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Comparing Individual-Related and Structural/Cultural-Related
Theories
All theories, more or less, can be dissected into different
dimensions. In other words, all theories will tell you something
about the focus or unit of analysis. It will identify the major or
key concepts. It will also point to the definition and the cause
of the problem. This would then guide how the social worker
assesses and intervenes because the theory will also articulate
the role of the social worker and how change occurs.
Use this handout for the Week 2 Discussion. Select a theory that
focuses on the individual and a theory that focuses on the
structural or cultural level. Fill out the table to help you
complete your Discussion.
Individual-Related Theory
Structural/Cultural- Related Theory
Name of theory
Name of theorist
Focus or unit of analysis
Key concepts or terms
Explanation of the cause of the problem
Explanation of how change occurs or how client improves
Appropriate goals for clients
Role of the social worker
Focal point in assessment
Focal point in interventions
Specific practice intervention strategies
Essentials of Organizational Behavior
Fourteenth Edition
Chapter 1
What Is Organizational Behavior?
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1
After studying this chapter you should be able to:
Define organizational behavior (OB).
Show the value of systematic study to OB.
Identify the major behavioral science disciplines that contribute
to OB.
Demonstrate why few absolutes apply to OB.
Identify managers’ challenges and opportunities in applying OB
concepts.
Compare the three levels of analysis in this text’s OB model.
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2
Management and Organizational Behavior
Good people skills are important
Good places to work have superior financial performance
Developing managers’ interpersonal skills helps attract and
keep high-performing employees
There is a strong association between the quality of workplace
relationships and employee job satisfaction, stress, and turnover
Increasing OB principles can foster social responsibility
awareness
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Since the late 1980s, business schools have recognized the link
between understanding human behavior and managerial
effectiveness. Managers cannot succeed on technical skills
alone. They also need good people skills.
The more you can learn about people and how to manage them,
the better prepared you will be to be a good manager.
3
The Field of Organizational Behavior
Organizational behavior studies the influence that individuals,
groups, and structure have on behavior within organizations
Its chief goal is to apply that knowledge toward improving an
organization’s effectiveness
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Organizational behavior looks at how individuals, groups, and
structure can influence the behavior within an organization.
This study is done so that we can use the knowledge to improve
organizational outcomes and thereby their effectiveness.
4
Focal Points of OB
Motivation
Leader behavior and power
Interpersonal communication
Group structures and processes
Attitude development and perception
Change processes
Conflict and negotiation
Work design
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Some core topics that are included in the study of OB and
employment situations are motivation, leader behavior and
power, and interpersonal communication. OB also includes the
study of group structures and processes, attitudes development
and perception, as well as change processes, conflict and
negotiation, and work design. In sum, OB is the study of what
people do in an organization and the way their behavior affects
the organization’s performance.
5
Effective versus Successful Managerial Activities
Traditional management
Decision making, planning, controlling
Communication
Exchanging routine information and processing paperwork
Human resources management
Motivating, disciplining, managing conflict, staffing, and
training
Networking
Socializing, politicking, and interacting with outsiders
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Why are some managers more effective than others? Research
shows that there is a link between communication and effective
management. Those managers who explain their decisions and
seek information from colleagues and employees are the most
effective.
6
Complementing Intuition with Systematic Study
Intuition: your “gut feeling” explanation of behavior
Systematic study improves ability to accurately predict behavior
Assumes behavior is not random
Fundamental consistencies underlie behavior
These can be identified and modified to reflect individual
differences
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Often our intuition leads us in the decision-making process. Our
intuition relies on gut feelings, individual observation, and
common sense. Although our intuition is extremely useful in the
decision-making process, it does not give us the complete
picture. By engaging in a systematic study of behavior we can
enhance our effectiveness.
It is not an either relationship. Rather, intuition and systematic
study can work effectively together to predict behavior.
7
Systematic Study
Examines relationships
Attempts to attribute causes and effects
Bases conclusions on scientific evidence:
Data is gathered under controlled conditions
Data is measured and interpreted in a reasonably rigorous
manner
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When we talk about engaging in a systematic study, we are
talking about looking at relationships. By doing so, we can
better determine cause and effect, and then, by applying
scientific evidence to our conclusions, we are better able to
predict behavior.
8
Evidence-Based Management
Evidence-based management: Bases decisions on the best
available scientific evidence
Complements systematic study
Forces managers to become more scientific in their thinking
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Evidence-based management (EBM) complements systematic
study by applying scientific evidence to managerial decisions.
9
Big Data
Big data: the extensive use of statistical compilation and
analysis
Identify persistent and predictive statistics
Create targeted marketing strategies
Using big data for managerial practices:
Define objectives, develop theories of causality, test the
theories to see which employee activities are relevant to the
objectives
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Big data can be used together with intuition to help make
decisions.
10
Contributing Disciplines to the OB Field
Micro:
The Individual
Macro:
Groups &
Organizations
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Organizational behavior (OB) is interdisciplinary in nature as it
is an applied behavioral science. The theory in OB relies on
contributions from multiple behavioral disciplines. These
disciplines include Psychology, Social Psychology, Sociology,
and Anthropology.
11
Psychology
Social Psychology
Sociology
Anthropology
Few Absolutes in OB
Impossible to make simple and accurate generalizations
Human beings are complex and diverse
OB concepts must reflect situational conditions: contingency
variables
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There are few absolutes in organizational behavior. When
making decisions, you must always take into account situational
factors that can change the relationship between two variables.
12
Challenges and Opportunities for OB
Responding to continuing globalization
Understanding workforce demographics
Managing workforce diversity
Impact of social media
Employee well-being at work
Creating a positive work environment
Improving ethical behavior
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In the workplace today there are many challenges and
opportunities in the area of organizational behavior.
Understanding OB has never been more important for managers,
as organizations are changing at a much more rapid pace than
historically seen.
13
Employment Options
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As shown in this exhibit, today’s employment options have
adapted to include new opportunities for workers.
14
Responding to Globalization
Increased foreign assignments
Working with people from different cultures
Adapting to differing cultural and regulatory norms
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Organizations now exist in an environment with no national
borders. As a result, managers' jobs have changed. They need to
have a broader perspective when making decisions and be able
to anticipate and adapt their approaches accordingly.
As foreign assignments increase, you will need to be able to
manage a workforce that is different from what you may be used
to and may bring different needs, aspirations, and attitudes to
the workplace.
You will also have individuals coming to work in your own
country that come from different cultures, and you will need to
find ways to accommodate their needs and help them assimilate
to your workplace culture.
You will need to be aware of, and appreciate, the cultural norms
in each country in which you do business. In addition, it’s
important to consider country and local regulations that could
affect how you do business.
15
Managing Workforce Demographics
Longevity
Birth rates
Socioeconomic conditions
Other changes in the workforce
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We can explore what factors encourage people to make certain
choices regarding their employment and how those choices are
reflected in their perceptions of the workplace.
16
Managing Workforce Diversity
Workforce diversity: organizations are becoming a more
heterogeneous mix of people in terms of gender, age, race,
ethnicity, and sexual orientation
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As the borders are disappearing we are seeing more and more
heterogeneity in the workplace. Managers today need to
embrace diversity and find ways to manage it effectively. The
changing demographics have shifted management philosophy in
a way that recognizes and utilizes differences to create
productivity, profitability, and welcoming cultures.
Diversity poses great opportunities and challenging questions
for managers and employees in all countries. Managers must
recognize differences and find ways to utilize those differences
to improve organizational performance.
17
Social Media
Use of social media by employees
Using social media to learn about employees
Impact of social media on employee well-being
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Many organizations struggle with employees’ use of social
media in the workplace.
18
Enhancing Employee Well-Being at Work
The line between work and non-work has blurred and managers
are increasingly dealing with conflicts that arise between work
and life away from work
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As technology continues to become an integral part of
organizational effectiveness, workers will find that their
communication styles and needs will change as well. Managers
must stay on top of what is needed to motivate workers in this
environment.
19
Creating a Positive Work Environment
Positive organizational scholarship: how organizations develop
human strengths, foster vitality and resilience, and unlock
potential
Focus on what’s good about an organization, not what’s bad
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Positive organizational behavior is a growing interest in
organizational behavior. It promotes the idea of exploiting
employee strengths rather than focusing on employee
limitations or weaknesses.
20
Improving Ethical Behavior
Managers facing ethical dilemmas or ethical choices are
required to identify right and wrong conduct
Companies promoting strong ethical missions:
Encourage employees to behave with integrity
Provide strong leadership that influences employee decisions to
behave ethically
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Today’s highly competitive global economy has created a work
environment in which employees may feel pressured to make
poor decisions. Moreover, there is generally greater tolerance
for unethical behavior. This has prompted many companies to
try to help employees navigate ethical dilemmas using tools
such as seminars and workshops, as well as formal codes of
ethics.
21
Developing an OB Model
A model is an abstraction of reality – a simplified version of
some real-world phenomenon
Three types of variables:
Inputs, processes, and outcomes
Three levels of analysis
Individual, group, and organizational
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We can develop a model of OB that defines the field – its
parameters, concepts, and relationships.
22
Three Types of Variables
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The three types of variables to consider include inputs, or
variables like personality, group structure, and organizational
culture. These are the variables that set the stage for what
occurs in an organization.
The second type of variable is processes, or the actions that
individuals, groups, and leaders engage in as a result of inputs
and that lead to certain outcomes. Think of communication,
leadership, conflict and negotiation, and power and politics.
Outcomes are the key variables that you want to explain or
predict. We’ll be looking at attitudes and stress, task
performance, organizational citizenship behavior, and
withdrawal behavior. We’ll also explore group cohesion, group
functioning, productivity, and survival.
23
Three Levels of OB Analysis
Chapters 15 - 17
Chapters 9 - 14
Chapters 2 - 8
Plan of the Book
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In organizational behavior (OB), we utilize the representation of
the world as broken down into three levels. The first level of
analysis we will look at is the Individual level. At this level we
look at individuals’ behavior. Next, recognizing that individuals
make up groups, we analyze how group behavior occurs.
Finally, organizations are made up of groups of individuals, so
we analyze the organization at a systems level.
