Tuesday, February 25, 2020

Psychology of "triggers"

In psychology, triggers are events that elicit a response. Clinicians often focus on helping people recognize triggers or events that appear to produce a distressing response as if they had stepped on a mine that triggered an explosion.

People, places, films, songs, smells, words, and many other stimuli can trigger a response or a chain of responses. Some trigger-response pairs are innate like cringing in response to loud noises. But the relatively benign triggers may come to elicit extreme responses following traumatic experiences. For example, my mother was trapped under the stairs when a bomb exploded near our house. She remained hyper-reactive to fireworks, thunder, and gun shots throughout her life.


Although the concept of triggers is often associated with recognizing and coping with events that are upsetting. A different perspective would be to view triggers as those stimuli that routinely elicit a response or chain of responses. In high school, a few of us knew what questions to ask to get a particular teacher off topic, which we often did just to make class more interesting.

A variety of events can elicit pleasant, neutral, or unpleasant reactions. And, the same event may affect different people in different ways. A beach scene with ocean waves may trigger pleasant memories, a smile, and good feelings in some, but remind others of some horrible event. In fact, depending on context, the same stimulus may be perceived as pleasant in one context but obnoxious in another. Certain words are accepted as pleasant teasing from a friend but may trigger anger when coming from a stranger.

Powerful triggers can affect many aspects of our core self. Using the SCOPES model, we can think of a hypothetical response set of a person who survived a mass shooting in church.

Potential triggers could be someone who looked like the shooter, the sounds of gun shots, people who look like those who did not survive, news stories or movies of similar events, and churches.


Hypothetical responses to a trigger of surviving a mass shooting in church
Spiritual
Cry for help. Anger with God.
Cognition
Recurrent images of the horrid event
Overt Behavior
Tensing muscles, closing eyes as if to avoid the image
Physical
Increased heart rate
Emotion
Fear, anger
Social context
Response worsens in church setting



Psychotherapists have helped people recognize triggers of distressing responses and reduce the impact.

Developing life enhancing characteristics may help "trigger" positive rather than negative responses.


Living Well on AMAZON











Connections

   My Page    www.suttong.com
   My Books   AMAZON     GOOGLE PLAY STORE
   FACEBOOK   Geoff W. Sutton
   TWITTER  @Geoff.W.Sutton

Publications (many free downloads)
  Academia   Geoff W Sutton   (PhD)     
  ResearchGate   Geoffrey W Sutton   (PhD)





Psychology of Faultlines



Faultlines is a construct described by Dora Lau and J. Keith Murnighan of Northwestern University (1998). They applied the term to understanding divisions within subgroups of organizations, which may be differentiated on the basis of attributes. The concept of faultlines is derived from geology.

Following is their definition.

"Group faultlines are hypothetical dividing lines that may split a group into subgroups based on one or more attributes. (Lau & Murnighan, 1998, p. 328)."

 In their seminal article, the authors provide examples of faultlines.  Demographic faultlines may include age, race, sex, and values. Occupational roles and conservative vs. liberal values may also divide group members into subgroups.

Group faultlines may have different degrees of strength. Strength develops from three factors:

  1. The number of attributes a group recognizes
  2. The alignment of the group's attributes
  3. The number of homogeneous subgroups

The authors explain that group faultlines can be stronger when the number of attributes are highly correlated.

Different subgroups can develop based on issues that activate different characteristics.

The geological analogy
1. The various characteristics of people in groups are like various layers in the earth's crust.
2. Faultlines become evident when external forces exert pressure
3. Strong faultlines can crack, which reveals the strength of the attributes

Group diversity can lead to increased or decreased creativity and innovation depending on the type of diversity present in a group. Diversity can lead to conflict

My Comments

The concept of faultlines as a metaphor may be useful in the analysis of factors that divide people in many spheres of life like politics and religion in addition to work and educational settings.

Leaders do well to recognize the external forces that can trigger those attributes leading to splitting subgroups from each other or from the main group. Some politicians and religious leaders are adept at exerting pressure that creates splits in which key characteristics of a population align in favor of their candidacy or ideology.

Reference

Lau, D. C., & Murnighan, J. K. (1998) Demographic diversity and faultlines: The compositional dy-namics of organizational groups. Academy of Management Review, 23, 325–40.



