated with testing (and not testing), we can view benefits in both economic and noneconomic terms.

From an economic perspective, the cost of administering tests can be minuscule when compared to the economic benefits—or financial returns in dollars and cents—that a successful testing program can yield. For example, if a new personnel testing program results in the selection of employees who produce significantly more than other employees, then the program will have been responsible for greater productivity on the part of the new employees. This greater productivity may lead to greater overall company profits. If a new method of quality control in a food-processing plant results in higher quality products and less product being trashed as waste, the net result will be greater profits for the company.

There are also many potential noneconomic benefits to be derived from thoughtfully designed and well-run testing programs. In industrial settings, a partial list of such noneconomic benefits—many carrying with them economic benefits as well—would include:

· an increase in the quality of workers’ performance;

· an increase in the quantity of workers’ performance;

· a decrease in the time needed to train workers;

· a reduction in the number of accidents;

· a reduction in worker turnover.

The cost of administering tests can be well worth it if the result is certain noneconomic benefits, such as a good work environment. As an example, consider the admissions program in place at most universities. Educational institutions that pride themselves on their graduates are often on the lookout for ways to improve the way that they select applicants for theirPage 206 programs. Why? Because it is to the credit of a university that their graduates succeed at their chosen careers. A large portion of happy, successful graduates enhances the university’s reputation and sends the message that the university is doing something right. Related benefits to a university that has students who are successfully going through its programs may include high morale and a good learning environment for students, high morale of and a good work environment for the faculty, and reduced load on counselors and on disciplinary personnel and boards. With fewer students leaving the school before graduation for academic reasons, there might actually be less of a load on admissions personnel as well; the admissions office will not be constantly working to select students to replace those who have left before completing their degree programs. A good work environment and a good learning environment are not necessarily things that money can buy. Such outcomes can, however, result from a well-administered admissions program that consistently selects qualified students who will keep up with the work and “fit in” to the environment of a particular university.

JUST THINK . . .

Provide an example of another situation in which the stakes involving the utility of a tool of psychological assessment are high.

One of the economic benefits of a diagnostic test used to make decisions about involuntary hospitalization of psychiatric patients is a benefit to society at large. Persons are frequently confined involuntarily for psychiatric reasons if they are harmful to themselves or others. Tools of psychological assessment such as tests, case history data, and interviews may be used to make a decision regarding involuntary psychiatric hospitalization. The more useful such tools of assessment are, the safer society will be from individuals intent on inflicting harm or injury. Clearly, the potential noneconomic benefit derived from the use of such diagnostic tools is great. It is also true, however, that the potential economic costs are great when errors are made. Errors in clinical determination made in cases of involuntary hospitalization may cause people who are not threats to themselves or others to be denied their freedom. The stakes involving the utility of tests can indeed be quite high.

How do professionals in the field of testing and assessment balance variables such as psychometric soundness, benefits, and costs? How do they come to a judgment regarding the utility of a specific test? How do they decide that the benefits (however defined) outweigh the costs (however defined) and that a test or intervention indeed has utility? There are formulas that can be used with values that can be filled in, and there are tables that can be used with values to be looked up. We will introduce you to such methods in this chapter. But let’s preface our discussion of utility analysis by emphasizing that other, less definable elements—such as prudence, vision, and, for lack of a better (or more technical) term, common sense—must be ever-present in the process. A psychometrically sound test of practical value is worth paying for, even when the dollar cost is high, if the potential benefits of its use are also high or if the potential costs of not using it are high. We have discussed “costs” and “benefits” at length in order to underscore that such matters cannot be considered solely in monetary terms.

Utility Analysis

What Is a Utility Analysis?

 utility analysis  may be broadly defined as a family of techniques that entail a cost–benefit analysis designed to yield information relevant to a decision about the usefulness and/or practical value of a tool of assessment. Note that in this definition, we used the phrase “family of techniques.” This is so because a utility analysis is not one specific technique used for one specific objective. Rather, utility analysis is an umbrella term covering various possible methods, each requiring various kinds of data to be inputted and yielding various kinds of output. Some utility analyses are quite sophisticated, employing high-level mathematical models and detailed strategies forPage 207 weighting the different variables under consideration (Roth et al., 2001). Other utility analyses are far more straightforward and can be readily understood in terms of answers to relatively uncomplicated questions, such as: “Which test gives us more bang for the buck?”

In a most general sense, a utility analysis may be undertaken for the purpose of evaluating whether the benefits of using a test (or training program or intervention) outweigh the costs. If undertaken to evaluate a test, the utility analysis will help make decisions regarding whether:

· one test is preferable to another test for use for a specific purpose;

· one tool of assessment (such as a test) is preferable to another tool of assessment (such as behavioral observation) for a specific purpose;

· the addition of one or more tests (or other tools of assessment) to one or more tests (or other tools of assessment) that are already in use is preferable for a specific purpose;

· no testing or assessment is preferable to any testing or assessment.

If undertaken for the purpose of evaluating a training program or intervention, the utility analysis will help make decisions regarding whether:

· one training program is preferable to another training program;

· one method of intervention is preferable to another method of intervention;

· the addition or subtraction of elements to an existing training program improves the overall training program by making it more effective and efficient;

· the addition or subtraction of elements to an existing method of intervention improves the overall intervention by making it more effective and efficient;

· no training program is preferable to a given training program;

· no intervention is preferable to a given intervention.

The endpoint of a utility analysis is typically an educated decision about which of many possible courses of action is optimal. For example, in a now-classic utility analysis, Cascio and Ramos (1986) found that the use of a particular approach to assessment in selecting managers could save a telephone company more than $13 million over four years (see also Cascio, 1994, 2000).

Whether reading about utility analysis in this chapter or in other sources, a solid foundation in the language of this endeavor—both written and graphic—is essential. Toward that end, we hope you find the detailed case illustration presented in our  Close-Up  helpful.

Page 208

CLOSE-UP

Utility Analysis: An Illustration

Like factor analysis, discriminant analysis, psychoanalysis, and other specific approaches to analysis and evaluation, utility analysis has its own vocabulary. It even has its own images in terms of graphic representations of various phenomena. As a point of departure for learning about the words and images associated with utility analysis, we present a hypothetical scenario involving utility-related issues that arise in a corporate personnel office. The company is a South American package delivery company called Federale (pronounced fed-a-rally) Express (FE). The question at hand concerns the cost-effectiveness of adding a new test to the process of hiring delivery drivers. Consider the following details.

Dr. Wanda Carlos, the personnel director of Federale Express, has been charged with the task of evaluating the utility of adding a new test to the procedures currently in place for hiring delivery drivers. Current FE policy states that drivers must possess a valid driver’s license and have no criminal record. Once hired, the delivery driver is placed on probation for three months, during which time on-the-job supervisory ratings (OTJSRs) are collected on random work days. If scores on the OTJSRs are satisfactory at the end of the probationary period, then the new delivery driver is deemed “qualified.” Only qualified drivers attain permanent employee status and benefits at Federale Express.

The new evaluation procedure to be considered from a cost-benefit perspective is the Federale Express Road Test (FERT). The FERT is a procedure that takes less than one hour and entails the applicant driving an FE truck in actual traffic to a given destination, parallel parking, and then driving back to the start point. Does the FERT evidence criterion-related validity? If so, what cut score instituted to designate passing and failing scores would provide the greatest utility? These are preliminary questions that Dr. Carlos seeks to answer “on the road” to tackling issues of utility. They will be addressed in a study exploring the predictive validity of the FERT.

Dr. Carlos conducts a study in which a new group of drivers is hired based on FE’s existing requirements: possession of a valid driver’s license and no criminal record. However, to shed light on the question of the value of adding a new test to the process, these new hires must also take the FERT. So, subsequent to their hiring and after taking the FERT, these new employees are all placed on probation for the usual period of three months. During this probationary period, the usual on-the-job supervisory ratings (OTJSRs) are collected on randomly selected work days. The total scores the new employees achieve on the OTJSRs will be used to address not only the question of whether the new hire is qualified but also questions concerning the added value of the FERT in the hiring process.

The three-month probationary period for the new hires is now over, and Dr. Carlos has accumulated quite a bit of data including scores on the predictor measure (the FERT) and scores on the criterion measure (the OTJSR). Looking at these data, Dr. Carlos wonders aloud about setting a cut score for the FERT . . . but does she even need to set a cut score? What if FE hired as many new permanent drivers as they need by a process of top-down selection with regard to OTJSRs? Top-down selection is a process of awarding available positions to applicants whereby the highest scorer is awarded the first position, the next highest scorer the next position, and so forth until all positions are filled. Dr. Carlos decides against a top-down hiring policy based on her awareness of its possible adverse impact. Top-down selection practices may carry with them unintended discriminatory effects (Cascio et al., 1995; De Corte & Lievens, 2005; McKinney & Collins, 1991; Zedeck et al., 1996).

For assistance in setting a cut score for hiring and in answering questions related to the utility of the FERT, Dr. Carlos purchases a (hypothetical) computer program entitled Utility Analysis Made Easy. This program contains definitions for a wealth of utility-related terms and also provides the tools for automatically creating computer-generated, utility-related tables and graphs. In what follows we learn, along with Dr. Carlos, how utility analysis can be “made easy” (or, at the very least, somewhat less complicated). After entering all of the data from this study, she enters the command set cut score, and what pops up is a table (Table 1) and this prompt:

There is no single, all-around best way to determine the cut score to use on the FERT. The cut score chosen will reflect the goal of the selection process. In this case, consider which of the following four options best reflects the company’s hiring policy and objectives. For some companies, the best cut score may be no cut score (Option 1).

(1) Limit the cost of selection by not using the FERT.

This goal could be appropriate (a) if Federale Express just needs “bodies” to fill positions in order to continue operations, (b) if the consequences of hiring unqualified personnel are not a major consideration; and/or (c) if the size of the applicant pool is equal to or smaller than the number of openings.

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Table 1 Hits and Misses

Term General Definition What It Means in This Study Implication
Hit 1. A correct classification 1. A passing score on the FERT is associated with satisfactory performance on the OTJSR, and a failing score on the FERT is associated with unsatisfactory performance on the OTJSR. 1. The predictor test has successfully predicted performance on the criterion; it has successfully predicted on-the-job outcome. A qualified driver is hired; an unqualified driver is not hired.
Miss 1. An incorrect classification; a mistake 1. A passing score on the FERT is associated with unsatisfactory performance on the OTJSR, and a failing score on the FERT is associated with satisfactory performance on the OTJSR. 1. The predictor test has not predicted performance on the criterion; it has failed to predict the on-the-job outcome. A qualified driver is not hired; an unqualified driver is hired.
Hit rate 1. The proportion of people that an assessment tool accurately identifies as possessing or exhibiting a particular trait, ability, behavior, or attribute 1. The proportion of FE drivers with a passing FERT score who perform satisfactorily after three months based on OTJSRs. Also, the proportion of FE drivers with a failing FERT score who do not perform satisfactorily after three months based on OTJSRs. 1. The proportion of qualified drivers with a passing FERT score who actually gain permanent employee status after three months on the job. Also, the proportion of unqualified drivers with a failing FERT score who are let go after three months.
Miss rate 1. The proportion of people that an assessment tool inaccurately identifies as possessing or exhibiting a particular trait, ability, behavior, or attribute 1. The proportion of FE drivers with a passing FERT score who perform unsatisfactorily after three months based on OTJSRs. Also, the proportion of FE drivers with a failing FERT score who perform satisfactorily after three months based on OTJSRs. 1. The proportion of drivers whom the FERT inaccurately predicted to be qualified. Also, the proportion of drivers whom the FERT inaccurately predicted to be unqualified
False positive 1. A specific type of miss whereby an assessment tool falsely indicates that the testtaker possesses or exhibits a particular trait, ability, behavior, or attribute 1. The FERT indicates that the new hire will perform successfully on the job but, in fact, the new driver does not. 1. A driver who is hired is not qualified
False negative 1. A specific type of miss whereby an assessment tool falsely indicates that the testtaker does not possess or exhibit a particular trait, ability, behavior, or attribute 1. The FERT indicates that the new hire will not perform successfully on the job but, in fact, the new driver would have performed successfully. 1. FERT says to not hire but driver would have been rated as qualified.

a. Boudreau (1988).

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(2) Ensure that qualified candidates are not rejected.

To accomplish this goal, set a FERT cut score that ensures that no one who is rejected by the cut would have been deemed qualified at the end of the probationary period. Stated another way, set a cut score that yields the lowest false negative rate. The emphasis in such a scenario is on weeding out the “worst” applicants; that is, those applicants who will definitely be deemed unqualified at the end of the probationary period.

(3) Ensure that all candidates selected will prove to be qualified.

To accomplish this goal, set a FERT cut score that ensures that everyone who “makes the cut” on the FERT is rated as qualified at the end of the probationary period; no one who “makes the cut” is rated as unqualified at the end of the probationary period. Stated another way, set a cut score that yields the lowest false positive rate. The emphasis in such a scenario is on selecting only the best applicants; that is, those applicants who will definitely be deemed qualified at the end of the probationary period.

(4) Ensure, to the extent possible, that qualified candidates will be selected and unqualified candidates will be rejected.

This objective can be met by setting a cut score on the FERT that is helpful in (a) selecting for permanent positions those drivers who performed satisfactorily on the OTJSR, (b) eliminating from consideration those drivers who performed unsatisfactorily on the OTJSR, and (c) reducing the miss rate as much as possible. This approach to setting a cut score will yield the highest hit rate while allowing for FERT-related “misses” that may be either of the false-positive or false-negative variety. Here, false positives are seen as no better or worse than false negatives and vice versa.

It is seldom possible to “have it all ways.” In other words, it is seldom possible to have the lowest false positive rate, the lowest false negative rate, the highest hit rate, and not incur any costs of testing. Which of the four listed objectives represents the best “fit” with your policies and the company’s hiring objectives? Before responding, it may be helpful to review  Table 1 .

After reviewing Table 1 and all of the material on terms including hit, miss, false positive, and false negative, Dr. Carlos elects to continue and is presented with the following four options from which to choose.

1. Select applicants without using the FERT.

2. Use the FERT to select with the lowest false negative rate.

3. Use the FERT to select with the lowest false positive rate.

4. Use the FERT to yield the highest hit rate and lowest miss rate.

Curious about the outcome associated with each of these four options, Dr. Carlos wishes to explore all of them. She begins by selecting Option 1: Select applicants without using the FERT. Immediately, a graph (Close-Up Figure 1) and this prompt pop up:

Figure 1 Base Rate Data for Federale Express  Before the use of the FERT, any applicant with a valid driver’s license and no criminal record was hired for a permanent position as an FE driver. Drivers could be classified into two groups based on their on-the-job supervisory ratings (OTJSRs): those whose driving was considered to be satisfactory (located above the dashed horizontal line) and those whose driving was considered to be unsatisfactory (below the dashed line). Without use of the FERT, then, all applicants were hired and the selection ratio was 1.0; 60 drivers were hired out of the 60 applicants. However, the base rate of successful performance shown in  Figure 1  was only .50. This means that only half of the drivers hired (30 of 60) were considered “qualified” drivers by their supervisor. This also shows a miss rate of .50, because half of the drivers turned out to perform below the minimally accepted level.   Yet because scores on the FERT and the OTJSRs are positively correlated, the FERT can be used to help select the individuals who are likely to be rated as qualified drivers. Thus, using the FERT is a good idea, but how should it be used? One method would entail top-down selection. That is, a permanent position could be offered first to the individual with the highest score on the FERT (top, rightmost case in  Figure 1 ), followed by the individual with the next highest FERT score, and so on until all available positions are filled. As you can see in the figure, if permanent positions are offered only to individuals with the top 20 FERT scores, then OTJSR ratings of the permanent hires will mostly be in the satisfactory performer range. However, as previously noted, such a top-down selection policy can be discriminatory.

Generally speaking, base rate is defined as the proportion of people in the population that possess a particular trait, behavior, characteristic, or attribute. In this study, base rate refers to the proportion of new hire drivers who would go on to perform satisfactorily on the criterion measure (the OTJSRs) and be deemed “qualified” regardless of whether or not a test such as the FERT existed (and regardless of their score on the FERT if it were administered). The base rate is represented in Figure 1 (and in all subsequent graphs) by the number of drivers whose OTJSRs fall above the dashed horizontal line (a line that refers to minimally acceptable performance on the OTJSR) as compared to the total number of scores. In other words, the base rate is equal to the ratio of qualified applicants to the total number of applicants.

Without the use of the FERT, it is estimated that about one-half of all new hires would exhibit satisfactory performance; that is, the base rate would be .50. Without use of the FERT, the miss rate would also be .50—this because half of all drivers hired would be deemed unqualified based on the OTJSRs at the end of the probationary period.

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Dr. Carlos considers the consequences of a 50% miss rate. She thinks about the possibility of an increase in customer complaints regarding the level of service. She envisions an increase in at-fault accidents and costly lawsuits. Dr. Carlos is pleasantly distracted from these potential nightmares when she inadvertently leans on her keyboard and it furiously begins to beep. Having rejected Option 1, she “presses on” and next explores what outcomes would be associated with Option 2: Use the FERT to select with the lowest false negative rate. Now, another graph (Close-Up Figure 2) appears along with this text:

This graph, as well as all others incorporating FERT cut-score data, have FERT (predictor) scores on the horizontal axis (which increase from left to right), and OTJSR (criterion) scores on the vertical axis (with scores increasing from the bottom toward the top). The selection ratio provides an indication of the competitiveness of the position; it is directly affected by the cut score used in selection. As the cut score is set farther to the right, the selection ratio goes down. The practical implication of the decreasing selection ratio is that hiring becomes more selective; this means that there is more competition for a position and that the proportion of people actually hired (from all of those who applied) will be less.2 As the cut score is set farther to the left, the selection ratio goes up; hiring becomes less selective, and chances are that more people will be hired.3

Using a cut score of 18 on the FERT, as compared to not using the FERT at all, reduces the miss rate from 50% to 45% (see Figure 2). The major advantage of setting the cut score this low is that the false negative rate falls to zero; no potentially qualified drivers will be rejected based on the FERT. Use of this FERT cut score also increases the base rate of successful performance from .50 to .526. This means that the percentage of hires who will be rated as “qualified” has increased from 50% without use of the FERT to 52.6% with the FERT. The selection ratio associated with using 18 as the cut score is .95, which means that 95% of drivers who apply are selected.

Figure 2  Selection with Low Cut Score and High Selection Ratio  As we saw in  Figure 1 , without the use of the FERT, only half of all the probationary hires would be rated as satisfactory drivers by their supervisors. Now we will consider how to improve selection by using the FERT. For ease of reference, each of the quadrants in Figure 2 (as well as the remaining Close-Up graphs) have been labeled, A, B, C, or D. The selection ratio in this and the following graphs may be defined as being equal to the ratio of the number of people who are hired on a permanent basis (qualified applicants as determined by FERT score) compared to the total number of people who apply.   The total number of applicants for permanent positions was 60, as evidenced by all of the dots in all of the quadrants. In quadrants A and B, just to the right of the vertical Cut score line (set at 18), are the 57 FE drivers who were offered permanent employment. We can also see that the false positive rate is zero because no scores fall in quadrant D; thus, no potentially qualified drivers will be rejected based on use of the FERT with a cut score of 18. The selection ratio in this scenario is 57/60, or .95. We can therefore conclude that 57 applicants (95% of the 60 who originally applied) would have been hired on the basis of their FERT scores with a cut score set at 18 (resulting in a “high” selection ratio of 95%); only three applicants would not be hired based on their FERT scores. These three applicants would also be rated as unqualified by their supervisors at the end of the probationary period. We can also see that, by removing the lowest-scoring applicants, the base rate of successful performance improves slightly as compared to not using the FERT at all. Instead of having a successful performance base rate of only .50 (as was the case when all applicants were hired), now the base rate of successful performance is .526. This is so because 30 drivers are still rated as qualified based on OTJSRs while the number of drivers hired has been reduced from 60 to 57.

Dr. Carlos appreciates that the false negative rate is zero and thus no potentially qualified drivers are turned away based on FERT score. She also believes that a 5% reduction in the miss Page 212rate is better than no reduction at all. She wonders, however, whether this reduction in the miss rate is statistically significant. She would have to formally analyze these data to be certain but, after simply “eyeballing” these findings, a decrease in the miss rate from 50% to 45% does not seem significant. Similarly, an increase in the number of qualified drivers of only 2.6% through the use of a test for selection purposes does not, on its face, seem significant. It simply does not seem prudent to institute a new personnel selection test at real cost and expense to the company if the only benefit of the test is to reject the lowest-scoring 3 of 60 applicants—when, in reality, 30 of the 60 applicants will be rated as “unqualified.”

Dr. Carlos pauses to envision a situation in which reducing the false negative rate to zero might be prudent; it might be ideal if she were testing drivers for drug use, because she would definitely not want a test to indicate a driver is drug-free if that driver had been using drugs. Of course, a test with a false negative rate of zero would likely also have a high false positive rate. But then she could retest any candidate who received a positive result with a second, more expensive, more accurate test—this to ensure that the initial positive result was correct and not a testing error. As Dr. Carlos mulls over these issues, a colleague startles her with a friendly query: “How’s that FERT researching coming?”

Dr. Carlos says, “Fine,” and smoothly reaches for her keyboard to select Option 3: Use the FERT to select with the lowest false positive rate. Now, another graph (Close-Up Figure 3) and another message pop up:

Using a cut score of 80 on the FERT, as compared to not using the FERT at all, results in a reduction of the miss rate from 50% to 40% (see Figure 3) but also reduces the false positive rate to zero. Use of this FERT cut score also increases the base rate of successful performance from .50 to 1.00. This means that the percentage of drivers selected who are rated as “qualified” increases from 50% without use of the FERT to 100% when the FERT is used with a cut score of 80. The selection ratio associated with using 80 as the cut score is .10, which means that 10% of applicants are selected.

Figure 3  Selection with High Cut Score and Low Selection Ratio As before, the total number of applicants for permanent positions was 60, as evidenced by all of the dots in all of the quadrants. In quadrants A and B, just to the right of the vertical Cut score line (set at a FERT score of 80), are the 6 FE drivers who were offered permanent employment. The selection ratio in this scenario is 6/60, or .10. We can therefore conclude that 6 applicants (10% of the 60 who originally applied) would have been hired on the basis of their FERT scores with the cut score set at 80 (and with a “low” selection ratio of 10%). Note also that the base rate improves dramatically, from .50 without use of the FERT to 1.00 with a FERT cut score set at 80. This means that all drivers selected when this cut score is in place will be qualified. Although only 10% of the drivers will be offered permanent positions, all who are offered permanent positions will be rated qualified drivers on the OTJSR. Note, however, that even though the false positive rate drops to zero, the overall miss rate only drops to .40. This is so because a substantial number (24) of qualified applicants would be denied permanent positions because their FERT scores were below 80.

Dr. Carlos likes the idea of the “100% solution” entailed by a false positive rate of zero. It means that 100% of the applicants selected by their FERT scores will turn out to be qualified drivers. At first blush, this solution seems optimal. However, there is, as they say, a fly in the ointment. Although the high cut score (80) results in the selection of only qualified candidates, the selection ratio is so stringent that only 10% of those candidates would actually be hired. Dr. Carlos envisions the consequences of this low selection ratio. She sees herself as having to recruit and test at least 100 applicants for every 10 drivers she actually hires. To meet her company goal of hiring 60 drivers, for example, she would have to recruit about 600 applicants for testing. Attracting that many applicants to the company is a venture that has some obvious (as well as some less obvious) costs. Dr. Carlos sees her recruiting budget dwindle as she repeatedly writes checks for classified advertising in newspapers. She sees herself purchasing airline tickets and making hotel reservations in order to attend various job fairs, far and wide. Fantasizing about the applicants she will attract at one of those job fairs, she is abruptly brought Page 213back to the here-and-now by the friendly voice of a fellow staff member asking her if she wants to go to lunch. Still half-steeped in thought about a potential budget crisis, Dr. Carlos responds, “Yes, just give me ten dollars . . . I mean, ten minutes.”

As Dr. Carlos takes the menu of a local hamburger haunt from her desk to review, she still can’t get the “100% solution” out of her mind. Although clearly attractive, she has reservations (about the solution, not for the restaurant). Offering permanent positions to only the top-performing applicants could easily backfire. Competing companies could be expected to also offer these applicants positions, perhaps with more attractive benefit packages. How many of the top drivers hired would actually stay at Federale Express? Hard to say. What is not hard to say, however, is that the use of the “100% solution” has essentially brought Dr. Carlos full circle back to the top-down hiring policy that she sought to avoid in the first place. Also, scrutinizing Figure 3, Dr. Carlos sees that—even though the base rate with this cut score is 100%—the percentage of misclassifications (as compared to not using any selection test) is reduced only by a measly 10%. Further, there would be many qualified drivers who would also be cut by this cut score. In this instance, then, a cut score that scrupulously seeks to avoid the hiring of unqualified drivers also leads to rejecting a number of qualified applicants. Perhaps in the hiring of “super responsible” positions—say, nuclear power plant supervisors—such a rigorous selection policy could be justified. But is such rigor really required in the selection of Federale Express drivers?

Hoping for a more reasonable solution to her cut-score dilemma and beginning to feel hungry, Dr. Carlos leafs through the burger menu while choosing Option 4 on her computer screen: Use the FERT to yield the highest hit rate and lowest miss rate. In response to this selection, another graph (Close-Up Figure 4) along with the following message is presented:

Using a cut score of 48 on the FERT results in a reduction of the miss rate from 50% to 15% as compared to not using the FERT (see Figure 4). False positive and false negative rates are both fairly low at .167 and .133, respectively. Use of this cut score also increases the base rate from .50 (without use of the FERT) to .839. This means that the percentage of hired drivers who are rated as “qualified” at the end of the probationary period has increased from 50% (without use of the FERT) to 83.9%. The selection ratio associated with using 48 as the cut score is .517, which means that 51.7% of applicants will be hired.

Figure 4 Selection with Moderate Cut Score and Moderate Selection Ratio  Again, the total number of applicants was 60. In quadrants A and B, just to the right of the vertical Cut Score line (set at 48), are the 31 FE drivers who were offered permanent employment at the end of the probationary period. The selection ratio in this scenario is therefore equal to 31/60, or about .517. This means that slightly more than half of all applicants will be hired based on the use of 48 as the FERT cut score. The selection ratio of .517 is a moderate one. It is not as stringent as is the .10 selection ratio that results from a cut score of 80, nor is it as lenient as the .95 selection ratio that results from a cut score of 18. Note also that the cut score set at 48 effectively weeds out many of the applicants who won’t receive acceptable performance ratings. Further, it does this while retaining many of the applicants who will receive acceptable performance ratings. With a FERT cut score of 48, the base rate increases quite a bit: from .50 (as was the case without using the FERT) to .839. This means that about 84% (83.9%, to be exact) of the hired drivers will be rated as qualified when the FERT cut score is set to 48 for driver selection.

Although a formal analysis would have to be run, Dr. Carlos again “eyeballs” the findings and, based on her extensive experience, strongly suspects that these results are statistically significant. Moreover, these findings would seem to be of practical significance. As compared to not using the FERT, use of the FERT with a cut score of 48 could reduce misclassifications from 50% to 15%. Such a reduction in misclassifications would almost certainly have positive cost–benefit implications for FE. Also, the percentage of drivers who are deemed qualified at the end of the probationary period would rise from 50% (without use of the FERT) to 83.9% (using the FERT with a cut score of 48). The implications of such improved selection are many and include better service to customers (leading to an increase in business volume), less costly accidents, and fewer costs involved in hiring and training new personnel.

Yet another benefit of using the FERT with a cut score of 48 concerns recruiting costs. Using a cut score of 48, FE would need to recruit only 39 or so qualified applicants for every 20 permanent positions it needed to fill. Now, anticipating real savings in her annual budget, Dr. Carlos returns the hamburger menu to her desk drawer and removes instead the menu from her favorite (pricey) steakhouse.

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Dr. Carlos decides that the moderate cut-score solution is optimal for FE. She acknowledges that this solution doesn’t reduce any of the error rates to zero. However, it produces relatively low error rates overall. It also yields a relatively high hit rate; about 84% of the drivers hired will be qualified at the end of the probationary period. Dr. Carlos believes that the costs associated with recruitment and testing using this FERT cut score will be more than compensated by the evolution of a work force that evidences satisfactory performance and has fewer accidents. As she peruses the steakhouse menu and mentally debates the pros and cons of sautéed onions, she also wonders about the dollars-and-cents utility of using the FERT. Are all of the costs associated with instituting the FERT as part of FE hiring procedures worth the benefits?

Dr. Carlos puts down the menu and begins to calculate the company’s  return on investment  (the ratio of benefits to costs). She estimates the cost of each FERT to be about $200, including the costs associated with truck usage, gas, and supervisory personnel time. She further estimates that FE will test 120 applicants per year in order to select approximately 60 new hires based on a moderate FERT cut score. Given the cost of each test ($200) administered individually to 120 applicants, the total to be spent on testing annually will be about $24,000. So, is it worth it? Considering all of the possible benefits previously listed that could result from a significant reduction of the misclassification rate, Dr. Carlos’s guess is, “Yes, it would be worth it.” Of course, decisions like that aren’t made with guesses. So continue reading—later in this chapter, a formula will be applied that will prove Dr. Carlos right. In fact, the moderate cut score shown in Figure 4 would produce a return on investment of 12.5 to 1. And once Dr. Carlos gets wind of these projections, you can bet it will be surf-and-turf-tortilla time at Federale Express.

How Is a Utility Analysis Conducted?

The specific objective of a utility analysis will dictate what sort of information will be required as well as the specific methods to be used. Here we will briefly discuss two general approaches to utility analysis. The first is an approach that employs data that should actually be quite familiar.

