Outside the circle is outside of the law
http://www.politicalcompass.org/
Tuesday, 28 September 2010
Sunday, 26 September 2010
Grant's Phases of Development
Let's take a look at Grant's phases of development, using the INFJ Personality Type as an example:
From age 0 - 6 years
At this early age, we use all four of the functions in an indiscriminate fashion. We "try on" the different functions for size, determining which ones work best for us. The little INFJ has not yet emerged as any particular personality type, although his parents may notice trends in behavior which appear to have the characteristics of one or more types.
From 6 - 12 years
During this phase, our dominant function begins to develop and assert itself. Our young INFJ begins to appear dreamy and introspective - he begins to prefer to use his iNtuition to take in information, and he chooses to do this alone (Introverted). The dominant function of "Introverted iNtuition" begins to show itself as the prevailing aspect of his personality.
From 12 - 20 years
The auxiliary function asserts itself as a powerful support to the dominant function. Since all recent studies point towards the importance of a well-developed team of dominant AND auxiliary functions, this is an important time of "self-identification". Research suggests that people without a strong auxiliary function to complement their dominant function have real problems.
In our INFJ example, we see the auxiliary Feeling function come to the front during this phase as a support to the dominant iNtuitive function. Since the INFJ's dominant function is an Information Gathering function, the auxilary function must be a Decision Making one. Without a Decision Making process, we would flounder about and never get anything done! As the auxilary Feeling process comes forth, the INFJ begins to develop the ability to make decisions based on his personal value system. This auxiliary decision making process will be Extraverted, since the dominant function is Introverted. Since the decision making function is Extraverted, our subject now emerges as a "Judger", rather than a "Perceiver". Our INFJ Personality Type is now pretty firmly set in place, and we know the dominance ordering of the four functions.
From 20 - 35 years
We begin to use our tertiary function more frequently and with better success. Our INFJ begins to use his Introverted Thinking function. He continues to make judgments with his Extreverted Feeling auxiliary function, but he also begins to make judgments based on logic and reason, which he works through in his own mind, rather than discussing it with others.
From 35 - 50 years
We pay attention to our fourth, inferior function. We feel a need to develop it and use it more effectively. Our INFJ begins to use his Extraverted Sensing function. He becomes more aware of his surroundings and begins to take in information from others in a more literal, practical sense. He continues to rely on his dominant Introverted iNtuitive function to take in information, but he is more able to use his Extraverted Sensing function than he has been before in his life. Some researchers have attested that the appearance of our inferior functions at this phase of life may be responsible for what we commonly call the "mid-life crisis".
From 50 onwards
From this age until our deaths, we have accessibility to all four functions. However, we use them in a more disciplined, differentiated manner than when we were very young. Our basic Personality Type continues to assert itself, but we are able to call upon all four functions when needed.
http://personalitycafe.com/myers-briggs-forum/1037-how-personality-types-develop.html
From age 0 - 6 years
At this early age, we use all four of the functions in an indiscriminate fashion. We "try on" the different functions for size, determining which ones work best for us. The little INFJ has not yet emerged as any particular personality type, although his parents may notice trends in behavior which appear to have the characteristics of one or more types.
From 6 - 12 years
During this phase, our dominant function begins to develop and assert itself. Our young INFJ begins to appear dreamy and introspective - he begins to prefer to use his iNtuition to take in information, and he chooses to do this alone (Introverted). The dominant function of "Introverted iNtuition" begins to show itself as the prevailing aspect of his personality.
From 12 - 20 years
The auxiliary function asserts itself as a powerful support to the dominant function. Since all recent studies point towards the importance of a well-developed team of dominant AND auxiliary functions, this is an important time of "self-identification". Research suggests that people without a strong auxiliary function to complement their dominant function have real problems.
In our INFJ example, we see the auxiliary Feeling function come to the front during this phase as a support to the dominant iNtuitive function. Since the INFJ's dominant function is an Information Gathering function, the auxilary function must be a Decision Making one. Without a Decision Making process, we would flounder about and never get anything done! As the auxilary Feeling process comes forth, the INFJ begins to develop the ability to make decisions based on his personal value system. This auxiliary decision making process will be Extraverted, since the dominant function is Introverted. Since the decision making function is Extraverted, our subject now emerges as a "Judger", rather than a "Perceiver". Our INFJ Personality Type is now pretty firmly set in place, and we know the dominance ordering of the four functions.
