Ideology as instrument.

Comments on the article by J. T. Jost (see record 2006-12925-001), which argued that the end-of-ideology claims that emerged in the aftermath of World War II were both incorrect and detrimental to the field of political psychology. M. Glassman and D. Karno make three critical points. First, Jost objectified ideology as a grand strategy implemented at the individual level, rather than as an instrument used for a specific purpose in activity. In doing so, he set ideology up as an "object" that guides human behavior rather than as a rational part of human experience. Second, they take issue with the idea that, because somebody acts in a manner that can be categorized as ideological, there actually is such a thing as ideology separate from that event and/or political experience and that psychologists ought to understand the meaning of ideology in order to understand future human activities as outside observers. Third, Jost seems to see this objective ideology as a unidirectional, causal mechanism for activity, a mechanism that assumes individuals act according to ideology, which eclipses the possibility that immediate ideological positions are the residue of purposeful activity. Glassman and Karno suggest that it may be better to take a pluralistic view of ideology in human action. Where ideology does exist, it is as a purposeful instrument--part of a logically based action to meet some ends-in-view--a mixture of immediate goals tied to secondary belief systems (which have been integrated to serve the material purposes of the purveyors of these ideologies). So if we are to understand ideology, we can only understand it through its use in human activity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

思想政治工作与企业文化的整合

思想政治工作和企业文化各自的历史发展趋势对其整合提出了要求,同时两者间存在的共性及特性互补为其整合又提供了可能性。在提出了思想政治工作与企业文化整合模型的基础上,具体分析了两者有机整合的四条途径及其方法:在物质文化层次上塑造品牌;在行为文化层次上强化观念;在制度文化层次上优化规则和在精神文化层次上进行团队再造。同时探讨了整合时必须坚持的立足“以人为本”、凸现“三个代表”、服务企业核心能力和着力创建学习型的组织等四个原则。     

Editor’s comment.

Comments on the first four papers in this issue of Rehabilitation Psychology, which form a topical thesis on the ideology of rehabilitation services. The first paper points out some of the failings of the rehabilitation services system and notes that this system has often fallen short of the goals that it was designed to meet and frequently serves the needs of service providers rather than clients. The second paper and the third paper provide a response to these criticisms, essentially agreeing with the position that the rehabilitation service delivery system has not lived up to the potential that was envisioned for it by its designers, and they discuss the realities of the bureaucratic system imbedded in the political system that defines our public policies. The last paper is a response to and critique of the three previous papers, and presents an alternative view, noting that the rehabilitation service system and the political system of which it is a part are continually affected by response and stimuli from the outside world, and therefore continually evolve. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of participation in a simulated society on attitudes of business students.

Assessed the effects of participation in a stimulated society involving social, economic, and political factors on attitudes toward business with 129 undergraduate business students as Ss. Results of a posttreatment attitude questionnaire show that in comparison to controls, simulated-society Ss placed greater emphasis on societal goals and less emphasis on suboptimizing business practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of perceived controllability and performance standards on self-regulation of complex decision making.

Tested the hypothesis that perceived controllability and stringency of performance standards would affect self-regulatory mechanisms governing performance attainments of a simulated organization. Ss who managed the simulated organization under a cognitive set that organizations are not easily controllable displayed low perceived self-efficacy, even when standards were within easy reach, and lowered their organizational goals. Ss who operated under a cognitive set that organizations are controllable maintained a strong sense of self-efficacy, set increasingly challenging goals, and exhibited effective analytic thinking. Divergent changes in these self-regulatory factors were accompanied by differences in organizational attainments. Path analyses revealed that perceived self-efficacy, which was affected by prior accomplishments, influenced subsequent organizational performance through its effects on analytic strategies. After further experience, the performance system was regulated more extensively and intricately by Ss' self-conceptions of efficacy. Perceived self-efficacy affected subsequent organizational attainments both through its influence on personal goal challenges. Personal goals, enhanced organizational attainments directly and through mediation of analytic strategies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coda--After "The end of the end of ideology."

Replies to comments by M. Glassman and D. Karno (see record 2007-18356-016) and R. K. Unger (see record 2007-18356-017), on the author's original article (see record 2006-12925-001) on ideology. J. T. Jost thanks Glassman and Karno for returning him to his philosophical roots. Glassman and Karno argued in favor of an "instrumental pragmatist" approach to the study of ideology that emphasizes the strategic, purposive, goal-directed nature of political rhetoric and belief. He agrees that such an approach is helpful and empirically sound. He also agrees that ideological movements are often orchestrated by elites (e.g., party leaders) for strategic political purposes in a top-down manner. There are several other points, however, on which Glassman and Karno seem to misunderstand him. Regarding Unger's comments, Unger pointed out, quite correctly, that Jost said relatively little about the role of religious ideology in his discussion of ideological polarization in the United States. The ideological gulf between religious traditionalists and secular humanists has indeed been widening since 1980, and it corresponds strongly to right-left differences in political attitudes. Jost mentioned, somewhat cryptically, at the end of his article that "similarly fruitful analyses could be undertaken with respect to religious and other belief systems," and he is grateful for Unger's invitation to elaborate on this point. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A house divided? The psychology of red and blue America.