Expectancy data

Some utility analyses will require little more than converting a scatterplot of test data to an expectancy table (much like the process described in the previous chapter). An expectancy table can provide an indication of the likelihood that a testtaker will score within some interval of scores on a criterion measure—an interval that may be categorized as “passing,” “acceptable,” or “failing.” For example, with regard to the utility of a new and experimental personnel test in a corporate setting, an expectancy table can provide vital information to decision-makers. An expectancy table might indicate, for example, that the higher a worker’s score is on this new test, the greater the probability that the worker will be judged successful. In other words, the test is working as it should and, by instituting this new test on a permanent basis, the company could reasonably expect to improve its productivity.

Tables that could be used as an aid for personnel directors in their decision-making chores were published by H. C. Taylor and J. T. Russell in the Journal of Applied Psychology in 1939. Referred to by the names of their authors, the  Taylor-Russell tables  provide an estimate of the extent to which inclusion of a particular test in the selection system will improve selection. More specifically, the tables provide an estimate of the percentage of employees hired by the use of a particular test who will be successful at their jobs, given different combinations of three variables: the test’s validity, the selection ratio used, and the base rate.

The value assigned for the test’s validity is the computed validity coefficient. The selection ratio is a numerical value that reflects the relationship between the number of people to be hired and the number of people available to be hired. For instance, if there are 50 positions and 100 applicants, then the selection ratio is 50/100, or .50. As used here, base rate refers to the percentage of people hired under the existing system for a particular position. If, for example, a firm employs 25 computer programmers and 20 are considered successful, the base rate would be .80. With knowledge of the validity coefficient of a particular test along with the selection ratio, reference to the Taylor-Russell tables provides the personnel officer with an estimate of how much using the test would improve selection over existing methods.

A sample Taylor-Russell table is presented in Table 7–1. This table is for the base rate of .60, meaning that 60% of those hired under the existing system are successful in their work. Down the left-hand side are validity coefficients for a test that could be used to help select employees. Across the top are the various selection ratios. They reflect the proportion of the people applying for the jobs who will be hired. If a new test is introduced to help select employees in a situation with a selection ratio of .20 and if the new test has a predictive validity coefficient of .55, then the table shows that the base rate will increase to .88. This means that, rather than 60% of the hired employees being expected to perform successfully, a full 88% can be expected to do so. When selection ratios are low, as when only 5% of the applicants will be hired, even tests with low validity coefficients, such as .15, can result in improved base rates.

Selection Ratio
Validity (ρxy) .05 .10 .20 .30 .40 .50 .60 .70 .80 .90 .95
.00 .60 .60 .60 .60 .60 .60 .60 .60 .60 .60 .60
.05 .64 .63 .63 .62 .62 .62 .61 .61 .61 .60 .60
.10 .68 .67 .65 .64 .64 .63 .63 .62 .61 .61 .60
.15 .71 .70 .68 .67 .66 .65 .64 .63 .62 .61 .61
.20 .75 .73 .71 .69 .67 .66 .65 .64 .63 .62 .61
.25 .78 .76 .73 .71 .69 .68 .66 .65 .63 .62 .61
.30 .82 .79 .76 .73 .71 .69 .68 .66 .64 .62 .61
.35 .85 .82 .78 .75 .73 .71 .69 .67 .65 .63 .62
.40 .88 .85 .81 .78 .75 .73 .70 .68 .66 .63 .62
.45 .90 .87 .83 .80 .77 .74 .72 .69 .66 .64 .62
.50 .93 .90 .86 .82 .79 .76 .73 .70 .67 .64 .62
.55 .95 .92 .88 .84 .81 .78 .75 .71 .68 .64 .62
.60 .96 .94 .90 .87 .83 .80 .76 .73 .69 .65 .63
.65 .98 .96 .92 .89 .85 .82 .78 .74 .70 .65 .63
.70 .99 .97 .94 .91 .87 .84 .80 .75 .71 .66 .63
.75 .99 .99 .96 .93 .90 .86 .81 .77 .71 .66 .63
.80 1.00 .99 .98 .95 .92 .88 .83 .78 .72 .66 .63
.85 1.00 1.00 .99 .97 .95 .91 .86 .80 .73 .66 .63
.90 1.00 1.00 1.00 .99 .97 .94 .88 .82 .74 .67 .63
.95 1.00 1.00 1.00 1.00 .99 .97 .92 .84 .75 .67 .63
1.00 1.00 1.00 1.00 1.00 1.00 1.00 1.00 .86 .75 .67 .63
Table 7–1

Taylor-Russell Table for a Base Rate of .60

Source: Taylor and Russell (1939).

One limitation of the Taylor-Russell tables is that the relationship between the predictor (the test) and the criterion (rating of performance on the job) must be linear. If, for example,Page 215 there is some point at which job performance levels off, no matter how high the score on the test, use of the Taylor-Russell tables would be inappropriate. Another limitation of the Taylor-Russell tables is the potential difficulty of identifying a criterion score that separates “successful” from “unsuccessful” employees.

The potential problems of the Taylor-Russell tables were avoided by an alternative set of tables (Naylor & Shine, 1965) that provided an indication of the difference in average criterion scores for the selected group as compared with the original group. Use of the  Naylor-Shine tables  entails obtaining the difference between the means of the selected and unselected groups to derive an index of what the test (or some other tool of assessment) is adding to already established procedures.

Both the Taylor-Russell and the Naylor-Shine tables can assist in judging the utility of a particular test, the former by determining the increase over current procedures and the latter by determining the increase in average score on some criterion measure. With both tables, the validity coefficient used must be one obtained by concurrent validation procedures—a fact that should not be surprising because it is obtained with respect to current employees hired by the selection process in effect at the time of the study.

JUST THINK . . .

In addition to testing, what types of assessment procedures might employers use to help them make judicious personnel selection decisions?

If hiring decisions were made solely on the basis of variables such as the validity of an employment test and the prevailing selection ratio, then tables such as those offered by Taylor and Russell and Naylor and Shine would be in wide use today. The fact is that many other kinds of variables might enter into hiring and other sorts of personnel selection decisions (including decisionsPage 216 relating to promotion, transfer, layoff, and firing). Some additional variables might include, for example, applicants’ minority status, general physical or mental health, or drug use. Given that many variables may affect a personnel selection decision, of what use is a given test in the decision process?

Expectancy data, such as that provided by the Taylor-Russell tables or the Naylor-Shine tables could be used to shed light on many utility-related decisions, particularly those confined to questions concerning the validity of an employment test and the selection ratio employed. Table 7–2 presents a brief summary of some of the uses, advantages, and disadvantages of these approaches. In many instances, however, the purpose of a utility analysis is to answer a question related to costs and benefits in terms of dollars and cents. When such questions are raised, the answer may be found by using the Brogden-Cronbach-Gleser formula.

Instrument What It Tells Us Example Advantages Disadvantages
1. Expectancy table or chart 1. Likelihood that individuals who score within a given range on the predictor will perform successfully on the criterion 1. A school psychologist uses an expectancy table to determine the likelihood that students who score within a particular range on an aptitude test will succeed in regular classes as opposed to special education classes. 1. Easy-to-use graphical display; can aid in decision making regarding a specific individual or a group of individuals scoring in a given range on the predictor 1. Dichotomizes performance into successful and unsuccessful categories, which is not realistic in most situations; does not address monetary issues such as cost of testing or return on investment of testing
1. Taylor-Russell tables 1. Increase in base rate of successful performance that is associated with a particular level of criterion-related validity 1. A human resources manager of a large computer store uses the Taylor-Russell tables to help decide whether applicants for sales positions should be administered an extraversion inventory prior to hire. The manager wants to increase the portion of the sales force that is considered successful (or, consistently meets sales quota). By using an estimate of the test’s validity (e.g., by using a value of .20 based on research by Conte & Gintoft, 2005), the current base rate, and selection ratio, the manager can estimate whether the increase in proportion of the sales force that do successfully meet their quotas will justify the cost of testing all sales applicants. 1. Easy-to-use; shows the relationships between selection ratio, criterion-related validity, and existing base rate; facilitates decision making with regard to test use and/or recruitment to lower the selection ratio 1. Relationship between predictor and criterion must be linear; does not indicate the likely average increase in performance with use of the test; difficulty identifying a criterion value to separate successful and unsuccessful performance; dichotomizes performance into successful versus unsuccessful, which is not realistic in most situations; does not consider the cost of testing in comparison to benefits
1. Naylor-Shine tables 1. Likely average increase in criterion performance as a result of using a particular test or intervention; also provides selection ratio needed to achieve a particular increase in criterion performance 1. The provost at a private college estimates the increase in applicant pool (and corresponding decrease in selection ratio) that is needed in order to improve the mean performance of students it selects by 0.50 standardized units while still maintaining its enrollment figures. 1. Provides information (or, average performance gain) needed to use the Brogden-Cronbach-Gleser utility formula; does not dichotomize criterion performance; useful either for showing average performance gain or to show selection ratio needed for a particular performance gain; facilitates decision making with regard to likely increase in performance with test use and/or recruitment needed to lower the selection ratio 1. Overestimates utility unless top-down selection is used;a utility expressed in terms of performance gain based on standardized units, which can be difficult to interpret in practical terms; does not address monetary issues such as cost of testing or return on investment
Table 7–2

Most Everything You Ever Wanted to Know About Utility Tables

The Brogden-Cronbach-Gleser formula

The independent work of Hubert E. Brogden (1949) and a team of decision theorists (Cronbach & Gleser, 1965) has been immortalized in the  Brogden-Cronbach-Gleser formula , used to calculate the dollar amount of a utility gain resulting from the use of a particular selection instrument under specified conditions. In general,  utility gain  refers to an estimate of the benefit (monetary or otherwise) of using a particular test or selection method. The Brogden-Cronbach-Gleser (BCG) formula is:

 

In the first part of the formula, N represents the number of applicants selected per year, T represents the average length of time in the position (or, tenure), rxyrepresents the (criterion-related) validity coefficient for the given predictor and criterion, SDy represents the standard deviation of performance (in dollars) of employees, and  represents the mean (standardized) score on the test for selected applicants. The second part of the formula represents the cost of testing, which takes into consideration the number of applicants (N) multiplied by the cost of the test for each applicant (C). A difficulty in using this formula is estimating the value of SDy, a value that is, quite literally, estimated (Hunter et al., 1990). One recommended way to estimate SDy is by setting it equal to 40% of the mean salary for the job (Schmidt & Hunter, 1998).

The BCG formula can be applied to the question raised in this chapter’s Close-Up about the utility of the FERT. Suppose 60 Federale Express (FE) drivers are selected per year and that each driver stays with FE for one and a half years. Let’s further suppose that the standard deviation of performance of the drivers is about $9,000 (calculated as 40% of annual salary), that the criterion-related validity of FERT scores is .40, and that the mean standardized FERT score for applicants is +1.0. Applying the benefits part of the BCG formula, the benefits are $324,000 (60 × 1.5 × .40 × $9,000 × 1.0). When the costs of testing ($24,000) are subtracted from the financial benefits of testing ($324,000), it can be seen that the utility gain amounts to $300,000.

So, would it be wise for a company to make an investment of $24,000 to receive a return of about $300,000? Most people (and corporations) would be more than willing to invest in something if they knew that the return on their investment would be more than $12.50 for each dollar invested. Clearly, with such a return on investment, using the FERT with the cut score illustrated in Figure 4 of the  Close-Up  does provide a cost-effective method of selecting delivery drivers.

JUST THINK . . .

When might it be better to present utility gains in productivity terms rather than financial terms?

By the way, a modification of the BCG formula exists for researchers who prefer their findings in terms of productivity gains rather than financial ones. Here,  productivity gain  refers to an estimated increase in work output. In this modification of the formula, the value of the standard deviation of productivity, SDp, is substituted for the value of the standard deviation of performance in dollars, SDy (Schmidt et al., 1986). The result is a formula that helps estimate the percent increase in output expected through the use of a particular test. The revised formula is:

 

Throughout this text, including in the boxed material, we have sought to illustrate psychometric principles with reference to contemporary, practical illustrations from everyday life. In recent years, for example, there has increasingly been calls for police to wear body cameras as a means to reduce inappropriate use of force against citizens (Ariel, 2015). In response to such demands, some have questioned whether the purchase of such recording systems as well as all of the ancillary recording and record-keeping technology is justified; that is, will it really make a difference in the behavior of police personnel. Stated another way, important questions regarding the utility of such systems have been raised. Some answers to these important questions can be found in this chapter’s  Everyday Psychometrics .Page 217

EVERYDAY PSYCHOMETRICS

The Utility of Police Use of Body Cameras*

Imagine you are walking down a street. You see two police officers approach a man who has just walked out of a shop, carrying a shopping bag. The police stop the man, and aggressively ask him to explain who he is, where he is going, and what he was doing in the shop. Frustrated at being detained in this way, the man becomes angry and refuses to cooperate. The situation quickly escalates as the police resort to the use of pepper spray and handcuffs to effect and arrest. The man being arrested is physically injured in the process. After his release, the man files a lawsuit in civil court against the police force, alleging illegal use of force. Several bystanders come forward as witnesses to the event. Their account of what happened serves to support the plaintiff’s claims against the defendant (the defendant being the municipality that manages the police). A jury finds in favor of the plaintiff and orders the defendant city to pay the plaintiff one-million dollars in damages.

Now imagine the same scenario but played through the eyes of the police officer who effected the arrest. Prior to your sighting of the suspect individual, you have heard “be on the lookout” reports over your police radio regarding a man roughly fitting this person’s description. The individual in question has reportedly been observed stealing items from shops in the area. Having observed him, you now approach him and take command of the situation, because that is what you have been trained to do. Despite your forceful, no-nonsense approach to the suspect, the suspect is uncooperative to the point of defiance. As the suspect becomes increasingly agitated, you become increasingly concerned for your own safety, as well as the safety of your partner. Now trying to effect an arrest without resorting to the use of lethal force, you use pepper spray in an effort to subdue him. Subsequently, in court, after the suspect has been cleared of all charges, and the municipality that employs you has been hit with a one-million-dollar judgement, you wonder how things could have more effectively been handled.

In the scenarios described above, the police did pretty much what they were trained to do. Unfortunately, all of that training resulted in a “lose-lose” situation for both the citizen wrongly detained for suspicion of being a thief, and the police officer who was just doing his job as best as he could. So, now a question arises, “Is there something that might have been added to the situation that might have had the effect of retarding the citizen’s combativeness, and the police’s defensive and reflexive use of force in response?” More specifically, might the situation have been different if the parties involved knew that their every move, and their every utterance, were being faithfully recorded? Might the fact that the event was being recorded influence the extent to which the wrongfully charged citizen was noncompliant, even combative? Similarly, might the fact that the event was being recorded influence the extent to which the police officer doing his job had to resort to the use of force? The answer to such questions is “yes” according to a study by Ariel et al. (2015). A brief description of that study follows. Readers interested in a more detailed description of the experiment are urged to consult the original article.

© George Frey/Getty Images

The Ariel (2015) Study

Ariel et al.’s (2015) study with the police force in Rialto, California, was the first published experimental evidence on the effectiveness of the body-worn camera (BWC). In order to establish whether or not cameras were actually able to change officer–citizen interactions for the better, a randomized-controlled field trial (RCT) was designed.1 In nearly every police force around the world, officers work according to a shift pattern. Using a randomization program called the Cambridge Randomizer (Ariel et al., 2012), which is essentially an online coin-flip, the researchers randomly assigned officers of each shift to either a camera or no-camera experimental condition. This meant that every officer on a shift would wear a camera in the Camera condition, but not wear a camera in the No Camera condition. The relevant behavioral data for analysis was not what one of the 54 police officers on the Rialto police forcePage 218 was doing, but what occurred during the 988 randomly assigned shifts over a one-year period.

The research protocol required officers to (i) wear cameras only during Camera shifts; (ii) not wear (or use) cameras during No Camera shifts; (iii) keep cameras on throughout their entire Camera shift; and (iv) issue verbal warnings during the Camera shifts to advise citizens confronted that the interaction was being videotaped by a camera attached to the officer’s uniform.

Over the course of a year that the experiment ran, data from police reports of arrest as well as data from videos (when available) were analyzed for the presence or absence of “use of force.” For the purposes of this experiment, “use of force” was coded as being present on any occasion that a police verbal confrontation with a citizen escalated to the point of physical contact. In addition to the presence or absence of use of force as an outcome measure, another outcome measure was formal complaints of police use of force made by citizens. As clearly illustrated in Figure 7–7, the number of use-of force incidents in shifts significantly decreased beginning at the time of the initiation of this study, as did the number of use-of-force complaints by citizens. Ariel et al. (2015) found that use-of-force rates were more than twice that in the No Camera shifts as compared to the Camera shifts.

Although this study suggests that body cameras worn by police have utility in reducing use-of-force incidents, as well as use-of-force complaints by citizens, it sheds no light on why this might be so. In fact, there are a multitude of variables to consider when analyzing the factors that may influence a police officer’s decision to use force (Bolger, 2015). Given the procedures used in this study, the question of whether changes in the participants’ behavior is more a function of the camera or the police officer’s verbal warning, is an open one (“Cameras on Cops,” 2014; Ariel, 2016). It would be useful to explore in future research the extent to which being filmed, or simply being advised that one is being filmed, is causal in reducing use-of-force incidents and use-of-force complaints.

To be sure, use of force by police in some situations is indicated, legitimate, and unquestionably justified. However, in those more borderline situations, cameras may serve as silent reminders of the efficacy of more “civil” interaction—and this may be true for both members of the general public as well as those well-meaning police officers whose dedicated service and whose judicious use of force is integral to the functioning of civilized society.

Figure 1  Use of Force by Police and Use-of-Force Complaints by Citizens Before and During the Rialto Body Camera Experiment

Used with permission of Alex Sutherland and Barak Ariel.1. Although RCT entails the use of experimental methods, the laboratory in a field experiment is the “real world.” This fact enhances the generalizability of the results. It is also more challenging because there are a lot more things that can go wrong. This is the case for many reasons, not the least of which is the fact that participants do not always do exactly what the experimenter has asked them to do. Used with permission of Alex Sutherland and Barak Ariel.*This Everyday Psychometrics was guest-authored by Alex Sutherland of RAND Europe, and Barak Ariel of Cambridge University and Hebrew University.

Decision theory and test utility

Perhaps the most oft-cited application of statistical decision theory to the field of psychological testing is Cronbach and Gleser’s Psychological Tests and Personnel Decisions (1957, 1965). The idea of applying statistical decision theory to questions of test utility was conceptually appealing and promising, and an authoritative textbook of the day reflects the great enthusiasm with which this marriage of enterprises was greeted:

The basic decision-theory approach to selection and placement . . . has a number of advantages over the more classical approach based upon the correlation model. . . . There is no question but that it is a more general and better model for handling this kind of decision task, and we predict that in the future problems of selection and placement will be treated in this context more frequently—perhaps to [the] eventual exclusion of the more stereotyped correlational model. (Blum & Naylor, 1968, p. 58)

Page 220

Stated generally, Cronbach and Gleser (1965) presented (1) a classification of decision problems; (2) various selection strategies ranging from single-stage processes to sequential analyses; (3) a quantitative analysis of the relationship between test utility, the selection ratio, cost of the testing program, and expected value of the outcome; and (4) a recommendation that in some instances job requirements be tailored to the applicant’s ability instead of the other way around (a concept they refer to as adaptive treatment).

Let’s illustrate decision theory in action. To do so, recall the definition of five terms that you learned in the previous chapter: base rate, hit rate, miss rate, false positive, and false negative. Now, imagine that you developed a procedure called the Vapor Test (VT), which was designed to determine if alive-and-well subjects are indeed breathing. The procedure for the VT entails having the examiner hold a mirror under the subject’s nose and mouth for a minute or so and observing whether the subject’s breath fogs the mirror. Let’s say that 100 introductory psychology students are administered the VT, and it is concluded that 89 were, in fact, breathing (whereas 11 are deemed, on the basis of the VT, not to be breathing). Is the VT a good test? Obviously not. Because the base rate is 100% of the (alive-and-well) population, we really don’t even need a test to measure the characteristic breathing. If for some reason we did need such a measurement procedure, we probably wouldn’t use one that was inaccurate in approximately 11% of the cases. A test is obviously of no value if the hit rate is higher without using it. One measure of the value of a test lies in the extent to which its use improves on the hit rate that exists without its use.

As a simple illustration of decision theory applied to testing, suppose a test is administered to a group of 100 job applicants and that some cutoff score is applied to distinguish applicants who will be hired (applicants judged to have passed the test) from applicants whose employment application will be rejected (applicants judged to have failed the test). Let’s further suppose that some criterion measure will be applied some time later to ascertain whether the newly hired person was considered a success or a failure at the job. In such a situation, if the test is a perfect predictor (if its validity coefficient is equal to 1), then two distinct types of outcomes can be identified: (1) Some applicants will score at or above the cutoff score on the test and be successful at the job, and (2) some applicants will score below the cutoff score and would not have been successful at the job.

In reality, few, if any, employment tests are perfect predictors with validity coefficients equal to 1. Consequently, two additional types of outcomes are possible: (3) Some applicants will score at or above the cutoff score, be hired, and fail at the job (the criterion), and (4) some applicants who scored below the cutoff score and were not hired could have been successful at the job. People who fall into the third category could be categorized as false positives, and those who fall into the fourth category could be categorized as false negatives.

In this illustration, logic alone tells us that if the selection ratio is, say, 90% (9 out of 10 applicants will be hired), then the cutoff score will probably be set lower than if the selection ratio is 5% (only 5 of the 100 applicants will be hired). Further, if the selection ratio is 90%, then it is a good bet that the number of false positives (people hired who will fail on the criterion measure) will be greater than if the selection ratio is 5%. Conversely, if the selection ratio is only 5%, it is a good bet that the number of false negatives (people not hired who could have succeeded on the criterion measure) will be greater than if the selection ratio is 90%.

Decision theory provides guidelines for setting optimal cutoff scores. In setting such scores, the relative seriousness of making false-positive or false-negative selection decisions is frequently taken into account. Thus, for example, it is a prudent policy for an airline personnel office to set cutoff scores on tests for pilots that might result in a false negative (a pilot who is truly qualified being rejected) as opposed to a cutoff score that would allow a false positive (a pilot who is truly unqualified being hired).Page 221

In the hands of highly skilled researchers, principles of decision theory applied to problems of test utility have led to some enlightening and impressive findings. For example, Schmidt et al. (1979) demonstrated in dollars and cents how the utility of a company’s selection program (and the validity coefficient of the tests used in that program) can play a critical role in the profitability of the company. Focusing on one employer’s population of computer programmers, these researchers asked supervisors to rate (in terms of dollars) the value of good, average, and poor programmers. This information was used in conjunction with other information, including these facts: (1) Each year the employer hired 600 new programmers, (2) the average programmer remained on the job for about 10 years, (3) the Programmer Aptitude Test currently in use as part of the hiring process had a validity coefficient of .76, (4) it cost about $10 per applicant to administer the test, and (5) the company currently employed more than 4,000 programmers.

Schmidt et al. (1979) made a number of calculations using different values for some of the variables. For example, knowing that some of the tests previously used in the hiring process had validity coefficients ranging from .00 to .50, they varied the value of the test’s validity coefficient (along with other factors such as different selection ratios that had been in effect) and examined the relative efficiency of the various conditions. Among their findings was that the existing selection ratio and selection process provided a great gain in efficiency over a previous situation (when the selection ratio was 5% and the validity coefficient of the test used in hiring was equal to .50). This gain was equal to almost $6 million per year. Multiplied over, say, 10 years, that’s $60 million. The existing selection ratio and selection process provided an even greater gain in efficiency over a previously existing situation in which the test had no validity at all and the selection ratio was .80. Here, in one year, the gain in efficiency was estimated to be equal to over $97 million.

By the way, the employer in the previous study was the U.S. government. Hunter and Schmidt (1981) applied the same type of analysis to the national workforce and made a compelling argument with respect to the critical relationship between valid tests and measurement procedures and our national productivity. In a subsequent study, Schmidt, Hunter, and their colleagues found that substantial increases in work output or reductions in payroll costs would result from using valid measures of cognitive ability as opposed to non-test procedures (Schmidt et al., 1986).

JUST THINK . . .

What must happen in society at large if the promise of decision theory in personnel selection is to be fulfilled?

Employers are reluctant to use decision-theory-based strategies in their hiring practices because of the complexity of their application and the threat of legal challenges. Thus, although decision theory approaches to assessment hold great promise, this promise has yet to be fulfilled.

Some Practical Considerations

A number of practical matters must be considered when conducting utility analyses. For example, as we have noted elsewhere, issues related to existing base rates can affect the accuracy of decisions made on the basis of tests. Particular attention must be paid to this factor when the base rates are extremely low or high because such a situation may render the test useless as a tool of selection. Focusing for the purpose of this discussion on the area of personnel selection, some other practical matters to keep in mind involve assumptions about the pool of job applicants, the complexity of the job, and the cut score in use.

The pool of job applicants

If you were to read a number of articles in the utility analysis literature on personnel selection, you might come to the conclusion that there exists, “out there,” what seems to be a limitless supply of potential employees just waiting to be evaluatedPage 222 and possibly selected for employment. For example, utility estimates such as those derived by Schmidt et al. (1979) are based on the assumption that there will be a ready supply of viable applicants from which to choose and fill positions. Perhaps for some types of jobs and in some economic climates that is, indeed, the case. There are certain jobs, however, that require such unique skills or demand such great sacrifice that there are relatively few people who would even apply, let alone be selected. Also, the pool of possible job applicants for a particular type of position may vary with the economic climate. It may be that in periods of high unemployment there are significantly more people in the pool of possible job applicants than in periods of high employment.

JUST THINK . . .

What is an example of a type of job that requires such unique skills that there are probably relatively few people in the pool of qualified employees?

Closely related to issues concerning the available pool of job applicants is the issue of how many people would actually accept the employment position offered to them even if they were found to be a qualified candidate. Many utility models, somewhat naively, are constructed on the assumption that all of the people selected by a personnel test accept the position that they are offered. In fact, many of the top performers on the test are people who, because of their superior and desirable abilities, are also being offered positions by one or more other potential employers. Consequently, the top performers on the test are probably the least likely of all of the job applicants to actually be hired. Utility estimates based on the assumption that all people selected will actually accept offers of employment thus tend to overestimate the utility of the measurement tool. These estimates may have to be adjusted downward as much as 80% in order to provide a more realistic estimate of the utility of a tool of assessment used for selection purposes (Murphy, 1986).

The complexity of the job

In general, the same sorts of approaches to utility analysis are put to work for positions that vary greatly in terms of complexity. The same sorts of data are gathered, the same sorts of analytic methods may be applied, and the same sorts of utility models may be invoked for corporate positions ranging from assembly line worker to computer programmer. Yet as Hunter et al. (1990) observed, the more complex the job, the more people differ on how well or poorly they do that job. Whether or not the same utility models apply to jobs of varied complexity, and whether or not the same utility analysis methods are equally applicable, remain matters of debate.

The cut score in use

Also called a cutoff score, we have previously defined a  cut score  as a (usually numerical) reference point derived as a result of a judgment and used to divide a set of data into two or more classifications, with some action to be taken or some inference to be made on the basis of these classifications. In discussions of utility theory and utility analysis, reference is frequently made to different types of cut scores. For example, a distinction can be made between a relative cut score and a fixed cut score. A  relative cut score  may be defined as a reference point—in a distribution of test scores used to divide a set of data into two or more classifications—that is set based on norm-related considerations rather than on the relationship of test scores to a criterion. Because this type of cut score is set with reference to the performance of a group (or some target segment of a group), it is also referred to as a  norm-referenced cut score .

As an example of a relative cut score, envision your instructor announcing on the first day of class that, for each of the four examinations to come, the top 10% of all scores on each test would receive the grade of A. In other words, the cut score in use would depend on the performance of the class as a whole. Stated another way, the cut score in use would be relative to the scores achieved by a targeted group (in this case, the entire class and in particular the top 10% of the class). The actual test score used to define who would and would not achievePage 223 the grade of A on each test could be quite different for each of the four tests, depending upon where the boundary line for the 10% cutoff fell on each test.

In contrast to a relative cut score is the  fixed cut score , which we may define as a reference point—in a distribution of test scores used to divide a set of data into two or more classifications—that is typically set with reference to a judgment concerning a minimum level of proficiency required to be included in a particular classification. Fixed cut scores may also be referred to as absolute cut scores. An example of a fixed cut score might be the score achieved on the road test for a driver’s license. Here the performance of other would-be drivers has no bearing upon whether an individual testtaker is classified as “licensed” or “not licensed.” All that really matters here is the examiner’s answer to this question: “Is this driver able to meet (or exceed) the fixed and absolute score on the road test necessary to be licensed?”

JUST THINK . . .

Can both relative and absolute cut scores be used within the same evaluation? If so, provide an example.

A distinction can also be made between the terms multiple cut scores and multiple hurdles as used in decision-making processes.  Multiple cut scores refers to the use of two or more cut scores with reference to one predictor for the purpose of categorizing testtakers. So, for example, your instructor may have multiple cut scores in place every time an examination is administered, and each class member will be assigned to one category (e.g., A, B, C, D, or F) on the basis of scores on that examination. That is, meeting or exceeding one cut score will result in an A for the examination, meeting or exceeding another cut score will result in a B for the examination, and so forth. This is an example of multiple cut scores being used with a single predictor. Of course, we may also speak of multiple cut scores being used in an evaluation that entails several predictors wherein applicants must meet the requisite cut score on every predictor to be considered for the position. A more sophisticated but cost-effective multiple cut-score method can involve several “hurdles” to overcome.

At every stage in a multistage (or  multiple hurdle ) selection process, a cut score is in place for each predictor used. The cut score used for each predictor will be designed to ensure that each applicant possess some minimum level of a specific attribute or skill. In this context, multiple hurdles may be thought of as one collective element of a multistage decision-making process in which the achievement of a particular cut score on one test is necessary in order to advance to the next stage of evaluation in the selection process. In applying to colleges or professional schools, for example, applicants may have to successfully meet some standard in order to move to the next stage in a series of stages. The process might begin, for example, with the written applicationstage in which individuals who turn in incomplete applications are eliminated from further consideration. This is followed by what might be termed an additional materials stage in which individuals with low test scores, GPAs, or poor letters of recommendation are eliminated. The final stage in the process might be a personal interview stage. Each of these stages entails unique demands (and cut scores) to be successfully met, or hurdles to be overcome, if an applicant is to proceed to the next stage. Switching gears considerably, another example of a selection process that entails multiple hurdles is presented in Figure 7–2.

