AFFECTIVE LEANING
Affective domain describes the way people react emotionally and their ability to feel
other living things' pain or joy.
Affective objectives typically target the awareness and growth in
attitudes,
emotion and feelings.
Attitude
Meaning and Definition of Attitude
An
attitude is a variable which directly observed, but it is inferred from overt behavior
both verbal and non-verbal responses. In more objective term the concept of
attitude may be said to connote response tendency with regard to certain
categories of stimuli.
In
actual practice the term attitude‘has been most frequently associated with
emotionally toned responses. The deep rooted feelings are the attitudes which
cannot be changed easily.
An
attitude is defined as a tendency to react in certain way toward a designated
class of stimuli or an object‖
Opinion and Attitude
Opinion
is sometimes differentiated from attitude, but the proposed distinctions are
neither consistent nor logically defensible. More often the two terms are used
interchangeable but psychologically these two terms are altogether different.
(i)
Attitude of an individual is generally very rigid it cannot be easily changed,
but opinion can be revised or changed easily.
(ii)
Attitude of an individual can be graded easily but opinion cannot be graded,
the opinions are usually in the form of yes or no.
(iii)
Attitude of individual is considered as human trait or important variable, is
measured
by
rating scales. Opinion is not considered as trait or variable, is areas
concern.
Opinion air
is the tool to call the opinion of
the individuals polling.
(iv)
How an individual feel or what he believes is his attitude, but difficult to
measure and describe. We have to depend for his attitude, what the individual
says as to his beliefs and feelings. Really the expression is the opinion.
Total opinion forms an attitude.
(v)
The term opinion is used more often is refer to judgments and knowledge, where
as the term attitude‘is more connotative of belongs, feelings and preferences.
(vi)
The opinions, are usually verifiable than attitudes
Measurement of Attitudes
Psychometrics
scaling procedures are described all represent technique for placing a set of
stimuli on a numerical scale, seeking in every instance too much to reach the
highest level of measurement possible under the experimental improved
conditions‘.
Guilford and others (1954)
Psychometric
scaling technique called successive intervals‘. Each of the stimuli under consideration
is placed into one of a limited number of intervals ordered along some continuum.
Values
a. Meaning and Definition of Values
The
term value‘is more sociological concept. The values fall in the realm of
ethics, economics, aesthetics and religion.
They
exist as they are experienced in human minds and translated into human actions.
The
value determines the direction of human actions. Thus values are the
significant determinant for individual differences. The values are related to
feelings and beliefs of an individual which are deep rooted.
The
value is defined in terms of sentiments and emotions likes and dislikes etc.
Values
seem to reside in the objects just as truly as do colour, smell temperature
size and shape‖.
Characteristics of values
The
following are the characteristics of value-
It
is the satisfaction of human wants.
It is the
psychological needs of a person
It
is a generalized and that guides individual behavior and it is an organized
ends.
It is an outcome of
human choices among the competitive human interest.
It is the
psychic-energy invested in the personality of an individual.
It
is the real determinant of human behavior and relationship between subject and object.
It is socially
approved desires and goals, and experiences of life which guides the actions
and behavior are known as values
Test of Values
A
test of values, in contrast to one of attitudes, claims to measure generalized
and dominant interests. The study of values (Allport and others), is based upon
six categories of values, as classified by Spranger (type of men). The items
are intended to measure the relative prominence of the subject‘s interests, for
the purpose of classifying his values. The six categories of values are-
1.
Theoretical values
2.
Economic values
3.
Aesthetic values
4.
Social values
5.
Political values and
6.
Religions values
According
to this classification-
1.
The dominant interest of the theoretical man is discovery of truth.
2.
The economic is interested in what is useful for him.
3.
The aesthetic values form and harmonize most.
4.
The highest value the social type is love of people.
5.
The political man is interested primarily in power, and
6.
The religious man places the highest value on unity.
Definition of Interest
The
following are some important definitions of the term interest.