From 20 - 35 years
We begin to use our tertiary function more frequently and with better success. Our INFJ begins to use his Introverted Thinking function. He continues to make judgments with his Extreverted Feeling auxiliary function, but he also begins to make judgments based on logic and reason, which he works through in his own mind, rather than discussing it with others.
From 35 - 50 years
We pay attention to our fourth, inferior function. We feel a need to develop it and use it more effectively. Our INFJ begins to use his Extraverted Sensing function. He becomes more aware of his surroundings and begins to take in information from others in a more literal, practical sense. He continues to rely on his dominant Introverted iNtuitive function to take in information, but he is more able to use his Extraverted Sensing function than he has been before in his life. Some researchers have attested that the appearance of our inferior functions at this phase of life may be responsible for what we commonly call the "mid-life crisis".
From 50 onwards
From this age until our deaths, we have accessibility to all four functions. However, we use them in a more disciplined, differentiated manner than when we were very young. Our basic Personality Type continues to assert itself, but we are able to call upon all four functions when needed.
http://personalitycafe.com/myers-briggs-forum/1037-how-personality-types-develop.html
Friday, 24 September 2010
Induction
The classic philosophical treatment of the problem of induction was given by the Scottish philosopher David Hume. Hume highlighted the fact that our everyday functioning depends on drawing uncertain conclusions from our relatively limited experiences rather than on deductively valid arguments. For example, we believe that bread will nourish us because it has done so in the past, despite no guarantee that it will do so. However, Hume argued that it is impossible to justify inductive reasoning. Inductive reasoning certainly cannot be justified deductively, and so our only option is to justify it inductively. However, to justify induction inductively is circular. Therefore, it is impossible to justify induction.
However, Hume immediately argued that even were induction proved unreliable, we would have to rely on it. So he took a middle road. Rather than approach everything with severe skepticism, Hume advocated a practical skepticism based on common sense, where the inevitability of induction is accepted.
http://en.wikipedia.org/wiki/Inductive_reasoning
However, Hume immediately argued that even were induction proved unreliable, we would have to rely on it. So he took a middle road. Rather than approach everything with severe skepticism, Hume advocated a practical skepticism based on common sense, where the inevitability of induction is accepted.
http://en.wikipedia.org/wiki/Inductive_reasoning
Wednesday, 15 September 2010
More Dialogue
The Media has been turned off:
and
She (who must be obeyed) said. Stop messing about with the photographs (= picture book) and go out and get the shopping!
and
She (who must be obeyed) said. Stop messing about with the photographs (= picture book) and go out and get the shopping!
Saturday, 11 September 2010
1991 scientific view of the MBTI
The 1991 scientific view of the MBTI.
In 1991 the National Academy of Sciences review committee concluded at the time there was "not sufficient, well-designed research to justify the use of the MBTI in career counseling programs". However, this study also based its measurement of validity on "criterion-related validity (i.e., does the MBTI predict specific outcomes related to interpersonal relations or career success/job performance?)." The ethical guidelines of the MBTI assessment stress that the MBTI type "does not imply excellence, competence, or natural ability, only what is preferred."
http://en.wikipedia.org/wiki/Myers-Briggs_Type_Indicator#Validity
My observations is that is a close correlation between types and happiness (or otherwise) in careers.
My circumstantial observations would also equate F & T with IQ tests ability. Under 100 and you are F.
In 1991 the National Academy of Sciences review committee concluded at the time there was "not sufficient, well-designed research to justify the use of the MBTI in career counseling programs". However, this study also based its measurement of validity on "criterion-related validity (i.e., does the MBTI predict specific outcomes related to interpersonal relations or career success/job performance?)." The ethical guidelines of the MBTI assessment stress that the MBTI type "does not imply excellence, competence, or natural ability, only what is preferred."
http://en.wikipedia.org/wiki/Myers-Briggs_Type_Indicator#Validity
My observations is that is a close correlation between types and happiness (or otherwise) in careers.
My circumstantial observations would also equate F & T with IQ tests ability. Under 100 and you are F.
Cold Reading
Cold reading is a series of techniques used by mentalists, illusionists, fortune tellers, psychics, mediums and other con artists to determine or express details about another person, often in order to convince them that the reader knows much more about a subject than they actually do. Without prior knowledge of a person, a practiced cold reader can still quickly obtain a great deal of information about the subject by analyzing the person's body language, age, clothing or fashion, hairstyle, gender, sexual orientation, religion, race or ethnicity, level of education, manner of speech, place of origin, etc. Cold readers commonly employ high probability guesses about the subject, quickly picking up on signals from their subjects as to whether their guesses are in the right direction or not, and then emphasizing and reinforcing any chance connections the subjects acknowledge while quickly moving on from missed guesses.
http://en.wikipedia.org/wiki/Cold_reading
http://en.wikipedia.org/wiki/Hot_reading
http://en.wikipedia.org/wiki/Cold_reading
http://en.wikipedia.org/wiki/Hot_reading
Wednesday, 8 September 2010
How the Bully Works ...