Figure 7–2  “There She Goes . . .” Over Yet Another Hurdle  Contestants in this pageant must exhibit more than beauty if they are to be crowned. Beyond the swimsuit competition, contestants are judged on talent, responses to interview questions, and other variables. Only by “making the cut” and “clearing each hurdle” in each category of the judging will one of the contestants emerge as the pageant winner.© James Atoa/Everett Collection/Age Fotostock

JUST THINK . . .

Many television programs—including shows like Dancing with the Stars, and The Voice—could be conceptualized as having a multiple-hurdle selection policy in place. Explain why these are multiple-hurdle processes. Offer your suggestions, from a psychometric perspective, for improving the selection process on these or any other show with a multiple-hurdle selection policy.

Multiple-hurdle selection methods assume that an individual must possess a certain minimum amount of knowledge, skill, or ability for each attribute measured by a predictor to be successful in the desired position. But is that really the case? Could it be that a very high score in one stage of a multistage evaluation compensates for or “balances out” a relatively low score in another stage of the evaluation? In what is referred to as a  compensatory model of selection , an assumption is made thatPage 224 high scores on one attribute can, in fact, “balance out” or compensate for low scores on another attribute. According to this model, a person strong in some areas and weak in others can perform as successfully in a position as a person with moderate abilities in all areas relevant to the position in question.

JUST THINK . . .

Imagine that you are on the hiring committee of an airline that has a compensatory selection model in place. What three pilot characteristics would you rate as most desirable in new hires? Using percentages, how would you differentially weight each of these three characteristics in terms of importance (with the total equal to 100%)?

Intuitively, the compensatory model is appealing, especially when post-hire training or other opportunities are available to develop proficiencies and help an applicant compensate for any areas of deficiency. For instance, with reference to the delivery driver example in this chapter’s Close-Up, consider an applicant with strong driving skills but weak customer service skills. All it might take for this applicant to blossom into an outstanding employee is some additional education (including readings and exposure to videotaped models) and training (role-play and on-the-job supervision) in customer service.

JUST THINK . . .

It is possible for a corporate employer to have in place personnel selection procedures that use both cutoff scores at one stage of the decision process and a compensatory approach at another? Can you think of an example?

When a compensatory selection model is in place, the individual or entity making the selection will, in general, differentially weight the predictors being used in order to arrive at a total score. Such differential weightings may reflect valuePage 225 judgments made on the part of the test developers regarding the relative importance of different criteria used in hiring. For example, a safe driving history may be weighted higher in the selection formula than is customer service. This weighting might be based on a company-wide “safety first” ethic. It may also be based on a company belief that skill in driving safely is less amenable to education and training than skill in customer service. The total score on all of the predictors will be used to make the decision to select or reject. The statistical tool that is ideally suited for making such selection decisions within the framework of a compensatory model is multiple regression. Other tools, as we will see in what follows, are used to set cut scores.

Methods for Setting Cut Scores

If you have ever had the experience of earning a grade of B when you came oh-so-close to the cut score needed for a grade A, then you have no doubt spent some time pondering the way that cut scores are determined. In this exercise, you are not alone. Educators, researchers, corporate statisticians, and others with diverse backgrounds have spent countless hours questioning, debating, and—judging from the nature of the heated debates in the literature—agonizing about various aspects of cut scores. No wonder; cut scores applied to a wide array of tests may be used (usually in combination with other tools of measurement) to make various “high-stakes” (read “life-changing”) decisions, a partial listing of which would include:

· who gets into what college, graduate school, or professional school;

· who is certified or licensed to practice a particular occupation or profession;

· who is accepted for employment, promoted, or moved to some desirable position in a business or other organization;

· who will advance to the next stage in evaluation of knowledge or skills;

· who is legally able to drive an automobile;

· who is legally competent to stand trial;

· who is legally competent to make a last will;

· who is considered to be legally intoxicated;

· who is not guilty by reason of insanity;

· which foreign national will earn American citizenship.

JUST THINK . . .

What if there were a “true cut-score theory” for setting cut scores that was analogous to the “true score theory” for tests? What might it look like?

Page upon page in journal articles, books, and other scholarly publications contain writings that wrestle with issues regarding the optimal method of “making the cut” with cut scores. One thoughtful researcher raised the question that served as the inspiration for our next Just Think exercise (see Reckase, 2004). So, after you have given due thought to that exercise, read on and become acquainted with various methods in use today for setting fixed and relative cut scores. Although no one method has won universal acceptance, some methods are more popular than others.

The Angoff Method

Devised by William Angoff (1971), the  Angoff method  for setting fixed cut scores can be applied to personnel selection tasks as well as to questions regarding the presence or absence of a particular trait, attribute, or ability. When used for purposes of personnel selection, experts in the area provide estimates regarding how testtakers who have at least minimalPage 226 competence for the position should answer test items correctly. As applied for purposes relating to the determination of whether or not testtakers possess a particular trait, attribute, or ability, an expert panel makes judgments concerning the way a person with that trait, attribute, or ability would respond to test items. In both cases, the judgments of the experts are averaged to yield cut scores for the test. Persons who score at or above the cut score are considered high enough in the ability to be hired or to be sufficiently high in the trait, attribute, or ability of interest. This relatively simple technique has wide appeal (Cascio et al., 1988; Maurer & Alexander, 1992) and works well—that is, as long as the experts agree. The Achilles heel of the Angoff method is when there is low inter-rater reliability and major disagreement regarding how certain populations of testtakers should respond to items. In such scenarios, it may be time for “Plan B,” a strategy for setting cut scores that is driven more by data and less by subjective judgments.

The Known Groups Method

Also referred to as the method of contrasting groups, the  known groups method  entails collection of data on the predictor of interest from groups known to possess, and not to possess, a trait, attribute, or ability of interest. Based on an analysis of this data, a cut score is set on the test that best discriminates the two groups’ test performance. How does this work in practice? Consider the following example.

A hypothetical online college called Internet Oxford University (IOU) offers a remedial math course for students who have not been adequately prepared in high school for college-level math. But who needs to take remedial math before taking regular math? To answer that question, senior personnel in the IOU Math Department prepare a placement test called the “Who Needs to Take Remedial Math? Test” (WNTRMT). The next question is, “What shall the cut score on the WNTRMT be?” That question will be answered by administering the test to a selected population and then setting a cut score based on the performance of two contrasting groups: (1) students who successfully completed college-level math, and (2) students who failed college-level math.

Accordingly, the WNTRMT is administered to all incoming freshmen. IOU collects all test data and holds it for a semester (or two). It then analyzes the scores of two approximately equal-sized groups of students who took college-level math courses: a group who passed the course and earned credit, and a group who did not earn credit for the course because their final grade was a D or an F. IOU statisticians will now use these data to choose the score that best discriminates the two groups from each other, which is the score at the point of least difference between the two groups. As shown in Figure 7–3 the two groups are indistinguishable at a score of 6. Consequently, now and forever more (or at least until IOU conducts another study), the cutoff score on the IOU shall be 6.

Figure 7–3  Scores on IOU’s WMTRMT

The main problem with using known groups is that determination of where to set the cutoff score is inherently affected by the composition of the contrasting groups. No standard set of guidelines exist for choosing contrasting groups. In the IOU example, the university officials could have chosen to contrast just the A students with the F students when deriving a cut score; this would definitely have resulted in a different cutoff score. Other types of problems in choosing scores from contrasting groups occur in other studies. For example, in setting cut scores for a clinical measure of depression, just how depressed do respondents from the depressed group have to be? How “normal” should the respondents in the nondepressed group be?

IRT-Based Methods

The methods described thus far for setting cut scores are based on classical test score theory. In this theory, cut scores are typically set based on tessttakers’ performance across all the items on the test; somePage 227 portion of the total number of items on the test must be scored “correct” (or in a way that indicates the testtaker possesses the target trait or attribute) in order for the testtaker to “pass” the test (or be deemed to possess the targeted trait or attribute). Within an item response theory (IRT) framework, however, things can be done a little differently. In the IRT framework, each item is associated with a particular level of difficulty. In order to “pass” the test, the testtaker must answer items that are deemed to be above some minimum level of difficulty, which is determined by experts and serves as the cut score.

There are several IRT-based methods for determining the difficulty level reflected by a cut score (Karantonis & Sireci, 2006; Wang, 2003). For example, a technique that has found application in setting cut scores for licensing examinations is the  item-mapping method . It entails the arrangement of items in a histogram, with each column in the histogram containing items deemed to be of equivalent value. Judges who have been trained regarding minimal competence required for licensure are presented with sample items from each column and are asked whether or not a minimally competent licensed individual would answer those items correctly about half the time. If so, that difficulty level is set as the cut score; if not, the process continues until the appropriate difficulty level has been selected. Typically, the process involves several rounds of judgments in which experts may receive feedback regarding how their ratings compare to ratings made by other experts.

An IRT-based method of setting cut scores that is more typically used in academic applications is the  bookmark method  (Lewis et al., 1996; see also Mitzel et al., 2000). Use of this method begins with the training of experts with regard to the minimal knowledge, skills, and/or abilities that testtakers should possess in order to “pass.” Subsequent to this training, the experts are given a book of items, with one item printed per page, such that items are arranged in an ascending order of difficulty. The expert then places a “bookmark” between the two pages (or, the two items) that are deemed to separate testtakers who have acquired the minimal knowledge, skills, and/or abilities from those who have not. The bookmark serves as the cut score. Additional rounds of bookmarking with the same or other judges may take place as necessary. Feedback regarding placement may be provided, and discussion among experts about the bookmarkings may be allowed. In the end, the level of difficulty to use as the cut score is decided upon by the test developers. Of course, none of these procedures are free of possible drawbacks. Some concerns raised about the bookmarking method include issues regarding the training of experts, possible floor and ceiling effects, and the optimal length of item booklets (Skaggs et al., 2007).Page 228

Other Methods

Our overview of cut-score setting has touched on only a few of the many methods that have been proposed, implemented, or experimented with; many other methods exist. For example, Hambleton and Novick (1973) presented a decision-theoretic approach to setting cut scores. In his book Personnel Psychology,R. L. Thorndike (1949) proposed a norm-referenced method for setting cut scores called the method of predictive yield. The  method of predictive yield  was a technique for setting cut scores which took into account the number of positions to be filled, projections regarding the likelihood of offer acceptance, and the distribution of applicant scores. Another approach to setting cut scores employs a family of statistical techniques called  discriminant analysis  (also referred to as discriminant function analysis). These techniques are typically used to shed light on the relationship between identified variables (such as scores on a battery of tests) and two (and in some cases more) naturally occurring groups (such as persons judged to be successful at a job and persons judged unsuccessful at a job).

Given the importance of setting cut scores and how much can be at stake for individuals “cut” by them, research and debate on the issues involved are likely to continue—at least until that hypothetical “true score theory for cut scores” alluded to earlier in this chapter is identified and welcomed by members of the research community.

In this chapter, we have focused on the possible benefits of testing and how to assess those benefits. In so doing, we have touched on several aspects of test development and construction. In the next chapter, we delve more deeply into the details of these important elements of testing and assessment.

Self-Assessment

Test your understanding of elements of this chapter by seeing if you can explain each of the following terms, expressions, and abbreviations:

· absolute cut score

· Angoff method

· benefit (as related to test utility)

· bookmark method

· Brogden-Cronbach-Gleser formula

· compensatory model of selection

· cost (as related to test utility)

· cut score

· discriminant analysis

· fixed cut score

· item-mapping method

· known groups method

· method of contrasting groups

· method of predictive yield

· multiple cut scores

· multiple hurdle (selection process)

· norm-referenced cut score

· productivity gain

· relative cut score

· return on investment

· top-down selection

· utility (test utility)

· utility analysis

· utility gain

 
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Qualitative, Quantitative, And Mixed-Methods Designs homework help

Qualitative, Quantitative, And Mixed-Methods Designs

QUESTION 1

  1. Bethany and Shatrisse are counselors in a summer camp for foster children. The directors of the camp are concerned about increases in bullying behavior during recreational time. Bethany and Shatrisse propose a token reinforcement strategy in which children will be rewarded intermittently when they exhibit pro-social behavior. The camp directors instead favor a plan in which bullying will be punished by a time-out when it occurs, but Bethany and Shatrisse are convinced that they can turn things around with their plan of rewarding positive behavior. The directors pride themselves on using evidence-based practices, so they agree to allow Bethany and Shatrisse to test their idea of doing daily counts of bullying behavior for four weeks. During Week 1, no tokens will be given. During Week 2, tokens for pro-social behavior will be given. During Weeks 3 and 4, this pattern will be repeated. Bethany and Shatrisse will graph the number of bullying incidents each week and expect to see dramatic reductions during Weeks 2 and 4 (the token weeks). The directors agree that if the plan works and these differences are seen, the token economy will become a part of the camp’s regular treatment procedures. What kind of research design are Bethany and Shatrisse employing?A.A single-case outcome design.B.A one-group, post-test-only design.C.A single system (or single case) research design used for formative evaluation.D.A mixed-methods design with graphs.

10 points  

QUESTION 2

  1. Troy is a counselor at an agency across town; his agency treats juvenile sex offenders. Troy has designed a counseling intervention that he believes will result in fewer reoffenses within one month of treatment. His agency wants to test his intervention and obtain some preliminary data before applying for a grant that would fully fund his intervention at all their sites. Troy wants to set up an experiment to see whether his intervention works, so he compares the number of postintervention offenses that occur in a group of juveniles who got his intervention (group A) with the number of offenses that occur in a group of juveniles who are on a waiting list (group B). Which of the following is true?A.Both groups are experimental groups.B.Both groups are control groups.C.Group A is the experimental group; Group B is the control group.D.Group A is the control group; Group B is the experimental group.

10 points  

QUESTION 3

  1. A summative program evaluation would answer which of the following questions?A.What need does the program fill?B.Are the clients getting better?C.How effective are the staff members?D.Is the program serving the population it was intending to serve?

10 points  

QUESTION 4

  1. You are asked to prepare an evaluation plan for a nonprofit director whose stakeholders want comprehensive information about how their counseling program for homeless women is making a difference. You suggest using a brief symptom inventory questionnaire at intake and at discharge, and interviews at discharge asking clients to describe how the program met (or did not meet) their most important needs. You will be implementing:A.A mixed-methods design.B.A quantitative design.C.A summative evaluation design.D.A qualitative design.

10 points  

QUESTION 5

  1. The Great Improvements Counseling Agency directors have noticed that a handful of their counselors have clients who experience rapid progress in reducing their addictive behaviors. They have asked if you would be willing to “shadow” these counselors and make notes about their typical behaviors with sessions with clients, in hopes of training all their counselors to do these things. In this study, these exemplary counselors are:A.Key informants.B.Participant observers.C.Gatekeepers.D.Stakeholders.

10 points  

QUESTION 6

  1. Miguel and Brent work in a program that provides support groups for fathers who have overcome drug addictions and are seeking reunification with their children. Over the years, they have seen some amazing successes. They would like to learn more about what these successful fathers found most helpful, so they obtain permission to conduct in-depth interviews with these fathers. Miguel and Brent will be conducting a:A.Process evaluation study with administrative interviews.B.Quantitative study with time series design.C.Qualitative study with convenience sampling.D.Qualitative study with deviant case sampling.

10 points  

QUESTION 7

  1. Clarissa has proposed a new idea to her supervisor: She believes that adding mindfulness meditation training to her agency’s usual counseling program (TAU) will result in clients with social phobia having greater reductions in anxiety symptoms after six weeks. She also believes, based on her review of the literature, that the effect of the usual program plus mindfulness training (TAU + ) will be more powerful for the female clients than for the male clients. Clarissa’s supervisor agrees to let her test this idea. In Clarissa’s experience, what is the dependent variable?A.Gender.B.Type of treatment (TAU or TAU +).C.Anxiety symptoms.D.Number of weeks of treatment (six).

10 points  

QUESTION 8

  1. Kara has been invited to be on a small committee tasked with reviewing applications for an outstanding counseling program award in her state. One application she reviews displays gains in client satisfaction in exit surveys over the past three years but does not have data about whether clients have reduced symptoms or have attained target outcomes. Kara sets the application in the “no award” pile, because:A.Client satisfaction studies tend to yield highly positive evaluations but give no information about the efficacy of the counseling.B.Clients’ satisfaction is not a measure of whether their counseling needs were met.C.All of the above are true.D.Clients who are not happy with services tend to drop out, so only satisfied clients are given exit surveys.

10 points  

QUESTION 9

  1. Maria is a counselor at an inpatient facility, and she has been asked by her supervisor to plan an evaluation of a new group technique for helping chronically, severely depressed clients. Typical treatment involves clients attending daily individual counseling sessions, plus group sessions three times each week (“treatment as usual” or TAU). The new technique involves having a family member attend relational therapy (RT) sessions with the client once a week in addition to TAU activities. Maria expects that after six weeks, the clients receiving TAU + RT will score lower on a depression inventory than clients receiving only TAU. When Maria plans her statistical tests, what will the dependent variable be?A.TAU + RT.B.Scores on the depression inventory.C.Gender.D.TAU.

10 points  

QUESTION 10

  1. Focus groups are often very helpful when evaluators need information about whether counseling or psycho-educational materials will make sense to individuals from cultures who will be served by the intervention. This type of evaluation is called:A.Effectiveness evaluation.B.Efficacy evaluation.C.Summative evaluation.D.Formative evaluation.

10 points  

QUESTION 11

  1. You are conducting a program evaluation for Middle Valley Counseling Center. Middle Valley is a diverse community populated by two racial groups. The center’s clients are from both of these groups in approximately equal numbers. Community stakeholders want to answer the question of whether both of these racial groups benefit equally from the center’s counseling programs. Your analysis of the outcome data will include ___________ as the independent variable.A.Two racial groups.B.Counseling outcomes.C.Socio-economic status.D.Client neighborhood.

10 points  

QUESTION 12

  1. Jin works in a private practice with a counselor who specializes in treating teens with anxiety. Jin’s supervisor, Dr. Katz, has asked him to regularly assess his clients in order to track and report whether they are improving in response to treatment. Jin gives each of his clients a brief anxiety scale every other week, tracks his clients’ scores on a graph, and shares this data with Dr. Katz in weekly supervision meetings. What kind of research design is Jin using?A.Single system (or single case) research design.B.Outcome evaluation design.C.Client group research design.D.Quasi-experimental research design.

10 points  

 
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Integrative Dynamic Framework For Understanding And Managing Organizational Culture Change homework help

Integrative Dynamic Framework For Understanding And Managing Organizational Culture Change homework help

International Journal of Business and Management July, 2009

37

A Review of Study on the Competing Values Framework

Tianyuan Yu

Institute of Enterprise Management, School of Business, Sun Yat-Sen University

International Finance College, Beijing Normal University, Zhuhai Campus

Jin Feng Lu, Tangjiawan, Zhuhai 519085, China

Tel: 86-756-6126-600 E-mail: tianyuanyu@gmail.com

Nengquan Wu

Institute of Enterprise Management, School of Business, Sun Yat-Sen University

135Xin Gang Xi Lu, Guangzhou 510275, China

Tel: 86-20-8411-4155 E-mail: mnswnq@mail.sysu.edu.cn

Abstract

The Competing Values Framework (CVF) is one of the most influential and extensively used models in the area of organizational culture research. Compared with other models and scales, the CVF and its matched scale OCAI have better validity and reliability in the context of China, and are very convenient for practical operations. This article firstly introduces the development of the CVF, and discusses the meanings and prerequisites of different culture types in the CVF. Then the article briefly reviews some empirical studies using the CVF and OCAI, compares the CVF and OCAI with other major organizational culture models and scales, and finally points out future research areas for CVF’s application in China.

Keywords: Competing values framework, Organizational culture, Effectiveness

1. The development of the CVF

The Competing Values Framework (CVF) was initially based on research to identify indicators of organizational effectiveness (Quinn and Rohrbaugh, 1983, p.363). Effectiveness is a central theme in the organizational literature whereas its definition is perennially controversial. In a literature review Campbell (1977) identified 30 different criteria of effectiveness. Quinn and Rohrbaugh (1983, p.365) held that the choices of particular criteria usually reflect personal values about the appropriate emphases in the domain of effectiveness. They invited 52 organizational researchers to order the criteria listed by Campbell (1977) and then derived three value dimensions: internal-external, control-flexibility, means-ends. They integrated the third dimension into the other two ones and established the CVF, as shown in Figure 1(Quinn and Rohrbaugh, 1983, p.369).

One may certainly argue that it is insufficient to measure organizational culture values by only two or three dimensions. But CVF does not attempt to explore the panorama of organizational culture. Rather, it looks at the value dimensions related to effectiveness. Moreover, this model can integrate most organizational culture dimensions proposed in the literature.

2. The connotations of the CVF

2.1 The meanings of dimensions in the CVF

Figure 1 illustrates the CVF. The first value dimension is related to organizational focus, from an internal, micro emphasis on the well-being and development of people in the organization to an external, macro emphasis on the well-being and development of the organization itself. The second value dimension is related to organizational structure, from an emphasis on stability to an emphasis on flexibility. Quinn and Rohrbaugh (1983, p.370) pointed out that these two sets of competing values are recognized dilemmas in the organizational literature. For instance, Denison and Mishra’s (1995, p.209) case study illustrated that employee involvement activities can lapse into insularity and have a limited, or even negative impact on effectiveness, for the organization may overemphasize the internal integration and neglect the adaptation to the external environment. Similarly, the differing viewpoints in considering order and control versus innovation and change are at the heart of the most heated debates in sociology, political science, and psychology.

 

 

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While many social theorists have emphasized authority, structure, and coordination, others have stressed diversity, individual initiative, and organizational adaptability.

The two dimensions of the CVF classify four models, each one containing a different set of effectiveness criteria. Quinn and Rohrbaugh (1983, p.371) named the four models as the human relations model, open system model, rational goal model, and internal process model, respectively. Quinn and Rohrbaugh (1983, p.375) suggested that to ignore criteria in any of the models is to have only a partial view of performance. In the administrative world, an effective organization may need to perform well on all four sets of criteria. However, at any given time there are likely to be tradeoffs between the criteria.

Sjoberg(1967) noted that organizations are plagued by contradictory functional requirements that are associated with the formation of mutually antagonistic arrangement that function to meet these requirements. Quinn and Cameron (1983, p.376) furthered this argument. They expected that at certain thresholds, these conflicts might become particularly exaggerated, often resulting in major reconfigurations of the coalitional structure and the dominant perceptions of what is success. The authors believe that under such circumstances, there takes place organizational culture change.

2.2 The implications of the four organizational culture types in the CVF

The four effectiveness criteria models in the CVF are also called four organizational culture types. Based on former organizational culture studies in the literature, Cameron and Quinn (2006, p.28) termed the four culture types as Clan, Adhocracy, Market, and Hierarchy, respectively. The implications of each culture type are summarized as follows (Cameron and Quinn, 2006, p.29-35):

2.2.1 The clan culture

The clan culture is full of shared values and common goals, an atmosphere of collectivity and mutual help, and an emphasis on empowerment and employee evolvement. The authors contend that the clan culture is just the organizational culture defined by Wilkins and Ouchi (1983, p.472-474), which can be developed under certain conditions such as a relatively long history and stable membership, absence of institutional alternatives, thick interactions among members, etc.

2.2.2 The adhocracy culture

The adhocracy culture is like a temporary institution, which is dismissed whenever the organizational tasks are ended, and reloaded rapidly whenever new tasks emerge. The adhocracy culture is often found in such industries as filming, consulting, space flight, and software development, etc.

2.2.3 The market culture

The market culture focuses on the transactions with the environment outside the organization instead of on the internal management. The organizational goal is to earn profits through market competition. This concept originates from Ouchi’s (1979, 1984) study on the market control system.

2.2.4 The hierarchy culture

The hierarchy culture has a clear organizational structure, standardized rules and procedures, strict control, and well defined responsibilities. This concept can be traced to the image of “bureaucracy” in Weber’s (1947) early works on modern organizational management.

3. Prerequisite conditions of different culture types in the CVF

3.1 Relationships between organizational culture types and control mechanisms

Ouchi (1979) described three fundamentally different mechanisms through which organizations can cope with the problem of evaluation and control. The three were referred to as market, bureaucracy, and clan. In another research, using an ethnographic paradigm, Ouchi defined the extension of organizational culture within the concept of clan and drew attention to organizational features of “clans” (Wilkins and Ouchi, 1983). The authors term the clan mechanism as a narrowly defined organizational culture. In the authors’ view, the CVF entirely covers the three control mechanisms mentioned above, and studies the generalizable organizational characteristics which are determined by such factors as task natures, industries, market environments, organizational structures, and control mechanisms, etc. Therefore, the authors term the four culture types in the CVF as the broadly defined organizational culture. Ouchi (1979, p.837-840) discussed the social and informational prerequisite conditions of each of the three control mechanisms (culture types).

3.1.1 The market mechanism

In a market mechanism, prices convey all of the information necessary for efficient decision-making. Given a frictionless price mechanism, the firm can simply reward each employee in direct proportion to his contribution. Such a mechanism requires a powerful information system (including accountants, computer experts, etc.) to price the labor or evaluate their performance.

 

 

International Journal of Business and Management July, 2009

39

3.1.2 The clan mechanism

When the transaction cost of pricing the labor is too high or when it is impossible to evaluate the performance (for example, the work with high degree of complexity or uncertainty), the organization has to adopt the clan mechanism. The clan mechanism demands a high organizational commitment which is obtained through internal socialization.

3.1.3 The bureaucratic mechanism

If the price requirements of a Market cannot be met and if the social conditions of the Clan are impossible to achieve, the Bureaucratic mechanism becomes the preferred method of control. Its features include close supervision by the superior and detailed rules and procedures, etc.

Ouchi (1979) argued that due to the high rates of turnover and a high degree of heterogeneity in modern society, the bureaucratic and market mechanisms become dominant. On the other hand, with the increasing interdependency and vagueness of technology, it gets more and more difficult to evaluate performance, forcing the organization to adopt the clan mechanism. Indeed, Ouchi (1984, p.202) contended that no single mechanism would control an organization; a large organization cannot succeed without a combination of teamwork and competition. This argument is consistent with Cameron and Quinn’s (2006) view on the patterns of existence of the four culture types in the CVF.

3.2 Relationships between organizational culture types and organizational life cycles

There are close relationships between stages of development in organizational life cycles and the four culture types in the CVF. Quinn and Cameron (1983) reviewed nine models of organizational life cycles that had been proposed in the literature and derived a summary model of life cycle stages that integrates each of the nine models. This summary life cycle model includes four stages: entrepreneurial stage, collectivity stage, formalization and control stage, and elaboration of structure stage. Based on certain characteristics that typify organizations in different stages of development, they hypothesized that certain criteria of effectiveness in the CVF are important in particular life cycle stages but not in others. They also concluded that major criteria of effectiveness (thus with major organizational culture types – the authors) change in predictable ways as organizations develop through their life cycles.

In the entrepreneurial stage – typified by innovation, creativity, and the marshalling of resources – the strongest culture type appears to be the adhocracy culture. Organizations in the collectivity stage appear to be characterized by informal communication and structure, a sense of family and cooperativeness among members, high member commitment, and personalized leadership, which are associated with the clan culture. In the formalization stage, organizational stability, efficiency of production, rules and procedures, and conservative trends typify organizations. Culture types appear to be primarily the hierarchy culture and the market culture. In the fourth stage, elaboration of structure, the organization monitors the external environment in order to renew itself or expand its domain. The adhocracy culture seems to receive the most emphasis in this stage. A longitudinal case study made by Quinn and Cameron (1983) provided some evidence to support the hypothesized relationships between life cycle stages and culture types, which demonstrated the potential of the model in diagnosing and predicting organizational culture change.

4. Empirical studies using the CVF and OCAI

Based on the CVF, Cameron and Quinn (1999, 2006) developed a matched scale, the Organizational Culture Assessment Instrument (OCAI, including 24 items). Nowadays, as Kwan and Walker (2004) noted, the CVF has become the dominant model in the quantitative research on organizational culture. Numerous empirical studies have been published testing the validity and reliability of the CVF and OCAI.

4.1 Studies testing the validity and reliability of the CVF and OCAI

Howard (1998) used a sample drawn from 10 U.S. organizations to test the validity of the CVF. A Q-sort and multidimensional scaling analysis produced qualified support for a structure of organizational culture values consistent with the CVF. Lamond (2003) presented the results of a study of 462 managers’ perceptions of their organizations and concluded that the CVF is a useful measure in an Australian context. It is noteworthy that Denison and Mishra (1995) used case studies and survey data to explore the relationship between organizational culture and effectiveness. The results provided evidence for the existence of four cultural traits in the Theoretical Model of Culture Traits. The dimensions and implications of the Theoretical Model of Culture Traits coincided with their counterparts in the CVF, thus validated the CVF as a powerful measure of organizational culture. Denison and Mishra’s (1995:218-219) quantitative research also confirmed the relationship between organizational effectiveness and the four culture types in the CVF. Yet the Theoretical Model of Culture Traits is more complex than the CVF, and its sub dimensions have been challenged by some researchers (e.g., Wang, et. al., 2006).

