Guest guest Posted December 4, 2008 Report Share Posted December 4, 2008 At this point I'm not really looking at a change model. I'm trying to create a better understanding of the issue at hand. Hobman Saskatoon, Canada > > > > Good point -- get to definitions. I should have said they 'report' > an > > awareness of the benefits. > > > > Understanding is a complex thing. > > Greetings , > > --- " get to definitions " . > > Right, obviously we need descriptors and qual/quantitative > operations to > define. > Tasks not natural to me. > > Descriptors might be: change, motivation, process, model, protocol, > stage, > normatives, outcome, awareness (an obviously huge area), > consciousness, sub > unconscious, emotion, perception, sensory, thought, symbol, > semantic, learning, > dissonance, autonomy, self concept, personality and ??????? > > It really shouldn't be that big of a deal. Who/what are you using > for change > models? Right now I'm attempting to create my own and purposefully > staying > away from others so as not to be distracted (with the facts :-]) or > get " concept > lock " which might overly define the box I'm attempting to think > outside of. > > Cheers, > > Jerry Telle > Lakewood CO USA > > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 4, 2008 Report Share Posted December 4, 2008 No, my research is simply looking at reported motivations and comparing to under-detected social norms. There are actually two studies. The first use the Godin Leisure Time Activity measure and then asks questions on motivations. The second study is more interesting. It measures activity before and then has an intervention with four informations messages. The messages are identical except for the motivation embedded (health, appearance, social norm, control). Then activity is measured after. Hobman Saskatoon, Canada > , are you using " motivational interviewing " techniques in the > process, and if so, how successful has that been? ( et al). > > If you know MI, it's been derived for and applied mostly as a tool by > MDs to get patient behavioural change, but I don't how successful it > has been. > > Looks something like this: > > (1) asking open-ended questions, (2) listening attentively, (3) > summarizing and reflecting to patient, and (4) supporting patient > achievement and / or confidence to change. > > Can be used in conjunction with five stage change model (Zimmerman): > > 1. A pre-contemplation stage in which the person is not aware of the > need to change; > 2. A contemplation stage in which the person reflects on the > advantages and disadvantages of change > 3. A preparation stage in which concrete plans for change are made; > 4. An action stage in which behaviour starts to change; > 5. Finally, a maintenance stage in which the person decides whether > to continue the new behaviour or to relapse to the former behaviour. > > > Gympie, Australia > > > > > > > > > . The > > > > question is - what are we missing? > > > > > > > > To me its a huge issue. People intend to be more active - they > try - > > > > they understand the benefit - and yet they are unable to change > > > > behaviour. Why? > > > > > > Hi , > > > > > > You say, " they understand the benefit " . In fact they don't or they > > > would gave changed. In western thought we " think " that if others > > > " think " of the pos and neg outcomes they realize the situation -- > not. > > > Not until they experience, in a deep way, the outcomes they seek > to > > > depart from and arrive at will they begin to make the switch. > > > > > > Solution: (re)create both pos and neg experience outcomes of > related > > > behaviors to salient goals. > > > > > > Create virtual experiences: role playing (alone and with someone), > > > movie watching (vicarious acquisition of behaviors and emotions) > and > > > guided imagery. Enlist, coerce, insidiously recruit head of social > > > hierarchies and immediate confederates. Proactive-- not reactive > > > support groups. Structure concerns, causes, goals and strategies; > > > journal actions, immediate and long range outcomes. Journal > > > ANTICIPATED options, actions, immediate and long range outcomes as > > > they happen. THIS IS THE MAIN KEY TO EVERYTHING, PROJECTION OF: > > > CIRCUMSTANCE, OPTIONS ETC. > > > > > > Set reasonable goals as SCIENTIFIC AMERICAN MIND says December > 2008 - > > > January 2009 vol. 19 #6, page 49 -------------- " attempts to much > to > > > fast is doomed " > > > > > > SIMPLE!!! ;-) > > > > > > Jerry Telle > > > Lakewood CO USA > > > > > > > > > > > > > > Quote Link to comment Share on other sites More sharing options...
Guest guest Posted December 4, 2008 Report Share Posted December 4, 2008 No, my research is simply looking at reported motivations and comparing to under-detected social norms. There are actually two studies. The first use the Godin Leisure Time Activity measure and then asks questions on motivations. The second study is more interesting. It measures activity before and then has an intervention with four informations messages. The messages are identical except for the motivation embedded (health, appearance, social norm, control). Then activity is measured after. Hobman Saskatoon, Canada > , are you using " motivational interviewing " techniques in the > process, and if so, how successful has that been? ( et al). > > If you know MI, it's been derived for and applied mostly as a tool by > MDs to get patient behavioural change, but I don't how successful it > has been. > > Looks something like this: > > (1) asking open-ended questions, (2) listening attentively, (3) > summarizing and reflecting to patient, and (4) supporting patient > achievement and / or confidence to change. > > Can be used in conjunction with five stage change model (Zimmerman): > > 1. A pre-contemplation stage in which the person is not aware of the > need to change; > 2. A contemplation stage in which the person reflects on the > advantages and disadvantages of change > 3. A preparation stage in which concrete plans for change are made; > 4. An action stage in which behaviour starts to change; > 5. Finally, a maintenance stage in which the person decides whether > to continue the new behaviour or to relapse to the former behaviour. > > > Gympie, Australia > > > > > > > > > . The > > > > question is - what are we missing? > > > > > > > > To me its a huge issue. People intend to be more active - they > try - > > > > they understand the benefit - and yet they are unable to change > > > > behaviour. Why? > > > > > > Hi , > > > > > > You say, " they understand the benefit " . In fact they don't or they > > > would gave changed. In western thought we " think " that if others > > > " think " of the pos and neg outcomes they realize the situation -- > not. > > > Not until they experience, in a deep way, the outcomes they seek > to > > > depart from and arrive at will they begin to make the switch. > > > > > > Solution: (re)create both pos and neg experience outcomes of > related > > > behaviors to salient goals. > > > > > > Create virtual experiences: role playing (alone and with someone), > > > movie watching (vicarious acquisition of behaviors and emotions) > and > > > guided imagery. Enlist, coerce, insidiously recruit head of social > > > hierarchies and immediate confederates. Proactive-- not reactive > > > support groups. Structure concerns, causes, goals and strategies; > > > journal actions, immediate and long range outcomes. Journal > > > ANTICIPATED options, actions, immediate and long range outcomes as > > > they happen. THIS IS THE MAIN KEY TO EVERYTHING, PROJECTION OF: > > > CIRCUMSTANCE, OPTIONS ETC. > > > > > > Set reasonable goals as SCIENTIFIC AMERICAN MIND says December > 2008 - > > > January 2009 vol. 19 #6, page 49 -------------- " attempts to much > to > > > fast is doomed " > > > > > > SIMPLE!!! ;-) > > > > > > Jerry Telle > > > Lakewood CO USA > > > > > > > > > > > > > > Quote Link to comment Share on other sites More sharing options...
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