24
Implications for Managers
Don’t rely on generalizations
Use metrics and situational variables rather than “hunches” to
explain cause-and-effect relationships
Increase leadership potential by improving interpersonal skills
Improve technical and conceptual skills by staying current with
trends like big data
Recognize the role of organizational behavior on employee
work quality and productivity
Use organizational behavior to help design and implement
change programs, improve customer service, and address the
work-life balance conflict
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The OB Model is critical to your understanding of how
organizations behave. In the remainder of this book, we will be
utilizing that model to look at behavior on an individual, group,
and organizational level.
25
Copyright
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26
Essentials of Organizational Behavior
Fourteenth Edition
Chapter 2
Diversity in Organizations
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1
After studying this chapter you should be able to:
Demonstrate how workplace discrimination undermines
organizational effectiveness.
Explain how stereotypes function in organizational settings.
Describe how key biographical characteristics are relevant to
OB.
Explain how other differentiating characteristics factor into OB.
Demonstrate the relevance of intellectual and physical abilities
to OB.
Describe how organizations manage diversity effectively.
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2
Demographics of the U.S. Workforce
Today’s workforce:
Is more ethnically and racially diverse
Includes more women and older workers
Has a smaller wage gap between Whites and other racial and
ethnic groups
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The demographics of the U.S. workforce have changed over the
last thirty-plus years. Today’s workforce is not only more
ethnically and racially diverse, it also includes more women and
older workers. Wage gaps persist across genders and racial and
ethnic groups; however, the gaps have begun to shrink.
3
Levels of Diversity
Surface-level diversity - differences in age, race, gender, etc.
Less significant over time
Deep-level diversity - differences in personality and values
More important in the long run
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While surface-level diversity can initially lead to stereotypes
and assumptions about others, as people get to know one
another, these differences become less significant, and deep-
level diversity, such as, personality and values becomes more
important.
4
Discrimination
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To discriminate is to note a difference between things. While
this in and of itself isn’t a bad thing, when we talk about
discrimination, we’re usually referring to stereotypes about
groups of people and assumptions that everyone in a group is
the same. This type of discrimination can be harmful to
organizations and employees.
Discrimination is one of the primary factors that prevent
diversity, whether the discrimination is overt or covert.
Recognizing diversity opportunities can lead to an effective
diversity management program and ultimately to a better
organization.
5
Biographical Characteristics
Biographical characteristics include:
Age
Gender
Race and ethnicity
Disability
Length of service
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Biographical characteristics, including age, gender, race,
ethnicity, disability, and length of service, are some of the more
obvious ways in which employees differ.
6
Age
The relationship between age and performance is important
because:
The workforce is aging
Mandatory retirement is outlawed
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The relationship between age and job performance is likely to
be important during the next decade for two reasons.
First, the workforce is aging. Second, U.S. legislature
essentially outlaws mandatory retirement.
Research shows that the older you get the less likely you are to
quit your job, the more likely you are to have a lower rate of
avoidable absence, and the more likely you are to engage in
citizenship behavior. Furthermore, job satisfaction increases
among professionals as they age; however, that may not hold
true for manual labor.
7
Gender
Do women perform as well on the job as men?
Few, if any, important differences, but:
Women in male domains are perceived as less likeable, more
hostile, and less desirable as supervisors
Women are less likely to be assigned challenging positons
Women often earn less than men in the same position
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Research shows that combatting age discrimination may be
associated with better performance for the organization as a
whole.
8
Race and Ethnicity
Research shows that:
Individuals slightly favor colleagues of their own race in
performance evaluations, promotion decisions, and pay raises
Racial and ethnic minorities report higher levels of
discrimination in the workplace
African Americans tend to fare worse than Whites in
employment decisions
Some industries are less racially diverse than others
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A distinction is also made between native English speakers and
Hispanics.
Studies show that individuals slightly favor colleagues of their
own race in performance evaluations, promotion decisions, and
pay raises. In addition, racial and ethnic minorities report
higher levels of discrimination in the workplace. Furthermore,
African Americans tend to fare worse than Whites in
employment decisions. Finally, some industries are less
racially diverse than others.
9
Disability
Americans with Disabilities Act requires employers to make
reasonable accommodations for people with physical or mental
disabilities
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After the Americans with Disabilities Act was passed in 1990,
the number of individuals in the U.S. workforce rapidly
increased. The Act requires employers to make reasonable
accommodations for individuals with physical or mental
disabilities.
Studies show that workers with disabilities receive higher
performance evaluations, while at the same time, they also have
lower performance expectations and are less likely to be hired.
10
Other Differentiating Characteristics
Religion
Sexual Orientation
Gender Identity
Cultural Identity
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U.S. law prohibits employers from discriminating against
employees based on their religion. Even so, religion is still an
issue in OB, especially when it comes to Islam. Evidence shows
that people are discriminated against for their Islamic faith.
While federal law does not prohibit discrimination against
employees based on sexual orientation, many organizations have
implemented their own policies protecting employees on the
basis of sexual orientation. In addition, many states and
municipalities also have laws to protect employees based on
their sexual orientation. Companies are also beginning to
establish policies regarding transgender employees. Today’s
global companies do well to understand and respect the cultural
identities of their employees, both as groups and as individuals.
A company seeking to be sensitive to the cultural identities of
its employees should look beyond accommodating its majority
groups and instead create as much of an individualized approach
to practices and norms as possible.
11
Ability
Ability: An individual’s current capacity to perform the various
tasks in a job
Intellectual abilities: Abilities needed to perform mental
activities
General mental ability: General factor of intelligence
Physical abilities: Capacity to do tasks that require stamina,
dexterity, strength.
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Ability refers to an individual’s current capacity to perform the
various tasks in a job. Abilities are made up of intellectual
abilities - the abilities needed to perform mental activities - and
physical abilities.
12
Intellectual Ability
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The seven most frequently cited dimensions making up
intellectual abilities are number aptitude, verbal comprehension,
perceptual speed, inductive reasoning, deductive reasoning,
spatial visualization, and memory.
13
Physical Ability
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Research on hundreds of jobs has identified nine basic abilities
needed in the performance of physical tasks. Individuals differ
in the extent to which they have each of these abilities.
14
Implementing Diversity Management Strategies
Diversity management:
Makes everyone more aware of and sensitive to the needs and
differences of others
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Diversity management makes everyone more aware of and
sensitive to the needs and differences of others. Diversity
programs include and are meant for everyone.
15
Attracting, Selecting, Developing, and Retaining Diverse
Employees
Target underrepresented groups
Ensure that hiring and promotion is bias free
Develop a positive diversity climate
Workers prefer organizations that value diversity
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To enhance workforce diversity, organizations should target
underrepresented groups through ads in publications geared
toward certain demographic groups, recruiting at universities
and colleges with significant members of minorities, and
forming partnerships with associations that represent women
and minorities.
Organizations should also take care to ensure that hiring
decisions are bias free and that career advancement decisions
are fair and objective. Research shows that individuals who
share personality traits with their co-workers are more likely to
be promoted, but that in collectivist societies, similarity to
supervisors is very important to career advancement, while in
individualistic cultures similarity to peers is more important.
Studies also show that a positive diversity climate is related to
organizational commitment and lower turnover intentions
among African American, Hispanic, and White managers.
16
Diversity in Groups
Diversity can both help and hurt team performance
Leverage differences for superior performance
A positive diversity climate should be the goal
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Does diversity help or hurt group performance? The answer is
both – it depends on the characteristic of interest. Diversity in
some traits can hurt team performance, but in other cases can
facilitate it.
Since workers appear to prefer a organization that appreciates,
the goal should be to create a positive diversity climate.
17
Effective Diversity Programs
Teach managers about the legal framework for equal
employment opportunity and encourage fair treatment of all
people, regardless of their demographic characteristics
Teach managers how a diverse workforce will be better able to
serve a diverse group of customers and clients
Foster personal-development practices that bring out the skills
and abilities of all workers
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Effective diversity programs have three distinct components.
First, they teach managers about the legal framework for equal
employment opportunity and encourage fair treatment of all
people regardless of their demographic characteristics. Second,
they teach managers how a diverse workforce will be better able
to serve a diverse group of customers and clients. Finally, they
foster personal development practices that bring out the skills
and abilities of all workers.
18
Implications for Managers
Understand your organization’s antidiscrimination policies
thoroughly and share them with your employees
Assess and challenge your stereotype beliefs to increase your
objectivity
Look beyond observable biographical characteristics and
consider the individual’s capabilities before making
management decisions
Fully evaluate what accommodations a person with disabilities
will need and then fine-tune the job to that person’s abilities
Seek to understand and respect the unique biographical
characteristics of your employees; be fair but individualistic
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Three variables - biographical characteristics, ability, and
diversity programs - are of particular importance to managers.
Biographical characteristics are readily observable, but have
been shown to have only minimal effects on job performance.
Diversity management must be an ongoing commitment that
crosses all levels of an organization.
19
Copyright
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20
Psychological Theories of Poverty
Kelly Turner
Amanda J. Lehning
ABSTRACT. Social work education, practice, and research are
heavily
influenced by theories developed by psychologists. A review of
the liter-
ature was conducted to identify theories of poverty emerging
from the
field of psychology. In general, until 1980, psychological
theories of
poverty emphasized the role of the individual or group to
explain the
causes and impact of poverty. Between 1980 and 2000,
psychologists
began to consider the structural and societal factors that
contribute to
poverty and moved beyond the explanations of individual
pathology.
At the beginning of the twenty-first century, an increasing
number of
psychological theorists acknowledge the role of social,
political, and
economic factors in the creation and maintenance of poverty.
Implica-
tions for social work education, practice, and future research are
dis-
cussed. doi:10.1300/J137v16n01_05 [Article copies available
for a fee from
The Haworth Document Delivery Service: 1-800-HAWORTH.
E-mail address:
<[email protected]> Website: <http://www.HaworthPress.com>
© 2007 by The Haworth Press. All rights reserved.]
KEYWORDS. Poverty, psychological theory
INTRODUCTION
According to the U.S. Census Bureau, the number of individuals
living
in poverty in 2004 rose to 37 million, an increase of 1.1 million
from
2003 (DeNavas-Walt et al., 2005). Such an alarming statistic is
of par-
Kelly Turner and Amanda J. Lehning are doctoral students at
the School of Social
Welfare, 120 Haviland Hall, University of California, Berkeley,
CA 94720-7400.