Recently it has become commonplace in America for commentators and the public to use the terms "red" and "blue" to refer to perceived cultural differences in America and American politics. Although a political divide may exist in America today, these particular terms are inaccurate and reductive. This article presents research from social psychology demonstrating that the increased use of these terms is likely to increase the conflict between political groups in America by making political conflict salient in nonpolitical contexts, reducing the ability of Americans to form multifaceted complex identities, pushing Americans to misperceive political in-groups and out-groups, and contributing to a "spiral of silence." An alternative model for discussing cultural differences is proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating role of subordinate political skill on supervisors' impressions of subordinate ingratiation and ratings of subordinate interpersonal facilitation.

Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to be negatively related to supervisor ratings of subordinate interpersonal facilitation. Results from a combined sample of 2 retail service organizations provided evidence that subordinates with high political skill were less likely than those low in political skill to have their demonstrated ingratiation behavior perceived by targets as a manipulative influence attempt. Also, when subordinates were perceived by their supervisors to engage in more ingratiation behavior, the subordinates were rated lower on interpersonal facilitation. Implications of these findings, limitations, and future research directions are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Orthoses used in the management of neurologic and muscular disorders

In conclusion, it should be kept in mind that family-centered practice is not merely a theoretical construct or philosophical position. Its practical implementation assumes that virtually any variety of options for how the family, child, and professionals will interface and collaborate will be possible, based on the needs and wishes of the family, community make-up, and the complexity of issues involved. As providers of service in a critical area of development, communication, we must be mindful of the many individual, social, and political factors, such as cultural and racial background, poverty, prejudice, mental and other health issues, managed care in medical practice, outcomes-based service models, and funding sources, that will impinge on this relationship. Key to our success is the focus on achieving mutual goals for the child: optimal communication skills in a positive, healthy family context.     

At home in a strange land!

The narrative describes one psychologist's journey from university classroom to state senate chamber. Also included are observations on applying psychological principles and practices to a campaign. The author argues that psychologists are uniquely qualified to participate in the political process and that more psychologists should apply their special abilities to politics--and professional organizations should encourage them to do so. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing risk in a changing health care system

This article examines the information requirements and other strategies needed to manage business and financial risk in health care organizations. The business and financial risk of providers in the changing health care market is defined. The major factors that are increasing risk are outlined, and strategies for measuring and managing risk are discussed. The interaction of business and financial risk is described, and strategic goals that will minimize the effect of this interaction are presented.     

Prototype System for Knowledge Problem Definition

Attitudes to knowledge management (KM) have changed considerably as organizations are now realizing its benefits. Implementation, however, has been facing serious difficulties attributed either to not being able to anticipate the barriers when planning KM strategies or to using inappropriate methods and tools for implementation. These difficulties are more critical in construction due to the fragmented nature of the industry. This paper suggests that proper definition of a KM problem at the early stages of developing the KM initiatives will result in better control over the KM barriers. A methodology for identifying KM problems within a business context is then introduced. The methodology is encapsulated into a prototype software system, which facilitates its deployment in organizations and provides online help facilities. The methodology, development, operation, and evaluation of the prototype are described. The paper concludes that the prototype offers considerable potential for delivering a clarified KM problem and a distilled set of issues for an organization to address. This represents a significant first step in any KM initiative.     

Clinical and nonclinical aspects of program development consultation.

Although program development can have therapeutic benefits for an organization and for its members, it is inappropriate to assume that consultation is simply therapy for groups; there are differences in goals and in methods. Organizational consultants can make errors if they work with organizations as therapists do with groups or treat organization members as if they were patients. On the other hand, both organizational consultants and psychotherapists need clinical sensitivity and skills at developing a setting of trust and openness. Both professionals encourage specificity and checking of assumptions and try to make explicit that which had been covert. Both groups find it effective to work with the "client system" rather than a specific "identical patient." Consultants working with groups can profit from clinical insight about the resistance of individuals and groups to change. (13 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The end of the end of ideology.

