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A need or desire that energizes and directs behavior. |
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| A complex behavior that is rigidly patterned throughout a species and is unlearned. |
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The idea that a physiological need creates an aroused tension state (a drive) that motivates and organism to satisfy the need.
Need (ex: for food)→ Drive (ex: feel hungry) → Drive-Reducing Behaviors (ex: eating) |
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A tendency to maintain a balanced or constant internal state; the regulation of any aspect of the body chemistry, such as blood glucose, around a particular level.
Literally means "staying the same."
Think body temperature. |
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| A positive or negative environment stimulus that motivates behavior. |
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(Abraham) Maslow's pyramid of human needs, beginning at the base with physiological needs (food, water, air, etc) that must be met before higher level safety and psychological needs become active.
Bottom to top: Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization. |
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The form of sugar that circulates in the blood and provides the major source of energy for body tissues.
When the levels are low one becomes hungry. |
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| The point at which an individual's "weight thermostat" is supposedly set. When the body falls below this weight, an increase in hunger and a lowered metabolic rate may act to restore the lost weight. |
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The body's resting rate of energy exposure.
(to maintain weight at rest.) |
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| An eating disorder in which a normal-weight person (usually an adolescent female) diets and become significantly (15%+) underweight, yet, still feeling fat, continues to starve. |
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| An eating disorder characterized by episodes of overeating, usually of high-calorie foods, followed by vomiting, laxative use, fasting, or excessive exercise. |
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| Bottom-most level of Maslow's Hierarchy of Needs. The need to satisfy hunger and thirst. |
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| Second level of Maslow's Hierarchy of Needs. The need to feel that the world is organized and predictable; the need to feel safe, secure, and stable. |
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| Belongingness and Love Needs |
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| 3rd level of Maslow's Hierarchy of Needs. The need to love and be loved, to belong and be accepted; the need to avoid loneliness and alienation. |
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| 4th level of Maslow's Hierarchy of Needs. The need for self-esteem, achievement, competence, and independence; the need for recognition and respect from others. |
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| Top level of Maslow's Hierarchy of Needs. The need to live up to one's fullest unique potential. |
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| Washburn swallowed a ballon. The ballon was blown up inside his stomach and attached to a machiene that recorded the stomach contractions. Washburn pressed a key whenever he felt hungry. Stomach contractions make one feel hungry. |
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| Secreated by the pancreas, insulin diminishes blood glucose, partly by converting it to stored fat. |
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| Partially responsible for bringing on hunger. Lets out the hunger-triggering hormone orexin. If the Lateral Hypothalamus is destroyed or damaged the organism no longer feels hunger. |
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| Hunger-triggering hormone. |
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| Ventromedial Hypothalamus |
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| Responsible for depressing hunger. If the Ventromedial Hypothalamus is destroyed or damaged the organism will continuously eat if given the chance. |
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| Hunger-arousing hormone secreated by empty stomach. |
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| Hunger-dampening chemical, secreated by fat cells. |
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| Digestive hormone that surpresses appetite. |
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| A biologist who studied human sexual behaviors. |
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| the four stages of sexual responding as described by Masters and Johnson. They are: excitement, plateau, orgasm and resolution. |
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| genital areas become engorged with blood. A woman's vagina expands and secretes lubricant and her breasts and nipples may enlarge. |
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| excitement peaks as breathing, pulse, and blood pressure rates continue to increase. Penis is fully engorged and some fluid frequently containing enough live sperm to enable conception may appear at its tip. Vaginal secretion continues to increase, the clitoris retracts, and orgasm feels imminent. |
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| increased breathing, pulse, and blood pressure, muscle contractions all over the body. Possibly helps with conception. Enforces sexual behaviors. |
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| the return to an un-excited phase. |
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| a resting period after orgasm, during which a man cannot achieve another orgasm. |
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| a sex hormone, secreted in greater amounts by females than males. In nonhuman female mammals estrogen levels peak during ovulation, promoting sexual receptivity. |
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| Sexually Transmitted Infection |
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| Sexually Transmitted Disease |
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| an enduring sexual attraction toward members of either one's own sex (homosexual orientation) or the other sex (heterosexual orientation) |
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| the fluctuation of sexual drive/desire and orientation. Greater in females than males. |
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| fraternal birth-order effect |
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men who have older brothers are somewhat more likely to be gay.
First son has 3% chance, second has 4% chance, third has >5% chance, and so on. |
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| Studied sections of the hypothalamus of deceased homo and heterosexuals. The cell clusters were reliably larger in heterosexual males than in women or homosexual men. |
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| structure similar to the corpus callosum; fibers that connect the right and left hemisphere of the brain. |
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| anterior cingulate coretex |
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| activates in response to physical pain and ostracism |
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| necessary way to make money, but not a positive and fulfilling activity. |
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| an opportunity to advance from one position to a better position. |
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| a fulfilling and socially useful activity. |
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| a completely involved, focused state of consciousness, with diminished awareness of self and time, resulting from optimal engagement of one's skills. |
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| the subjective sense of mutual obligations between workers and employers. |
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| Industrial-Organizational (I/O) Psychology |
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| the application of psychological concepts and methods to optimizing human behavior in workplaces. |
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| a sub-field of I/O psychology that focuses on employee recruitment, selection, placement, training, appraisal, and development. |
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| organizational psychology |
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| a sub-field of I/O psychology that examines organizational influences on worker satisfaction and productivity and facilitates organizational change. |
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| explores how machines and environments can be optimally designed to fit human abilities. Sub-field of organizational psychology. |
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| any enduring quality that can be productively applied. |
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interview process that asks the same job-relevant questions of all applicants, each of whom is rated on established scales.
Designed to pin-point the strengths of potential high-performers for that job.
much better than unstructured interviews (2x). |
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| performance rated by self, peers, subordinates, customers, and supervisor. |
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| occurs when one's overall evaluation of another person biases ratings on that persons work-related behaviors. |
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| leniency and severity errors |
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| reflect the evaluators' tendencies to be either too easy or too harsh on everyone. |
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| occur when the rater focuses only on easily remembered recent behavior. |
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| a desire for significant accomplishment: for mastery of things, people, or ideas; for attaining a high standard. |
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| passionate dedication to an ambitious, long-term goal. |
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| the extent of a workers' involvement, satisfaction, and enthusiasm. |
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| implementation intentions |
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| action plans that specify when, where, and how they will march toward achieving their goals. |
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| goal-oriented leadership that sets standards, organizes work, and focuses attn on goals. |
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| group-oriented leadership that builds teamwork, mediates conflicts, and offers support. |
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| great person theory of leadership |
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| all great leaders share certain traits. This theory was once popular but is now overstated. |
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| a vision of some goal, and ability to communicate it clearly and simply, and enough optimism and faith to inspire others. |
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| transformation leadership |
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| motivates others to identify with and commit themselves to the group's mission. |
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| if given a chance to voice their opinion during a decision-making process, people will respond more positively to the decision. |
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