Address correspondence to: Amanda Lehning (E-mail:
[email protected]).
Journal of Human Behavior in the Social Environment, Vol.
16(1/2) 2007
Available online at http://jhbse.haworthpress.com
© 2007 by The Haworth Press. All rights reserved.
doi:10.1300/J137v16n01_05 57
ticular concern to the social work profession, whose primary
mission
has always included enhancing the well-being of those who are
vulnera-
ble, oppressed, and living in poverty (NASW, 1999). The
applied field
of social work incorporates the theories of a wide array of
social science
disciplines, including psychology. It is important, therefore, to
identify
and assess the various psychological theories used to explain
poverty.
How do these theories inform social work practice with
individuals and
communities struggling with poverty?
This literature review examines the theories of both the causes
and
impacts of poverty emerging from the field of psychology. The
first sec-
tion includes a historical look at theories concerned with the
study of the
mind and behavior of an individual or group. The next section
presents a
brief overview of the debates and changes within psychology
from 1980
to 2000, as the field of psychology sought to create more of a
balance
between the understanding of human behavior and the impact of
the
social environment of poverty. The third and final section
examines
psychological theories of poverty that have emerged from this
more bal-
anced point of view. The conclusion addresses some of the
implications
of these theories for the social work curriculum, especially
regarding
human behavior and social environment.
METHODOLOGY
This literature review included keyword searches in the most
popular
social science databases, including PsycINFO, PsycARTICLES,
PubMed,
Social Service Abstracts, Social Work Abstracts, and
Sociological Ab-
stracts. Each database was searched using the keywords
“poverty,”
“poor,” “socioeconomic,” “economic,” or “class” in
combination with the
terms “theory” or “analysis” and “psychology.” Once an article
or chap-
ter was selected, the reference section was searched to identify
addi-
tional sources.
The limitations of this literature review include the small
number of
articles devoted to theories of poverty within the psychology
literature,
the authors’ limited experience with psychological theories
related to
poverty, and a reliance upon published reviews of theories in
psychol-
ogy. A more comprehensive review of psychological theories of
pov-
erty is yet to be found in the literature.
58 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
PATHOLOGIZING THE POOR
Theories on the Causes of Poverty
Over the course of the second half of the twentieth century,
psycholo-
gists developed a number of theories that reflected either the
field’s bi-
ases about poor people (Carr, 2003; Allen, 1970) or its
tendencies to
view them in terms of their pathologies (Carr, 2003). These
theories
tend to locate the source of poverty within the individual (e.g.,
Pearl,
1970; Goldstein, 1973) or within an impoverished culture (e.g.,
Pearl,
1970; Rainwater, 1970), and do not address the larger societal
or struc-
tural forces affecting the poor.
One theory, known variously as the naturalizing perspective,
constitu-
tionally inferior perspective, or nativist perspective, holds that
intrinsic
biological factors lead directly to poverty, an argument often
supported
by psychologist-designed intelligence tests (Rainwater, 1970;
Pearl,
1970; Ginsburg, 1978). While this perspective has historically
reflected
public attitudes (Rainwater, 1970), it appears that this
perspective was
held by some psychologists as recently as the 1970s (Rainwater,
1970;
Pearl, 1970; Ginsburg, 1978). Although IQ tests produce
quantifiable
evidence that has been used to support this theory, many argue
that intel-
ligence is not a measurable construct (Pearl, 1970) and even
researchers
disagree about the exact definition of the word (see Ginsburg,
1978),
therefore calling into question the validity of these intelligence
test
results.
A related theory involves the role of language development and
the
accumulated environmental deficits that can lead to poor
academic
achievement and the continuation of the cycle of poverty (Pearl,
1970;
Ginsburg, 1978). Based on the inadequate development of the
language
skills poor children in comparison with their middle-class
counterparts,
researchers claim, have cognitive deficiencies (Pearl, 1970;
Ginsburg,
1978). There is very little research, however, that substantiate
any signifi-
cant class-based differences in language abilities (Ginsburg,
1978) and
this perspective has been denounced as based on middle-class
arrogance,
rather than science (Pearl, 1970; Ginsburg, 1978). As an
alternative the-
ory, Ginsburg (1978) proposed a developmental view that
acknowledges
that there may be class differences in cognition but that children
share
cognitive potentials and similar modes of language.
Intelligence-based psychological theories of are not the only
theories
that suggest that individual deficiencies contribute to an
individual’s in-
ferior social and economic status. For example, Carr (2003)
describes
Kelly Turner and Amanda J. Lehning 59
the McClelland approach, which gained popularity in the 1960s
and the
1970s. This approach suggests that the poor have not developed
a par-
ticular trait, called Need for Achievement (NAch), which
therefore pre-
vents them from improving their situation. This approach was
embraced
as a way to help the poor escape poverty, and researchers
sought to test
this theory on populations in third world countries (Carr, 2003).
Simi-
larly, in the 1980s psychologists viewed attribution theory as a
prom-
ising explanation of poverty (Carr, 2003); namely, the poor tend
to
attribute their failures to internal factors, while attributing
successes to
external, uncontrollable factors. On the other hand, the rich take
the op-
posite view. Both of these theories drew criticism for
maintaining the
status quo and failing to produce real results (Carr, 2003).
Other psychological theorists identified poverty as a
manifestation
of moral deficiencies (Rainwater, 1970) or psychological
sickness
(Rainwater, 1970; Goldstein, 1973). While a rare view among
profes-
sional psychologists, the moralizing perspective, labels the poor
as sin-
ners who need to be saved (Rainwater, 1970), and the
medicalizing
perspective views the behavior of poor people in terms of
psychological
disturbance (Rainwater, 1970). A number of studies reveal a
high con-
centration of schizophrenia and other psychopathologies among
the
poor. The social selection hypothesis posits that these mental
illnesses
actually determine one’s economic position (Goldstein, 1973;
Murali &
Oyebode, 2004). The social drift variant of this hypothesis
suggests that
most schizophrenics are born into middle- or upper-class
families, but
their illness prevents them from earning enough money to
maintain this
social status and they eventually drift into poverty (Goldstein,
1973).
There is considerable debate surrounding this hypothesis,
however, and
the author of one theoretical piece concludes that social
selection is one
of many different factors explaining the concentration of
schizophren-
ics in the lower class (Goldstein, 1973).
Many social service workers employed by public welfare
agencies in
the 1950s also relied on psychological theories to explain the
economic
dependence of the poor on the state (Curran, 2002). They
subscribed to
Freud’s theories regarding the ego and psychosexual
development by
perceiving welfare recipients as victims of psychologically
abusive his-
tories resulting in character disorders that kept them in poverty.
In
essence, inadequate socialization and broken homes led to a
poorly de-
veloped ego and low levels of self-sufficiency (Pearl, 1970).
Feeling
overwhelmed by sexual and aggressive drives, this theory
suggests that
the poor acted out this psychic conflict, much like a child
(Curran,
2002). The appropriate role of the caseworker was to act as a
parent
60 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
substitute, setting limits and assimilating welfare recipients into
the
dominant culture (Curran, 2002). This theory was embraced by
a pros-
perous postwar America concerned with the rising numbers of
African
Americans on the welfare rolls, and disinclined to entertain the
idea that
the same society that led to their own financial success could
also con-
tribute to poverty (Curran, 2002). Looking back almost 50 years
later,
Fraser commented that this approach reflected “the tendency of
espe-
cially feminine social welfare programs to construct gender-
political
and political-economic problems as individual, psychological
prob-
lems” (1989, p. 155, as quoted in Curran, 2002, p. 382).
Social work’s earlier characterization of the poor as children
seeking
to satisfy their aggressive and sexual urges (Curran, 2002)
supports the
once-popular culture of poverty thesis. Although the culture of
poverty
theory developed by Lewis (1975) emphasizes the role of the
social en-
vironment in “creating” a culture of poverty, he still “describes”
that
culture in pathological terms, claiming that the poor suffer from
flat
affect, family tension, a brutal nature, and a lack of refined
emotions
(Carr, 2003). The cultural-relativistic perspective suggests that
while
the poor have a different culture from the rest of society, it is
not neces-
sarily inferior or superior (Rainwater, 1970). Similarly, the
normalizing
perspective includes middle-class stereotypes that lead to pity
or con-
cern for the poor. For example, the poor were perceived as
having their
own culture that serves them quite well, and it would be best to
insulate
them from the outside world, rather than force them to integrate
with the
larger society (Rainwater, 1970). As noted in the next section,
the ten-
dency to emphasize the individual’s culpability for being poor
occurs
not only in theories of causation, but also in theories on the
impacts of
poverty.
Theories on the Impacts of Poverty
Historically, psychologists tended to neglect larger structural
forces
when exploring the impacts of poverty, especially when treating
psy-
chological distress (Goldstein, 1973; Javier & Herron, 2002;
Luthar,
1999). Some critics attribute this to the profession’s middle-
class bias
(Pearl, 1970; Javier & Herron, 2002).
One of the potential impacts of poverty is the prevalence and
incidence
of psychiatric disorders. Many studies have shown that
psychiatric dis-
orders, such as depression, alcoholism, anti-social personality
disorder,
and schizophrenia, are more common in urban, poverty-stricken
neigh-
borhoods than in more affluent communities (Murali &
Oyebode, 2004).
Kelly Turner and Amanda J. Lehning 61
A counter-argument to this social selection hypothesis is the
social causa-
tion hypothesis, which holds that a patient’s economic situation
actually
causes psychopathologies, rather than the other way around
(Goldstein,
1973; Murali & Oyebode, 2004). The conditions of poverty
produce in-
tolerable amounts of stress, which can lead to mental illness.
For exam-
ple, stress can occur when there is a wide gap between an
individual’s
achievements and their ambitions, a situation that is familiar to
those
living in poverty (Goldstein, 1973). While this hypothesis
places part of
the blame for the plight of the poor on society (i.e., not
providing suffi-
cient opportunities for achievement), Goldstein also suggests
that indi-
viduals play a role in their own psychopathology by noting that:
All of these dimensions of rearing, socialization, and
personality
development, which seem quite appropriate for adequate adjust-
ment to a lower-class environment, also ill-prepares the
individual
for adequate coping and development in an essentially middle-
class society–and especially for adequate coping with the
stresses
of this society. (Goldstein, 1973, p. 66)
In other words, lower-class individuals are perceived to have
fewer
coping skills compared to their middle-class counterparts.
