Presence of Others Checkpoint

Check Point: Presence of Others Identify behavioral changes that result from the presence of others. Why does the presence of others produce changes in our level of performance or awareness? Provide a personal example of behavior changes related to the presence of others. I can easily identify with this subject; we all change to adjust to our surroundings be it at home or work, a bar or with friends and family We Have Craftsmanship To Deliver Papers In All Areas – get more  . We never act the same in front of our parents as we do in front of our friends or boss as we do a co worker.

Example at work everyday we have a meeting called treatment team, where we discuss any client based concerns and issues or the same for the overall facility that is either client or staff based. We also talk about billing, funding and ideas that need addressed. Most times we can breeze through the meeting and joke every so often and yes sometimes we get off task. When the division director comes in who is over everyone in that room the entire demeanor of the room changes and we finish very quickly.

This is due in part to her not being very approachable unless she feels like it and hardly ever smiles unless she is dealing with an outside source. This is something that does not happen daily but at least twice a week and the difference is very noticeable in all of our attitudes. This prime example shows that we pay attention a lot closer when she is present, as more questions and apt to be more thorough than when she is not there, so our level of performance and awareness for what is being said and done goes up ten notches instead of side conversations taking place or people not paying attention over all.

Another way to tell when someone changes is even when you are at home and friend or family stop by depending on whose family it is we tend to become more outspoken, lippy if you will or just present ourselves differently than we did prior to their arrival. This happens because depending on who comes over or into the office we sometimes feel as if we have to show out or show off instead of doing things the way we where initially. Yes, when the supervisor comes in you want to appear busy, when mom drops by if the house isn’t clean you want to appear as if you just started cleaning.

This in turn makes our awareness of our surrounding sky rocket because we notice the dust on the table or dishes in the sink and we become self conscious. So having others around kicks in our social facilitation to improve performance or awareness depending on the person or persons and if it’s something done in a group setting then we are more apt to social loafing because it is a group effort and there is less one person effort when pooling effort.

Peer reviewed example: OBJECTIVE: This study was designed to compare the initial efficacy of Motivational Interviewing (MI), online Tran theoretical Model (TTM)-tailored communications and a brief Health Risk Intervention (HRI) on four health risk factors (inactivity, BMI, stress, and smoking) in a worksite sample. METHOD: A randomized clinical trial assigned employees to one of three recruitment strategies and one of the three treatments. The treatment protocol included an HRI session for everyone and in addition either a recommended three TTM online sessions or three MI in person or telephone sessions over 6 months.

At the initial post-treatment assessment at 6 months, groups were compared on the percentage who had progressed from at risk to taking effective action on each of the four risks. RESULTS: Compared to the HRI only group, the MI and TTM groups had significantly more participants in the Action stage for exercise and effective stress management and significantly fewer risk behaviors at 6 months. MI and TTM group outcomes were not different. CONCLUSION: This was the first study to demonstrate that MI and online TTM could produce significant multiple behavior changes.

Future research will examine the long-term impacts of each treatment, their cost effectiveness, effects on productivity and quality of life process variables mediating outcomes. Reference: Prochaska, J. O. , Butterworth, S. , Redding, C. A. , Burden, V. , Perrin, N. , Leo, M. , Flaherty-Robb, M. , & Prochaska, J. M. (2008). Initial efficacy of MI, TTM tailoring and HRI’s with multiple behaviors for employee health promotion. Preventive Medicine, 46, 226-231.