4.2 Studies on the relationships between organizational culture and other variables

There has been extensive international research using the CVF to investigate the influence of organizational culture on organizational change initiatives and performance. For example, many published studies that deal with the implementation of total quality management (TQM) almost exclusively acknowledge the importance of cultural factors

 

 

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40

on the success or failure of the venture. Sousa-Poza et. al. (2001) explored the impact of cross-cultural differences on the implementation of TQM. Using the CVF to measure organizational culture, they found that in different regions (USA, Switzerland and South Africa), several distinct relationships between the dimensions of the CVF and TQM implementation exist. Al-Khalifa and Aspinwall (2001) investigated the relationship between organizational culture and TQM implementation in one of the Arab countries, Qatar. The results indicated that many organizations in the country were not characterized by just one culture type, but a mix of two, which did not match the cultural profile characteristics that support TQM. Their assessment of the current organization culture profile, using the CVF, highlighted where changes are needed to support a total quality approach.

The CVF are also used to examine the relationships between organizational culture and other key organizational variables, such as job satisfaction. Lund (2003) looked at the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross-section of firms in the USA. The CVF was utilized as the conceptual framework for analysis. The results indicated that job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures. All these empirical studies have validated the CVF as a powerful instrument to assess organizational culture.

4.3 Empirical studies using the CVF and OCAI in the context of China

To date, the CVF have been extensively applied in the context of China. For example, Deshpande and Farley (2004) compared the impact of organizational culture on firm performance across several Asian countries, including China, Hong Kong, India, Japan, Thailand and Vietnam. Kwan and Walker (2004) attempted to demonstrate that the CVF can be used not only to represent the culture of an organization but also to serve as a basis upon which one organization can be differentiated from others. Their empirical study in Hong Kong successfully confirmed the validity of the CVF as a tool in differentiating organizations on the basis of the four culture types. Ralston et. al. (2006) raised the question and provided empirical evidence regarding the status of the evolution of the state-owned enterprises in China today. They compared the state-owned enterprises to domestic private-owned enterprises and foreign-controlled businesses in the context of their organizational cultures. The results of their research partially support their hypothesis that the state-owned enterprises of today have substantially transformed to approximate a configuration desired by the Chinese government when it began the transformation a couple of decades ago to make them globally competitive. These empirical studies all tested the validity and reliability of the CVF and OCAI in the Chinese context.

5. A comparison of CVF/OCAI to other major organizational culture models /scales

There remains considerable debate regarding the measurement and dimensions of organizational culture (e.g., Detert et. al., 2000). Even so, Detert et. al. s (2000) integrative review of the literature identified eight common dimensions of organizational culture: the basis of truth and rationality in the organization, the nature of time and time horizon, motivation, stability vs. change/innovation, orientation to work/coworkers, isolation vs. collaboration, control vs. autonomy, and internal vs. external. To date, researchers have developed a variety of models and scales to measure organizational culture. Primary among these, besides the CVF and OCAI, are: the Theoretical Model of Culture Traits (Denison and Mishra, 1995), which is conceptually similar to the CVF, and its matched scale, the Organizational Culture Survey, including 6 items; the Organization Culture Inventory (Cooke and Rousseau, 1988), including 3 dimensions and 120 items; the Organizational Culture Profile (O’Reilly, Chatman and Caldwell, 1991), including 7 dimensions and 54 items; the Multidimensional Model of Organizational Cultures (Hofstede et. al., 1990), including 6 dimensions and 135 items; Values in Organizational Culture Scale (Zheng, 1990), including 9 dimensions.

Compared with the above models and scales, the CVF and its matched scale OCAI have the following advantages:

(1) Few dimensions but broad implications: The CVF includes only two dimensions whereas incorporates the essence of the eight commonly accepted dimensions mentioned above into its structure (Ralston et. al., 2006). The two dimensions of control vs. autonomy and internal vs. external are directly included in the CVF. Furthermore, three dimensions (stability vs. change; orientation to work/coworkers; isolation vs. collaboration) are explicitly combined in the theoretical model. In addition, the model also addresses, in principle, the other three organizational culture dimensions.

(2) Empirically validated in cross-cultural research: A large amount of empirical studies have established the reliability and validity of the CVF and OCAI (e.g., Howard, 1998; Ralston et. al., 2006).

(3) Most extensively applied in the context of China: Of the various organizational culture models, the CVF is the only one that has been extensively used with Chinese and Asian samples (e.g., Deshpande and Farley, 2004; Kwan and Walker, 2004).

(4) Most succinct: The questionnaire of OCAI includes only 24 items thus are very convenient for practical operations.

In summing up the study on the CVF, the authors conclude that the CVF and its matched scale OCAI are very suitable for quantitative research in a Chinese context, especially for studies on organizational culture change and on

 

 

International Journal of Business and Management July, 2009

41

identification of culture types related to organizational effectiveness. The CVF can also be used as a conceptual model to do some qualitative research to explore the reason and process of organizational culture change. In addition, it is a promising research field to study the prerequisite conditions of different culture types in the CVF and the relationships between organizational culture and other variables such as organizational effectiveness, employee satisfaction, etc. in the context of China. One may also expect to make a contribution towards modifying the CVF by doing such empirical studies.

References

Al-Khalifa, K. N. and E. M. Aspinwall. (2001). Using the Competing Values Framework to Investigate the Culture of Qatar Industries. Total Quality Management, 12(4), 417-428.

Cameron, K. and R. E. Quinn. (2006). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Beijing: China Renmin University Press.

Cooke, R. and D. Rousseau. (1988). Behavioral Norms and Expectations: A Quantitative Approach to the Assessment of Organizational Culture. Group and Organizational Studies, 13, 245-273.

Denison, D. R. and A. K. Mishra. (1995). Toward a Theory of Organizational Culture and Effectiveness. Organization Science, 6(2), 204-223.

Deshpande, R. and J. U. Farley. (2004). Organizational Culture, Market Orientation, Innovativeness, and Firm Performance: An International Research Odyssey. International Journal of Research in Marketing, 12(1), 3-22.

Detert, J. R., R. G. Schroeder, et. al. (2000). A Framework for Linking Culture and Improvement Initiatives in Organizations. The Academy of Management Review, 25(4), 850-863.

Hofstede, G., B. Neuijen, et. al. (1990). Measuring Organizational Cultures: A Qualitative and Quantitative Study across Twenty Cases. Administrative Science Quarterly, 35(2), 286-316.

Howard, L. W. (1998). Validating the Competing Values Model as a Representation of Organizational Cultures. International Journal of Organizational Analysis, 6(3), 231-250.

Kwan, P. and A. Walker. (2004). Validating the Competing Values Model as a Representation of Organizational Culture through Inter-Institutional Comparisons. Organizational Analysis, 12(1), 21-39.

Lamond, D. (2003). The Value of Quinn’s Competing Values Model in an Australian Context. Journal of Managerial Psychology, 18(1/2), 46-59.

Lund, D. B. (2003). Organizational Culture and Job Satisfaction. Journal of Business and Industrial Marketing, 18(3), 219-236.

O’Reilly, C., J. Chatman, et. al. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Environment Fit. Academy of Management Journal, 34, 487-516.

Ouchi, W. G. (1979). A Conceptual Framework for the Design of Organizational Control Mechanisms. Management Science, 25(9), 833.

Ouchi, W. G. (1984). The M-Form Society: Lessons from Business Management. Human Resource Management, 23(2), 191-213.

Quinn, R. E. and J. Rohrbaugh. (1983). A Spatial Model of Effectiveness Criteria: Towards a Competing Values Approach to Organizational Analysis. Management Science, 29(3), 363-377.

Quinn, R. E. and K. S. Cameron. (1983). Organizational Life Cycles and Shifting Criteria of Effectiveness: Some Preliminary Evidence. Management Science, 29(1), 33-51.

Ralston, D. A., J. Terpstra-Tong, et. al. (2006). Today’s State-Owned Enterprises Of China: Are They Dying Dinosaurs Or Dynamic Dynamos? Strategic Management Journal, 27(9), 825-843.

Sousa-Poza, A., H. Nystrom, et. al. (2001). A Cross-Cultural Study of the Differing Effects of Corporate Culture on TQM in Three Countries. International Journal of Quality and Reliability Management, 18(7), 744-761.

Wang, Guoshun et. al. (2006). A study on organizational culture model: based on the improvement of Denison’s model and an empirical study. China Soft Science magazine, 3, 145-150.

Wilkins, A. L. and W. G. Ouchi. (1983). Efficient Cultures: Exploring the Relationship between Culture and Organizational Performance. Administrative Science Quarterly, 28(9): 468-481.

Zheng, Boxun. (1990). The Assessment of Organizational Culture Values. Chinese Journal of Psychology, 32, 31-49.

 

 

Vol. 4, No. 7 International Journal of Business and Management

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Figure 1. Competing Values Framework (CVF)

Adapted from Quinn and Rohrbaugh (1983, p.369)

Control

Flexibility

Internal External

Human Relations Model (Clan) Open System Model (Adhocracy)

Internal Process Model (Hierarchy) Rational Goal Model (Market)

Means: Cohesion; morale

Ends: Human resource development

Means: Flexibility; readiness

Ends: Growth; resource acquisition

Means: Information management;

communication

Ends: Stability; control

Means: Planning; goal setting

Ends: Productivity; efficiency

 
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Intercultural Effectiveness Scale (IES) Self-Evaluation And Application To The Global Mindset

Intercultural Effectiveness Scale (IES) Self-Evaluation And Application To The Global Mindset

Assignment 1: Intercultural Effectiveness Scale (IES) self-evaluation and application to the global mindset (Individual, 20%)Total word count 1400-1500 words

Details

Word count: 700 – 750 words, part 1

 

Instructions:

1. Read Mendenhall et.al.(Article 1 – Specification of the content domain) (attached)

2. Read personal survey report thoroughly (IES Survey filled by me). Reflect on accurateness/fit of the results. (attached)

3. Discuss strengths and how you might build upon your intercultural competence. In addition, highlight one area and make suggestions for development.

4. Do not simply state that competencies are high or low; rather discuss the implications for developing intercultural competence.

5. Articulate the meaning of the competencies.

6 .Diagnose personal strengths and weaknesses and make recommendations for development

 

Grading Criteria

· Your assignment should conform to the following criteria:

  FAIL PASS OUTSTANDING
Articulates meaning of competencies Restates definitions. Does not differentiate between dimensions. Provides satisfactory understanding of three main dimensions and sub-dimensions Interprets competencies and provides examples. Illustrates understanding of the competency model.
Analyzes the overall results Restates results high/low and does not interpret outcomes to intercultural competency Provides satisfactory broad overview and analysis. Identifies specific implications of results to intercultural competency development. Discusses interactions among competencies
Recommends suggestions for development Restates competencies and does not articulate how to achieve development Provides satisfactory suggestions that broadly contribute to development plan Identifies specific activities that will contribute to experiential learning and development

 

 

Word count: 675 – 750 words part 2

 

 

Instructions:

The purpose of this part is to apply an intercultural lens to the mind-set of a corporate leader .

Upon completion of this assignment the student will be able to:

Identify other competencies that influence executive perceptions and actions.

Better understand the scale of the intercultural challenge in international business

Instructions based on ARTICLE 2   Building cross-cultural leadership competence: An interview with Carlos Ghosn ) ( Attached )

· List the competencies mentioned by Carlos Ghoshn

· Identify where competencies overlap with those identified in Mendenhall et al. and others which are important to Ghoshn

· Discuss the importance of intercultural competencies and how they are developed for global businesses.

· FAIL PASS OUTSTANDING
Identifies and understands competencies Restates terms. Does not show appreciation of their impact Provides satisfactory understanding of competencies and their impact Interprets competencies and provides examples. Illustrates understanding of the executive perspective.
Compares and discusses competency sets Restates both sets of terms but does not discuss them adequately Provides satisfactory broad overview and discussion. Understands and discusses the individual view of competencies and the organizational perspective.
Recommends suggestions for development Restates competencies and does not articulate how to achieve development in business Provides satisfactory suggestions that broadly relate competency to organizational performance Critically discusses activities and actions that may contribute to cross-cultural learning and development in the business organization

Please Ensure:

· PLAGIRISM free

· APA Formatting with proper referencing and citation

· Proper paraphrasing

 
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Psychology Awakenings homework help

Psychology Awakenings homework help

Awakenings (Guide for Movie Response Paper)

1. Describe the symptoms of the character “Lenny” in childhood as well as adulthood.

2. Describe Lucy’s symptoms.

3. In Lenny’s, Lucy’s and the other similar cases, how do their symptoms compare with those of people with schizophrenia?

4. Describe Dr. Sayer’s “will” theory in regard to his patients’ reactions to the ball. Relate this to the “will” of some people with schizophrenia.

5. What various stimuli make these patients react? (i.e., what reaches them?)

6. Why might these patients have been diagnosed as suffering from “atypical schizophrenia”?

7. Unlike the case of schizophrenia, we know what caused these patients’ disorder. What was it?

8. The older doctor says these patients aren’t thinking, “the virus didn’t spare their higher faculties.” Dr. Sayer asks how he knows that. The older doctor replies, “Because the alternative is unthinkable.” What does he mean by that? What effect did this point of view have on these patients’ diagnosis and treatment? Can you relate this to schizophrenia or mental illness in general?

9. Why does it bother Dr. Sayer that Lucy was drawn to the window rather than to the drinking fountain? Can you relate this to Maslow?

10. The EEG indicates what about Lenny?

11. Dr. Sayer uses an unusual technique to assess his patients. What is it?

12. What finally moves Burt?

13. Why does the poem, “The Panther,” have special significance for Lenny?

14. What is L-Dopa? It is used in the treatment of what disorder?

15. Dr. Sayer parallels Parkinson’s and his patients’ disorder. Describe this.

16. The dopamine circuit is affected in opposite ways in Parkinson’s and schizophrenia. Phenothiazines taken for a long period produce Parkinson-like symptoms in the person with schizophrenia. Knowing this and knowing the effect on phenothiazine on the dompamine circuit, explain why you think L-Dopa “awakes” Dr. Sayer’s patients.

17. What are the various psychological reactions the patients have to their “awakenings”?

18. What Parkinson-like symptoms does Lenny exhibit when he develops tolerance to LDopa?

19. One doctor describes Lenny as being paranoid. How does Dr. Sayer explain this? Describe this in terms of labeling theory.

20. What ethical questions are raised in this movie regarding treatment? What is your opinion?

21. What is the second “awakening” Dr. Sayer refers to at the end of the movie? What does this suggest about the treatment of mental patients?

 
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Emotional and Social Development in Early Childhood Psychology homework help

Emotional and Social Development in Early Childhood Psychology homework help

chapter 8 Emotional and Social Development in Early Childhood
During the preschool years, children make great strides in understanding the thoughts and feelings of others, and they build on these skills as they form first friendships—special relationships marked by attachment and common interests.

chapter outline
· Erikson’s Theory: Initiative versus Guilt

· Self-Understanding

· Foundations of Self-Concept

· Emergence of Self-Esteem

· ■ CULTURAL INFLUENCES Cultural Variations in Personal Storytelling: Implications for Early Self-Concept

· Emotional Development

· Understanding Emotion

· Emotional Self-Regulation

· Self-Conscious Emotions

· Empathy and Sympathy

· Peer Relations

· Advances in Peer Sociability

· First Friendships

· Peer Relations and School Readiness

· Parental Influences on Early Peer Relations

· Foundations of Morality

· The Psychoanalytic Perspective

· Social Learning Theory

· The Cognitive-Developmental Perspective

· The Other Side of Morality: Development of Aggression

· ■ CULTURAL INFLUENCES Ethnic Differences in the Consequences of Physical Punishment

· Gender Typing

· Gender-Stereotyped Beliefs and Behaviors

· Biological Influences on Gender Typing

· Environmental Influences on Gender Typing

· Gender Identity

· Reducing Gender Stereotyping in Young Children

· ■ SOCIAL ISSUES: EDUCATION Young Children Learn About Gender Through Mother–Child Conversations

· Child Rearing and Emotional and Social Development

· Styles of Child Rearing

· What Makes Authoritative Child Rearing Effective?

· Cultural Variations

· Child Maltreatment

As the children in Leslie’s classroom moved through the preschool years, their personalities took on clearer definition. By age 3, they voiced firm likes and dislikes as well as new ideas about themselves. “Stop bothering me,” Sammy said to Mark, who had reached for Sammy’s beanbag as Sammy aimed it toward the mouth of a large clown face. “See, I’m great at this game,” Sammy announced with confidence, an attitude that kept him trying, even though he missed most of the throws.

The children’s conversations also revealed early notions about morality. Often they combined adults’ statements about right and wrong with forceful attempts to defend their own desires. “You’re ‘posed to share,” stated Mark, grabbing the beanbag out of Sammy’s hand.

“I was here first! Gimme it back,” demanded Sammy, pushing Mark. The two boys struggled until Leslie intervened, provided an extra set of beanbags, and showed them how they could both play.

As the interaction between Sammy and Mark reveals, preschoolers quickly become complex social beings. Young children argue, grab, and push, but cooperative exchanges are far more frequent. Between ages 2 and 6, first friendships form, in which children converse, act out complementary roles, and learn that their own desires for companionship and toys are best met when they consider others’ needs and interests.

The children’s developing understanding of their social world was especially apparent in their growing attention to the dividing line between male and female. While Priti and Karen cared for a sick baby doll in the housekeeping area, Sammy, Vance, and Mark transformed the block corner into a busy intersection. “Green light, go!” shouted police officer Sammy as Vance and Mark pushed large wooden cars and trucks across the floor. Already, the children preferred peers of their own gender, and their play themes mirrored their culture’s gender stereotypes.

This chapter is devoted to the many facets of early childhood emotional and social development. We begin with Erik Erikson’s theory, which provides an overview of personality change in the preschool years. Then we consider children’s concepts of themselves, their insights into their social and moral worlds, their gender typing, and their increasing ability to manage their emotional and social behaviors. Finally, we ask, What is effective child rearing? And we discuss the complex conditions that support good parenting or lead it to break down.

image1 Erikson’s Theory: Initiative versus Guilt
Erikson ( 1950 ) described early childhood as a period of “vigorous unfolding.” Once children have a sense of autonomy, they become less contrary than they were as toddlers. Their energies are freed for tackling the psychological conflict of the preschool years: initiative versus guilt . As the word initiative suggests, young children have a new sense of purposefulness. They are eager to tackle new tasks, join in activities with peers, and discover what they can do with the help of adults. They also make strides in conscience development.

Erikson regarded play as a means through which young children learn about themselves and their social world. Play permits preschoolers to try new skills with little risk of criticism and failure. It also creates a small social organization of children who must cooperate to achieve common goals. Around the world, children act out family scenes and highly visible occupations—police officer, doctor, and nurse in Western societies, rabbit hunter and potter among the Hopi Indians, hut builder and spear maker among the Baka of West Africa (Göncü, Patt, & Kouba, 2004 ).

Recall that Erikson’s theory builds on Freud’s psychosexual stages (see Chapter 1 , page 16 ). In Freud’s Oedipus and Electra conflicts, to avoid punishment and maintain parents’ affection, children form a superego, or conscience, by identifying with the same-sex parent. As a result, they adopt the moral and gender-role standards of their society. For Erikson, the negative outcome of early childhood is an overly strict superego that causes children to feel too much guilt because they have been threatened, criticized, and punished excessively by adults. When this happens, preschoolers’ exuberant play and bold efforts to master new tasks break down.

A Guatemalan 3-year-old pretends to shell corn. By acting out family scenes and highly visible occupations, young children around the world develop a sense of initiative, gaining insight into what they can do and become in their culture.

Although Freud’s ideas are no longer accepted as satisfactory explanations of conscience development, Erikson’s image of initiative captures the diverse changes in young children’s emotional and social lives. Early childhood is, indeed, a time when children develop a confident self-image, more effective control over their emotions, new social skills, the foundations of morality, and a clear sense of themselves as boy or girl.

image2 Self-Understanding
The development of language enables young children to talk about their own subjective experience of being. In Chapter 7 , we noted that young children acquire a vocabulary for talking about their inner mental lives and gain in understanding of mental states. As self-awareness strengthens, preschoolers focus more intently on qualities that make the self unique. They begin to develop a self-concept , the set of attributes, abilities, attitudes, and values that an individual believes defines who he or she is.

Foundations of Self-Concept
Ask a 3- to 5-year-old to tell you about himself, and you are likely to hear something like this: “I’m Tommy. See, I got this new red T-shirt. I’m 4 years old. I can wash my hair all by myself. I have a new Tinkertoy set, and I made this big, big tower.” Preschoolers’ self-concepts consist largely of observable characteristics, such as their name, physical appearance, possessions, and everyday behaviors (Harter, 2006 ; Watson, 1990 ).

By age 3½, children also describe themselves in terms of typical emotions and attitudes—“I’m happy when I play with my friends”; “I don’t like scary TV programs”; “I usually do what Mommy says”—suggesting a beginning understanding of their unique psychological characteristics (Eder & Mangelsdorf, 1997 ). And by age 5, children’s degree of agreement with such statements coincides with maternal reports of their personality traits, indicating that older preschoolers have a sense of their own timidity, agreeableness, and positive or negative affect (Brown et al., 2008 ). But preschoolers do not yet say, “I’m helpful” or “I’m shy.” Direct references to personality traits must wait for greater cognitive maturity.

A warm, sensitive parent–child relationship seems to foster a more positive, coherent early self-concept. In one study, 4-year-olds with a secure attachment to their mothers were more likely than their insecurely attached agemates to describe themselves in favorable terms at age 5—with statements that reflect agreeableness and positive affect (Goodvin et al., 2008 ). Also recall from Chapter 7 that securely attached preschoolers participate in more elaborative parent–child conversations about personally experienced events, which help them understand themselves (see page 240 ).

Cultural Influences Cultural Variations in Personal Storytelling: Implications for Early Self-Concept
Preschoolers of many cultural backgrounds participate in personal storytelling with their parents. Striking cultural differences exist in parents’ selection and interpretation of events in these narratives, affecting the way children view themselves.

In one study, researchers spent thousands of hours studying the storytelling practices of six middle-SES Irish-American families in Chicago and six middle-SES Chinese families in Taiwan. From extensive videotapes of adults’ conversations with the children from age 2½; to 4, the investigators identified personal stories and coded them for content (Miller, Fung, & Mintz, 1996 ; Miller et al., 1997 , 2012 ).

Parents in both cultures discussed pleasurable holidays and family excursions in similar ways and with similar frequency. But five times more often than the Irish-American parents, the Chinese parents told long stories about their preschooler’s previous misdeeds—using impolite language, writing on the wall, or playing in an overly rowdy way. These narratives, often sparked by a current misdeed, were used as opportunities to educate: Parents conveyed stories with warmth and caring, stressed the impact of misbehavior on others (“You made Mama lose face”), and often ended with direct teaching of proper behavior and a moral lesson (“Saying dirty words is not good”). By contrast, in the few instances in which Irish-American stories referred to transgressions, parents downplayed their seriousness, attributing them to the child’s spunk and assertiveness.

Early narratives about the child launch preschoolers’ self-concepts on culturally distinct paths (Miller, Fung, & Koven, 2007 ). Influenced by Confucian traditions of strict discipline and social obligations, Chinese parents integrated these values into their stories, affirming the importance of not disgracing the family and explicitly conveying expectations for improvement in the story’s conclusion. Although Irish-American parents disciplined their children, they rarely dwelt on misdeeds in storytelling. Rather, they cast the child’s shortcomings in a positive light, perhaps to promote self-esteem.

A Chinese mother speaks gently to her child about proper behavior. Chinese parents often tell preschoolers stories that point out the negative impact on others of the child’s misdeeds. The Chinese child’s self-concept, in turn, emphasizes social obligations.

Whereas most Americans believe that favorable self-esteem is crucial for healthy development, Chinese adults generally see it as unimportant or even negative—as impeding the child’s willingness to listen and be corrected (Miller et al., 2002). Consistent with this view, the Chinese parents did little to cultivate their child’s individuality. Instead, they used storytelling to guide the child toward responsible behavior. Hence, the Chinese child’s self-image emphasizes obligations to others, whereas the American child’s is more autonomous.

As early as age 2, parents use narratives of past events to impart rules, standards for behavior, and evaluative information about the child: “You added the milk when we made the mashed potatoes. That’s a very important job!” (Nelson, 2003 ). As the Cultural Influences box above reveals, these self-evaluative narratives are a major means through which caregivers imbue the young child’s self-concept with cultural values.

As they talk about personally significant events and as their cognitive skills advance, preschoolers gradually come to view themselves as persisting over time. Around age 4, children first become certain that a video image of themselves replayed a few minutes after it was filmed is still “me” (Povinelli, 2001 ). Similarly, when researchers asked 3- to 5-year-olds to imagine a future event (walking next to a waterfall) and to envision a future personal state by choosing from three items (a raincoat, money, a blanket) the one they would need to bring with them, performance—along with future-state justifications (“I’m gonna get wet”)—increased sharply from age 3 to 4 (Atance & Meltzoff, 2005 ).

Emergence of Self-Esteem
Another aspect of self-concept emerges in early childhood: self-esteem , the judgments we make about our own worth and the feelings associated with those judgments. TAKE A MOMENT … Make a list of your own self-judgments. Notice that, besides a global appraisal of your worth as a person, you have a variety of separate self-evaluations concerning how well you perform at different activities. These evaluations are among the most important aspects of self-development because they affect our emotional experiences, future behavior, and long-term psychological adjustment.

By age 4, preschoolers have several self-judgments—for example, about learning things in school, making friends, getting along with parents, and treating others kindly (Marsh, Ellis, & Craven, 2002 ). But because they have difficulty distinguishing between their desired and their actual competence, they usually rate their own ability as extremely high and underestimate task difficulty, as when Sammy asserted, despite his many misses, that he was great at beanbag throwing (Harter, 2003 , 2006 ).

After creating a “camera” and “flash,” this pre-schooler pretends to take pictures. Her high self-esteem contributes greatly to her initiative in mastering many new skills.

High self-esteem contributes greatly to preschoolers’ initiative during a period in which they must master many new skills. By age 3, children whose parents patiently encourage while offering information about how to succeed are enthusiastic and highly motivated. In contrast, children whose parents criticize their worth and performance give up easily when faced with a challenge and express shame and despondency after failing (Kelley, Brownell, & Campbell, 2000 ). Adults can avoid promoting these self-defeating reactions by adjusting their expectations to children’s capacities, scaffolding children’s attempts at difficult tasks (see Chapter 7 , page 234 ), and pointing out effort and improvement in children’s behavior.

image3 Emotional Development
Gains in representation, language, and self-concept support emotional development in early childhood. Between ages 2 and 6, children make strides in emotional abilities that, collectively, researchers refer to as emotional competence (Halberstadt, Denham, & Dunsmore, 2001 ; Saarni et al., 2006 ). First, preschoolers gain in emotional understanding, becoming better able to talk about feelings and to respond appropriately to others’ emotional signals. Second, they become better at emotional self-regulation—in particular, at coping with intense negative emotion. Finally, preschoolers more often experience self-conscious emotions and empathy, which contribute to their developing sense of morality.

Parenting strongly influences preschoolers’ emotional competence. Emotional competence, in turn, is vital for successful peer relationships and overall mental health.

Understanding Emotion
Early in the preschool years, children refer to causes, consequences, and behavioral signs of emotion, and over time their understanding becomes more accurate and complex (Stein & Levine, 1999 ). By age 4 to 5, children correctly judge the causes of many basic emotions (“He’s happy because he’s swinging very high”; “He’s sad because he misses his mother”). Preschoolers’ explanations tend to emphasize external factors over internal states, a balance that changes with age (Levine, 1995 ). After age 4, children appreciate that both desires and beliefs motivate behavior ( Chapter 7 ). Then their grasp of how internal factors can trigger emotion expands.

Preschoolers can also predict what a playmate expressing a certain emotion might do next. Four-year-olds know that an angry child might hit someone and that a happy child is more likely to share (Russell, 1990 ). And they realize that thinking and feeling are interconnected—that a person reminded of a previous sad experience is likely to feel sad (Lagattuta, Wellman, & Flavell, 1997 ). Furthermore, they come up with effective ways to relieve others’ negative feelings, such as hugging to reduce sadness (Fabes et al., 1988 ).

At the same time, preschoolers have difficulty interpreting situations that offer conflicting cues about how a person is feeling. When asked what might be happening in a picture of a happy-faced child with a broken bicycle, 4- and 5-year-olds tended to rely only on the emotional expression: “He’s happy because he likes to ride his bike.” Older children more often reconciled the two cues: “He’s happy because his father promised to help fix his broken bike” (Gnepp, 1983 ; Hoffner & Badzinski, 1989 ). As in their approach to Piagetian tasks, preschoolers focus on the most obvious aspect of an emotional situation to the neglect of other relevant information.

The more parents label emotions, explain them, and express warmth and enthusiasm when conversing with preschoolers, the more “emotion words” children use and the better developed their emotional understanding (Fivush & Haden, 2005 ; Laible & Song, 2006 ). In one study, mothers who explained feelings and who negotiated and compromised during conflicts with their 2½-year-olds had children who, at age 3, were advanced in emotional understanding and used similar strategies to resolve disagreements (Laible & Thompson, 2002 ). Furthermore, 3- to 5-year-olds who are securely attached to their mothers better understand emotion. Attachment security is related to warmer and more elaborative parent–child narratives, including discussions of feelings that highlight the emotional significance of events (Laible, 2004 ; Laible & Song, 2006 ; Raikes & Thompson, 2006 ).

As preschoolers learn about emotion from interacting with adults, they engage in more emotion talk with siblings and friends, especially during make-believe play (Hughes & Dunn, 1998 ). Make-believe, in turn, contributes to emotional understanding, especially when children play with siblings (Youngblade & Dunn, 1995 ). The intense nature of the sibling relationship, combined with frequent acting out of feelings, makes pretending an excellent context for learning about emotions.

Applying What We Know Helping Children Manage Common Fears of Early Childhood
Fear

Suggestion

Monsters, ghosts, and darkness

Reduce exposure to frightening stories in books and on TV until the child is better able to sort out appearance from reality. Make a thorough “search” of the child’s room for monsters, showing him that none are there. Leave a night-light burning, sit by the child’s bed until he falls asleep, and tuck in a favorite toy for protection.