While the au-
thor also calls for social legislation to improve the conditions of
pov-
erty, his primary recommendation for psychologists is to
improve the
social and personal skills of poor clients (Goldstein, 1973).
Psychoanalysts also view the poor through a middle-class lens,
which
could disrupt the therapeutic process (Javier & Herron, 2002).
Psycho-
analysis has historically been identified with white, middle
class, Anglo-
Saxon, male values, focusing on the nuclear family and intra-
psychic
conflict (Javier & Herron, 2002). Some therapists also believe
that poor
people do not have the proper skills to make use of insight and
other
therapeutic processes. This lack of understanding, often based
on lim-
ited contact with those living in poverty and a belief that certain
behav-
iors (e.g., discipline, hard work, and the ability to delay
gratification)
will necessarily lead to success, results in countertransference,
in which
the psychoanalyst’s personal feelings about the patient interfere
with
therapy and often discourage the patient from continuing with
treatment
(Javier & Herron, 2002). Some critics believe there are more
sinister
impulses at work, such as a fear that curing the poor of their
psychologi-
cal distress will hand them the tools to revolt against the middle
and up-
per classes (Javier & Herron, 2002). There is, however, an
effort among
psychoanalysts to provide better treatment of the poor, and the
first step
62 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
might be to acknowledge this countertransference before it
becomes
counterproductive in therapy (Javier & Herron, 2002).
Moreira (2003) expresses concern about what she calls the
“medi-
calization of poverty,” a process involving psychologists and
psychia-
trists prescribing psychotropic drugs to treat the impacts of
poverty,
while ignoring other socio-political factors in the process. She
accuses
the psychology profession of maintaining the status quo by
keeping the
poor drugged and therefore docile (Moreira, 2003). Without a
compre-
hensive view of the impacts of poverty that acknowledges
external,
structural factors, the poor will continue to suffer (Moreira,
2003). Psy-
chologists in the 1980s began to embrace this view, recognizing
the in-
tegral role that social, economic, and political forces play in the
causes
and impacts of poverty.
UNREST IN THE PROFESSION: 1980-2000
In the 1980s, psychologists began to criticize the overly
pathological
view of poverty held by their profession (Carr, 2003). They
argued that
applying McClelland’s NAch theory to poor people (i.e., they
remain in
poverty because they lack motivation) completely disregarded
the ex-
ternal, societal factors that contribute to the epidemic of
poverty (Carr,
2003). Similarly, various prominent psychologists also
disagreed with
the widespread application of Feagin’s popular attribution
theory as a
way to explain poverty, believing that it inappropriately blamed
a poor
person’s lack of self-esteem for his/her plight, without taking
external
factors into account (Carr, 2003). Mehryar, another prominent
psychol-
ogist of the 1980s, noted that psychological theories had no
effect on
reducing poverty and possibly had the opposite impact, namely
that
“psychologizing poverty was liable to pathologize the poor
rather than
the system that constrained them” (Carr, 2003, p. 5). Mehryar
went a
step further by blaming the individualistic view of psychology
towards
poverty as contributing to keeping the wealthy in power and the
poor in
poverty (Carr, 2003).
The psychologists of the 1980s, therefore, proposed a return to
the cul-
ture of poverty theory (Lewis, 1975) that suggests that
civilization it-
self (compared with pre-literate, tribal cultures) inevitably
creates two
cultures: one of wealth and one of poverty (Carr, 2003). While
some psy-
chologists in the 1980s rejected purely psychology-based
theories in fa-
vor of society-based ones, they did not discount psychology
entirely
(Carr, 2003). Rather, they believed that psychology could make
a positive
Kelly Turner and Amanda J. Lehning 63
contribution toward a new understanding of poverty “if” it was
used to
describe the psychological processes of the “wealthy” (i.e., not
the
poor) and how the biases of the wealthy helped to maintain the
condi-
tions of poverty (Carr, 2003).
IMPACT OF SOCIAL FORCES
Theories of the Causes of Poverty
Taking a broader perspective on the impact of the social
environment
on human behavior, Moreira (2003) sees globalization
(including the
spread of capitalism) as the major cause of both wealth and
poverty.
Specifically, she explains that, “globalization works in a
selective fash-
ion, including and excluding segments of economies and
societies from
information networks, giving us pockets of rich and poor”
(Moreira,
2003, p. 70). Moreira particularly condemns globalization for
dissemi-
nating Western culture’s greed for material goods, which she
considers
to be responsible for a particular kind of poverty called
“Consumerist
Poverty” or “Consumerist Syndrome.”
Drawing upon theories from other social science disciplines,
some
psychologists have adopted the Empowerment Theory of an
economist
(Sen, 1999) to explain the existence of poverty (Moreira, 2003;
Carr,
2003). Whereas traditional definitions of poverty use
“extremely low or
no income” as the sole criterion for the term, Sen proposes that
poverty
is more than just low income: It is a lack of political and
psychological
power (Sen, 1999). More specifically, Sen suggests that modern
society
deprives “certain” citizens of power and control, which then
results in
poverty for those citizens. In order to escape from such poverty,
Sen
believes that a society must provide all of its citizens with three
things:
(1) political, economic, and social freedom; (2) security and
protection;
and (3) transparent governmental activities (Sen, 1999).
The World Bank Development Report for 2000-2001 expanded
upon
Sen’s Empowerment Theory to develop a three-pillar theory of
poverty
related to the absence of security, empowerment, and
opportunity (World
Bank, 2001; Carr, 2003). Carr (2003) and other psychologists
view this
as an extremely solid theoretical foundation from which the
profession
of psychology can proceed to investigate poverty. As Carr
(2003) ex-
plains, “Without all three pillars together, there is no real
foundation for
concerted development out of poverty. One pillar does not carry
the
roof” (p. 8).
64 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
The World Bank’s concept of “security” includes factors such
as clean
water, adequate food and housing, and the reduction of
vulnerability to
natural disasters (World Bank, 2001). The concept of
“empowerment,”
similar to Sen’s definition, entails providing the poor with the
means
to acquire a greater voice to help them fight for justice within
their soci-
ety (World Bank, 2001). When applied to psychological
treatment,
“empowerment” encourages psychologists to work “with” the
poor, not
“for” them (World Bank, 2001; Carr, 2003). Of course, a society
in which
only a portion of its citizens (i.e., poor persons) lacks
empowerment im-
plies that discrimination and prejudice is at the root of the
problem
(Carr, 2003). Finally, the World Bank’s third concept is
“opportunity.”
Poverty exists, in part, because the poor are deprived of
opportunities to
participate independently in the global economy (World Bank,
2001).
Such opportunities range from a lack of an affordable education
to a dearth
of living-wage, entry-level jobs (World Bank, 2001). The World
Bank’s
three-pillar view of poverty seems to be a comprehensive theory
from
which psychologists can proceed with both research and
interventions.
Instead of focusing on empowerment, psychologist Lott (2002)
ap-
proaches poverty by focusing on discrimination linked to a
theory of
classism that explains the preservation of poverty in our
society. As she
defines it, classism is what results from the combination of
three nega-
tive sentiments: stereotypes, prejudice, and distancing. Similar
to dis-
crimination, “distancing” describes how the wealthy distance
themselves
emotionally and physically from poor people. Although classism
is
considered to be an impact of poverty, Lott also states that,
“Barriers
erected by classist bias maintain inequities and impede access to
the re-
sources necessary for optimal health and welfare” (Lott, 2002,
p. 100).
In other words, Lott sees class-based discrimination as both a
cause and
effect of poverty.
Lott (2002) bases her views on Williams’ 1993 theory that the
upper
class purposefully categorizes people into lower, middle, and
upper
classes “in order to maintain its power” and to prevent the lower
classes
from receiving an equal share of resources (Lott, 2002). This
approach
has been described as “social poverty” (Lummis, 1991), which
occurs
when the upper class purposefully keeps the lower class in
poverty via
economic control, thereby keeping themselves in power
(Moreira, 2003).
Lott (2002) describes two theories that examine the mechanisms
behind such unfair discrimination: Moral Exclusion Theory and
Dehu-
manizing Theory. Moral exclusion theory, developed by
Opotow, suggests
that upper-class citizens incorrectly assume that lower-class
citizens are
less moral than those in the upper classes, thereby causing or
passively
Kelly Turner and Amanda J. Lehning 65
allowing poverty to become more acceptable in the minds of
upper-
class citizens (Lott, 2002). Similarly, Bar-Tal, and Schwartz
and Struch
both propose that the upper classes dehumanize poor people,
believing
that lower-class citizens have different (i.e., unacceptable)
values and
emotional tendencies (Lott, 2002). This dehumanizing process
makes it
easier for upper-class citizens to reduce their empathy as well
as dis-
criminate against poor people (Lott, 2002).
The most recent comprehensive discussion of poverty within the
field of psychology is found in the Resolution on Poverty and
Socioeco-
nomic Status by the American Psychological Association (APA,
2000).
Intended to represent the collective opinion of psychologists
nation-
wide, it clearly states, “perceptions of the poor and of welfare–
by those
not in those circumstances–tend to reflect attitudes and
stereotypes that
attribute poverty to personal failings rather than socioeconomic
struc-
tures and systems” (APA, 2000, p. 2). Thus, the APA
acknowledges
that both structural forces in society as well as discriminatory
practices
contribute to the perpetuation of poverty.
Theories on the Impacts of Poverty
In 1979, Urie Bronfenbrenner, one of the field’s most
influential de-
velopmental psychologists, proposed his now-famous ecological
theory
about how an individual is influenced by “systems” of
interaction that
include family and friends, community, and society, and
constantly
change and influence each other over a lifetime
(Bronfenbrenner, 1979).
This was one of the first developmental theories that took into
account
the effects that the social environment can have on human
behavior and
life course development. This theory of interacting systems was
used to
explain the experiences of children and adults living in poverty,
espe-
cially the causes and impacts of poverty (Fraser, 1997).
For example, whereas psychologists of the 1960s and the 1970s
tended to attribute the relatively low IQ score or sub-standard
scholastic
achievement of the poor to inherent moral or genetic
deficiencies, most
psychologists today recognize that the multiple systems of a
person’s
life can have an impact on such scores or performance (Fraser,
1997).