Wednesday, February 19, 2020

Gratitude psychology


Gratitude is an attitude of appreciation experienced as a pleasant feeling with thoughts about good people, experiences, things, or benefits in response to a gift or experience. Gratitude also includes behavioral responses such as a smile and an expression of thankfulness.

Gratitude is associated with indicators of better health such as lower blood pressure, longer and more refreshing sleep, and better self-care. Grateful people report less aches and pains.

High levels of gratitude are correlated with other positive emotions. People with high levels of gratitude feel more alert, joyful, optimistic, and happy.

High levels of gratitude are linked to better social relationships characterized by forgiveness, generosity, compassion, and helpfulness. People high in gratitude feel less lonely and tend to be more outgoing.

As a feeling, gratitude is associated with the E or emotional domain of functioning in the SCOPES model. Grateful thoughts are part of C (cognition) and expressions of gratitude are part of O (Observable Behavior). The improved health factors are part of the P (Physical domain). Of course, gratitude may be a component of self-identity--including the link  with spirituality thus, the core Self. Finally, gratitude occurs in a Social Context.

Several researchers are associated with gratitude science.

Robert Emmons is the leading expert. He is professor at the University of California, Davis. He has published many articles and books on the subject.

Michael McCullough, Professor of Psychology, University of Miami

See also the names in the references below.


Read more about gratitude, which is chapter 4 in Living Well available on AMAZON and other fine booksellers in many countries.














Related Posts

How to measure gratitude

Grateful People: The Psychology of Gratitude 

         *Big 12 features of Gratitude
         *How to develop gratitude - journals and more

Connections

   My Page    www.suttong.com
   My Books   AMAZON     GOOGLE PLAY STORE
   FACEBOOK   Geoff W. Sutton
   TWITTER  @Geoff.W.Sutton

Publications (many free downloads)
  Academia   Geoff W Sutton   (PhD)     
  ResearchGate   Geoffrey W Sutton   (PhD)



Some Gratitude References


Algoe, S.B. & Stanton, A.L. (2012). Gratitude when it is needed most: Social functions of gratitude in women with metastatic breast cancer. Emotion, 12, 163-168. DOI: 10.1037/a0024024

Emmons, R. A., & Crumpler, C. A. (2000). Gratitude as a human strength: Appraising the evidence. Journal of Social and Clinical Psychology, 19, 56-69.

Emmons, R. A., & Kneezel, T. T.(2005). Giving thanks: Spiritual and religious correlates of gratitude. Journal of Psychology and Christianity, 24, 140-148.

Emmons, R. A., & McCullough, M. E. (2003). Counting blessings versus burdens: Experimental studies of gratitude and subjective well-being in daily life. Journal of Personality and Social Psychology, 84, 377-389.

Froh, J. J., Bono, G., & Emmons, R. A. (2010). Being grateful is beyond good manners: Gratitude and motivation to contribute to society among early adolescents. Motivation and Emotion, 34, 144-157.

Froh, J., Sefick, W. J., & Emmons, R. A. (2008). Counting blessings in early adolescents: An experimental study of gratitude and subjective well-being.  Journal of School  Psychology, 46, 213-233.

Kashdan, T.B., Mishra, A., Breen, W. E., & Froh, J.J. (2009). Gender differences in gratitude: Examining appraisals, narratives, the willingness to express emotions, and changes in psychological needs. Journal of Personality, 77, 691-730. DOI: 10.1111/j.1467-6494.2009.00562.x

McCullough, M. E., Emmons, R. A., & Tsang, J. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology, 82-112-127.
 
Rash, J.A., Matsuba, M.K., & Prkachin, K.M. (2011). Gratitude and well-being: Who benefits the most from a gratitude intervention? Applied psychology: Health and well-being, 3, 350-369. DOI: 10.1111/j.1758-0854.2011.01058.x

Toepfer, S.M., Cichy, K., & Peters, P. (2012). Letters of gratitude: Further evidence for author benefits. Journal of Happiness Studies, 13, 187-201. DOI: 10.1007/s10902-011-9257-7

Toussaint, L. & Friedman, P. (2009). Forgiveness, gratitude, and well-geing: The mediating role of affect and beliefs. Journal of Happiness Studies, 10, 635-654. DOI: 10.1007/s10902-008-9111-8

Tsang, J., Ashleigh, S., & Carlisle, R.D. (2012). An experimental test of the relationship between religion and gratitude. Psychology of Religion and Spirituality, 4, 40-55.  DOI: 10.1037/a0025632