Preschool or child care

If the child resists going to preschool but seems content once there, the fear is probably separation. Provide a sense of warmth and caring while gently encouraging independence. If the child fears being at preschool, find out what is frightening—the teacher, the children, or a crowded, noisy environment. Provide extra support by accompanying the child and gradually lessening the amount of time you are present.

Animals

Do not force the child to approach a dog, cat, or other animal that arouses fear. Let the child move at her own pace. Demonstrate how to hold and pet the animal, showing the child that when treated gently, the animal is friendly. If the child is larger than the animal, emphasize this: “You’re so big. That kitty is probably afraid of you!”

Intense fears

If a child’s fear is intense, persists for a long time, interferes with daily activities, and cannot be reduced in any of the ways just suggested, it has reached the level of a phobia. Sometimes phobias are linked to family problems, and counseling is needed to reduce them. At other times, phobias diminish without treatment as the child’s capacity for emotional self-regulation improves.

As early as 3 to 5 years of age, knowledge about emotions is related to children’s friendly, considerate behavior, willingness to make amends after harming another, and constructive responses to disputes with agemates (Dunn, Brown, & Maguire, 1995 ; Garner & Estep, 2001 ; Hughes & Ensor, 2010 ). Also, the more preschoolers refer to feelings when interacting with playmates, the better liked they are by their peers (Fabes et al., 2001 ). Children seem to recognize that acknowledging others’ emotions and explaining their own enhance the quality of relationships.

Emotional Self-Regulation
Language also contributes to preschoolers’ improved emotional self-regulation (Cole, Armstrong, & Pemberton, 2010 ). By age 3 to 4, children verbalize a variety of strategies for adjusting their emotional arousal to a more comfortable level. For example, they know they can blunt emotions by restricting sensory input (covering their eyes or ears to block out an unpleasant sight or sound), talking to themselves (“Mommy said she’ll be back soon”), or changing their goals (deciding that they don’t want to play anyway after being excluded from a game) (Thompson & Goodvin, 2007 ). As children use these strategies, emotional outbursts decline. Effortful control—in particular, inhibiting impulses and shifting attention—also continues to be vital in managing emotion during early childhood. Three-year-olds who can distract themselves when frustrated tend to become cooperative school-age children with few problem behaviors (Gilliom et al., 2002 ).

Warm, patient parents who use verbal guidance, including suggesting and explaining strategies and prompting children to generate their own, strengthen children’s capacity to handle stress (Colman et al., 2006 ; Morris et al., 2011 ). In contrast, when parents rarely express positive emotion, dismiss children’s feelings as unimportant, and have difficulty controlling their own anger, children have continuing problems in managing emotion (Hill et al., 2006 ; Katz & Windecker-Nelson, 2004 ; Thompson & Meyer, 2007 ).

As with infants and toddlers, preschoolers who experience negative emotion intensely find it harder to shift attention away from disturbing events and inhibit their feelings. They are more likely to be anxious and fearful, respond with irritation to others’ distress, react angrily or aggressively when frustrated, and get along poorly with teachers and peers (Chang et al., 2003 ; Eisenberg et al., 2005 ; Raikes et al., 2007 ). Because these emotionally reactive children become increasingly difficult to rear, they are often targets of ineffective parenting, which compounds their poor self-regulation.

Adult–child conversations that prepare children for difficult experiences also foster emotional self-regulation (Thompson & Goodman, 2010 ). Parents who discuss what to expect and ways to handle anxiety offer strategies that children can apply. Nevertheless, preschoolers’ vivid imaginations and incomplete grasp of the distinction between appearance and reality make fears common in early childhood. See Applying What We Know above for ways adults can help young children manage fears.

Self-Conscious Emotions
One morning in Leslie’s classroom, a group of children crowded around for a bread-baking activity. Leslie asked them to wait patiently while she got a baking pan. But Sammy reached over to feel the dough, and the bowl tumbled off the table. When Leslie returned, Sammy looked at her, then covered his eyes with his hands and said, “I did something bad.” He felt ashamed and guilty.

As their self-concepts develop, preschoolers become increasingly sensitive to praise and blame or to the possibility of such feedback. They more often experience self-conscious emotions—feelings that involve injury to or enhancement of their sense of self (see Chapter 6 ). By age 3, self-conscious emotions are clearly linked to self-evaluation (Lewis, 1995 ; Thompson, Meyer, & McGinley, 2006 ). But because preschoolers are still developing standards of excellence and conduct, they depend on the messages of parents, teachers, and others who matter to them to know when to feel proud, ashamed, or guilty, often viewing adult expectations as obligatory rules (“Dad said you’re ’posed to take turns”) (Thompson, Meyer, & McGinley, 2006 ).

When parents repeatedly comment on the worth of the child and her performance (“That’s a bad job! I thought you were a good girl!”), children experience self-conscious emotions intensely—more shame after failure, more pride after success. In contrast, parents who focus on how to improve performance (“You did it this way; now try doing it that way”) induce moderate, more adaptive levels of shame and pride and greater persistence on difficult tasks (Kelley, Brownell, & Campbell, 2000 ; Lewis, 1998 ).

Among Western children, intense shame is associated with feelings of personal inadequacy (“I’m stupid”; “I’m a terrible person”) and with maladjustment—withdrawal and depression as well as intense anger and aggression toward those who participated in the shame-evoking situation (Lindsay-Hartz, de Rivera, & Mascolo, 1995 ; Mills, 2005 ). In contrast, guilt—when it occurs in appropriate circumstances and is neither excessive nor accompanied by shame—is related to good adjustment. Guilt helps children resist harmful impulses, and it motivates a misbehaving child to repair the damage and behave more considerately (Mascolo & Fischer, 2007 ; Tangney, Stuewig, & Mashek, 2007 ). But overwhelming guilt—involving such high emotional distress that the child cannot make amends—is linked to depressive symptoms as early as age 3 (Luby et al., 2009 ).

Finally, the consequences of shame for children’s adjustment may vary across cultures. As illustrated in the Cultural Influences box on page 267 and on page 189 in Chapter 6 , people in Asian collectivist societies, who define themselves in relation to their social group, view shame as an adaptive reminder of an interdependent self and of the importance of others’ judgments (Bedford, 2004 ).

Empathy and Sympathy
Another emotional capacity that becomes more common in early childhood is empathy, which serves as an important motivator of prosocial , or altruistic, behavior —actions that benefit another person without any expected reward for the self (Spinrad & Eisenberg, 2009 ). Compared with toddlers, preschoolers rely more on words to communicate empathic feelings, a change that indicates a more reflective level of empathy. When a 4-year-old received a Christmas gift that she hadn’t included on her list for Santa, she assumed it belonged to another little girl and pleaded with her parents, “We’ve got to give it back—Santa’s made a big mistake. I think the girl’s crying ‘cause she didn’t get her present!”

As children’s language skills and capacity to take the perspective of others improve, empathy also increases, motivating prosocial, or altruistic, behavior.

Yet in some children, empathizing—feeling with an upset adult or peer and responding emotionally in a similar way—does not yield acts of kindness and helpfulness but, instead, escalates into personal distress. In trying to reduce these feelings, the child focuses on his own anxiety rather than the person in need. As a result, empathy does not lead to sympathy —feelings of concern or sorrow for another’s plight.

Temperament plays a role in whether empathy occurs and whether it prompts sympathetic, prosocial behavior or self-focused personal distress. Children who are sociable, assertive, and good at regulating emotion are more likely to empathize with others’ distress, display sympathetic concern, and engage in prosocial behavior, helping, sharing, and comforting others in distress (Bengtsson, 2005 ; Eisenberg et al., 1998 ; Valiente et al., 2004 ). In contrast, when poor emotion regulators are faced with someone in need, they react with facial and physiological indicators of distress—frowning, lip biting, a rise in heart rate, and a sharp increase in EEG brain-wave activity in the right cerebral hemisphere (which houses negative emotion)—indications that they are overwhelmed by their feelings (Jones, Field, & Davalos, 2000 ; Pickens, Field, & Nawrocki, 2001 ).

As with other aspects of emotional development, parenting affects empathy and sympathy. When parents are warm, encourage emotional expressiveness, and show sensitive, empathic concern for their preschoolers’ feelings, children are likely to react in a concerned way to the distress of others—relationships that persist into adolescence and early adulthood (Koestner, Franz, & Weinberger, 1990 ; Michalik et al., 2007 ; Strayer & Roberts, 2004 ). Besides modeling sympathy, parents can help shy children manage excessive anxiety and aggressive children regulate intense anger. They can also teach children the importance of kindness and can intervene when they display inappropriate emotion—strategies that predict high levels of sympathetic responding (Eisenberg, 2003 ).

In contrast, punitive parenting disrupts empathy at an early age (Valiente et al., 2004 ). In one study, physically abused preschoolers at a child-care center rarely expressed concern at a peer’s unhappiness but, rather, reacted with fear, anger, and physical attacks (Klimes-Dougan & Kistner, 1990 ). The children’s behavior resembled their parents’ insensitive responses to others’ suffering.

image4 Peer Relations
As children become increasingly self-aware and better at communicating and understanding others’ thoughts and feelings, their skill at interacting with peers improves rapidly. Peers provide young children with learning experiences they can get in no other way. Because peers interact on an equal footing, children must keep a conversation going, cooperate, and set goals in play. With peers, children form friendships—special relationships marked by attachment and common interests. Let’s look at how peer interaction changes over the preschool years.

Advances in Peer Sociability
Mildred Parten ( 1932 ), one of the first to study peer sociability among 2- to 5-year-olds, noticed a dramatic rise with age in joint, interactive play. She concluded that social development proceeds in a three-step sequence. It begins with nonsocial activity —unoccupied, onlooker behavior and solitary play. Then it shifts to parallel play , in which a child plays near other children with similar materials but does not try to influence their behavior. At the highest level are two forms of true social interaction. In associative play , children engage in separate activities but exchange toys and comment on one another’s behavior. Finally, in cooperative play , a more advanced type of interaction, children orient toward a common goal, such as acting out a make-believe theme.

Follow-Up Research on Peer Sociability.
Longitudinal evidence indicates that these play forms emerge in the order suggested by Parten but that later-appearing ones do not replace earlier ones in a developmental sequence (Rubin, Bukowski, & Parker, 2006 ). Rather, all types coexist in early childhood.

TAKE A MOMENT … Watch children move from one type of play to another in a play group or preschool classroom, and you will see that they often transition from onlooker to parallel to cooperative play and back again (Robinson et al., 2003 ). Preschoolers seem to use parallel play as a way station—a respite from the demands of complex social interaction and a crossroad to new activities. And although nonsocial activity declines with age, it is still the most frequent form among 3- to 4-year-olds and accounts for a third of kindergartners’ free-play time. Also, both solitary and parallel play remain fairly stable from 3 to 6 years, accounting for as much of the child’s play as cooperative interaction (Rubin, Fein, & Vandenberg, 1983 ).

We now understand that the type, not the amount, of solitary and parallel play changes in early childhood. In studies of preschoolers’ play in Taiwan and the United States, researchers rated the cognitive maturity of nonsocial, parallel, and cooperative play, using the categories shown in Table 8.1 on page 262 . Within each play type, older children displayed more cognitively mature behavior than younger children (Pan, 1994 ; Rubin, Watson, & Jambor, 1978 ).

Often parents wonder whether a preschooler who spends much time playing alone is developing normally. But only certain types of nonsocial activity—aimless wandering, hovering near peers, and functional play involving repetitive motor action—are cause for concern. Children who watch peers without playing are usually temperamentally inhibited—high in social fearfulness (Coplan et al., 2004 ; Rubin, Bukowski, & Parker, 2006 ). And preschoolers who engage in solitary, repetitive behavior (banging blocks, making a doll jump up and down) tend to be immature, impulsive children who find it difficult to regulate anger and aggression (Coplan et al., 2001 ). In the classroom, both reticent and impulsive children tend to experience peer ostracism (Coplan & Arbeau, 2008 ).

These 4-year-olds (left) engage in parallel play. Cooperative play (right) develops later than parallel play, but preschool children continue to move back and forth between the two types of sociability, using parallel play as a respite from the complex demands of cooperation.

TABLE 8.1 Developmental Sequence of Cognitive Play Categories
PLAY CATEGORY

DESCRIPTION

EXAMPLES

Functional play

Simple, repetitive motor movements with or without objects, especially common during the first two years

Running around a room, rolling a car back and forth, kneading clay with no intent to make something

Constructive play

Creating or constructing something, especially common between 3 and 6 years

Making a house out of toy blocks, drawing a picture, putting together a puzzle

Make-believe play

Acting out everyday and imaginary roles, especially common between 2 and 6 years

Playing house, school, or police officer; acting out storybook or television characters

Source: Rubin, Fein, & Vandenberg, 1983.

But most preschoolers with low rates of peer interaction simply like to play alone, and their solitary activities are positive and constructive. Children who prefer solitary play with art materials, puzzles, and building toys are typically well-adjusted youngsters who, when they do play with peers, show socially skilled behavior (Coplan & Armer, 2007 ). Still, a few preschoolers who engage in such age-appropriate solitary play—again, more often boys—are rebuffed by peers. Perhaps because quiet play is inconsistent with the “masculine” gender role, boys who engage in it are at risk for negative reactions from both parents and peers and, eventually, for adjustment problems (Coplan et al., 2001 , 2004 ).

Cultural Variations.
Peer sociability in collectivist societies, which stress group harmony, takes different forms than in individualistic cultures (Chen & French, 2008 ). For example, children in India generally play in large groups, which require high levels of cooperation. Much of their behavior is imitative, occurs in unison, and involves close physical contact. In a game called Bhatto Bhatto, children act out a script about a trip to the market, touching one another’s elbows and hands as they pretend to cut and share a tasty vegetable (Roopnarine et al., 1994 ).

Agta village children in the Philippines play a tug-of-war game. Large-group, highly cooperative play is typical of peer sociability in collectivist societies.

As another example, Chinese preschoolers—unlike American preschoolers, who tend to reject reticent classmates—are typically willing to include a quiet, reserved child in play (Chen et al., 2006 ). In Chapter 6 , we saw that until recently collectivist values, which discourage self-assertion, led to positive evaluations of shyness in China (see pages 194 – 195 ). Apparently, this benevolent attitude persists in the play behaviors of Chinese young children.

Cultural beliefs about the importance of play also affect early peer associations. Caregivers who view play as mere entertainment are less likely to provide props or to encourage pretend than those who value its cognitive and social benefits (Farver & Wimbarti, 1995 ). Preschoolers of Korean-American parents, who emphasize task persistence as vital for learning, spend less time than Caucasian-American children in joint make-believe and more time unoccupied and in parallel play (Farver, Kim, & Lee, 1995 ).

Recall the description of children’s daily lives in a Mayan village culture on page 236 in Chapter 7 . Mayan parents do not promote children’s play—yet Mayan children are socially competent (Gaskins, 2000 ). Perhaps Western-style sociodramatic play, with its elaborate materials and wide-ranging themes, is particularly important for social development in societies where the worlds of children and adults are distinct. It may be less crucial in village cultures where children participate in adult activities from an early age.

First Friendships
As preschoolers interact, first friendships form that serve as important contexts for emotional and social development. To adults, friendship is a mutual relationship involving companionship, sharing, understanding of thoughts and feelings, and caring for and comforting each other in times of need. In addition, mature friendships endure over time and survive occasional conflicts.

Preschoolers understand something about the uniqueness of friendship. They say that a friend is someone “who likes you,” with whom you spend a lot of time playing, and with whom you share toys. But friendship does not yet have a long-term, enduring quality based on mutual trust (Damon, 1988a ; Hartup, 2006 ). “Mark’s my best friend,” Sammy would declare on days when the boys got along well. But when a dispute arose, he would reverse himself: “Mark, you’re not my friend!”

Nevertheless, interactions between young friends are unique. Preschoolers give far more reinforcement—greetings, praise, and compliance—to children they identify as friends, and they also receive more from them. Friends are more cooperative and emotionally expressive—talking, laughing, and looking at each other more often than nonfriends do (Hartup, 2006 ; Vaughn et al., 2001 ). Furthermore, children who begin kindergarten with friends in their class or readily make new friends adjust to school more favorably (Ladd, Birch, & Buhs, 1999 ; Ladd & Price, 1987 ). Perhaps the company of friends serves as a secure base from which to develop new relationships, enhancing children’s feelings of comfort in the new classroom.

Peer Relations and School Readiness
The ease with which kindergartners make new friends and are accepted by their classmates predicts cooperative participation in classroom activities and self-directed completion of learning tasks—behaviors linked to gains in achievement (Ladd, Birch, & Buhs, 1999 ; Ladd, Buhs, & Seid, 2000 ). The capacity to form friendships enables kindergartners to integrate themselves into classroom environments in ways that foster both academic and social competence. In a longitudinal follow-up of a large sample of 4-year-olds, children of average intelligence but with above-average social skills fared better in academic achievement in first grade than children of equal mental ability who were socially below average (Konold & Pianta, 2005 ).

Because social maturity in early childhood contributes to later academic performance, a growing number of experts propose that kindergarten readiness be assessed in terms of not just academic skills but also social skills (Ladd, Herald, & Kochel, 2006 ; Thompson & Raikes, 2007 ). Preschool programs, too, should attend to these vital social prerequisites. Warm, responsive teacher–child interaction is vital, especially for shy, impulsive, and emotionally negative children, who are at risk for social difficulties. In studies involving several thousand 4-year-olds in public preschools in six states, teacher sensitivity and emotional support were strong predictors of children’s social competence, both during preschool and after kindergarten entry (Curby et al., 2009 ; Mashburn et al., 2008 ).

Parental Influences on Early Peer Relations
Children first acquire skills for interacting with peers within the family. Parents influence children’s peer sociability both directly, through attempts to influence children’s peer relations, and indirectly, through their child-rearing practices and play behaviors (Ladd & Pettit, 2002 ; Rubin et al., 2005 ).

Direct Parental Influences.
Preschoolers whose parents frequently arrange informal peer play activities tend to have larger peer networks and to be more socially skilled (Ladd, LeSieur, & Profilet, 1993 ). In providing play opportunities, parents show children how to initiate peer contacts. And parents’ skillful suggestions for managing conflict, discouraging teasing, and entering a play group are associated with preschoolers’ social competence and peer acceptance (Mize & Pettit, 2010 ; Parke et al., 2004b ).

Parents’ play with children, especially same-sex children, contributes to social competence. By playing with his father as he would with a peer, this child acquires social skills that facilitate peer interaction.

Indirect Parental Influences.
Many parenting behaviors not directly aimed at promoting peer sociability nevertheless influence it. For example, secure attachments to parents are linked to more responsive, harmonious peer interaction, larger peer networks, and warmer, more supportive friendships during the preschool and school years (Laible, 2007 ; Lucas-Thompson & Clarke-Stewart, 2007 ; Wood, Emmerson, & Cowan, 2004 ). The sensitive, emotionally expressive communication that contributes to attachment security may be responsible.

Parent–child play seems particularly effective for promoting peer interaction skills. During play, parents interact with their child on a “level playing field,” much as peers do. And perhaps because parents play more with children of their own sex, mothers’ play is more strongly linked to daughters’ competence, fathers’ play to sons’ competence (Lindsey & Mize, 2000 ; Pettit et al., 1998 ).

As we have seen, some preschoolers already have great difficulty with peer relations. In Leslie’s classroom, Robbie was one of them. Wherever he happened to be, comments like “Robbie ruined our block tower” and “Robbie hit me for no reason” could be heard. As we take up moral development in the next section, you will learn more about how parenting contributed to Robbie’s peer problems.

ASK YOURSELF
REVIEW Among children who spend much time playing alone, what factors distinguish those who are likely to have adjustment difficulties from those who are well-adjusted and socially skilled?

CONNECT How does emotional self-regulation affect the development of empathy and sympathy? Why are these emotional capacities vital for positive peer relations?

APPLY Three-year-old Ben lives in the country, with no other preschoolers nearby. His parents wonder whether it is worth driving Ben into town once a week to participate in a peer play group. What advice would you give Ben’s parents, and why?

REFLECT What did your parents do, directly and indirectly, that might have influenced your earliest peer relationships?

image5 Foundations of Morality
Children’s conversations and behavior provide many examples of their developing moral sense. By age 2, they use words to evaluate behavior as “good” or “bad” and react with distress to aggressive or potentially harmful behaviors (Kochanska, Casey, & Fukumoto, 1995 ). And we have seen that children of this age share toys, help others, and cooperate in games—early indicators of considerate, responsible prosocial attitudes.

Adults everywhere take note of this budding capacity to distinguish right from wrong. Some cultures have special terms for it. The Utku Indians of Hudson Bay say the child develops ihuma (reason). The Fijians believe that vakayalo (sense) appears. In response, parents hold children more responsible for their behavior (Dunn, 2005 ). By the end of early childhood, children can state many moral rules: “Don’t take someone’s things without asking!” “Tell the truth!” In addition, they argue over matters of justice: “You sat there last time, so it’s my turn.” “It’s not fair. He got more!”

All theories of moral development recognize that conscience begins to take shape in early childhood. And most agree that at first, the child’s morality is externally controlled by adults. Gradually, it becomes regulated by inner standards. Truly moral individuals do not do the right thing just to conform to others’ expectations. Rather, they have developed compassionate concerns and principles of good conduct, which they follow in many situations.

Each major theory emphasizes a different aspect of morality. Psychoanalytic theory stresses the emotional side of conscience development—in particular, identification and guilt as motivators of good conduct. Social Learning theory focuses on how moral behavior is learned through reinforcement and modeling. Finally, the cognitive-developmental perspective emphasizes thinking—children’s ability to reason about justice and fairness.

The Psychoanalytic Perspective
Recall that according to Freud, young children form a superego, or conscience, by identifying with the same-sex parent, whose moral standards they adopt. Children obey the superego to avoid guilt, a painful emotion that arises each time they are tempted to misbehave. Moral development, Freud believed, is largely complete by 5 to 6 years of age.

Today, most researchers disagree with Freud’s view of conscience development. In his theory (see page 256 ), fear of punishment and loss of parental love motivate conscience formation and moral behavior. Yet children whose parents frequently use threats, commands, or physical force tend to violate standards often and feel little guilt, whereas parental warmth and responsiveness predict greater guilt following transgressions (Kochanska et al., 2002 , 2005 , 2008 ). And if a parent withdraws love after misbehavior—for example, refuses to speak to or states a dislike for the child—children often respond with high levels of self-blame, thinking “I’m no good,” or “Nobody loves me.” Eventually, to protect themselves from overwhelming guilt, these children may deny the emotion and, as a result, also develop a weak conscience (Kochanska, 1991 ; Zahn-Waxler et al., 1990 ).

Inductive Discipline.
In contrast, conscience formation is promoted by a type of discipline called induction , in which an adult helps the child notice feelings by pointing out the effects of the child’s misbehavior on others. For example, a parent might say, “She’s crying because you won’t give back her doll” (Hoffman, 2000 ). When generally warm parents provide explanations that match the child’s capacity to understand, while firmly insisting that the child listen and comply, induction is effective as early as age 2. Preschoolers whose parents use it are more likely to refrain from wrongdoing, confess and repair damage after misdeeds, and display prosocial behavior (Kerr et al., 2004 ; Volling, Mahoney, & Rauer, 2009 ; Zahn-Waxler, Radke-Yarrow, & King, 1979 ).

A teacher uses inductive discipline to explain to a child the impact of her transgression on others, pointing out classmates’ feelings. Induction encourages empathy, sympathy, and commitment to moral standards.

The success of induction may lie in its power to motivate children’s active commitment to moral standards. Induction gives children information about how to behave that they can use in future situations. By emphasizing the impact of the child’s actions on others, it encourages empathy and sympathy (Krevans & Gibbs, 1996 ). And giving children reasons for changing their behavior encourages them to adopt moral standards because they make sense.

In contrast, discipline that relies too heavily on threats of punishment or withdrawal of love makes children so anxious and frightened that they cannot think clearly enough to figure out what they should do. As a result, these practices do not get children to internalize moral rules (Eisenberg, Fabes, & Spinrad, 2006 ).

The Child’s Contribution.
Although good discipline is crucial, children’s characteristics also affect the success of parenting techniques. Twin studies suggest a modest genetic contribution to empathy (Knafo et al., 2009 ). More empathic children require less power assertion and are more responsive to induction.

Temperament is also influential. Mild, patient tactics—requests, suggestions, and explanations—are sufficient to prompt guilt reactions in anxious, fearful preschoolers (Kochanska et al., 2002 ). But with fearless, impulsive children, gentle discipline has little impact. Power assertion also works poorly. It undermines the child’s capacity for effortful control, which strongly predicts good conduct, empathy, sympathy, and prosocial behavior (Kochanska & Aksan, 2006 ; Kochanska & Knaack, 2003 ). Parents of impulsive children can foster conscience development by ensuring a secure attachment relationship and combining firm correction with induction (Kochanska, Aksan, & Joy, 2007 ). When children are so low in anxiety that parental disapproval causes them little discomfort, a close parent–child bond motivates them to listen to parents as a means of preserving an affectionate, supportive relationship.

The Role of Guilt.
Although little support exists for Freudian ideas about conscience development, Freud was correct that guilt is an important motivator of moral action. Inducing empathy-based guilt (expressions of personal responsibility and regret, such as “I’m sorry I hurt him”) by explaining that the child is harming someone and has disappointed the parent is a means of influencing children without using coercion. Empathy-based guilt reactions are associated with stopping harmful actions, repairing damage caused by misdeeds, and engaging in future prosocial behavior (Baumeister, 1998 ; Eisenberg, Eggum, & Edwards, 2010 ). At the same time, parents must help children deal with guilt feelings constructively—by guiding them to make up for immoral behavior rather than minimizing or excusing it.

But contrary to what Freud believed, guilt is not the only force that compels us to act morally. Nor is moral development complete by the end of early childhood. Rather, it is a gradual process, extending into adulthood.

Social learning theory
According to social learning theory, morality does not have a unique course of development. Rather, moral behavior is acquired just like any other set of responses: through reinforcement and modeling.

Importance of Modeling.
Operant conditioning—reinforcement for good behavior with approval, affection, and other rewards—is not enough for children to acquire moral responses. For a behavior to be reinforced, it must first occur spontaneously. Yet many prosocial acts, such as sharing, helping, or comforting an unhappy playmate, occur so rarely at first that reinforcement cannot explain their rapid development in early childhood. Rather, social learning theorists believe that children learn to behave morally largely through modeling—observing and imitating people who demonstrate appropriate behavior (Bandura, 1977 ; Grusec, 1988 ). Once children acquire a moral response, reinforcement in the form of praise increases its frequency (Mills & Grusec, 1989 ).

Many studies show that having helpful or generous models increases young children’s prosocial responses. And certain characteristics of models affect children’s willingness to imitate:

· ● Warmth and responsiveness. Preschoolers are more likely to copy the prosocial actions of a warm, responsive adult than those of a cold, distant adult (Yarrow, Scott, & Waxler, 1973 ). Warmth seems to make children more attentive and receptive to the model and is itself an example of a prosocial response.

· ● Competence and power. Children admire and therefore tend to imitate competent, powerful models—especially older peers and adults (Bandura, 1977 ).

· ● Consistency between assertions and behavior. When models say one thing and do another—for example, announce that “it’s important to help others” but rarely engage in helpful acts—children generally choose the most lenient standard of behavior that adults demonstrate (Mischel & Liebert, 1966 ).

Models are most influential in the early years. In one study, toddlers’ eager, willing imitation of their mothers’ behavior predicted moral conduct (not cheating in a game) and guilt following transgressions at age 3 (Forman, Aksan, & Kochanska, 2004 ). At the end of early childhood, children who have had consistent exposure to caring adults have internalized prosocial rules and follow them whether or not a model is present (Mussen & Eisenberg-Berg, 1977 ).

Effects of Punishment.
Many parents know that yelling at, slapping, and spanking children for misbehavior are ineffective disciplinary tactics. A sharp reprimand or physical force to restrain or move a child is justified when immediate obedience is necessary—for example, when a 3-year-old is about to run into the street. In fact, parents are most likely to use forceful methods under these conditions. But to foster long-term goals, such as acting kindly toward others, they tend to rely on warmth and reasoning (Kuczynski, 1984 ). And in response to very serious transgressions, such as lying and stealing, they often combine power assertion with reasoning (Grusec, 2006 ; Grusec & Goodnow, 1994 ).

Frequent punishment, however, promotes only immediate compliance, not lasting changes in behavior. For example, Robbie’s parents often punished by hitting, criticizing, and shouting at him. But as soon as they were out of sight, Robbie usually engaged in the unacceptable behavior again. The more harsh threats, angry physical control, and physical punishment children experience, the more likely they are to develop serious, lasting mental health problems. These include weak internalization of moral rules; depression, aggression, antisocial behavior, and poor academic performance in childhood and adolescence; and depression, alcohol abuse, criminality, and partner and child abuse in adulthood (Afifi et al., 2006 ; Bender et al., 2007 ; Gershoff, 2002a ; Kochanska, Aksan, & Nichols, 2003 ; Lynch et al., 2006 ).

· Repeated harsh punishment has wide-ranging, undesirable side effects:

· ● Parents often spank in response to children’s aggression (Holden, Coleman, & Schmidt, 1995 ). Yet the punishment itself models aggression!

· ● Harshly treated children develop a chronic sense of being personally threatened, which prompts a focus on their own distress rather than a sympathetic orientation to others’ needs.

· ● Children who are frequently punished learn to avoid the punishing adult, who, as a result, has little opportunity to teach desirable behaviors.

· ● By stopping children’s misbehavior temporarily, harsh punishment gives adults immediate relief. For this reason, a punitive adult is likely to punish with greater frequency over time, a course of action that can spiral into serious abuse.

· ● Children, adolescents, and adults whose parents used corporal punishment—the use of physical force to inflict pain but not injury—are more accepting of such discipline (Deater-Deckard et al., 2003 ; Vitrup & Holden, 2010 ). In this way, use of physical punishment may transfer to the next generation.