As a result, psychologists have moved from blaming the
individual vic-
tims of poverty to incorporating the social environment into
their under-
standing of people in poverty.
Lott (2002) views discrimination directed toward poor people
by
the upper classes as yet another negative product of a poor
person’s
66 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
circumstances. Lott (2002) calls this particular type of
discrimination
“Distancing,” which she divides into the following three
subcategories:
1. Cognitive Distancing. Herein the upper classes hold onto
nega-
tive, unjustified stereotypes about poor people’s characteristics
and behavior by blaming the condition of poverty on a person’s
individual failings,
2. Institutional Distancing. This involves “punishing members
of
low-status groups by erecting barriers to full societal participa-
tion” (p. 104), such as the disparity between suburban and inner
city public schools.
3. Interpersonal Distancing. Herein the middle or upper class
indi-
viduals directly ignore, insult, or discriminate against lower-
class
individuals to their face (e.g., a shop owner forcing poor
children
to wait outside the store while their mothers shopped because
they
might steal if allowed to enter the store).
In summary, Lott (2002) views all these forms of distancing as
sig-
nificant in their negative impact on people living in poverty.
Moreira (2003) has identified other negative impacts such as the
loss of culture, whereby dominant Western culture obliterates
regional
cultures. For example, cultural rituals are disappearing from
poverty-
stricken areas, such as a community ceremony to grieve the
death of an
infant (often related to poverty and malnutrition). The loss of
such cul-
tural rituals that serve to ease the grief of the surviving mother
are re-
lated to increasing rates of depression among poor women who
have
lost children (Moreira, 2003).
In a similar vein, Moreira blames the invasion of Western
society’s
consumerist ideology (i.e., assigning great value to the
accumulation of
material goods) for causing consumerism syndrome in poor
people;
namely, an unrelenting desire to own more and more material
goods.
Since poor people do not have the financial resources to satisfy
such a
desire, she believes it unnecessarily exacerbates a self-
perception of be-
ing poor and can lead to mental health problems (such as
depression).
As Moreira (2003) explains, “it is more probable to find
someone who
thinks he is poor without really being poor, and who is, in fact,
just the
opposite” (p. 73, emphasis added). Lummis (1991) expands
upon this
view and notes that when consumerist ideologies dominate a
society,
people perceive that the only things of value are those that are
purchased
with money. For example, poor people from regional cultures no
longer
Kelly Turner and Amanda J. Lehning 67
want to plant vegetables because they prefer to buy them in
grocery
stores (Moreira, 2003).
Depression and misplaced low self-esteem resulting from a
consum-
erism syndrome are not the only psychological problems that
poor peo-
ple face (Moreira, 2003). Moreira (2003) notes that
globalization and
consumerist ideology can cause multiple psychopathologies,
ranging
from anhedonia (i.e., no longer taking pleasure in activities that
were
previously pleasurable) to nihilism and suicidal ideation. The
invasion
of Western culture is particularly damaging to a poor person’s
self-
esteem, since it imposes the belief that Western culture is
superior to the
cultures it is supplanting (Moreira, 2003). The APA supports
Moreira’s
view that the condition of poverty increases one’s chances of
experienc-
ing mental illness. As reported in the Resolution on Poverty that
“pov-
erty is detrimental to psychological well-being, with [National
Institute
of Mental Health] data indicating that low-income individuals
are 2-5
times more likely to suffer from a diagnosable mental disorder
than those
of the highest socio-economic-status group” (APA, 2000, p. 1).
While
psychologists have recognized that poverty can increase one’s
chances
of developing mental disorders, today they attribute such
illnesses to
broader societal forces as well as intrinsic, personal
characteristics.
While societal forces can overwhelm the poor, there are also
poverty-
stricken individuals who have overcome the negative impacts to
suc-
ceed in school or the workplace. Explanations for this form of
success
emerged from the study of risks, which Fraser (1997) defines as
any fac-
tor that: (1) increases the probability of a problem, (2) makes a
problem
more serious, or (3) helps maintain a problem. Not surprisingly,
poverty
is a risk factor for child abuse, illness, family stress, inadequate
social
support, depression, and delinquency (Fraser, 1997).
Furthermore, be-
cause poverty is typically long lasting, it accumulates and
magnifies
such risks, whereby problems like mental illness are magnified
(Fraser,
1997).
Despite all of the risks and negative consequences associated
with
poverty, some individuals succeed despite living amidst such
risks
(Garmezy, 1985). According to Fraser (1997), one of the first
theorists
to tackle that question was E. J. Anthony, who called such
individuals
“psychologically invulnerable” (p. 14). Subsequent theorists
criticized
this label, saying it gave the false impression that the successful
individ-
uals were completely unaffected by risk factors. As an
alternative, theo-
rists such as Garmezy (1985) suggested the term “resilience,”
which he
defined as “risk factors in combination with positive forces that
contrib-
ute to adaptive outcomes” (Fraser, 1997, p. 14). Garmezy and
others
68 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
went on to propose three different types of resilience: (1)
success de-
spite numerous risk factors, (2) sustained coping despite chronic
stress-
ors, and (3) recovery from a trauma (Fraser, 1997).
According to Garmezy (1985), a person achieves such resilience
with the help of positive forces or “protective factors” which
can be any
internal or external force in a person’s life that helps him/her
avoid risk.
Garmezy (1985) divides these protective factors into three
categories:
(1) dispositional attributes (e.g., positive temperament), (2)
family milieu
(e.g., solid family cohesion), and (3) extra-familial social
environment
(e.g., extended social supports). According to the theory of
resilience, a
protective factor can function in one of four ways: by reducing
the impact
of a risk, by reducing a negative chain reaction that might have
actualized
a risk, by developing a person’s self-esteem, or by creating
opportunities
through social reform (Fraser, 1997). It is not surprising that
resilience
theory is the most recent psychological theory to emerge, given
psychol-
ogy’s own self-criticism for having been previously too
disparaging of
the inherent abilities of the poor.
CONCLUSION
From this literature review on psychological theories of
poverty, two
themes emerged: those that emphasize the role of the individual,
and
those that emphasize the role of society. Theories that
emphasize the
role of the individual attribute poverty to one’s intrinsic
deficiencies,
while theories that focus on society find fault in its broader,
structural
forces. Based on this brief literature review, it appears that the
field
of psychology now favors the more ecologically-based theories
as re-
flected in the APA’s Resolution on Poverty (2000) calling for
more at-
tention to the social environment and the nature of resilient
human
behavior. For example, the APA (2001) calls for the support of
any pub-
lic policies that will help eradicate poverty, such as those that
provide
equal public education, living-wage jobs, and affordable
housing. The
APA (2000) also calls for further psychological research into
the causes
and impacts of poverty, especially economic disparity, classism,
and
prejudicial stereotypes.
The conceptual map found in Figure 1 illustrates the major
concepts
covered by this literature review. The map is divided into two
compo-
nents: The top half represents psychological theories of poverty
that
focus solely on human behavior and the bottom half contains
theories
Kelly Turner and Amanda J. Lehning 69
of poverty that address the social environment. The theories on
the
“causes” of poverty that focus on the individual include such
personal
failings as: inferior genes, the absence of a NAch, inherent
mental ill-
ness, sinister morals, and/or internal ego/superego conflict
stemming
from an unhealthy childhood. These theories focused primarily
on in-
ternal deficiencies, whereby individuals bring poverty upon
themselves
and contribute to their own mental illness.
The bottom half of the conceptual map illustrates an entirely
different
picture, where causes of poverty are attributed to aspects of the
social
70 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
FIGURE 1. Psychological Theories of Poverty
environment: Civilization itself, the spread of a consumerist
ideology,
structural forces of society (e.g., lack of living-wage jobs), lack
of power,
security, and opportunity for certain groups, and/or
discrimination by the
upper classes toward the lower classes. Such theories focus on
both the
behavioral impacts of poverty (mental illness, consumerism
syndrome,
or resilience) as well as the environmental impacts (a loss of
culture,
low-paying jobs, a risk-filled environment, and discrimination).
One of the implications for understanding human behavior and
the
social environment is to recognize the historical trajectory of
the devel-
opment of psychological theories and the recent efforts to
balance the
impact of societal forces with the resilient behaviors of poor
people.
Further research is needed in order to understand the interaction
be-
tween individuals and their social environment, and how this
interaction
is exacerbated by the condition of poverty. It is equally
important to
gain a more in-depth understanding of how psychological
theories were
used to explain poverty and thereby “blame the victim” while
ignoring
the impact of the social environment, which has been and will
be the pri-
mary arena for eliminating poverty.