How the Bully Works ...
You are continually criticized and made to feel "wrong". Even when you believe you have a good idea, a proper solution to a problem, a suggestion or comment, it is not met with curiosity or interest. Rather, it is met with dismissal, put-downs or a total lack of acknowledgment.
You are undermined or even shouted out, particularly when others are around to witness, or you are put down verbally to others behind your back by the bully. You are treated differently than others. For example, other employees hand in work late or miss deadlines, but when you do that, you're called on the carpet. In fact, even when you are on time, you are still criticized for something and not acknowledged for anything you've done well.
Offensive language is directed at you.
When you need information, it is denied to you, although others have access to it.
The bully sets goals you can't possibly meet - or changes them, or wants the work accomplished sooner than originally communicated. All of these are ways of keeping you off balance. When you try keeping up, you find it impossible to meet the changing time-lines, and you are left feeling like it was your fault to start with.
You're expected to do more work and work more hours than others, usually without extra compensation. It's understood - tacitly or overtly - that you face dismissal if you don't comply.
You don't receive credit for your work; in fact, your work may be represented as having been accomplished by someone else, most often the bully.
You're the target of sexually demeaning comments.
You don't have a clear job description that covers what to do and when to do it. When you ask for clarity, you are told 'duties as assigned' is part of your job. Job descriptions set out your responsibilities. Without one, a bully can "pile on" the tasks.
Recognizing a workplace bully and understanding their behavior as real and destructive to you is like putting on a pair of eyeglasses to correct your vision. Suddenly the whole world looks different. You can see clearly and can make decisions based on facts, not excuses. Now that's the first step to claiming back your power!
Valerie Cade, CSP is a Workplace Bullying Expert, Speaker and Author of "Bully Free at Work: What You Can Do To Stop Workplace Bullying Now"! which has been distributed in over 100 countries worldwide. Contact Valerie to speak for your organization to inspire and create a respectful workplace, to educate your people about workplace bullying and to implement proven workplace bullying strategies that work.
You have permission to use the above article in your newsletter, publication or email system. We ask you not to edit the content and that you leave the links and resource box intact. © Bully Free at Work. All rights reserved.
Did You Know?
Are you hoping others at work would 'understand this workplace bullying information' like you do? Here's a tip: Feel free to print these weekly tips out and post on your bulletin board at work. Or pass along/email the opportunity to your boss for everyone at work to receive the FREE 5-day eCourse by sending them this link to sign up: Click here to receive your FREE 5-day "Bully Free at Work" eCourse
Want to strengthen your resilience to workplace bullying? Purchase "Discover Your Inner Strength" (book - 387 pages). Join leading authors Stephen Covey, Ken Blanchard, Valerie Cade and Brian Tracy and claim your own inner strength! From creating a positive attitude, to creating courage, planning a purposeful life, to making sure you act on what you want. Only $19.97!
Bully Free At Work - Head Office
Suite 356, 1500 - 14 Street NW
Calgary, Alberta
T3C 1C9
Canada
You are continually criticized and made to feel "wrong". Even when you believe you have a good idea, a proper solution to a problem, a suggestion or comment, it is not met with curiosity or interest. Rather, it is met with dismissal, put-downs or a total lack of acknowledgment.
You are undermined or even shouted out, particularly when others are around to witness, or you are put down verbally to others behind your back by the bully. You are treated differently than others. For example, other employees hand in work late or miss deadlines, but when you do that, you're called on the carpet. In fact, even when you are on time, you are still criticized for something and not acknowledged for anything you've done well.
Offensive language is directed at you.
When you need information, it is denied to you, although others have access to it.
The bully sets goals you can't possibly meet - or changes them, or wants the work accomplished sooner than originally communicated. All of these are ways of keeping you off balance. When you try keeping up, you find it impossible to meet the changing time-lines, and you are left feeling like it was your fault to start with.
You're expected to do more work and work more hours than others, usually without extra compensation. It's understood - tacitly or overtly - that you face dismissal if you don't comply.
You don't receive credit for your work; in fact, your work may be represented as having been accomplished by someone else, most often the bully.
You're the target of sexually demeaning comments.
