Information and Communication Technologies Introduction A psychological construct refers to a person’s self-esteem, athletic ability or the political and religious views. It also refers to the traits and the qualities of a person that cannot be concretely identified through observation. Unlike other more identifiable physical features, psychological constructs refer to the person’s tendencies to behave or feel in a particular manner. Such behavior may be influenced by the need to perform to their full potential in the workplace, and other workplace settings may also influence the individual, not to perform to their full potential.
Individuals may work solely for the enjoyment and personal fulfillment of the work or for the financial and the benefits of that, it has. The following is a case study assignment that looks at the case of ARM. It identifies the various information and communication technologies used in the case study and the appropriate psychological constructs addressed by each of the technologies. ARM ARM is the world’s leading semiconductor intellectual property holder and supplier. It involves the design and the licensing of intellectual property in the area of semiconductor chips. The company is proud of its achievements because its technology is applied in modern technological appliances and gadgets.
ARM chips and its intellectual properties are applied in most global devices ranging from smartphones to computers to digital televisions. It has a footprint that covers major world sectors. The company employs more than 2050 employees. Such employees and Individuals work for different motivational reasons. These reasons range from financial rewards to the need to accomplish individual needs (Herzberg, Mausner, & Snyderman, 2011). Other reasons could be the need to be challenged by the work, achieve personal fulfilment, the need to enjoy their works and other reasons.
The company has found ways of engaging its employees and addressing their psychological constructs through the use of information and communication technologies. Such technologies include the following examples and approaches. Firstly, the company through its employees came up with the introduction of the use of social networking. The company has promoted this through their launch of the YouTube channel ARM TV. Through the use of social media, the employees are helped to fulfil their potential in a creative way.
Social media provides employees with the platform to build and enhance their self-esteem (Foster, Francescucci, & West, 2010). The creation of the social network channel enables the employees to fulfil their esteem needs. Every individual has the need to feel respected. It includes the need to have self-esteem and self-respect. Self-esteem presents itself in the need and human desire to feel accepted and desired by others. Additionally, it calls for recognition by others through activities that give the individual a sense of value and contribution (Robbins, Judge, Millett, & Boyle, 2013). A research by the University of Georgia came to the conclusion that the use of social networks plays into our self-esteem (Gentile, Twenge, Freeman, & Campbell, 2012).
It is because much of the activity of a social network, especially ARM TV YouTube channel, is self-focused. The study that was published in the Computers in Human Behavior states that individuals logging on to the social network sites boost their self-esteem in the process. Self-esteem is one of the psychological constructs that ARM uses and applies to increase worker productivity because it is linked to increased productivity and effectiveness.
Constructing oneself on the social networking site, it is claimed, even for a short period, has an effect on how an individual feels. It taps into the individual’s self-esteem. Such has been the case that researchers believe that the use of social networking should be construed as therapy to build self-esteem. It allows the individuals to construct themselves’ in the way they feel before sharing it with the world. Social network, it was found from the research, that it was key to producing a sense of belonging.
Social networks promote sharing, which is an important and fundamental aspect of building friendships and relationships (Ellison & Boyd, 2013). These two are fundamental in elevating self-esteem and the feeling of belonging. Furthermore, through social network, it will apply and reflect the growing levels of self-esteem within the employers. The social network creates and environment of inclusivity, where everyone is included, and they participate. Such actions create a meaningful existence, a key element in improving self-esteem. Secondly, ARM has initiated a program of on-demand learning or eLearning. The company has taken an approach to self-improvement and betterment through talent management and improvement.
Through on-demand e-learning opportunities, employees take whatever suit them in order to test and develop new skills. They became involved in improvement and change. It also leads to improved self-esteem and, therefore, they realize their full potential. The company has used the approach to meet the psychological construct of self-actualization. Self-actualization refers to the need for a person to attain his or her full potential and the realization of the said potential.
In order to master this need, individuals must achieve the other needs. Learning is a personal development approach that is not measured in terms of financial, social or external success factors. Instead, personal development is determined by the individual’s effort to develop new skills in terms of intellectual, physical and spiritual needs in order to attain the full human potential, hitherto referred to as self-actualization (Strenger, 2013). In developing new skills through learning, as ARM has done through the introduction of on-demand e-learning. The employees will strive to use and express their talents and abilities for their betterment and improvement of the company.
As a result, they will attain self-actualization. Through the development of new skills acquired by learning. Individuals increase their quality of life, increase their happiness, creativity and the personal fulfillment when they acclimatize to their potential. Through an improvement in the skills, the individual gets the will and ability to be involved in the business at all levels of operations. They think, act for the good interest of the company and the improvement in their lives. Learning and the improvement of skills enables an individual to feel good about themselves’.
This leads to the building and enhancement of self-esteem. Such an individual can perform a comprehensive analysis and determine the contribution they make to the company. Self-esteem and development of new skills lead to the improvement of the individual. Leading to self-actualization. Thirdly, through the use of conferencing technologies. The use of conferencing technologies with ARM builds an environment and a social opportunity for sharing knowledge and ideas across the company. The company uses engineering conferences where there are between 50 and 200 participants.
They meet to share their latest ideas and latest inventions. Through the use of such technology, it plays into the psychological construct of social need. The central idea to the effective fulfilment of such need lies in open and honest communications. Such approaches build, enhance and foster the social needs of individuals. Video conferencing technologies as used by ARM builds and fosters interaction. Video conferencing responds to the social need of the individual. The need is catered to through increased interactions and collaborations. The involvement in collaborative company work and social gathering fulfil the social need.
Such a need was described as less basic than security and physiological need. The video conferencing facilities eliminates the challenges of non-collaboration in the workplace. It will also connect worker that are in different physical locations. As a result guaranteeing continuous interaction and exchange of information. Video conferencing provides the mechanism for an effective but an inexpensive strategy to improving the social needs of the individual. The social need is important for an individual’s self-actualization. It creates strong bonds and relationships in the workplace.
As a result increasing the interaction and collaboration in the workplace it also creates a higher sense of self-worth and self-confidence through the building of friendships (Strenger, 2013). Conclusion There are certain aspects that affects and motivates our behavior. Our actions are motivated to achieve particular needs and recognition. Individuals are motivated to fulfil their basic needs moving they move on to other and more advanced needs. Human behavior is guided by what they will do in order to achieve the state. This is made through what Maslow believed was an inborn desire to be self-actualized.
For this ultimate goal to be achieved, a number of more basic needs must be fulfilled and attained. The food, safety, social and self-esteem needs. The above case study has looked at the example of ARM Company. The company utilizes various ways, approaches and mechanism that is meant to motivate their employees. Firstly the company introduced the use of social networking that plays to the need for self-esteem. Secondly, it started a program of on-demand e-learning making the employees develop their skills further in order to fulfil their potential.
Finally, the introduction of video conferencing that has enhanced interactions and collaborations fulfilling the social need. References Ellison, N. B., & Boyd, D. (2013). Sociality through social network sites. Oxford: Oxford University Press. Foster, M. K., Francescucci, A., & West, B. C. (2010). "Why users participate in online social networks. International Journal of e-Business Management, 3. Gentile, B., Twenge, J. M., Freeman, E. C., & Campbell, K. W. (2012). The effect of social networking websites on positive self-views: An experimental investigation. Computers in Human Behavior, 1929-1933. Herzberg, F., Mausner, B., & Snyderman, B.
B. (2011). The motivation to work. Vol. 1. London: Transaction Publishers. Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour. Sydney: Pearson Higher Education. Strenger, C. (2013). The designed self: Psychoanalysis and contemporary identities. London: Routledge.