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American Psychological Association (APA). (2000). Resolution
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72 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL
ENVIRONMENT
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Comparing Individual-Related and StructuralCultural-Related Theor.docx

  • 1. Comparing Individual-Related and Structural/Cultural-Related Theories All theories, more or less, can be dissected into different dimensions. In other words, all theories will tell you something about the focus or unit of analysis. It will identify the major or key concepts. It will also point to the definition and the cause of the problem. This would then guide how the social worker assesses and intervenes because the theory will also articulate the role of the social worker and how change occurs. Use this handout for the Week 2 Discussion. Select a theory that focuses on the individual and a theory that focuses on the structural or cultural level. Fill out the table to help you complete your Discussion. Individual-Related Theory Structural/Cultural- Related Theory Name of theory Name of theorist Focus or unit of analysis Key concepts or terms Explanation of the cause of the problem
  • 2. Explanation of how change occurs or how client improves Appropriate goals for clients Role of the social worker Focal point in assessment Focal point in interventions Specific practice intervention strategies Essentials of Organizational Behavior Fourteenth Edition Chapter 1 What Is Organizational Behavior? Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
  • 3. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 1 After studying this chapter you should be able to: Define organizational behavior (OB). Show the value of systematic study to OB. Identify the major behavioral science disciplines that contribute to OB. Demonstrate why few absolutes apply to OB. Identify managers’ challenges and opportunities in applying OB concepts. Compare the three levels of analysis in this text’s OB model. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 2 Management and Organizational Behavior Good people skills are important Good places to work have superior financial performance Developing managers’ interpersonal skills helps attract and keep high-performing employees There is a strong association between the quality of workplace relationships and employee job satisfaction, stress, and turnover Increasing OB principles can foster social responsibility awareness Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Since the late 1980s, business schools have recognized the link
  • 4. between understanding human behavior and managerial effectiveness. Managers cannot succeed on technical skills alone. They also need good people skills. The more you can learn about people and how to manage them, the better prepared you will be to be a good manager. 3 The Field of Organizational Behavior Organizational behavior studies the influence that individuals, groups, and structure have on behavior within organizations Its chief goal is to apply that knowledge toward improving an organization’s effectiveness Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Organizational behavior looks at how individuals, groups, and structure can influence the behavior within an organization. This study is done so that we can use the knowledge to improve organizational outcomes and thereby their effectiveness. 4 Focal Points of OB Motivation Leader behavior and power Interpersonal communication Group structures and processes Attitude development and perception Change processes Conflict and negotiation Work design Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Some core topics that are included in the study of OB and
  • 5. employment situations are motivation, leader behavior and power, and interpersonal communication. OB also includes the study of group structures and processes, attitudes development and perception, as well as change processes, conflict and negotiation, and work design. In sum, OB is the study of what people do in an organization and the way their behavior affects the organization’s performance. 5 Effective versus Successful Managerial Activities Traditional management Decision making, planning, controlling Communication Exchanging routine information and processing paperwork Human resources management Motivating, disciplining, managing conflict, staffing, and training Networking Socializing, politicking, and interacting with outsiders Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Why are some managers more effective than others? Research shows that there is a link between communication and effective management. Those managers who explain their decisions and seek information from colleagues and employees are the most effective. 6 Complementing Intuition with Systematic Study Intuition: your “gut feeling” explanation of behavior Systematic study improves ability to accurately predict behavior Assumes behavior is not random Fundamental consistencies underlie behavior These can be identified and modified to reflect individual
  • 6. differences Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Often our intuition leads us in the decision-making process. Our intuition relies on gut feelings, individual observation, and common sense. Although our intuition is extremely useful in the decision-making process, it does not give us the complete picture. By engaging in a systematic study of behavior we can enhance our effectiveness. It is not an either relationship. Rather, intuition and systematic study can work effectively together to predict behavior. 7 Systematic Study Examines relationships Attempts to attribute causes and effects Bases conclusions on scientific evidence: Data is gathered under controlled conditions Data is measured and interpreted in a reasonably rigorous manner Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. When we talk about engaging in a systematic study, we are talking about looking at relationships. By doing so, we can better determine cause and effect, and then, by applying scientific evidence to our conclusions, we are better able to predict behavior. 8 Evidence-Based Management Evidence-based management: Bases decisions on the best
  • 7. available scientific evidence Complements systematic study Forces managers to become more scientific in their thinking Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Evidence-based management (EBM) complements systematic study by applying scientific evidence to managerial decisions. 9 Big Data Big data: the extensive use of statistical compilation and analysis Identify persistent and predictive statistics Create targeted marketing strategies Using big data for managerial practices: Define objectives, develop theories of causality, test the theories to see which employee activities are relevant to the objectives Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Big data can be used together with intuition to help make decisions. 10 Contributing Disciplines to the OB Field Micro: The Individual Macro: Groups & Organizations
  • 8. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Organizational behavior (OB) is interdisciplinary in nature as it is an applied behavioral science. The theory in OB relies on contributions from multiple behavioral disciplines. These disciplines include Psychology, Social Psychology, Sociology, and Anthropology. 11 Psychology Social Psychology Sociology Anthropology Few Absolutes in OB Impossible to make simple and accurate generalizations Human beings are complex and diverse OB concepts must reflect situational conditions: contingency variables Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
  • 9. There are few absolutes in organizational behavior. When making decisions, you must always take into account situational factors that can change the relationship between two variables. 12 Challenges and Opportunities for OB Responding to continuing globalization Understanding workforce demographics Managing workforce diversity Impact of social media Employee well-being at work Creating a positive work environment Improving ethical behavior Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. In the workplace today there are many challenges and opportunities in the area of organizational behavior. Understanding OB has never been more important for managers, as organizations are changing at a much more rapid pace than historically seen. 13 Employment Options Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. As shown in this exhibit, today’s employment options have adapted to include new opportunities for workers. 14 Responding to Globalization
  • 10. Increased foreign assignments Working with people from different cultures Adapting to differing cultural and regulatory norms Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Organizations now exist in an environment with no national borders. As a result, managers' jobs have changed. They need to have a broader perspective when making decisions and be able to anticipate and adapt their approaches accordingly. As foreign assignments increase, you will need to be able to manage a workforce that is different from what you may be used to and may bring different needs, aspirations, and attitudes to the workplace. You will also have individuals coming to work in your own country that come from different cultures, and you will need to find ways to accommodate their needs and help them assimilate to your workplace culture. You will need to be aware of, and appreciate, the cultural norms in each country in which you do business. In addition, it’s important to consider country and local regulations that could affect how you do business. 15 Managing Workforce Demographics Longevity Birth rates Socioeconomic conditions Other changes in the workforce Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
  • 11. We can explore what factors encourage people to make certain choices regarding their employment and how those choices are reflected in their perceptions of the workplace. 16 Managing Workforce Diversity Workforce diversity: organizations are becoming a more heterogeneous mix of people in terms of gender, age, race, ethnicity, and sexual orientation Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. As the borders are disappearing we are seeing more and more heterogeneity in the workplace. Managers today need to embrace diversity and find ways to manage it effectively. The changing demographics have shifted management philosophy in a way that recognizes and utilizes differences to create productivity, profitability, and welcoming cultures. Diversity poses great opportunities and challenging questions for managers and employees in all countries. Managers must recognize differences and find ways to utilize those differences to improve organizational performance. 17 Social Media Use of social media by employees Using social media to learn about employees Impact of social media on employee well-being Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Many organizations struggle with employees’ use of social
  • 12. media in the workplace. 18 Enhancing Employee Well-Being at Work The line between work and non-work has blurred and managers are increasingly dealing with conflicts that arise between work and life away from work Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. As technology continues to become an integral part of organizational effectiveness, workers will find that their communication styles and needs will change as well. Managers must stay on top of what is needed to motivate workers in this environment. 19 Creating a Positive Work Environment Positive organizational scholarship: how organizations develop human strengths, foster vitality and resilience, and unlock potential Focus on what’s good about an organization, not what’s bad Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Positive organizational behavior is a growing interest in organizational behavior. It promotes the idea of exploiting employee strengths rather than focusing on employee limitations or weaknesses. 20 Improving Ethical Behavior Managers facing ethical dilemmas or ethical choices are required to identify right and wrong conduct
  • 13. Companies promoting strong ethical missions: Encourage employees to behave with integrity Provide strong leadership that influences employee decisions to behave ethically Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Today’s highly competitive global economy has created a work environment in which employees may feel pressured to make poor decisions. Moreover, there is generally greater tolerance for unethical behavior. This has prompted many companies to try to help employees navigate ethical dilemmas using tools such as seminars and workshops, as well as formal codes of ethics. 21 Developing an OB Model A model is an abstraction of reality – a simplified version of some real-world phenomenon Three types of variables: Inputs, processes, and outcomes Three levels of analysis Individual, group, and organizational Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. We can develop a model of OB that defines the field – its parameters, concepts, and relationships. 22 Three Types of Variables Copyright © 2018, 2016, 2014 Pearson Education, Inc. All
  • 14. Rights Reserved. The three types of variables to consider include inputs, or variables like personality, group structure, and organizational culture. These are the variables that set the stage for what occurs in an organization. The second type of variable is processes, or the actions that individuals, groups, and leaders engage in as a result of inputs and that lead to certain outcomes. Think of communication, leadership, conflict and negotiation, and power and politics. Outcomes are the key variables that you want to explain or predict. We’ll be looking at attitudes and stress, task performance, organizational citizenship behavior, and withdrawal behavior. We’ll also explore group cohesion, group functioning, productivity, and survival. 23 Three Levels of OB Analysis Chapters 15 - 17 Chapters 9 - 14 Chapters 2 - 8 Plan of the Book Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. In organizational behavior (OB), we utilize the representation of the world as broken down into three levels. The first level of analysis we will look at is the Individual level. At this level we look at individuals’ behavior. Next, recognizing that individuals make up groups, we analyze how group behavior occurs. Finally, organizations are made up of groups of individuals, so we analyze the organization at a systems level. 24
  • 15. Implications for Managers Don’t rely on generalizations Use metrics and situational variables rather than “hunches” to explain cause-and-effect relationships Increase leadership potential by improving interpersonal skills Improve technical and conceptual skills by staying current with trends like big data Recognize the role of organizational behavior on employee work quality and productivity Use organizational behavior to help design and implement change programs, improve customer service, and address the work-life balance conflict Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. The OB Model is critical to your understanding of how organizations behave. In the remainder of this book, we will be utilizing that model to look at behavior on an individual, group, and organizational level. 25 Copyright Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 26 Essentials of Organizational Behavior Fourteenth Edition Chapter 2 Diversity in Organizations
  • 16. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 1 After studying this chapter you should be able to: Demonstrate how workplace discrimination undermines organizational effectiveness. Explain how stereotypes function in organizational settings. Describe how key biographical characteristics are relevant to OB. Explain how other differentiating characteristics factor into OB. Demonstrate the relevance of intellectual and physical abilities to OB. Describe how organizations manage diversity effectively. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 2 Demographics of the U.S. Workforce Today’s workforce: Is more ethnically and racially diverse Includes more women and older workers Has a smaller wage gap between Whites and other racial and ethnic groups
  • 17. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. The demographics of the U.S. workforce have changed over the last thirty-plus years. Today’s workforce is not only more ethnically and racially diverse, it also includes more women and older workers. Wage gaps persist across genders and racial and ethnic groups; however, the gaps have begun to shrink. 3 Levels of Diversity Surface-level diversity - differences in age, race, gender, etc. Less significant over time Deep-level diversity - differences in personality and values More important in the long run Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. While surface-level diversity can initially lead to stereotypes and assumptions about others, as people get to know one another, these differences become less significant, and deep- level diversity, such as, personality and values becomes more important. 4 Discrimination Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. To discriminate is to note a difference between things. While this in and of itself isn’t a bad thing, when we talk about discrimination, we’re usually referring to stereotypes about groups of people and assumptions that everyone in a group is
  • 18. the same. This type of discrimination can be harmful to organizations and employees. Discrimination is one of the primary factors that prevent diversity, whether the discrimination is overt or covert. Recognizing diversity opportunities can lead to an effective diversity management program and ultimately to a better organization. 5 Biographical Characteristics Biographical characteristics include: Age Gender Race and ethnicity Disability Length of service Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Biographical characteristics, including age, gender, race, ethnicity, disability, and length of service, are some of the more obvious ways in which employees differ. 6 Age The relationship between age and performance is important because: The workforce is aging Mandatory retirement is outlawed Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. The relationship between age and job performance is likely to be important during the next decade for two reasons.