You don't have a clear job description that covers what to do and when to do it. When you ask for clarity, you are told 'duties as assigned' is part of your job. Job descriptions set out your responsibilities. Without one, a bully can "pile on" the tasks.
Recognizing a workplace bully and understanding their behavior as real and destructive to you is like putting on a pair of eyeglasses to correct your vision. Suddenly the whole world looks different. You can see clearly and can make decisions based on facts, not excuses. Now that's the first step to claiming back your power!
Valerie Cade, CSP is a Workplace Bullying Expert, Speaker and Author of "Bully Free at Work: What You Can Do To Stop Workplace Bullying Now"! which has been distributed in over 100 countries worldwide. Contact Valerie to speak for your organization to inspire and create a respectful workplace, to educate your people about workplace bullying and to implement proven workplace bullying strategies that work.
You have permission to use the above article in your newsletter, publication or email system. We ask you not to edit the content and that you leave the links and resource box intact. © Bully Free at Work. All rights reserved.
Did You Know?
Are you hoping others at work would 'understand this workplace bullying information' like you do? Here's a tip: Feel free to print these weekly tips out and post on your bulletin board at work. Or pass along/email the opportunity to your boss for everyone at work to receive the FREE 5-day eCourse by sending them this link to sign up: Click here to receive your FREE 5-day "Bully Free at Work" eCourse
Want to strengthen your resilience to workplace bullying? Purchase "Discover Your Inner Strength" (book - 387 pages). Join leading authors Stephen Covey, Ken Blanchard, Valerie Cade and Brian Tracy and claim your own inner strength! From creating a positive attitude, to creating courage, planning a purposeful life, to making sure you act on what you want. Only $19.97!
Bully Free At Work - Head Office
Suite 356, 1500 - 14 Street NW
Calgary, Alberta
T3C 1C9
Canada
Monday, 6 September 2010
If you are being Stalked, call the Police
According to Leicester University, which has conducted extensive research, three-quarters of victims will suffer up to 100 incidents from their stalker before they contact the police.
Alexis Bowater, chief executive of the Network for Surviving Stalking, said it was important people who thought they were being stalked had someone to turn to.
“Of course the first point of contact if you think you’re being stalked should be the police.
http://www.bournemouthecho.co.uk/news/features/8129100.Stalkers__don___t_suffer_alone___/?ref=mr
http://www.sexualharassmentsupport.org/Stalking.html
Alexis Bowater, chief executive of the Network for Surviving Stalking, said it was important people who thought they were being stalked had someone to turn to.
“Of course the first point of contact if you think you’re being stalked should be the police.
http://www.bournemouthecho.co.uk/news/features/8129100.Stalkers__don___t_suffer_alone___/?ref=mr
http://www.sexualharassmentsupport.org/Stalking.html
Political Stalker
The political stalker intends to accomplish a political agenda, also using threats and intimidation to force his/her target to refrain and/or become involved in some particular activity, regardless of the victim’s consent.
http://en.wikipedia.org/wiki/Stalking
http://en.wikipedia.org/wiki/Stalking
Thursday, 2 September 2010
Changelings (Morph-shifters)
Changelings (Morph-shifters)
Some people are much more complex than others.
Originally thought to be an ISFJ. This is wrong because of my lack of experience and she was clearly an INFP Panda type. However, in an earlier part of her life, she had been an INTJ Owl. She still retained this part of her personality.
I have found I can morph-shift but not to me opposite ESFJ and I would have difficulty moving to ESTJ or ESFP, but the move from INTP to INFP would not be that difficult and perhaps even to ENFP for short periods (like public speaking).
Some people are much more complex than others.
Originally thought to be an ISFJ. This is wrong because of my lack of experience and she was clearly an INFP Panda type. However, in an earlier part of her life, she had been an INTJ Owl. She still retained this part of her personality.
I have found I can morph-shift but not to me opposite ESFJ and I would have difficulty moving to ESTJ or ESFP, but the move from INTP to INFP would not be that difficult and perhaps even to ENFP for short periods (like public speaking).
Barnum Effect
The Forer effect (also called the Barnum Effect after P.T. Barnum's observation that "we've got something for everyone") is the observation that individuals will give high accuracy ratings to descriptions of their personality that supposedly are tailored specifically for them, but are in fact vague and general enough to apply to a wide range of people. This effect can provide a partial explanation for the widespread acceptance of some beliefs and practices, such as astrology, fortune telling, and some types of personality tests.
http://en.wikipedia.org/wiki/Forer_effect
http://en.wikipedia.org/wiki/Forer_effect
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