An
interest is a tendency to become absorbed in an experience and to continue it‖.
-
Bingham, W.V.
ii. The following are the main characteristics of Interest
1.
Interests are not necessarily related to ability or aptitude.
2.
Interest can be hereditary as well as acquired from environment, through the
interests are mainly acquired.
3.
Interests are fairly stable, cannot be changed easily.
4.
Interests of an individual resemble with his parents or family interests.
5.
Interests are the aspects of personality of an individual.
6.
Interests are related to aptitudes and achievements.
iii. Measurement of Interest
There
are various methods and tools of measuring personality such as observation, interview,
check list questionnaire and inventories.
The
following are most popular interest inventories-
1.
Strong Vocational Interest Blank by E.K. Strong
2.
Kuder Preference Record, and
3.
Occupational Interest Inventory
The
brief description of these instruments has been provided in the following
paragraphs:
a. Strong Vocational Interest Blank
This interest blank was designed by E.K. Strong in 1919. It consists of 420 items concern with various
occupations, school subjects, amusements, activities of people etc.
It has been applied to persons in various
professions such as law, medicine,
teaching and engineering etc.,
According to strong some interests are
common to all these professions. It is not concerned with ability.
It is applicable for adults. It is
available in four forms for men, women, students and those who have left school
long back. About 40, 50 minutes are given for taking the
test.
The reliability is about 0.80 validations it quite difficult. E.K. Strong validated after 16
years who had taken test. The norms have been developed for the inventory.
Limitations
The
accuracy of statements made by the subject cannot be tested. There is the
problem of stability of interests as it is an acquired trait, the interests
change at the different stages of development.
It does not indicate the success in the
occupation.
b. Kuder Preference Record
The
Kuder Preference Record has been developed for high school and college
students.
Each
item of this inventory consists of three preferences such as- (a) Study Physics
(b) Study of Musical Composition and (c) Study Public Speaking.
It
consists of 198 items in all, each
item has three preferences. Preference is measured in nine field’s mechanical,
scientific, computational, artistic, literacy, persuasive social service and
clerical etc. It has high reliability index 90.
Interest
inventories are used in the classification or selection of individual for
different occupations.
It
means that individual difference with regard to interests is useful for
vocational guidance as well as educational guidance and counseling purpose.
It provides the basis for selection of individuals
for different jobs. It has the administrative function. Information about the
interests of students is much more useful for teachers in school.
.
c. Occupational Interest Inventory
Occupational
Interest Inventory is designed to be used in a wide spectrum of career guidance
activities.
It
helps candidates choose an occupation, plan their career, and grow as professionals
in the workplace.
The
assessment, which is based on the RIASEC model, measures levels of interest in
12 domains and matches the candidate‘s profile with a list of 80 occupations
across various sectors and fields.
In
this way, it helps to pinpoint the most suitable profession for them.
The
report provides a constructive analysis, helping the evaluator to initiate a
meaningful dialogue with the candidate, understand their vocational interests,
and match their profile with suitable career options.
When
combined with a personality questionnaire, Occupational Interest Inventory can
be an integral part of your recruitment process. Through an assessment of
interests and professional aspirations, recruiters can assign the positions and
responsibilities that would be most stimulating and rewarding for employees.
Self-concept
One's
self-concept (also called self-construction, self-identity,
self-perspective or self structure) is a collection of beliefs
about oneself that includes elements such as academic performance, gender
roles, sexuality and racial identity.
Generally,
self-concept embodies the answer to "Who
am I?” Self-concept is a
cognitive or descriptive component of one's self (e.g.
"I
am a fast runner"),
Self-concept
is made up of one's self-schemas, and interacts with self-esteem, self knowledge
and the social self to form the self as whole. It includes the past, present,
and future selves, where future selves (or possible selves) represent
individuals' ideas of what they might
become,
what they would like to become, or what they are afraid of becoming. Possible
selves may function as incentives for certain behavior.
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