Although corporal punishment spans the SES spectrum, its frequency and harshness are elevated among less educated, economically disadvantaged parents (Lansford et al., 2004 , 2009 ). And consistently, parents with conflict-ridden marriages and with mental health problems (who are emotionally reactive, depressed, or aggressive) are more likely to be punitive and also to have hard-to-manage children, whose disobedience evokes more parental harshness (Berlin et al., 2009 ; Erath et al., 2006 ; Taylor et al., 2010 ). These parent–child similarities suggest that heredity contributes to the link between punitive discipline and children’s adjustment difficulties.

But heredity is not a complete explanation. Return to page 73 in Chapter 2 to review findings indicating that good parenting can shield children who are genetically at risk for aggression and antisocial activity from developing those behaviors. Furthermore, longitudinal studies reveal that parental harshness and corporal punishment predict child and adolescent emotional and behavior problems, even after child, parenting, and family characteristics that might otherwise account for the relationship were controlled (Berlin et al., 2009 ; Lansford et al., 2009 , 2011; Taylor et al., 2010 ).

FIGURE 8.1 Prevalence of corporal punishment by children’s age.
Estimates are based on the percentage of parents in a nationally representative U.S. sample of nearly 1,000 reporting one or more instances of spanking, slapping, pinching, shaking, or hitting with a hard object in the past year. Physical punishment increases sharply during early childhood and then declines, but it is high at all ages.

(From M. A. Straus & J. H. Stewart, 1999, “Corporal Punishment by American Parents: National Data on Prevalence, Chronicity, Severity, and Duration, in Relation to Child and Family Characteristics,” Clinical Child and Family Psychology Review, 2, p. 59. Adapted with kind permission from Springer Science+Business Media and Murray A. Straus.)

In view of these findings, the widespread use of corporal punishment by American parents is cause for concern. Surveys of nationally representative samples of U.S. families reveal that although corporal punishment increases from infancy to age 5 and then declines, it is high at all ages (see Figure 8.1 ) (Gershoff et al., 2012 ; Straus & Stewart, 1999 ). Repeated use of physical punishment is more common with toddlers and preschoolers. And more than one-fourth of physically punishing parents report having used a hard object, such as a brush or a belt (Gershoff, 2002b ).

A prevailing American belief is that corporal punishment, if implemented by caring parents, is harmless, perhaps even beneficial. But as the Cultural Influences box on the following page reveals, this assumption is valid only under conditions of limited use in certain social contexts.

Alternatives to Harsh Punishment.
Alternatives to criticism, slaps, and spankings can reduce the side effects of punishment. A technique called time out involves removing children from the immediate setting—for example, by sending them to their rooms—until they are ready to act appropriately. When a child is out of control, a few minutes in time out can be enough to change behavior while also giving angry parents time to cool off (Morawska & Sanders, 2011 ). Another approach is withdrawal of privileges, such as watching a favorite TV program. Like time out, removing privileges allows parents to avoid using harsh techniques that can easily intensify into violence.

Cultural Influences Ethnic Differences in the Consequences of Physical Punishment
In an African-American community, six elders, who had volunteered to serve as mentors for parents facing child-rearing challenges, met to discuss parenting issues at a social service agency. Their attitudes toward discipline were strikingly different from those of the white social workers who had brought them together. Each elder argued that successful child rearing required appropriate physical tactics. At the same time, they voiced strong disapproval of screaming or cursing at children, calling such out-of-control parental behavior “abusive.” Ruth, the oldest and most respected member of the group, characterized good parenting as a complex combination of warmth, teaching, talking nicely, and disciplining physically. She related how an older neighbor advised her to handle her own children when she was a young parent:

· She said to me says, don’t scream… you talk to them real nice and sweet and when they do something ugly… she say you get a nice little switch and you won’t have any trouble with them and from that day that’s the way I raised ’em. (Mosby et al., 1999 , pp. 511–512)

In several studies, corporal punishment predicted externalizing problems similarly among white, black, Hispanic, and Asian children (Gershoff et al., 2012 ; Pardini, Fite, & Burke, 2008 ). But other investigations point to ethnic variations.

In one, researchers followed several hundred families for 12 years, collecting information from mothers on disciplinary strategies in early and middle childhood and from both mothers and their children on youth problem behaviors in adolescence (Lansford et al., 2004 ). Even after many child and family characteristics were controlled, the findings were striking: In Caucasian-American families, physical punishment was positively associated with adolescent aggression and antisocial behavior. In African-American families, by contrast, the more mothers had disciplined physically in childhood, the less their teenagers displayed angry, acting-out behavior and got in trouble at school and with the police.

According to the researchers, African-American and Caucasian-American parents tend to mete out physical punishment differently. In black families, such discipline is typically culturally approved and often mild, delivered in a context of parental warmth, and aimed at helping children become responsible adults. White parents, in contrast, consider physical punishment to be wrong, so when they resort to it, they are usually highly agitated and rejecting of the child (Dodge, McLoyd, & Lansford, 2006 ). As a result, many black children may view spanking as a practice carried out with their best interests in mind, whereas white children may regard it as an “act of personal aggression” (Gunnoe & Mariner, 1997 , p. 768).

In support of this view, when several thousand ethnically diverse children were followed from the preschool through the early school years, spanking was associated with a rise in behavior problems if parents were cold and rejecting, but not if they were warm and supportive (McLoyd & Smith, 2002 ). And in another study, spanking predicted depressive symptoms only among African-American children whose mothers disapproved of the practice and, as a result, tended to use it when they were highly angry and frustrated (McLoyd et al., 2007 ).

In African-American families, discipline often includes mild physical punishment. Because the practice is culturally approved and delivered in a context of parental warmth, children may view it as an effort to encourage maturity, not as an act of aggression.

These findings are not an endorsement of physical punishment. Other forms of discipline, including time out, withdrawal of privileges, and the positive strategies listed on page 268 , are far more effective. But it is noteworthy that the meaning and impact of physical discipline vary sharply with its intensity level, context of warmth and support, and cultural approval.

· When parents do decide to use punishment, they can increase its effectiveness in three ways:

· ● Consistency. Permitting children to act inappropriately on some occasions but scolding them on others confuses them, and the unacceptable act persists (Acker & O’Leary, 1996 ).

· ● A warm parent–child relationship. Children of involved, caring parents find the interruption in parental affection that accompanies punishment especially unpleasant. They want to regain parental warmth and approval as quickly as possible.

· ● Explanations. Providing reasons for mild punishment helps children relate the misdeed to expectations for future behavior. This approach leads to a far greater reduction in misbehavior than using punishment alone (Larzelere et al., 1996 ).

Applying What We Know Positive Parenting
Strategy

Explanation

Use transgressions as opportunities to teach.

When a child engages in harmful or unsafe behavior, intervene firmly, and then use induction, which motivates children to make amends and behave prosocially.

Reduce opportunities for misbehavior.

On a long car trip, bring back-seat activities that relieve children’s restlessness. At the supermarket, converse with children and let them help with shopping. As a result, children learn to occupy themselves constructively when options are limited.

Provide reasons for rules.

When children appreciate that rules are rational, not arbitrary, they are more likely to strive to follow the rules.

Arrange for children to participate in family routines and duties.

By joining with adults in preparing a meal, washing dishes, or raking leaves, children develop a sense of responsible participation in family and community life and acquire many practical skills.

When children are obstinate, try compromising and problem solving.

When a child refuses to obey, express understanding of the child’s feelings (“I know it’s not fun to clean up”), suggest a compromise (“You put those away, I’ll take care of these”), and help the child think of ways to avoid the problem in the future. Responding firmly but kindly and respectfully increases the likelihood of willing cooperation.

Encourage mature behavior.

Express confidence in children’s capacity to learn and appreciation for effort and cooperation: “You gave that your best!” “Thanks for helping!” Adult encouragement fosters pride and satisfaction in succeeding, thereby inspiring children to improve further.

Sources: Berk, 2001; Grusec, 2006.

Positive Relationships, Positive Parenting.
The most effective forms of discipline encourage good conduct—by building a mutually respectful bond with the child, letting the child know ahead of time how to act, and praising mature behavior. When sensitivity, cooperation, and shared positive emotion are evident in joint activities between parents and preschoolers, children show firmer conscience development—expressing empathy after transgressions, playing fairly in games, and considering others’ welfare (Kochanska et al., 2005 , 2008 ). Parent–child closeness leads children to heed parental demands because the child feels a sense of commitment to the relationship.

With parental encouragement, these sisters follow their route on a map during a long car trip. This positive parenting strategy keeps them constructively involved and reduces the likelihood of misbehavior.

See Applying What We Know above for ways to parent positively. Parents who use these strategies focus on long-term social and life skills—cooperation, problem solving, and consideration for others. As a result, they greatly reduce the need for punishment.

The Cognitive-Developmental Perspective
The psychoanalytic and behaviorist approaches to morality focus on how children acquire ready-made standards of good conduct from adults. In contrast, the cognitive-developmental perspective regards children as active thinkers about social rules. As early as the preschool years, children make moral judgments, deciding what is right or wrong on the basis of concepts they construct about justice and fairness (Gibbs, 2010a ; Turiel, 2006 ).

Young children have some well-developed ideas about morality. As long as researchers emphasize people’s intentions, 3-year-olds say that a person with bad intentions—someone who deliberately frightens, embarrasses, or otherwise hurts another—is more deserving of punishment than a well-intentioned person (Helwig, Zelazo, & Wilson, 2001 ; Jones & Thompson, 2001 ). Around age 4, children know that a person who expresses an insincere intention—saying, “I’ll come over and help you rake leaves,” while not intending to do so—is lying (Maas, 2008 ). And 4-year-olds approve of telling the truth and disapprove of lying, even when a lie remains undetected (Bussey, 1992 ).

Furthermore, preschoolers distinguish moral imperatives , which protect people’s rights and welfare, from two other types of rules and expectations: social conventions , customs determined solely by consensus, such as table manners and politeness rituals (saying “hello,” “please,” “thank you”); and matters of personal choice , such as friends, hairstyle, and leisure activities, which do not violate rights and are up to the individual (Killen, Margie, & Sinno, 2006 ; Nucci, 1996 ; Smetana, 2006 ). Interviews with 3- and 4-year-olds reveal that they judge moral violations (stealing an apple) as more wrong than violations of social conventions (eating ice cream with your fingers). And preschoolers’concern with personal choice, conveyed through statements like “I’m gonna wear this shirt,” serves as the springboard for moral concepts of individual rights, which will expand greatly in middle childhood and adolescence (Nucci, 2005 ).

Within the moral domain, however, preschool and young school-age children tend to reason rigidly, making judgments based on salient features and consequences while neglecting other important information. For example, they are more likely than older children to claim that stealing and lying are always wrong, even when a person has a morally sound reason for doing so (Lourenco, 2003 ). Their explanations for why hitting others is wrong, even in the absence of rules against hitting, are simplistic and centered on physical harm: “When you get hit, it hurts, and you start to cry” (Nucci, 2008 ). And their focus on outcomes means that they fail to realize that a promise is still a promise, even if it is unfulfilled (Maas, 2008 ; Maas & Abbeduto, 2001 ).

Still, preschoolers’ ability to distinguish moral imperatives from social conventions is impressive. How do they do so? According to cognitive-developmental theorists, they actively make sense of their experiences (Turiel, 2006 ). They observe that after a moral offense, peers respond with strong negative emotion, describe their own injury or loss, tell another child to stop, or retaliate. And an adult who intervenes is likely to call attention to the victim’s rights and feelings. In contrast, violations of social convention elicit less intense peer reactions. And in these situations, adults usually demand obedience without explanation or point to the importance of keeping order.

Cognition and language support preschoolers’ moral understanding, but social experiences are vital. Disputes with siblings and peers over rights, possessions, and property allow preschoolers to negotiate, compromise, and work out their first ideas about justice and fairness. Children also learn from warm, sensitive parental communication and from observing the way adults handle rule violations to protect the welfare of others (Turiel & Killen, 2010 ). Children who are advanced in moral thinking tend to have parents who adapt their communications about fighting, honesty, and ownership to what their children can understand, tell stories with moral implications, encourage prosocial behavior, and gently stimulate the child to think further, without being hostile or critical (Janssens & Deković, 1997 ; Walker & Taylor, 1991a ).

Preschoolers who verbally and physically assault others, often with little or no provocation, are already delayed in moral reasoning (Helwig & Turiel, 2004 ; Sanderson & Siegal, 1988 ). Without special help, such children show long-term disruptions in moral development, deficits in self-control, and ultimately an antisocial lifestyle.

The Other Side of Morality: Development of Aggression
Beginning in late infancy, all children display aggression at times. As interactions with siblings and peers increase, so do aggressive outbursts. By the second year, aggressive acts with two distinct purposes emerge. Initially, the most common is proactive (or instrumental) aggression , in which children act to fulfill a need or desire—obtain an object, privilege, space, or social reward, such as adult or peer attention—and unemotionally attack a person to achieve their goal. The other type, reactive (or hostile) aggression , is an angry, defensive response to provocation or a blocked goal and is meant to hurt another person(Dodge, Coie, & Lynam, 2006 ; Little et al., 2003 ).

Proactive and reactive aggression come in three forms, which are the focus of most research:

· ● Physical aggression harms others through physical injury—pushing, hitting, kicking, or punching others or destroying another’s property.

· ● Verbal aggression harms others through threats of physical aggression, name-calling, or hostile teasing.

· ● Relational aggression damages another’s peer relationships through social exclusion, malicious gossip, or friendship manipulation.

Although verbal aggression is always direct, physical and relational aggression can be either direct or indirect. For example, hitting injures a person directly, whereas destroying property inflicts physical harm indirectly. Similarly, saying, “Do what I say, or I won’t be your friend,” conveys relational aggression directly, while spreading rumors, refusing to talk to a peer, or manipulating friendships by saying behind someone’s back, “Don’t play with her; she’s a nerd,” do so indirectly.

In early childhood, verbal aggression gradually replaces physical aggression (Alink et al., 2006 ; Tremblay et al., 1999 ). And proactive aggression declines as preschoolers’ improved capacity to delay gratification enables them to avoid grabbing others’ possessions. But reactive aggression in verbal and relational forms tends to rise over early and middle childhood (Côté et al., 2007 ; Tremblay, 2000 ). Older children are better able to recognize malicious intentions and, as a result, more often respond in hostile ways.

By age 17 months, boys are more physically aggressive than girls—a difference found throughout childhood in many cultures (Baillargeon et al., 2007 ; Card et al., 2008 ). The sex difference is due in part to biology—in particular, to male sex hormones (androgens) and temperamental traits (activity level, irritability, impulsivity) on which boys exceed girls. Gender-role conformity is also important. As soon as preschoolers are aware of gender stereotypes—that males and females are expected to behave differently—physical aggression drops off more sharply for girls than for boys (Fagot & Leinbach, 1989 ).

These preschoolers display proactive aggression, pushing and grabbing as they argue over a game. As children learn to compromise and share, and as their capacity to delay gratification improves, proactive aggression declines.

Although girls have a reputation for being both more verbally and relationally aggressive than boys, the sex difference is small (Crick et al., 2004 , 2006 ; Crick, Ostrov, & Werner, 2006 ). Beginning in the preschool years, girls concentrate most of their aggressive acts in the relational category. Boys inflict harm in more variable ways and, therefore, display overall rates of aggression that are much higher than girls’.

At the same time, girls more often use indirect relational tactics that—in disrupting intimate bonds especially important to girls—can be particularly mean. Whereas physical attacks are usually brief, acts of indirect relational aggression may extend for hours, weeks, or even months (Nelson, Robinson, & Hart, 2005 ; Underwood, 2003 ). In one instance, a 6-year-old girl formed a “pretty-girls club” and—for nearly an entire school year—convinced its members to exclude several classmates by saying they were “ugly and smelly.”

An occasional aggressive exchange between preschoolers is normal. But children who are emotionally negative, impulsive, and disobedient are prone to early, high rates of physical or relational aggression (or both) that often persist, placing them at risk for internalizing and externalizing difficulties, social skills deficits, and antisocial activity in middle childhood and adolescence (Campbell et al., 2006 ; Côté et al., 2007 ; Vaillancourt et al., 2003 ). These negative outcomes, however, depend on child-rearing conditions.

The Family as Training Ground for Aggressive Behavior.
“I can’t control him, he’s impossible,” Robbie’s mother, Nadine, complained to Leslie one day. When Leslie asked if Robbie might be troubled by something happening at home, she discovered that his parents fought constantly and resorted to harsh, inconsistent discipline. The same child-rearing practices that undermine moral internalization—love withdrawal, power assertion, critical remarks, physical punishment, and inconsistent discipline—are linked to aggression from early childhood through adolescence in diverse cultures, with most of these practices predicting both physical and relational forms (Bradford et al., 2003 ; Casas et al., 2006 ; Côté et al., 2007 ; Gershoff et al., 2010 ; Kuppens et al., 2009 ; Nelson et al., 2006a ).

In families like Robbie’s, anger and punitiveness quickly create a conflict-ridden family atmosphere and an “out-of-control” child. The pattern begins with forceful discipline, which occurs more often with stressful life experiences, a parent with an unstable personality, or a difficult child (Dodge, Coie, & Lynam, 2006 ). Typically, the parent threatens, criticizes, and punishes, and the child angrily resists until the parent “gives in.” As these cycles become more frequent, they generate anxiety and irritability among other family members, who soon join in the hostile interactions. Compared with siblings in typical families, preschool siblings who have critical, punitive parents are more aggressive toward one another. Destructive sibling conflict, in turn, quickly spreads to peer relationships, contributing to poor impulse control and antisocial behavior by the early school years (Garcia et al., 2000 ; Ostrov, Crick, & Stauffacher, 2006 ).

Boys are more likely than girls to be targets of harsh, inconsistent discipline because they are more active and impulsive and therefore harder to control. When children who are extreme in these characteristics are exposed to emotionally negative, inept parenting, their capacity for emotional self-regulation, empathic responding, and guilt after transgressions is disrupted (Eisenberg, Eggum, & Edwards, 2010 ). Consequently, they lash out when disappointed, frustrated, or faced with a sad or fearful victim.

Children subjected to these family processes acquire a distorted view of the social world, often seeing hostile intent where it does not exist and, as a result, making many unprovoked attacks (Lochman & Dodge, 1998 ; Orbio de Castro et al., 2002 ). And some, who conclude that aggression “works” to access rewards and control others, callously use it to advance their own goals and are unconcerned about causing suffering in others—an aggressive style associated with later more severe conduct problems, violent behavior, and delinquency (Marsee & Frick, 2010 ).

Highly aggressive children tend to be rejected by peers, to fail in school, and (by adolescence) to seek out deviant peer groups that lead them toward violent delinquency and adult criminality. We will consider this life-course path of antisocial activity in Chapter 12 .

Violent Media and Aggression.
In the United States, 57 percent of TV programs between 6 A.M. and 11 P.M. contain violent scenes, often portraying repeated aggressive acts that go unpunished. Victims of TV violence are rarely shown experiencing serious harm, and few programs condemn violence or depict other ways of solving problems (Center for Communication and Social Policy, 1998). Verbally and relationally aggressive acts are particularly frequent in reality TV shows (Coyne, Robinson, & Nelson, 2010 ). And violent content is 9 percent above average in children’s programming, with cartoons being the most violent.

LOOK AND LISTEN
Watch a half-hour of Saturday morning cartoons and a prime-time movie on TV, and tally the number of violent acts, including those that go unpunished. How often did violence occur in each type of program? What do young viewers learn about the consequences of violence?

Reviewers of thousands of studies have concluded that TV violence increases the likelihood of hostile thoughts and emotions and of verbally, physically, and relationally aggressive behavior (Comstock & Scharrer, 2006 ; Ostrov, Gentile, & Crick, 2006 ). And a growing number of studies confirm that playing violent video games has similar effects (Anderson et al., 2008 ; Hofferth, 2010 ). Although young people of all ages are susceptible, preschool and young school-age children are especially likely to imitate TV violence because they believe that much TV fiction is real and accept what they see uncritically.

Violent programming not only creates short-term difficulties in parent and peer relations but also has lasting negative consequences. In several longitudinal studies, time spent watching TV in childhood and adolescence predicted aggressive behavior in adulthood, after other factors linked to TV viewing (such as prior child and parent aggression, IQ, parent education, family income, and neighborhood crime) were controlled (see Figure 8.2 ) (Graber et al., 2006 ; Huesmann, 1986 ; Huesmann et al., 2003 ; Johnson et al., 2002 ). Aggressive children and adolescents have a greater appetite for violent TV and computer games. And boys devote more time to violent media than girls, in part because of male-oriented themes of conquest and adventure. But even in nonaggressive children, violent TV sparks hostile thoughts and behavior; its impact is simply less intense (Bushman & Huesmann, 2001 ).

Watching TV violence increases the likelihood of hostile thoughts and emotions and aggressive behavior. Playing violent video games has similar effects.

FIGURE 8.2 Relationship of television viewing in childhood and early adolescence to aggressive acts in adolescence and early adulthood.
Interviews with more than 700 parents and youths revealed that the more TV watched in childhood and early adolescence, the greater the annual number of aggressive acts committed by the young person, as reported in follow-up interviews at ages 16 and 22.

(Adapted from Johnson et al., 2002.)

The ease with which television and video games can manipulate children’s attitudes and behavior has led to strong public pressure to improve media content. In the United States, the First Amendment right to free speech has hampered efforts to regulate TV broadcasting. Instead, all programs must be rated for violent and sexual content, and all new TV sets are required to contain the V-chip, which allows parents to block undesired material. In general, parents bear most responsibility for regulating their children’s exposure to media violence and other inappropriate content. As with the V-chip for TV, parents can control children’s Internet access by using filters or programs that monitor website visits. Yet surveys of U.S. parents indicate that 20 to 30 percent of preschoolers and about half of school-age children experience no limits on TV or computer use at home. Some children begin visiting websites without parental supervision as early as age 4 (Rideout, Foehr, & Roberts, 2010 ; Rideout & Hamel, 2006 ; Varnhagen, 2007 ). Applying What We Know on page 272 lists strategies parents can use to protect their children from undesirable TV and computer fare.

Applying What We Know Regulating TV and Computer Use
Strategy

Description

Limit TV viewing and computer use.

Parents should provide clear rules limiting children’s TV and computer use and stick to them. The TV or computer should not be used as a babysitter for young children. Placing a TV or a computer in a child’s bedroom substantially increases use and makes the child’s activity hard to monitor.

Avoid using TV or computer time as a reward.

When TV or computer access is used as a reward or withheld as a punishment, children become increasingly attracted to it.

When possible, watch TV with children.

By raising questions about realism in TV depictions, expressing disapproval of on-screen behavior, and encouraging discussion, adults help children understand and evaluate TV content.

Link TV content to everyday learning experiences.

Parents can extend TV learning in ways that encourage children to engage actively with their surroundings. For example, a program on animals might spark a trip to the zoo, a visit to the library for a book about animals, or new ways of observing and caring for the family pet.

Model good TV and computer practices.

Parents’ media behavior—avoiding excessive TV and computer use and limiting exposure to harmful content—influences their children’s media behavior.

Helping Children and Parents Control Aggression.
Treatment for aggressive children is best begun early, before their antisocial behavior becomes well-practiced and difficult to change. Breaking the cycle of hostilities between family members and promoting effective ways of relating to others are crucial.

Leslie suggested that Robbie’s parents enroll in a parent training program aimed at improving the parenting of children with conduct problems. In one approach, called Incredible Years, parents complete 18 weekly group sessions facilitated by two professionals, who teach positive parenting techniques for promoting preschool and school-age children’s academic, emotional, and social skills and for managing disruptive behaviors (Webster-Stratton & Reid, 2010b ). A complementary six-day training program for teachers, aimed at improving classroom management strategies and strengthening children’s social skills, is also available. And a 22-week program intervenes directly with children, teaching appropriate classroom behavior, self-control, and social skills.

Evaluations in which families with aggressive children were randomly assigned to either Incredible Years or control groups reveal that the program is highly effective at improving parenting and reducing child behavior problems. Combining parent training with teacher and/or child intervention strengthens child outcomes (Webster-Stratton & Herman, 2010 ). And effects of parent training endure. In one long-term follow-up, 75 percent of young children with serious conduct problems whose parents participated in Incredible Years were well-adjusted as teenagers (Webster-Stratton & Reid, 2010a ; Webster-Stratton, Rinaldi, & Reid, 2011 ).

Other interventions focus on modifying aggressive children’s distorted social perspectives, by encouraging them to attend to nonhostile social cues, seek additional information before acting, and take the perspective of others, which promotes empathy and sympathetic concern for others. Another approach is to teach effective conflict-resolution skills. At preschool, Robbie participated in a social problem-solving intervention. Over several months, he met with Leslie and a small group of classmates to act out common conflicts using puppets, discuss alternatives for settling disputes, and practice successful strategies. Children who receive such training show gains in social competence still present several months later (Bierman & Powers, 2009 ; Shure & Aberson, 2005 ).

Finally, Robbie’s parents sought counseling for their marital problems. When parents receive help in coping with stressors in their own lives, interventions aimed at reducing children’s aggression are even more effective (Kazdin & Whitley, 2003 ).

ASK YOURSELF
REVIEW What experiences help children differentiate moral imperatives, social conventions, and matters of personal choice?

CONNECT What must parents do to foster conscience development in fearless, impulsive children? How does this illustrate the concept of goodness of fit (see page 194 in Chapter 6 )?

APPLY Alice and Wayne want their two children to become morally mature, caring individuals. List some parenting practices they should use and some they should avoid.

REFLECT Which types of punishment for a misbehaving preschooler do you endorse, and which types do you reject? Why?

image6 Gender Typing
Gender typing refers to any association of objects, activities, roles, or traits with one sex or the other in ways that conform to cultural stereotypes (Liben & Bigler, 2002 ). In Leslie’s classroom, girls spent more time in the housekeeping, art, and reading corners, while boys gathered more often in spaces devoted to blocks, woodworking, and active play. Already, the children had acquired many gender-linked beliefs and preferences and tended to play with peers of their own sex.

The same theories that provide accounts of morality have been used to explain children’s gender typing: social learning theory, with its emphasis on modeling and reinforcement, and cognitive-developmental theory, with its focus on children as active thinkers about their social world. As we will see, neither is adequate by itself. Gender schema theory, a third perspective that combines elements of both, has gained favor. In the following sections, we consider the early development of gender typing.

Gender-Stereotyped Beliefs and Behavior
Even before children can label their own sex consistently, they have begun to acquire common associations with gender—men as rough and sharp, women as soft and round. In one study, 18-month-olds linked such items as fir trees and hammers with males, although they had not yet learned comparable feminine associations (Eichstedt et al., 2002 ). Recall from Chapter 6 that around age 2, children use such words as boy, girl, lady, and man appropriately. As soon as gender categories are established, children sort out what they mean in terms of activities and behavior.

Preschoolers associate toys, articles of clothing, tools, household items, games, occupations, colors (blue and pink), and behaviors (physical and relational aggression) with one sex or the other (Banse et al., 2010 ; Giles & Heyman, 2005 ; Poulin-Dubois et al., 2002 ). And their actions reflect their beliefs, not only in play preferences but in personality traits as well. As we have seen, boys tend to be more active, impulsive, assertive, and physically aggressive. Girls tend to be more fearful, dependent, emotionally sensitive, compliant, advanced in effortful control, and skilled at understanding self-conscious emotions and at inflicting indirect relational aggression (Bosacki & Moore, 2004 ; Else-Quest et al., 2006 ; Underwood, 2003 ).

During early childhood, gender-stereotyped beliefs strengthen—so much so that many children apply them as blanket rules rather than as flexible guidelines. When children were asked whether gender stereotypes could be violated, half or more of 3- and 4-year-olds answered “no” to clothing, hairstyle, and play with certain toys (Barbie dolls and G.I. Joes) (Blakemore, 2003 ). Furthermore, most 3- to 6-year-olds are firm about not wanting to be friends with a child who violates a gender stereotype (a boy who wears nail polish, a girl who plays with trucks) or to attend a school where such violations are allowed (Ruble et al., 2007 ).

Early in the preschool years, gender typing is well under way. Girls tend to play with girls and are drawn to toys and activities that emphasize nurturance and cooperation.

The rigidity of preschoolers’ gender stereotypes helps us understand some commonly observed everyday behaviors. When Leslie showed her class a picture of a Scottish bagpiper wearing a kilt, the children insisted, “Men don’t wear skirts!” During free play, they often exclaimed that girls can’t be police officers and boys don’t take care of babies. These one-sided judgments are a joint product of gender stereotyping in the environment and young children’s cognitive limitations (Trautner et al., 2005 ). Most preschoolers do not yet realize that characteristics associated with being male or female—activities, toys, occupations, hairstyle, and clothing—do not determine a person’s sex.

Biological Influences on Gender Typing
The sex differences just described appear in many cultures around the world (Munroe & Romney, 2006 ; Whiting & Edwards, 1988 ). Certain ones—male activity level and physical aggression, female emotional sensitivity, and preference for same-sex playmates—are widespread among mammalian species (de Waal, 1993 , 2001 ). According to an evolutionary perspective, the adult life of our male ancestors was largely oriented toward competing for mates, that of our female ancestors toward rearing children. Therefore, males became genetically primed for dominance and females for intimacy, responsiveness, and cooperativeness. Evolutionary theorists claim that family and cultural forces can influence the intensity of biologically based sex differences. But experience cannot eradicate aspects of gender typing that served adaptive functions in human history (Konner, 2010 ; Maccoby, 2002 ).