  • 19. First, the workforce is aging. Second, U.S. legislature essentially outlaws mandatory retirement. Research shows that the older you get the less likely you are to quit your job, the more likely you are to have a lower rate of avoidable absence, and the more likely you are to engage in citizenship behavior. Furthermore, job satisfaction increases among professionals as they age; however, that may not hold true for manual labor. 7 Gender Do women perform as well on the job as men? Few, if any, important differences, but: Women in male domains are perceived as less likeable, more hostile, and less desirable as supervisors Women are less likely to be assigned challenging positons Women often earn less than men in the same position Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Research shows that combatting age discrimination may be associated with better performance for the organization as a whole. 8 Race and Ethnicity Research shows that: Individuals slightly favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises Racial and ethnic minorities report higher levels of discrimination in the workplace African Americans tend to fare worse than Whites in employment decisions
  • 20. Some industries are less racially diverse than others Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. A distinction is also made between native English speakers and Hispanics. Studies show that individuals slightly favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises. In addition, racial and ethnic minorities report higher levels of discrimination in the workplace. Furthermore, African Americans tend to fare worse than Whites in employment decisions. Finally, some industries are less racially diverse than others. 9 Disability Americans with Disabilities Act requires employers to make reasonable accommodations for people with physical or mental disabilities Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. After the Americans with Disabilities Act was passed in 1990, the number of individuals in the U.S. workforce rapidly increased. The Act requires employers to make reasonable accommodations for individuals with physical or mental disabilities. Studies show that workers with disabilities receive higher performance evaluations, while at the same time, they also have lower performance expectations and are less likely to be hired. 10 Other Differentiating Characteristics
  • 21. Religion Sexual Orientation Gender Identity Cultural Identity Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. U.S. law prohibits employers from discriminating against employees based on their religion. Even so, religion is still an issue in OB, especially when it comes to Islam. Evidence shows that people are discriminated against for their Islamic faith. While federal law does not prohibit discrimination against employees based on sexual orientation, many organizations have implemented their own policies protecting employees on the basis of sexual orientation. In addition, many states and municipalities also have laws to protect employees based on their sexual orientation. Companies are also beginning to establish policies regarding transgender employees. Today’s global companies do well to understand and respect the cultural identities of their employees, both as groups and as individuals. A company seeking to be sensitive to the cultural identities of its employees should look beyond accommodating its majority groups and instead create as much of an individualized approach to practices and norms as possible. 11 Ability Ability: An individual’s current capacity to perform the various tasks in a job Intellectual abilities: Abilities needed to perform mental activities General mental ability: General factor of intelligence Physical abilities: Capacity to do tasks that require stamina, dexterity, strength.
  • 22. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Ability refers to an individual’s current capacity to perform the various tasks in a job. Abilities are made up of intellectual abilities - the abilities needed to perform mental activities - and physical abilities. 12 Intellectual Ability Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. The seven most frequently cited dimensions making up intellectual abilities are number aptitude, verbal comprehension, perceptual speed, inductive reasoning, deductive reasoning, spatial visualization, and memory. 13 Physical Ability Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Research on hundreds of jobs has identified nine basic abilities needed in the performance of physical tasks. Individuals differ in the extent to which they have each of these abilities. 14 Implementing Diversity Management Strategies Diversity management: Makes everyone more aware of and sensitive to the needs and differences of others
  • 23. Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Diversity management makes everyone more aware of and sensitive to the needs and differences of others. Diversity programs include and are meant for everyone. 15 Attracting, Selecting, Developing, and Retaining Diverse Employees Target underrepresented groups Ensure that hiring and promotion is bias free Develop a positive diversity climate Workers prefer organizations that value diversity Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. To enhance workforce diversity, organizations should target underrepresented groups through ads in publications geared toward certain demographic groups, recruiting at universities and colleges with significant members of minorities, and forming partnerships with associations that represent women and minorities. Organizations should also take care to ensure that hiring decisions are bias free and that career advancement decisions are fair and objective. Research shows that individuals who share personality traits with their co-workers are more likely to be promoted, but that in collectivist societies, similarity to supervisors is very important to career advancement, while in individualistic cultures similarity to peers is more important. Studies also show that a positive diversity climate is related to organizational commitment and lower turnover intentions among African American, Hispanic, and White managers. 16
  • 24. Diversity in Groups Diversity can both help and hurt team performance Leverage differences for superior performance A positive diversity climate should be the goal Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Does diversity help or hurt group performance? The answer is both – it depends on the characteristic of interest. Diversity in some traits can hurt team performance, but in other cases can facilitate it. Since workers appear to prefer a organization that appreciates, the goal should be to create a positive diversity climate. 17 Effective Diversity Programs Teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people, regardless of their demographic characteristics Teach managers how a diverse workforce will be better able to serve a diverse group of customers and clients Foster personal-development practices that bring out the skills and abilities of all workers Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Effective diversity programs have three distinct components. First, they teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics. Second, they teach managers how a diverse workforce will be better able to serve a diverse group of customers and clients. Finally, they foster personal development practices that bring out the skills
  • 25. and abilities of all workers. 18 Implications for Managers Understand your organization’s antidiscrimination policies thoroughly and share them with your employees Assess and challenge your stereotype beliefs to increase your objectivity Look beyond observable biographical characteristics and consider the individual’s capabilities before making management decisions Fully evaluate what accommodations a person with disabilities will need and then fine-tune the job to that person’s abilities Seek to understand and respect the unique biographical characteristics of your employees; be fair but individualistic Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. Three variables - biographical characteristics, ability, and diversity programs - are of particular importance to managers. Biographical characteristics are readily observable, but have been shown to have only minimal effects on job performance. Diversity management must be an ongoing commitment that crosses all levels of an organization. 19 Copyright Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved. 20
  • 26. Psychological Theories of Poverty Kelly Turner Amanda J. Lehning ABSTRACT. Social work education, practice, and research are heavily influenced by theories developed by psychologists. A review of the liter- ature was conducted to identify theories of poverty emerging from the field of psychology. In general, until 1980, psychological theories of poverty emphasized the role of the individual or group to explain the causes and impact of poverty. Between 1980 and 2000, psychologists began to consider the structural and societal factors that contribute to poverty and moved beyond the explanations of individual pathology. At the beginning of the twenty-first century, an increasing number of psychological theorists acknowledge the role of social, political, and economic factors in the creation and maintenance of poverty. Implica- tions for social work education, practice, and future research are dis- cussed. doi:10.1300/J137v16n01_05 [Article copies available for a fee from The Haworth Document Delivery Service: 1-800-HAWORTH. E-mail address: <[email protected]> Website: <http://www.HaworthPress.com>
  • 27. © 2007 by The Haworth Press. All rights reserved.] KEYWORDS. Poverty, psychological theory INTRODUCTION According to the U.S. Census Bureau, the number of individuals living in poverty in 2004 rose to 37 million, an increase of 1.1 million from 2003 (DeNavas-Walt et al., 2005). Such an alarming statistic is of par- Kelly Turner and Amanda J. Lehning are doctoral students at the School of Social Welfare, 120 Haviland Hall, University of California, Berkeley, CA 94720-7400. Address correspondence to: Amanda Lehning (E-mail: [email protected]). Journal of Human Behavior in the Social Environment, Vol. 16(1/2) 2007 Available online at http://jhbse.haworthpress.com © 2007 by The Haworth Press. All rights reserved. doi:10.1300/J137v16n01_05 57 ticular concern to the social work profession, whose primary mission has always included enhancing the well-being of those who are vulnera- ble, oppressed, and living in poverty (NASW, 1999). The applied field
  • 28. of social work incorporates the theories of a wide array of social science disciplines, including psychology. It is important, therefore, to identify and assess the various psychological theories used to explain poverty. How do these theories inform social work practice with individuals and communities struggling with poverty? This literature review examines the theories of both the causes and impacts of poverty emerging from the field of psychology. The first sec- tion includes a historical look at theories concerned with the study of the mind and behavior of an individual or group. The next section presents a brief overview of the debates and changes within psychology from 1980 to 2000, as the field of psychology sought to create more of a balance between the understanding of human behavior and the impact of the social environment of poverty. The third and final section examines psychological theories of poverty that have emerged from this more bal- anced point of view. The conclusion addresses some of the implications of these theories for the social work curriculum, especially regarding human behavior and social environment. METHODOLOGY
  • 29. This literature review included keyword searches in the most popular social science databases, including PsycINFO, PsycARTICLES, PubMed, Social Service Abstracts, Social Work Abstracts, and Sociological Ab- stracts. Each database was searched using the keywords “poverty,” “poor,” “socioeconomic,” “economic,” or “class” in combination with the terms “theory” or “analysis” and “psychology.” Once an article or chap- ter was selected, the reference section was searched to identify addi- tional sources. The limitations of this literature review include the small number of articles devoted to theories of poverty within the psychology literature, the authors’ limited experience with psychological theories related to poverty, and a reliance upon published reviews of theories in psychol- ogy. A more comprehensive review of psychological theories of pov- erty is yet to be found in the literature. 58 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT PATHOLOGIZING THE POOR Theories on the Causes of Poverty