The "end of ideology" was declared by social scientists in the aftermath of World War II. They argued that (a) ordinary citizens' political attitudes lack the kind of stability, consistency, and constraint that ideology requires; (b) ideological constructs such as liberalism and conservatism lack motivational potency and behavioral significance; (c) there are no major differences in content (or substance) between liberal and conservative points of view; and (d) there are few important differences in psychological processes (or styles) that underlie liberal versus conservative orientations. The end-of-ideologists were so influential that researchers ignored the topic of ideology for many years. However, current political realities, recent data from the American National Election Studies, and results from an emerging psychological paradigm provide strong grounds for returning to the study of ideology. Studies reveal that there are indeed meaningful political and psychological differences that covary with ideological self-placement. Situational variables--including system threat and mortality salience--and dispositional variables--including openness and conscientiousness--affect the degree to which an individual is drawn to liberal versus conservative leaders, parties, and opinions. A psychological analysis is also useful for understanding the political divide between "red states" and "blue states." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implementation and evaluation of service programs in community settings.

Comments that the implementation process can be divided into 3 phases: (a) gaining program entry, (b) obtaining approval for and implementing research procedures, and (c) resolving the methodological problems affecting program evaluation that arise in natural settings. Meeting these challenges requires a combination of clinical research skills and political sensitivity to the values, goals, and practices of social organizations. Broadly speaking, the change agent must overcome several obstacles to success in natural settings. These obstacles include the agency's emphasis on service and the complex nature of social systems that confounds the effects of innovation. (20 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

浅议思想政治工作与企业文化建设的融合

思想政治工作是我党的优良传统,是企业发展中不可缺少的重要工作;思想政治工作与企业文化建设既有区别又有联系,二者紧密相联,相辅相成。但又各有侧重,不能互相替代。因此,需要正确把握和处理思想政治工作与企业文化的关系,从而促进企业思想政治工作的健康发展和不断完善。     

Sequential validity: A new model for evaluating judgmental prediction in personnel selection.

Proposes a new model for validating selection used by business organizations. Sequential validity is based on a comparison of employee success rates achieved with a firm's current and earlier selection systems. The underlying rationale is that a newly implemented selection system is valid if it produces significantly better results than the previously used system. A major advantage of the proposed model over traditional statistical models is that it bypasses the sometimes insurmountable restriction-of-range problem associated with the predictor variable. Sequential validity should be viewed not as a substitute for traditional correctional models but as a new approach to improving validation techniques. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moral and ethical issues in human systems.

Human systems are primarily social and moral entities by their very nature. Although many in business organizations have argued that business and ethics cannot be integrated, the fundamental lack of attention to basic requirements for the moral development of human systems has contributed to intolerable levels and forms of systemic mismanagement. It is argued that consultation, too, inevitably has powerful moral influences, whether or not they are intended. This article addresses three approaches to optimizing moral influences on organizational clients. First, moral issues can be fully integrated into the usual organizational structure models that are employed. Second, conditions helpful in understanding and facilitating meaningful moral discourse as a routine process can be delineated. Third, important functions of the organization's leadership structure are proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Phases of group development: Systems-centered hypotheses and their implications for research and practice.

This article conceptualizes the phases of group development using Y. M. Agazarian's theory of living human systems (1997) and K. Lewin's field theory (1951). Linking these theories to operational models builds a bridge to research by making it possible to generate specific hypotheses. The basic systems-centered hypothesis can then be tested empirically: that weakening the restraining forces at the boundary between each subphase of system development releases the driving forces inherent in all living human systems, so that the system moves toward the next phase of development--in the direction of the inherent system goals of survival, development, and transformation. The discussion focuses on the implications for group leaders in organizations and therapeutic practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Current efforts toward implementation of an urban health strategy: the Henry Ford Health System

The Henry Ford Health System is one of the nation's major comprehensive nonprofit health systems. Though it serves seven counties in southeastern Michigan, it is based in the heart of the city of Detroit. Detroit, like many of the nation's largest cities, has high rates of poverty, single-parent households, unemployment, and violence. The health status of the population is well below national norms and Healthy People 2000 goals. Through the combined efforts of public and private organizations and the people of southeastern Michigan, Detroit is experiencing a renaissance. Henry Ford Health System is contributing to this renaissance and is working to define its role in improving the health status and quality of life of Detroit's residents. The system's current strategy centers on moving beyond civic projects and philanthropic efforts to the incorporation of care for the uninsured and underinsured in its core operations and plans for growth. To make this change, we have developed a systemwide process that focuses on designing and implementing new delivery models, on partnership development with a variety of organizations, and on managing the care of populations. Our efforts are a work in progress, but they are having an impact on our patients, our organization, and our community.