Experiments with animals reveal that prenatally administered androgens increase active play and aggression and suppress maternal caregiving in both male and female mammals (Sato et al., 2004 ). Eleanor Maccoby ( 1998 ) argues that sex hormones also affect human play styles, leading to rough, noisy movements among boys and calm, gentle actions among girls. Then, as children interact with peers, they choose partners whose interests and behaviors are compatible with their own. Preschool girls increasingly seek out other girls and like to play in pairs because they share a preference for quieter activities involving cooperative roles. Boys come to prefer larger-group play with other boys, who share a desire to run, climb, play-fight, compete, and build up and knock down (Fabes, Martin, & Hanish, 2003 ). At age 4, children spend three times as much time with same-sex as with other-sex playmates. By age 6, this ratio has climbed to 11 to 1 (Martin & Fabes, 2001 ).

Even stronger support for the role of biology in human gender typing comes from research on girls exposed prenatally to high levels of androgens, due either to normal variation in hormone levels or to a genetic defect. In both instances, these girls showed more “masculine” behavior—a preference for trucks and blocks over dolls, for active over quiet play, and for boys as playmates—even when parents encouraged them to engage in gender-typical play (Cohen-Bendahan, van de Beek, & Berenbaum, 2005 ; Pasterski et al., 2005 ).

Research on boys with low early androgen exposure, either because production by the testes is reduced or because body cells are androgen-insensitive, also yields consistent findings (Jürgensen et al., 2007 ). The greater the degree of impairment, the more these boys display “feminine” behaviors, including toy choices and preference for girl playmates.

Environmental Influences on Gender Typing
A wealth of evidence reveals that environmental forces—at home, at school, and in the community—build on genetic influences to promote vigorous gender typing in early childhood.

Parents.
Beginning at birth, parents have different expectations of sons than of daughters. Many parents prefer that their children play with “gender-appropriate” toys. And they tend to describe achievement, competition, and control of emotion as important for sons and warmth, “ladylike” behavior, and closely supervised activities as important for daughters (Brody, 1999 ; Turner & Gervai, 1995 ).

Actual parenting practices reflect these beliefs. Parents give their sons toys that stress action and competition (guns, cars, tools, footballs) and their daughters toys that emphasize nurturance, cooperation, and physical attractiveness (dolls, tea sets, jewelry) (Leaper, 1994 ; Leaper & Friedman, 2007 ). Parents also actively reinforce independence in boys and closeness and dependency in girls. For example, parents react more positively when a son plays with cars and trucks, demands attention, runs and climbs, or tries to take toys from others. When interacting with daughters, they more often direct play activities, provide help, encourage participation in household tasks, make supportive statements (approval, praise, and agreement), and refer to emotions (Clearfield & Nelson, 2006 ; Fagot & Hagan, 1991 ; Kuebli, Butler, & Fivush, 1995 ). Gender-typed play contexts amplify these communication differences. For example, when playing housekeeping, mothers engage in high rates of supportive emotion talk with girls (Leaper, 2000 ).

Of the two sexes, boys are more gender-typed. Fathers, especially, promote “masculine” behavior in their preschool sons through activities that stress action and competition.

As these findings suggest, language is a powerful indirect means for teaching children about gender stereotypes. Earlier we saw that most young children hold rigid beliefs about gender. Although their strict views are due in part to cognitive limitations, they also draw on relevant social experiences to construct these beliefs. Even parents who believe strongly in gender equality unconsciously use language that highlights gender distinctions and informs children about traditional gender roles (see the Social Issues: Education box on the following page).

LOOK AND LISTEN
Observe a parent discussing a picture book with a 3- to 6-year-old. How many times did the parent make generic statements about gender? How about the child? Did the parent accept or correct the child’s generic utterances?

Of the two sexes, boys are more gender-typed. Fathers, especially, are more insistent that boys conform to gender roles. They place more pressure to achieve on sons than on daughters and are less tolerant of “cross-gender” behavior in sons—more concerned when a boy acts like a “sissy” than when a girl acts like a “tomboy” (Sandnabba & Ahlberg, 1999 ; Wood, Desmarais, & Gugula, 2002 ). Parents who hold nonstereotyped values and consciously avoid behaving in these ways have children who are less gender-typed (Brody, 1997 ; Tenenbaum & Leaper, 2002 ).

Teachers.
Teachers often act in ways that extend gender-role learning. Several times, Leslie caught herself emphasizing gender distinctions when she called out, “Will the girls line up on one side and the boys on the other?” or pleaded, “Boys, I wish you’d quiet down like the girls!”

Social Issues: Education young Children learn About gender through Mother–Child Conversations
In an investigation of the power of language to shape preschoolers’ beliefs about gender, mothers were asked to converse with their 2- to 6-year-olds about picture books containing images both consistent and inconsistent with gender stereotypes (Gelman, Taylor, & Nguyen, 2004 ). Each picture was accompanied by the question, “Who can X?” where X was the activity on the page.

A detailed analysis of picture-book conversations revealed that mothers’ directly expressed gender attitudes were neutral, largely because they mostly posed questions to their children, such as, “Who’s driving that boat?” “Who can be a sailor? Boys and girls?” But by age 4, children often voiced stereotypes (“No, only boys can do that!”), and nearly one-third of the time, mothers affirmed them (“OK, only boys”). In other instances mothers either moved on or repeated the question. But rarely—just 2 percent of the time—did they explicitly counter a child’s stereotype, and usually only when the book itself included stereotype-inconsistent pictures.

Although the mothers were not asked to discuss gender, they called attention to it even when they did not need to do so. In English, many nouns referring to people convey age-related information (kid, baby, 2-year-old, preschooler, teenager, grownup, senior), whereas only a few encode gender (male, female, sister, brother, aunt, uncle). Yet when referring to persons, mothers called attention to gender more than half the time, even though the people shown in the books varied as much in age as in gender. Referring often to gender encourages young children to sort the social world into gender categories.

Furthermore, both mothers and children frequently expressed generic utterances—ones that were broad in scope, referring to many, or nearly all, males and females: “Boys can be sailors.” “Most girls don’t like trucks.” Even generics that were gender-neutral (“Lots of girls in this book”) or that denied a stereotype (“Boys can be ballet dancers”) prompted children to view individuals of the same gender as alike and to ignore exceptions.

Mothers’ and children’s use of generics increased with age (see Figure 8.3 ). At age 2, mothers introduced these generalizations nearly three times as often as children. But by age 6 children were producing generics more often than mothers. Generics were especially common in speech to and from boys, likely contributing to boys’ stronger gender typing.

While reading, this mother may unconsciously teach her child to see the world in gender-linked terms—by referring to gender unnecessarily or by making generic gender statements (“Most girls prefer X”; “Boys usually don’t like X”).

Even though these mothers over-whelmingly believed in gender equality, in conversing with their children, they provided a wealth of implicit cues that foster gender-stereotyping. Adults can combat children’s gender stereotyped beliefs by refraining from labeling gender unnecessarily (substituting friend for boy or girl), using references to individuals (“That person wants to be firefighter”) or qualifiers (“Some boys and some girls want to be firefighters”), countering children’s stereotypical claims, and discussing gender biases in language with children and asking them to avoid using gender labels and generics.

FIGURE 8.3 Mothers’ and children’s use of generic reference to gender during storybook conversations.
Mothers’ and children’s use of generics increased dramatically with age. At age 2, mothers produced more generics than children. By age 6, children produced more generics than mothers.

(From S. A. Gelman, M. G. Taylor, & S. P. Nguyen, “Mother–Child Conversations About Gender,” Monographs of the Society for Research in Child Development, 69[1, Serial No. 275], p. 46. © 2004 The Society for Research in Child Development, Inc. Reproduced with permission of John Wiley & Sons Ltd)

Like parents, preschool teachers give girls more encouragement to participate in adult-structured activities. Girls frequently cluster around the teacher, following directions, whereas boys are attracted to play areas where teachers are minimally involved (Campbell, Shirley, & Candy, 2004 ; Powlishta, Serbin, & Moller, 1993 ). As a result, boys and girls practice different social behaviors. Compliance and bids for help occur more often in adult-structured contexts; assertiveness, leadership, and creative use of materials in unstructured pursuits.

Furthermore, as early as kindergarten, teachers give more overall attention (both positive and negative) to boys than to girls—a difference evident in diverse countries, including China, England, and the United States. They tend to praise boys more for their academic knowledge, perhaps as a means of motivating them because boys’ school performance is behind that of girls. Teachers also use more disapproval and controlling discipline with boys (Chen & Rao, 2011 ; Davies, 2008 ; Swinson & Harrop, 2009 ). They seem to expect boys to misbehave more often—a belief based partly on boys’ actual behavior and partly on gender stereotypes.

Peers.
The more preschoolers play with same-sex partners, the more their behavior becomes gender-typed—in toy choices, activity level, aggression, and adult involvement (Martin & Fabes, 2001 ). By age 3, same-sex peers positively reinforce one another for gender-typed play by praising, imitating, or joining in. In contrast, when preschoolers engage in “cross-gender” activities—for example, when boys play with dolls or girls with cars and trucks—peers criticize them. Boys are especially intolerant of cross-gender play in other boys (Thorne, 1993 ). A boy who frequently crosses gender lines is likely to be ostracized by other boys, even when he does engage in “masculine” activities!

Children also develop different styles of social influence in gender-segregated peer groups. To get their way in large-group play, boys often rely on commands, threats, and physical force. Girls’ preference for playing in pairs leads to greater concern with a partner’s needs, evident in girls’ use of polite requests, persuasion, and acceptance. Girls soon find that these tactics succeed with other girls but not with boys, who ignore their courteous overtures (Leaper, 1994 ; Leaper, Tenenbaum, & Shaffer, 1999 ). Boys’ unresponsiveness gives girls another reason to stop interacting with them.

Over time, children come to believe in the “correctness” of gender-segregated play, which further strengthens gender segregation and gender-stereotyped activities (Martin et al., 1999 ). As boys and girls separate, in-group favoritism—more positive evaluations of members of one’s own gender—becomes another factor that sustains the separate social worlds of boys and girls, resulting in “two distinct subcultures” of knowledge, beliefs, interests, and behaviors (Maccoby, 2002 ).

Although gender segregation is pervasive, cultural variations exist in the extent of gender-typed communication within such groups. African-American and Hispanic girls from low-SES families tend to be more assertive and independent when interacting with one another and with boys than are Caucasian-American girls (Goodwin, 1998 ). Similarly, in a comparison of Chinese and U.S. preschoolers’ play, Chinese girls used more direct commands and criticism when interacting with same-and other-sex peers (Kyratzis & Guo, 2001 ). In cultures where interdependence is highly valued, perhaps children do not feel a need to work as hard at maintaining same-sex peer relations through traditional interaction.

The Broader Social Environment.
Finally, although children’s everyday environments have changed to some degree, they continue to present many examples of gender-typed behavior—in occupations, leisure activities, media portrayals, and achievements of men and women. As we will see next, children soon come to view not just their social surroundings but also themselves through a “gender-biased lens”—a perspective that can seriously restrict their interests and learning opportunities.

Gender Identity
As adults, each of us has a gender identity —an image of oneself as relatively masculine or feminine in characteristics. By middle childhood, researchers can measure gender identity by asking children to rate themselves on personality traits. A child or adult with a “masculine” identity scores high on traditionally masculine items (such as ambitious, competitive, and self-sufficient) and low on traditionally feminine items (such as affectionate, cheerful, and soft-spoken). Someone with a “feminine” identity does the reverse. And a substantial minority (especially females) have a gender identity called androgyny , scoring high on both masculine and feminine personality characteristics.

Gender identity is a good predictor of psychological adjustment. “Masculine” and androgynous children and adults have higher self-esteem than “feminine” individuals (Boldizar, 1991 ; DiDonato & Berenbaum, 2011 ; Harter, 2006 ). In line with their flexible self-definitions, androgynous individuals are more adaptable—able to show masculine independence or feminine sensitivity, depending on the situation (Huyck, 1996 ; Taylor & Hall, 1982 ). The existence of an androgynous identity demonstrates that children can acquire a mixture of positive qualities traditionally associated with each gender—an orientation that may best help them realize their potential.

Emergence of Gender Identity.
How do children develop a gender identity? According to social learning theory, behavior comes before self-perceptions. Preschoolers first acquire gender-typed responses through modeling and reinforcement and only later organize these behaviors into gender-linked ideas about themselves. In contrast, cognitive-developmental theory maintains that self-perceptions come before behavior. Over the preschool years, children acquire a cognitive appreciation of the permanence of their sex. They develop gender constancy —a full understanding of the biologically based permanence of their gender, including the realization that sex remains the same even if clothing, hairstyle, and play activities change. Then children use this knowledge to guide their behavior.

Children younger than age 6 who watch an adult dress a doll in “other-gender” clothing typically insist that the doll’s sex has also changed (Chauhan, Shastri, & Mohite, 2005 ; Fagot, 1985 ). Attainment of gender constancy is strongly related to ability to pass verbal appearance–reality tasks (see page 228 in Chapter 7 ) (Trautner, Gervai, & Nemeth, 2003 ). Indeed, gender constancy tasks can be considered a type of appearance–reality problem, in that children must distinguish what a person looks like from who he or she really is.

In many cultures, young children do not have access to basic biological knowledge about gender because they rarely see members of the other sex naked. But giving preschoolers information about genital differences does not result in gender constancy. Those who have such knowledge usually say changing a doll’s clothing will not change its sex, but when asked to justify their responses, they do not refer to sex as an innate, unchanging quality of people (Szkrybalo & Ruble, 1999 ). This suggests that cognitive immaturity, not social experience, is responsible for preschoolers’ difficulty grasping the permanence of sex.

Is cognitive-developmental theory correct that gender constancy is responsible for children’s gender-typed behavior? Evidence for this assumption is weak. “Gender-appropriate” behavior appears so early in the preschool years that its initial appearance must result from modeling and reinforcement, as social learning theory suggests. Although outcomes are not entirely consistent, some evidence suggests that gender constancy actually contributes to the emergence of more flexible gender-role attitudes during the school years (Ruble et al., 2007 ). But overall, the impact of gender constancy on gender typing is not great. As research in the following section reveals, gender-role adoption is more powerfully affected by children’s beliefs about how close the connection must be between their own gender and their behavior.

Gender Schema Theory.
Gender schema theory is an information-processing approach that combines social learning and cognitive-developmental features. It explains how environmental pressures and children’s cognitions work together to shape gender-role development (Martin & Halverson, 1987 ; Martin, Ruble, & Szkrybalo, 2002 ). At an early age, children pick up gender-typed preferences and behaviors from others. At the same time, they organize their experiences into gender schemas, or masculine and feminine categories, that they use to interpret their world. As soon as preschoolers can label their own gender, they select gender schemas consistent with it (“Only boys can be doctors” or “Cooking is a girl’s job”) and apply those categories to themselves. Their self-perceptions then become gender-typed and serve as additional schemas that children use to process information and guide their own behavior.

FIGURE 8.4 Cognitive pathways for gender-schematic and gender-aschematic children.
In gender-schematic children, the gender-salience filter immediately makes gender highly relevant: Billy sees a doll and thinks, “I’m a boy. Should boys play with dolls?” Drawing on his experiences, he answers “yes” or “no.” If he answers “yes” and the doll interests him, he plays with the doll. If he answers “no,” he avoids the “gender-inappropriate” toy. Gender-aschematic children rarely view the world in gender-linked terms: Billy simply asks, “Do I like this toy?” and responds on the basis of his interests.

(Reprinted by permission of Rebecca Bigler.)

We have seen that individual differences exist in the extent to which children endorse gender-typed views. Figure 8.4 shows different cognitive pathways for children who often apply gender schemas to their experiences and those who rarely do (Liben & Bigler, 2002 ). Consider Billy, who encounters a doll. If Billy is a gender-schematic child, his gender-salience filter immediately makes gender highly relevant. Drawing on his prior learning, he asks himself, “Should boys play with dolls?” If he answers “yes” and the toy interests him, he will explore it and learn more about it. If he answers “no,” he will avoid the “gender-inappropriate” toy. But if Billy is a gender-aschematic child—one who seldom views the world in gender-linked terms—he simply asks himself, “Do I like this toy?” and responds on the basis of his interests.

Gender-schematic thinking is so powerful that when children see others behaving in “gender-inconsistent” ways, they often cannot remember the information or distort it to make it “gender-consistent.” For example, when shown a picture of a male nurse, they may remember him as a doctor (Martin & Ruble, 2004 ). And because gender-schematic preschoolers typically conclude, “What I like, children of my own sex will also like,” they often use their own preferences to add to their gender biases (Liben & Bigler, 2002 ). For example, a girl who dislikes oysters may conclude that only boys like oysters even though she has never actually been given information promoting such a stereotype. At least partly for this reason, young children’s gender schemas contain both culturally standard and nonstandard ideas (Tennenbaum et al., 2010). Not until well into the school years do children’s gender schemas fully resemble those of adults.

Reducing Gender Stereotyping in Young Children
How can we help young children avoid rigid gender schemas that restrict their behavior and learning opportunities? No easy recipe exists. Biology clearly affects children’s gender typing, channeling boys toward active, competitive play and girls toward quieter, more intimate interaction. But most aspects of gender typing are not built into human nature (Ruble, Martin, & Berenbaum, 2006 ).

Because young children’s cognitive limitations lead them to assume that cultural practices determine gender, parents and teachers are wise to try to delay preschoolers’ exposure to gender-stereotyped messages. Adults can begin by limiting traditional gender roles in their own behavior and by providing children with nontraditional alternatives. For example, parents can take turns making dinner, bathing children, and driving the family car, and they can give their sons and daughters both trucks and dolls and both pink and blue clothing. Teachers can ensure that all children spend time in both adult-structured and unstructured activities. Adults can also avoid using language that conveys gender stereotypes and can shield children from media presentations that do so.

Once children notice the vast array of gender stereotypes in their society, parents and teachers can point out exceptions. For example, they can arrange for children to see men and women pursuing nontraditional careers and can explain that interests and skills, not sex, should determine a person’s occupation. Research shows that such reasoning is highly effective in reducing children’s tendency to view the world in a gender-biased fashion. By middle childhood, children who hold flexible beliefs about what boys and girls can do are more likely to notice instances of gender discrimination (Brown & Bigler, 2004 ). And as we will see next, a rational approach to child rearing promotes healthy, adaptable functioning in many other areas as well.

ASK YOURSELF
REVIEW Explain how the social environment and young children’s cognitive limitations jointly contribute to rigid gender stereotyping in early childhood.

CONNECT What other aspects of young children’s social understanding, in addition to gender-stereotyped beliefs, tend to be rigid and one-sided in early childhood?

APPLY List findings indicating that language and communication—between parents and children, between teachers and children, and between peers—powerfully affect children’s gender typing. What recommendations would you make to counteract these influences?

REFLECT Would you describe your own gender identity as “masculine,” “feminine,” or androgynous? What biological and social factors might have influenced your gender identity?

image7 Child Rearing and Emotional and Social Development
In this and previous chapters, we have seen how parents can foster children’s competence—by building a parent–child relationship based on affection and cooperation, by serving as models and reinforcers of mature behavior, by using reasoning and inductive discipline, and by guiding and encouraging children’s mastery of new skills. Now let’s put these practices together into an overall view of effective parenting.

Styles of Child Rearing
Child-rearing styles are combinations of parenting behaviors that occur over a wide range of situations, creating an enduring child-rearing climate. In a landmark series of studies, Diana Baumrind ( 1971 ) gathered information on child rearing by watching parents interact with their preschoolers. Her findings, and those of others who have extended her work, reveal three features that consistently differentiate an effective style from less effective ones: (1) acceptance and involvement, (2) control, and (3) autonomy granting (Gray & Steinberg, 1999 ; Hart, Newell, & Olsen, 2003 ). Table 8.2 shows how child-rearing styles differ in these features.

Authoritative Child Rearing.
The authoritative child-rearing style —the most successful approach—involves high acceptance and involvement, adaptive control techniques, and appropriate autonomy granting. Authoritative parents are warm, attentive, and sensitive to their child’s needs. They establish an enjoyable, emotionally fulfilling parent–child relationship that draws the child into close connection. At the same time, authoritative parents exercise firm, reasonable control. They insist on appropriate maturity, give reasons for their expectations, and use disciplinary encounters as “teaching moments” to promote the child’s self-regulation. Finally, authoritative parents engage in gradual, appropriate autonomy granting, allowing the child to make decisions in areas where he is ready to do so (Kuczynski & Lollis, 2002 ; Russell, Mize, & Bissaker, 2004 ).

TABLE 8.2 Features of Child-Rearing Styles
CHILD-REARING STYLE

ACCEPTANCE AND INVOLVEMENT

CONTROL

AUTONOMY GRANTING

Authoritative

Is warm, responsive, attentive, patient, and sensitive to the child’s needs

Makes reasonable demands for maturity and consistently enforces and explains them

Permits the child to make decisions in accord with readiness

Encourages the child to express thoughts, feelings, and desires

When parent and child disagree, engages in joint decision making when possible

Authoritarian

Is cold and rejecting and frequently degrades the child

Makes many demands coercively, using force and punishment

Often uses psychological control, withdrawing love and intruding on the child’s individuality

Makes decisions for the child

Rarely listens to the child’s point of view

Permissive

Is warm but overindulgent or inattentive

Makes few or no demands for maturity

Permits the child to make many decisions before the child is ready

Uninvolved

Is emotionally detached and withdrawn

Makes few or no demands for maturity

Is indifferent to the child’s decision making and point of view

Throughout childhood and adolescence, authoritative parenting is linked to many aspects of competence—an upbeat mood, self-control, task persistence, cooperativeness, high self-esteem, social and moral maturity, and favorable school performance (Amato & Fowler, 2002 ; Aunola, Stattin, & Nurmi, 2000 ; Gonzalez & Wolters, 2006 ; Mackey, Arnold, & Pratt, 2001 ; Milevsky et al., 2007 ; Steinberg, Darling, & Fletcher, 1995 ).

Authoritarian Child Rearing.
The authoritarian child-rearing style is low in acceptance and involvement, high in coercive control, and low in autonomy granting. Authoritarian parents appear cold and rejecting. To exert control, they yell, command, criticize, and threaten. “Do it because I said so!” is their attitude. They make decisions for their child and expect the child to accept their word unquestioningly. If the child resists, authoritarian parents resort to force and punishment.

Children of authoritarian parents are more likely to be anxious, unhappy, and low in self-esteem and self-reliance. When frustrated, they tend to react with hostility and, like their parents, resort to force when they do not get their way. Boys, especially, show high rates of anger and defiance. Although girls also engage in acting-out behavior, they are more likely to be dependent, lacking interest in exploration, and overwhelmed by challenging tasks (Hart, Newell, & Olsen, 2003 ; Kakihara et al., 2010 ; Thompson, Hollis, & Richards, 2003 ). Children and adolescents exposed to the authoritarian style typically do poorly in school, but because of their parents’ concern with control, they tend to achieve better and to commit fewer antisocial acts than peers with undemanding parents—that is, whose parents use one of the styles we will consider next (Steinberg, Blatt-Eisengart, & Cauffman, 2006 ).

In addition to unwarranted direct control, authoritarian parents engage in a more subtle type called psychological control —behaviors that intrude on and manipulate children’s verbal expression, individuality, and attachments to parents. In an attempt to decide virtually everything for the child, these parents frequently interrupt or put down the child’s ideas, decisions, and choice of friends. When they are dissatisfied, they withdraw love, making their affection or attention contingent on the child’s compliance. They also hold excessively high expectations that do not fit the child’s developing capacities. Children subjected to psychological control exhibit adjustment problems involving both anxious, withdrawn behavior and defiance and aggression—especially the relational form, which (like parental psychological control) damages relationships through manipulation and exclusion (Barber et al., 2005 ; Kuppens et al., 2009 ; Nelson et al., 2006 ; Silk et al., 2003 ).

Emotional and Social Development in Early Childhood Psychology homework help

Permissive Child Rearing.
The permissive child-rearing style is warm and accepting but uninvolved. Permissive parents are either overindulgent or inattentive and, thus, engage in little control. Instead of gradually granting autonomy, they allow children to make many of their own decisions at an age when they are not yet capable of doing so. Their children can eat meals and go to bed whenever they wish and can watch as much television as they want. They do not have to learn good manners or do any household chores. Although some permissive parents truly believe in this approach, many others simply lack confidence in their ability to influence their child’s behavior (Oyserman et al., 2005 ).

Children of permissive parents tend to be impulsive, disobedient, and rebellious. Compared with children whose parents exert more control, they are also overly demanding and dependent on adults, and they show less persistence on tasks, poorer school achievement, and more antisocial behavior. The link between permissive parenting and dependent, nonachieving, rebellious behavior is especially strong for boys (Barber & Olsen, 1997 ; Baumrind, 1971 ; Steinberg, Blatt-Eisengart, & Cauffman, 2006 ).

Uninvolved Child Rearing.
The uninvolved child-rearing style combines low acceptance and involvement with little control and general indifference to issues of autonomy. Often these parents are emotionally detached and depressed and so overwhelmed by life stress that they have little time and energy for children. At its extreme, uninvolved parenting is a form of child maltreatment called neglect. Especially when it begins early, it disrupts virtually all aspects of development (see Chapter 6 , page 200 ). Even with less extreme parental disengagement, children and adolescents display many problems—poor emotional self-regulation, school achievement difficulties, depression, anger, and antisocial behavior (Aunola, Stattin, & Nurmi, 2000 ; Kurdek & Fine, 1994 ; Schroeder et al., 2010 ).

What Makes Authoritative Child Rearing Effective?
Like all correlational findings, the relationship between the authoritative style and children’s competence is open to interpretation. Perhaps parents of well-adjusted children are authoritative because their youngsters have especially cooperative dispositions. But although temperamentally fearless, impulsive children and emotionally negative, difficult children are more likely to evoke coercive, inconsistent discipline, extra warmth and firm control succeed in modifying these children’s maladaptive styles (Cipriano & Stifter, 2010 ; Kochanska, Philibert, & Barry, 2009 ; Pettit et al., 2007 ).

Longitudinal research indicates that authoritative child rearing promotes maturity and adjustment in children of diverse temperaments (Hart, Newell, & Olsen, 2003 ; Rubin, Burgess, & Coplan, 2002 ). And a variant of authoritativeness in which parents exert strong control over the child’s behavior—becoming directive but not coercive—yields just as favorable long-term outcomes as a more democratic approach (Baumrind, Larzelere, & Owens, 2010 ). Indeed, as the findings on temperament and parenting just mentioned illustrate, some children, because of their dispositions, require “heavier doses” of certain authoritative features.

· In sum, authoritative child rearing seems to create a positive emotional context for parental influence in the following ways:

· ● Warm, involved parents who are secure in the standards they hold for their children provide models of caring concern as well as confident, self-controlled behavior.

· ● Children are far more likely to comply with and internalize control that appears fair and reasonable, not arbitrary.

· ● By making demands and engaging in autonomy granting that match children’s ability to take responsibility for their own behavior, authoritative parents convey a sense of competence to their children, which fosters favorable self-esteem and cognitive and social maturity.

· ● Supportive aspects of the authoritative style, including parental acceptance, involvement, and rational control, are a powerful source of resilience, protecting children from the negative effects of family stress and poverty (Beyers et al., 2003 ).

LOOK AND LISTEN
Ask several parents to explain their style of child rearing, inquiring about acceptance and involvement, control, and autonomy granting. Look, especially, for variations in authoritativeness—more or less control over the child’s behavior—along with parents’ rationales.

Cultural Variations
Although authoritative parenting is broadly advantageous, parents of different ethnicities often have distinct child-rearing beliefs and practices that reflect cultural values. Let’s take some examples.

In Caribbean families of African origins, respect for parental authority is paired with high parental warmth—a combination that promotes competence and family loyalty.

Compared with Western parents, Chinese parents describe their parenting as more controlling. They are more directive in teaching and scheduling their children’s time, as a way of fostering self-control and high achievement. Chinese parents may appear less warm than Western parents because they withhold praise, which they believe results in self-satisfied, poorly motivated children (Chao, 1994 ; Chen et al., 2001 ). Chinese parents report expressing affection and using induction and other reasoning-oriented discipline as much as American parents do, but they more often shame a misbehaving child (see page 257 ), withdraw love, and use physical punishment (Cheah et al., 2009 ; Shwalb et al., 2004 ; Wu et al., 2002 ). When these practices become excessive, resulting in an authoritarian style high in psychological or coercive control, Chinese children display the same negative outcomes as Western children: poor academic achievement, anxiety, depression, and aggressive behavior (Chan, 2010 ; Nelson et al., 2006 ; Pong, Johnston, & Chen, 2010 ).

In Hispanic families, Asian Pacific Island families, and Caribbean families of African and East Indian origins, firm insistence on respect for parental authority is paired with high parental warmth—a combination suited to promoting cognitive and social competence and family loyalty (Halgunseth, Ispa, & Rudy, 2006 ; Roopnarine & Evans, 2007 ). Hispanic fathers often spend much time with their children and are warm and sensitive (Cabrera & Bradley, 2012 ). In Caribbean families that have immigrated to the United States, fathers’ authoritativeness—but not mothers—predicted preschoolers’ literacy and math skills, probably because Caribbean fathers take a larger role in guiding their children’s academic progress (Roopnarine et al., 2006 ).

Although wide variation exists, low-SES African-American parents tend to expect immediate obedience, regarding strictness as fostering self-control and a watchful attitude in risky surroundings. Consistent with these beliefs, African-American parents who use more controlling strategies tend to have more cognitively and socially competent children (Brody & Flor, 1998 ). Recall, also, that a history of physical punishment is associated with a reduction in antisocial behavior among African-American youths but with an increase among Caucasian Americans (see page 267 ). Most African-American parents who use strict, “no-nonsense” discipline use physical punishment sparingly and combine it with warmth and reasoning.

These cultural variations remind us that child-rearing styles must be viewed in their larger context. As we have seen, many factors contribute to good parenting: personal characteristics of child and parent, SES, access to extended family and community supports, cultural values and practices, and public policies.

As we turn to the topic of child maltreatment, our discussion will underscore, once again, that effective child rearing is sustained not just by the desire of mothers and fathers to be good parents. Almost all want to be. Unfortunately, when vital supports for parenting break down, children—as well as parents—can suffer terribly.

Child Maltreatment
Child maltreatment is as old as human history, but only recently has the problem been widely acknowledged and research aimed at understanding it. Perhaps public concern has increased because child maltreatment is especially common in large industrialized nations. In the most recently reported year, about 700,000 U.S. children (9 out of every 1,000) were identified as victims (U.S. Department of Health and Human Services, 2011b ). Most cases go unreported, so the true figures are much higher.

Child maltreatment takes the following forms:

· ● Physical abuse: Assaults, such as kicking, biting, shaking, punching, or stabbing, that inflict physical injury

· ● Sexual abuse: Fondling, intercourse, exhibitionism, commercial exploitation through prostitution or production of pornography, and other forms of exploitation

· ● Neglect: Failure to meet a child’s basic needs for food, clothing, medical attention, education, or supervision

· ● Emotional abuse: Acts that could cause serious mental or behavioral disorders, including social isolation, repeated unreasonable demands, ridicule, humiliation, intimidation, or terrorizing

Parents commit more than 80 percent of abusive incidents. Other relatives account for about 7 percent. The remainder are perpetrated by parents’ unmarried partners, school officials, camp counselors, and other adults. Mothers engage in neglect more often than fathers, whereas fathers engage in sexual abuse more often than mothers. Maternal and paternal rates of physical and emotional abuse are fairly similar. Infants and young preschoolers are at greatest risk for neglect; preschool and school-age children for physical, emotional, and sexual abuse (Trocomé & Wolfe, 2002 ; U.S. Department of Health and Human Services, 2011b ). Because most sexual abuse victims are identified in middle childhood, we will pay special attention to this form of maltreatment in Chapter 10 .

Each year, fourth to sixth graders across Los Angeles County enter a poster contest to celebrate National Child Abuse Prevention Month. This 2012 winner expresses a heartfelt appeal: “Don’t Let Our Children Live in Fear.”

(Gillian Lih Bautista, 6th Grade, St. Genevieve Elementary, Panorama City, CA. Courtesy ICAN Associates, Los Angeles County Inter-Agency Council on Child Abuse and Neglect, ican4kids.org .)

origins of Child Maltreatment.
Early findings suggested that child maltreatment was rooted in adult psychological disturbance (Kempe et al., 1962 ). But although child maltreatment is more common among disturbed parents, no single “abusive personality type” exists. Parents who were abused as children do not necessarily become abusers (Buchanan, 1996 ; Simons et al., 1991 ). And sometimes even “normal” parents harm their children!

For help in understanding child maltreatment, researchers turned to ecological systems theory (see Chapters 1 and 2 ). They discovered that many interacting variables—at the family, community, and cultural levels—contribute. The more risks present, the greater the likelihood of abuse or neglect (see Table 8.3 ).

The Family.
Within the family, children whose characteristics make them more challenging to rear are more likely to become targets of abuse. These include premature or very sick babies and children who are temperamentally difficult, are inattentive and overactive, or have other developmental problems. Child factors, however, only slightly increase the risk (Jaudes & Mackey-Bilaver, 2008 ; Sidebotham et al., 2003 ). Whether such children are maltreated largely depends on parents’ characteristics.

Maltreating parents are less skillful than other parents in handling discipline confrontations. They also suffer from biased thinking about their child. For example, they often attribute their baby’s crying or their child’s misdeeds to a stubborn or bad disposition, evaluate child transgressions as worse than they are, and feel powerless in parenting—perspectives that lead them to move quickly toward physical force (Bugental & Happaney, 2004 ; Crouch et al., 2008 ).

Once abuse begins, it quickly becomes part of a self-sustaining relationship. The small irritations to which abusive parents react—a fussy baby, a preschooler who will not mind immediately—soon become bigger ones. Then the harshness increases. By the preschool years, abusive and neglectful parents seldom interact with their children. When they do, the communication is almost always negative (Wolfe, 2005 ).

Most parents have enough self-control not to respond with abuse to their child’s misbehavior or developmental problems. Other factors combine with these conditions to prompt an extreme response. Abusive parents react to stressful situations with high emotional arousal. And low income, low education (less than a high school diploma), unemployment, alcohol and drug use, marital conflict, overcrowded living conditions, frequent moves, and extreme household disorganization are common in abusive homes (Wekerle et al., 2007 ; Wulczyn, 2009 ). These conditions increase the chances that parents will be too overwhelmed to meet basic child-rearing responsibilities or will vent their frustrations by lashing out at their children.

The Community.
The majority of abusive and neglectful parents are isolated from both formal and informal social supports. Because of their life histories, many have learned to mistrust and avoid others and are poorly skilled at establishing and maintaining positive relationships. Also, maltreating parents are more likely to live in unstable, rundown neighborhoods that provide few links between family and community, such as preschool programs, recreation centers, and religious institutions (Coulton et al., 2007 ; Guterman et al., 2009 ). They lack “lifelines” to others and have no one to turn to for help during stressful times.

The Larger Culture.
Cultural values, laws, and customs profoundly affect the chances that child maltreatment will occur when parents feel overburdened. Societies that view violence as an appropriate way to solve problems set the stage for child abuse.

TABLE 8.3 Factors Related to Child Maltreatment
FACTOR

DESCRIPTION

Parent characteristics

Psychological disturbance; alcohol and drug abuse; history of abuse as a child; belief in harsh physical discipline; desire to satisfy unmet emotional needs through the child; unreasonable expectations for child behavior; young age (most under 30); low educational level

Child characteristics

Premature or very sick baby; difficult temperament; inattentiveness and overactivity; other developmental problems

Family characteristics

Low income; poverty; homelessness; marital instability; social isolation; physical abuse of mother by husband or boyfriend; frequent moves; large families with closely spaced children; overcrowded living conditions; disorganized household; lack of steady employment; other signs of high life stress

Community

Characterized by violence and social isolation; few parks, child-care centers, preschool programs, recreation centers, or religious institutions to serve as family supports

Culture

Approval of physical force and violence as ways to solve problems

Sources: U.S. Department of Health and Human Services, 2011b; Wekerle & Wolfe, 2003; Whipple, 2006.

Although the United States has laws to protect children from maltreatment, widespread support exists for use of physical force with children (refer back to page 266 ). Many countries—including Austria, Croatia, Cyprus, Denmark, Finland, Germany, Israel, Italy, Latvia, Norway, Sweden, and Uruguay—have outlawed corporal punishment, a measure that dampens both physical discipline and abuse (Zolotor & Puzia, 2010 ). Furthermore, all industrialized nations except the United States and France now prohibit corporal punishment in schools. The U.S. Supreme Court has twice upheld the right of school officials to use corporal punishment. Fortunately, 31 U.S. states and the District of Columbia have passed laws that ban it.

Consequences of Child Maltreatment.
The family circumstances of maltreated children impair the development of emotional self-regulation, empathy and sympathy, self-concept, social skills, and academic motivation. Over time, these youngsters show serious adjustment problems—cognitive deficits (including impaired working memory and executive function), severe depression, aggressive behavior, peer difficulties, substance abuse, and violent crime—that persist into adulthood (Gould et al., 2010 ; Kaplow & Widom, 2007 ; Sanchez & Pollak, 2009 ).

How do these damaging consequences occur? Think back to our earlier discussion of hostile cycles of parent–child interaction. For abused children, these are especially severe. Also, a family characteristic strongly associated with child abuse is partner abuse (Graham-Bermann & Howell, 2011 ). Clearly, the home lives of abused children overflow with experiences that evoke profound distress and with opportunities to learn to use aggression to solve problems.

Furthermore, demeaning parental messages, in which children are ridiculed, humiliated, rejected, or terrorized, result in low self-esteem, high anxiety, self-blame, and efforts to escape from extreme psychological pain—at times severe enough to lead to attempted suicide in adolescence. At school, maltreated children present serious discipline problems (Wolfe, 2005 ). Their noncompliance, poor motivation, and cognitive immaturity interfere with academic achievement, further undermining their chances for life success.

Finally, repeated abuse is associated with central nervous system damage, including abnormal EEG brain-wave activity; fMRI-detected reduced size and impaired functioning of the cerebral cortex, corpus callosum, and cerebellum; and atypical production of the stress hormone cortisol—initially too high but, after months of abuse, often too low. Over time, the massive trauma of persistent abuse seems to blunt children’s normal physiological response to stress (Cicchetti, 2007 ; Hart & Rubia, 2012 ). These effects increase the chances that cognitive and emotional problems will endure.

Preventing Child Maltreatment.
Because child maltreatment is embedded in families, communities, and society as a whole, efforts to prevent it must be directed at each of these levels. Many approaches have been suggested, from teaching high-risk parents effective child-rearing strategies to developing broad social programs aimed at improving community services and economic conditions.

We have seen that providing social supports to families is effective in easing parental stress. This approach sharply reduces child maltreatment. Parents Anonymous, a U.S. organization with affiliate programs around the world, helps child-abusing parents learn constructive parenting practices, largely through social supports. Its local chapters offer self-help group meetings, daily phone calls, and regular home visits to relieve social isolation and teach child-rearing skills.

Early intervention aimed at strengthening both child and parent competencies can reduce child maltreatment. Healthy Families America, a program that began in Hawaii and has spread to 440 sites across the United States and Canada, identifies at-risk families during pregnancy or at birth. Each receives three years of home visitation, in which a trained worker helps parents manage crises, encourages effective child rearing, and puts parents in touch with community services (Healthy Families America, 2011 ). In an evaluation of its effectiveness, Healthy Families home visitation alone reduced only neglect, not abuse (Duggan et al., 2004 ). But adding a cognitive component dramatically increased its impact. When home visitors helped parents change negative appraisals of their children—by countering inaccurate interpretations (for example, that the baby is behaving with malicious intent) and by working on solving child-rearing problems—physical punishment and abuse dropped sharply after one year of intervention (Bugental et al., 2002 ).

Even with intensive treatment, some adults persist in their abusive acts. An estimated 1,500 U.S. children, most of them infants and preschoolers, die from maltreatment each year (U.S. Department of Health and Human Services, 2011b ). When parents are unlikely to change their behavior, the drastic step of separating parent from child and legally terminating parental rights is the only justifiable course of action.

Child maltreatment is a sad note on which to end our discussion of a period of childhood that is so full of excitement, awakening, and discovery. But there is reason to be optimistic. Great strides have been made over the past several decades in understanding and preventing child maltreatment.

ASK YOURSELF
REVIEW Is the concept of authoritative parenting useful for understanding effective parenting across cultures? Explain.

CONNECT Which child-rearing style is most likely to be associated with inductive discipline, and why?

APPLY Chandra heard a news report about 10 severely neglected children, living in squalor in an inner-city tenement. She wondered, “Why would parents so mistreat their children?” How would you answer Chandra?

REFLECT How would you classify your parents’ child-rearing styles? What factors might have influenced their approach to parenting?

image8 SUMMARY
Erikson’s Theory: Initiative versus Guilt ( p. 256 )

What personality changes take place during Erikson’s stage of initiative versus guilt?

· ● Preschoolers develop a new sense of purposefulness as they grapple with Erikson’s psychological conflict of initiative versus guilt. A healthy sense of initiative depends on exploring the social world through play, cooperating with peers to achieve common goals, and forming a conscience through identification with the same-sex parent.

Self-Understanding ( p. 256 )

· Describe preschoolers’ self-concepts and the development of self-esteem.

· ● As preschoolers think more intently about themselves, they construct a self-concept consisting largely of observable characteristics and typical emotions and attitudes. A warm, sensitive parent–child relationship seems to foster a more positive, coherent early self-concept.

· ● During early childhood, high self-esteem contributes to a mastery-oriented approach to the environment. But even a little adult disapproval can undermine a young child’s self-esteem and enthusiasm for learning.

Emotional Development ( p. 258 )

Identify changes in understanding and expressing emotion during early childhood, citing factors that influence those changes.

· ● Preschoolers’ impressive understanding of the causes, consequences, and behavioral signs of basic emotions is supported by cognitive and language development, secure attachment, and conversations about feelings. By age 3 to 4, children are aware of various strategies for emotional self-regulation. Temperament and parental communication about coping strategies influence preschoolers’ capacity to handle stress and negative emotion.

· ● As their self-concepts develop, preschoolers more often experience self-conscious emotions. They depend on feedback from parents and other adults to know when to feel each of these emotions.

· ● Empathy also becomes more common. Temperament and parenting influence the extent to which empathy leads to sympathy and results in prosocial, or altruistic, behavior.

Peer Relations ( p. 261 )

· Describe peer sociability and friendship in early childhood, citing cultural and parental influences on early peer relations.

· ● During early childhood, peer interaction increases as children move from nonsocial activity to parallel play, then to associative and cooperative play. Nevertheless, both solitary and parallel play remain common.

· ● Sociodramatic play seems especially important in societies where child and adult worlds are distinct. In collectivist cultures, play generally occurs in large groups and is highly cooperative.

· ● Preschoolers understand something about the uniqueness of friendship, but their friendships do not yet have an enduring quality. Children’s social maturity contributes to later academic performance. Parents affect peer sociability both directly, through attempts to influence their child’s peer relations, and indirectly, through their child-rearing practices.

Foundations of Morality ( p. 264 )

What are the central features of psychoanalytic, social learning, and cognitive-developmental approaches to moral development?

· ● Psychoanalytic theory emphasizes the emotional side of moral development, especially identification and guilt as motivators of good conduct. Contrary to Freud’s theory, conscience formation is promoted not by fear of punishment and loss of parental love but by induction, in which an adult points out the effects of the child’s misbehavior on others.

· ● Social learning theory focuses on how moral behavior is learned through reinforcement and modeling. Effective adult models of pro-social responses are warm and powerful, and they practice what they preach.

· ● Alternatives to harsh punishment such as time out and withdrawal of privileges can help parents avoid undesirable side effects of punishment. Parents can increase the effectiveness of punishment by being consistent, maintaining a warm parent–child relationship, and offering explanations.

· ● The cognitive-developmental perspective views children as active thinkers about social rules. By age 4, children consider intentions in making moral judgments and distinguish truthfulness from lying. Preschoolers also distinguish moral imperatives from social conventions and matters of personal choice. However, they tend to reason rigidly about morality, focusing on outcomes and on physical harm.

· Describe the development of aggression in early childhood, including family and media influences and effective approaches to reducing aggressive behavior.

· ● During early childhood, proactive aggression declines while reactive aggression increases. Proactive and reactive aggression come in three forms: physical aggression (more common in boys), verbal aggression, and relational aggression.

· ● Ineffective discipline and a conflict-ridden family atmosphere promote children’s aggression, as does media violence. Effective approaches to reducing aggressive behavior include training parents in effective child-rearing practices, teaching children conflict-resolution skills, helping parents cope with stressors in their own lives, and shielding children from violent media.

Gender Typing ( p. 273 )

Discuss genetic and environmental influences on preschoolers’ gender-stereotyped beliefs and behavior.

· ● Gender typing is well under way in the pre-school years. Preschoolers acquire a wide range of gender-stereotyped beliefs, often applying them rigidly.

· ● Prenatal sex hormones contribute to boys’ higher activity level and rougher play and to children’s preference for same-sex playmates. But parents, teachers, peers, and the broader social environment also encourage many gender-typed responses.

· Describe and evaluate theories that explain the emergence of gender identity.

· ● Although most people have a traditional gender identity, some are androgynous, combining both masculine and feminine characteristics. Masculine and androgynous identities are linked to better psychological adjustment.

· ● According to social learning theory, pre-schoolers first acquire gender-typed responses through modeling and reinforcement and then organize these behaviors into gender-linked ideas about themselves. Cognitive-developmental theory maintains that children must master gender constancybefore they develop gender-typed behavior, though evidence for this assumption is weak.

· ● Gender schema theory combines features of social learning and cognitive-developmental perspectives. As children acquire gender-typed preferences and behaviors, they form masculine and feminine categories, or gender schemas, that they apply to themselves and their world.

Child Rearing and Emotional and Social Development ( p. 278 )

· Describe the impact of child-rearing styles on children’s development, and note cultural variations in child rearing.

· ● Three features distinguish major child-rearing styles: (1) acceptance and involvement, (2) control, and (3) autonomy granting. In contrast to the authoritarian, permissive, and uninvolved styles, the authoritative style promotes cognitive, emotional, and social competence. Warmth, explanations, and reasonable demands for mature behavior account for the effectiveness of this style. Psychological control, associated with authoritarian parenting, contributes to adjustment problems.

· ● Certain ethnic groups, including Chinese, Hispanic, Asian Pacific Island, and African-American, combine parental warmth with high levels of control. But when control becomes harsh and excessive, it impairs academic and social competence.

· Discuss the multiple origins of child maltreatment, its consequences for development, and effective prevention.

· ● Maltreating parents use ineffective discipline, hold a negatively biased view of their child, and feel powerless in parenting. Unmanageable parental stress and social isolation greatly increase the likelihood of abuse and neglect. Societal approval of physical force as a means of solving problems promotes child abuse.

· ● Maltreated children are impaired in emotional self-regulation, empathy and sympathy, self-concept, social skills, and academic motivation. The trauma of repeated abuse is associated with central nervous system damage and serious, lasting adjustment problems. Successful prevention requires efforts at the family, community, and societal levels.

Important Terms and Concepts
androgyny ( p. 276 )

associative play ( p. 261 )

authoritarian child-rearing style ( p. 279 )

authoritative child-rearing style ( p. 278 )

child-rearing styles ( p. 278 )

cooperative play ( p. 261 )

gender constancy ( p. 276 )

gender identity ( p. 276 )

gender schema theory ( p. 277 )

gender typing ( p. 273 )

induction ( p. 264 )

initiative versus guilt ( p. 256 )

matters of personal choice ( p. 269 )

moral imperatives ( p. 269 )

nonsocial activity ( p. 261 )

parallel play ( p. 261 )

permissive child-rearing style ( p. 279 )

physical aggression ( p. 269 )

proactive aggression ( p. 269 )

prosocial, or altruistic, behavior ( p. 260 )

psychological control ( p. 279 )

reactive aggression ( p. 269 )

relational aggression ( p. 269 )

self-concept ( p. 256 )

self-esteem ( p. 257 )

social conventions ( p. 269 )

sympathy ( p. 260 )

time out ( p. 266 )

uninvolved child-rearing style ( p. 280 )

verbal aggression ( p. 269 )

image9 milestones Development in Early Childhood

2 years

· PHYSICAL

· ■ Throughout early childhood, height and weight increase more slowly than in toddlerhood. ( 216 )

· ■ Balance improves; walks more rhythmically; hurried walk changes to run. ( 223 )

· ■ Jumps, hops, throws, and catches with rigid upper body. ( 223 )

· ■ Puts on and removes simple items of clothing. ( 223 )

· ■ Uses spoon effectively. ( 223 )

· ■ First drawings are gestural scribbles. ( 224 )

COGNITIVE

· ■ Make-believe becomes less dependent on realistic objects, less self-centered, and more complex; sociodramatic play increases. ( 226 – 227 )

· ■ Understands the symbolic function of photos and realistic-looking pictures. ( 228 )

· ■ Takes the perspective of others in simplified, familiar situations and in face-to-face communication. ( 230 )

· ■ Recognition memory is well-developed. ( 237 )

· ■ Shows awareness of the distinction between inner mental and outer physical events. ( 239 )

· ■ Begins to count. ( 242 )

LANGUAGE

· ■ Vocabulary increases rapidly. ( 248 )

· ■ Uses a coalition of cues—perceptual and, increasingly, social and linguistic—to figure out word meanings. ( 249 )

· ■ Speaks in simple sentences that follow basic word order of native language, gradually adding grammatical markers. ( 249 )

· ■ Displays effective conversational skills. ( 250 )

EMOTIONAL/SOCIAL

· ■ Understands causes, consequences, and behavioral signs of basic emotions. ( 258 )

· ■ Begins to develop self-concept and self-esteem. ( 256 – 258 )

· ■ Shows early signs of developing moral sense—verbal evaluations of own and others’ actions and distress at harmful behaviors. ( 264 )

· ■ May display proactive (instrumental) aggression. ( 269 )

· ■ Gender-stereotyped beliefs and behavior increase. ( 273 )

3–4 years PHYSICAL

PHYSICAL

· ■ Running, jumping, hopping, throwing, and catching become better coordinated. ( 223 )

· ■ Pedals and steers tricycle. ( 223 )

· ■ Galloping and one-foot skipping appear. ( 223 )

· ■ Fastens and unfastens large buttons. ( 223 )

· ■ Uses scissors. ( 223 )

· ■ Uses fork effectively. ( 223 )

· ■ Draws first picture of a person, using tadpole image. ( 224 )

COGNITIVE

· ■ Understands the symbolic function of drawings and of models of real-world spaces. ( 224 , 227 – 228 )

· ■ Distinguishes appearance from reality. ( 228 )

· ■ Grasps conservation, reasons about transformations, reverses thinking, and understands cause–effect sequences in familiar contexts. ( 230 )

· ■ Sorts familiar objects into hierarchically organized categories. ( 231 )

· ■ Uses private speech to guide behavior during challenging tasks. ( 234 )

· ■ Improves in sustained attention. ( 236 – 237 )

· ■ Uses scripts to recall familiar events. ( 238 )

· ■ Understands that both beliefs and desires determine behavior. ( 239 )

· ■ Knows the meaning of numbers up to 10, counts correctly, and grasps cardinality. ( 243 )

LANGUAGE

· ■ Aware of some meaningful features of written language. ( 242 )

· ■ Coins new words based on known words; extends language meanings through metaphor. ( 248 )

· ■ Masters increasingly complex grammatical structures, occasionally overextending grammatical rules to exceptions. ( 249 – 250 )

· ■ Adjusts speech to fit the age, sex, and social status of listeners. ( 250 )

EMOTIONAL/SOCIAL

· ■ Describes self in terms of observable characteristics and typical emotions and attitudes. ( 256 )

· ■ Has several self-esteems, such as learning things in school, making friends, getting along with parents, and treating others kindly. ( 257 )

· ■ Emotional self-regulation improves. ( 259 )

· ■ Experiences self-conscious emotions more often. ( 260 )

· ■ Relies more on language to express empathy. ( 260 )

· ■ Engages in associative and cooperative play with peers, in addition to parallel play. ( 261 )

· ■ Forms first friendships, based on pleasurable play and sharing of toys. ( 262 )

· ■ Distinguishes truthfulness from lying. ( 269 )

· ■ Distinguishes moral imperatives from social conventions and matters of personal choice. ( 269 )

· ■ Proactive aggression declines, while reactive aggression (verbal and relational) increases. ( 269 )

· ■ Preference for same-sex playmates strengthens. ( 274 )

5–6 years

PHYSICAL

· ■ Starts to lose primary teeth. ( 217 )

· ■ Increases running speed, gallops more smoothly, and engages in true skipping. ( 223 )

· ■ Displays mature, flexible throwing and catching patterns. ( 223 )

· ■ Uses knife to cut soft foods. ( 223 )

· ■ Ties shoes. ( 223 , 224 )

· ■ Draws more complex pictures. ( 224 )

· ■ Copies some numbers and simple words; prints name. ( 223 , 225 )

COGNITIVE

· ■ Magical beliefs decline. ( 230 )

· ■ Improves in ability to distinguish appearance from reality. ( 228 )

· ■ Improves in sustained attention and planning. ( 237 )

· ■ Recognition, recall, scripted memory, and autobiographical memory improve. ( 237 – 238 )

· ■ Understanding of false belief strengthens. ( 239 )

LANGUAGE

· ■ Understands that letters and sounds are linked in systematic ways. ( 242 )

· ■ Uses invented spellings. ( 242 )

· ■ By age 6, vocabulary reaches about 10,000 words. ( 248 )

· ■ Uses most grammatical constructions competently. ( 250 )

EMOTIONAL/SOCIAL

· ■ Improves in emotional understanding (ability to interpret, predict, and influence others’ emotional reactions). ( 258 )

· ■ Has acquired many morally relevant rules and behaviors. ( 265 )

· ■ Gender-stereotyped beliefs and behavior and preference for same-sex playmates continue to strengthen. ( 274 )

· ■ Understands gender constancy. ( 276 – 277 )

Note: Numbers in parentheses indicate the page or pages on which each milestone is discussed.

 
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Assignment: A Brooklyn Family Tale

Assignment: A Brooklyn Family Tale

Assignment: A Brooklyn Family Tale

Please watch the film, A Brooklyn Family Tale

In an 8-10-page paper address the following questions, using readings from class and outside literature to support your responses. APA format and citations are required for this assignment.

Please use the following section headings in your paper and adhere to the page limits for each section.

1. Family Strengths

Using the literature, define the strengths perspective and its relevance to social work with families.What do you see as the strengths of the individuals in the Santiago-Castro-Cruz family, and in the family as a whole?Why is identifying strengths useful when working with working with families? Please refer to the literature in your response.

1-2 pages

2. Family Resilience

Using the literature, define resilience and describe its relevance to social work practice with families.Based on this definition, in what ways do you see the Santiago-Castro-Cruz family as resilient?

1-2 Pages

3. Assessing the Impact of the Environment on the Family

In what ways are the family’s struggles related to their environment and to socio-cultural factors?Why is it important to assess the impact of environmental factors on the family? Please use the literature to substantiate your response.

How might you go about assessing the impact of environmental factors on the family? Please use the literature to substantiate your response.

1-2 pages

4. Engaging and Working with Families

In the documentary, Sister Geraldine states:

“I go beyond the act. I try to find that person behind the act, then look for who is this person, what is it that they have, what’s brought them to this point in their life. That’s really social work – learning what brought them to where they are.”

What does this statement convey to you about engagement and assessment in social work practice?In her work with the Santiago-Castro-Cruz family, what are the results of Sister Geraldine’s attempts to find the person behind the act?

Based on the material covered in this class on engaging and working with families, briefly describe the skills and approaches you think would be important for engaging and working with this family. Please cite the literature in your response.

1-2 pages

5. Cultural Competence

Using the literature, define cultural competence.

In what ways did Sister Geraldine display cultural competence in her work with the Santiago-Castro-Cruz family? Are there areas in which you think she could have demonstrated greater cultural competence? Use the literature to support your responses.

Approximately 1 page

6. Potential Counter transference and Responses

Using the literature, provide a definition of the term counter transference.

Briefly discuss any counter transference issues you anticipate you might experience if you were working with this family.

What might you do to mitigate these reactions?

Approximately 1 page

Your paper should be well-written and thoughtfully respond to each question. Where stated, please cite the literature, and use appropriate citations.

 
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Peer Review and Video Review 3W homework help

Peer Review and Video Review 3W homework help

Guadalupe Work

 

1. What factors would go into the decision to co-promote the products with a special display versus creating a new product?

There are a lot of factors that go with co-promoting and creating a new product. With co-promoting the customers are already familiar with the original branding.  It can also decrease cost in promotion if you co-promote. If a new product is created it might make customers second guess whether or not they should stick to the same product because it was altered. It might push them to go to different products. “When creating a new product you have to ensure that it meets customer needs. Not only must you meet your customers’ needs, you have to do so in a way that is better than the alternatives offered by the competition (Develop new).” As any new product that enters the market. You run the risk of the product failing. You have to know what the customers want and  market the products correctly in order to succeed.

2. If you created a new product by putting a small can of chicken into a box with the pasta, should the box carry the Moricci name? Or should it be a new product line altogether? Should the can still be labeled as Puritan?

If I were to create a new product by putting a small can of chicken into a box with the pasta. I believe it should not have the Moricci name because it was a big change to the product. It was changed from a small packet of pasta as a side dish to a main dish  so there should be a new product line.  The product shout  shouldn’t be labeled as Puritan because that is a completely different product line of Del Sol.

Reference:

Develop New Products and Services (n.d.). Retrieved from: https://www.infoentr (Links to an external site.)  neurs.org/en/guides/develop-new-products-and-services/

 

 

 

Andrew Work

1. What factors would go into the decision to co-promote the products with a special display versus creating a new product?

The key factors that go into co-promoting products are how well the products sell. Mary needs to compile some statistics on how well Moricci chicken marsala sells. What areas it does really and where it does poorly. Mary also needs to compile statistics for where Puritan chicken sells well and where it doesn’t sell so well. Mary could take that research and figure out where to launch her co-promotion of the Moricci chicken marsala and Puritan chicken. The factor that would go into co-promoting the two separate products together would be product recognition, and if these two products sell well individually. In order to create a new product, I would want a focus group with a good, cross sectional demographic of my intended market. I would survey them on packaging, pricing, taste, and overall quality. I would then adjust the product per their suggestions. I would then focus on launching commercials and an aggressive advertising campaign to ensure initial sales are satisfactory. The main factor that becomes an issue with creating and launching a new product is the overall cost of doing so. New marketing, packaging, and distribution will all cost Del Sol more money.

For me, I am stuck on brand recognition. I go with the brands I know, and it takes a miracle for me to try something new. Most of my friends also look for the products they know. Therefore, I feel that Mary should co-promote Moricci noodles with Puritan canned meats. The loyal customers will continue to support these products, and still be able to identify with the brands.

2. If you created a new product by putting a small can of chicken into a box with the pasta, should the box carry the Moricci name? Or should it be a new product line altogether? Should the can still be labeled as Puritan?

If I created a new product by placing a can of chicken into a container with the pasta, I would evaluate both brands on how well they sell. If Moricci outsells Puritan, then the product would carry the Moricci name. If Puritan outsold Moricci, the product would be labeled Puritan with the can labeled as Puritan as well. If neither sold well, I would create a new product line.

 

Works Cited:

McConnell, C. R., Brue, S. L., & Flynn, S. M. (2013). Microeconomics: brief edition. New York: McGraw-Hill/Irwin.

 

 

VIDEO

 

Directions

View the video in chapter 5 titled,  Target Market for Yogurt Sellers (Links to an external site.)  and provide a few brief comments with respect to its relevancy to this unit’s marketing concepts.

 

Describe the ways in which markets are segmented.

 

https://www.youtube.com/watch?v=qMRDLCR8vAE&feature=youtu.be&t=171

 

 

 

 
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