  • 30. Over the course of the second half of the twentieth century, psycholo- gists developed a number of theories that reflected either the field’s bi- ases about poor people (Carr, 2003; Allen, 1970) or its tendencies to view them in terms of their pathologies (Carr, 2003). These theories tend to locate the source of poverty within the individual (e.g., Pearl, 1970; Goldstein, 1973) or within an impoverished culture (e.g., Pearl, 1970; Rainwater, 1970), and do not address the larger societal or struc- tural forces affecting the poor. One theory, known variously as the naturalizing perspective, constitu- tionally inferior perspective, or nativist perspective, holds that intrinsic biological factors lead directly to poverty, an argument often supported by psychologist-designed intelligence tests (Rainwater, 1970; Pearl, 1970; Ginsburg, 1978). While this perspective has historically reflected public attitudes (Rainwater, 1970), it appears that this perspective was held by some psychologists as recently as the 1970s (Rainwater, 1970; Pearl, 1970; Ginsburg, 1978). Although IQ tests produce quantifiable evidence that has been used to support this theory, many argue that intel- ligence is not a measurable construct (Pearl, 1970) and even
  • 31. researchers disagree about the exact definition of the word (see Ginsburg, 1978), therefore calling into question the validity of these intelligence test results. A related theory involves the role of language development and the accumulated environmental deficits that can lead to poor academic achievement and the continuation of the cycle of poverty (Pearl, 1970; Ginsburg, 1978). Based on the inadequate development of the language skills poor children in comparison with their middle-class counterparts, researchers claim, have cognitive deficiencies (Pearl, 1970; Ginsburg, 1978). There is very little research, however, that substantiate any signifi- cant class-based differences in language abilities (Ginsburg, 1978) and this perspective has been denounced as based on middle-class arrogance, rather than science (Pearl, 1970; Ginsburg, 1978). As an alternative the- ory, Ginsburg (1978) proposed a developmental view that acknowledges that there may be class differences in cognition but that children share cognitive potentials and similar modes of language. Intelligence-based psychological theories of are not the only theories that suggest that individual deficiencies contribute to an
  • 32. individual’s in- ferior social and economic status. For example, Carr (2003) describes Kelly Turner and Amanda J. Lehning 59 the McClelland approach, which gained popularity in the 1960s and the 1970s. This approach suggests that the poor have not developed a par- ticular trait, called Need for Achievement (NAch), which therefore pre- vents them from improving their situation. This approach was embraced as a way to help the poor escape poverty, and researchers sought to test this theory on populations in third world countries (Carr, 2003). Simi- larly, in the 1980s psychologists viewed attribution theory as a prom- ising explanation of poverty (Carr, 2003); namely, the poor tend to attribute their failures to internal factors, while attributing successes to external, uncontrollable factors. On the other hand, the rich take the op- posite view. Both of these theories drew criticism for maintaining the status quo and failing to produce real results (Carr, 2003). Other psychological theorists identified poverty as a manifestation of moral deficiencies (Rainwater, 1970) or psychological sickness
  • 33. (Rainwater, 1970; Goldstein, 1973). While a rare view among profes- sional psychologists, the moralizing perspective, labels the poor as sin- ners who need to be saved (Rainwater, 1970), and the medicalizing perspective views the behavior of poor people in terms of psychological disturbance (Rainwater, 1970). A number of studies reveal a high con- centration of schizophrenia and other psychopathologies among the poor. The social selection hypothesis posits that these mental illnesses actually determine one’s economic position (Goldstein, 1973; Murali & Oyebode, 2004). The social drift variant of this hypothesis suggests that most schizophrenics are born into middle- or upper-class families, but their illness prevents them from earning enough money to maintain this social status and they eventually drift into poverty (Goldstein, 1973). There is considerable debate surrounding this hypothesis, however, and the author of one theoretical piece concludes that social selection is one of many different factors explaining the concentration of schizophren- ics in the lower class (Goldstein, 1973). Many social service workers employed by public welfare agencies in the 1950s also relied on psychological theories to explain the economic
  • 34. dependence of the poor on the state (Curran, 2002). They subscribed to Freud’s theories regarding the ego and psychosexual development by perceiving welfare recipients as victims of psychologically abusive his- tories resulting in character disorders that kept them in poverty. In essence, inadequate socialization and broken homes led to a poorly de- veloped ego and low levels of self-sufficiency (Pearl, 1970). Feeling overwhelmed by sexual and aggressive drives, this theory suggests that the poor acted out this psychic conflict, much like a child (Curran, 2002). The appropriate role of the caseworker was to act as a parent 60 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT substitute, setting limits and assimilating welfare recipients into the dominant culture (Curran, 2002). This theory was embraced by a pros- perous postwar America concerned with the rising numbers of African Americans on the welfare rolls, and disinclined to entertain the idea that the same society that led to their own financial success could also con- tribute to poverty (Curran, 2002). Looking back almost 50 years later,
  • 35. Fraser commented that this approach reflected “the tendency of espe- cially feminine social welfare programs to construct gender- political and political-economic problems as individual, psychological prob- lems” (1989, p. 155, as quoted in Curran, 2002, p. 382). Social work’s earlier characterization of the poor as children seeking to satisfy their aggressive and sexual urges (Curran, 2002) supports the once-popular culture of poverty thesis. Although the culture of poverty theory developed by Lewis (1975) emphasizes the role of the social en- vironment in “creating” a culture of poverty, he still “describes” that culture in pathological terms, claiming that the poor suffer from flat affect, family tension, a brutal nature, and a lack of refined emotions (Carr, 2003). The cultural-relativistic perspective suggests that while the poor have a different culture from the rest of society, it is not neces- sarily inferior or superior (Rainwater, 1970). Similarly, the normalizing perspective includes middle-class stereotypes that lead to pity or con- cern for the poor. For example, the poor were perceived as having their own culture that serves them quite well, and it would be best to insulate them from the outside world, rather than force them to integrate with the
  • 36. larger society (Rainwater, 1970). As noted in the next section, the ten- dency to emphasize the individual’s culpability for being poor occurs not only in theories of causation, but also in theories on the impacts of poverty. Theories on the Impacts of Poverty Historically, psychologists tended to neglect larger structural forces when exploring the impacts of poverty, especially when treating psy- chological distress (Goldstein, 1973; Javier & Herron, 2002; Luthar, 1999). Some critics attribute this to the profession’s middle- class bias (Pearl, 1970; Javier & Herron, 2002). One of the potential impacts of poverty is the prevalence and incidence of psychiatric disorders. Many studies have shown that psychiatric dis- orders, such as depression, alcoholism, anti-social personality disorder, and schizophrenia, are more common in urban, poverty-stricken neigh- borhoods than in more affluent communities (Murali & Oyebode, 2004). Kelly Turner and Amanda J. Lehning 61 A counter-argument to this social selection hypothesis is the
  • 37. social causa- tion hypothesis, which holds that a patient’s economic situation actually causes psychopathologies, rather than the other way around (Goldstein, 1973; Murali & Oyebode, 2004). The conditions of poverty produce in- tolerable amounts of stress, which can lead to mental illness. For exam- ple, stress can occur when there is a wide gap between an individual’s achievements and their ambitions, a situation that is familiar to those living in poverty (Goldstein, 1973). While this hypothesis places part of the blame for the plight of the poor on society (i.e., not providing suffi- cient opportunities for achievement), Goldstein also suggests that indi- viduals play a role in their own psychopathology by noting that: All of these dimensions of rearing, socialization, and personality development, which seem quite appropriate for adequate adjust- ment to a lower-class environment, also ill-prepares the individual for adequate coping and development in an essentially middle- class society–and especially for adequate coping with the stresses of this society. (Goldstein, 1973, p. 66) In other words, lower-class individuals are perceived to have fewer coping skills compared to their middle-class counterparts. While the au- thor also calls for social legislation to improve the conditions of
  • 38. pov- erty, his primary recommendation for psychologists is to improve the social and personal skills of poor clients (Goldstein, 1973). Psychoanalysts also view the poor through a middle-class lens, which could disrupt the therapeutic process (Javier & Herron, 2002). Psycho- analysis has historically been identified with white, middle class, Anglo- Saxon, male values, focusing on the nuclear family and intra- psychic conflict (Javier & Herron, 2002). Some therapists also believe that poor people do not have the proper skills to make use of insight and other therapeutic processes. This lack of understanding, often based on lim- ited contact with those living in poverty and a belief that certain behav- iors (e.g., discipline, hard work, and the ability to delay gratification) will necessarily lead to success, results in countertransference, in which the psychoanalyst’s personal feelings about the patient interfere with therapy and often discourage the patient from continuing with treatment (Javier & Herron, 2002). Some critics believe there are more sinister impulses at work, such as a fear that curing the poor of their psychologi- cal distress will hand them the tools to revolt against the middle and up- per classes (Javier & Herron, 2002). There is, however, an
  • 39. effort among psychoanalysts to provide better treatment of the poor, and the first step 62 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT might be to acknowledge this countertransference before it becomes counterproductive in therapy (Javier & Herron, 2002). Moreira (2003) expresses concern about what she calls the “medi- calization of poverty,” a process involving psychologists and psychia- trists prescribing psychotropic drugs to treat the impacts of poverty, while ignoring other socio-political factors in the process. She accuses the psychology profession of maintaining the status quo by keeping the poor drugged and therefore docile (Moreira, 2003). Without a compre- hensive view of the impacts of poverty that acknowledges external, structural factors, the poor will continue to suffer (Moreira, 2003). Psy- chologists in the 1980s began to embrace this view, recognizing the in- tegral role that social, economic, and political forces play in the causes and impacts of poverty. UNREST IN THE PROFESSION: 1980-2000
  • 40. In the 1980s, psychologists began to criticize the overly pathological view of poverty held by their profession (Carr, 2003). They argued that applying McClelland’s NAch theory to poor people (i.e., they remain in poverty because they lack motivation) completely disregarded the ex- ternal, societal factors that contribute to the epidemic of poverty (Carr, 2003). Similarly, various prominent psychologists also disagreed with the widespread application of Feagin’s popular attribution theory as a way to explain poverty, believing that it inappropriately blamed a poor person’s lack of self-esteem for his/her plight, without taking external factors into account (Carr, 2003). Mehryar, another prominent psychol- ogist of the 1980s, noted that psychological theories had no effect on reducing poverty and possibly had the opposite impact, namely that “psychologizing poverty was liable to pathologize the poor rather than the system that constrained them” (Carr, 2003, p. 5). Mehryar went a step further by blaming the individualistic view of psychology towards poverty as contributing to keeping the wealthy in power and the poor in poverty (Carr, 2003). The psychologists of the 1980s, therefore, proposed a return to
  • 41. the cul- ture of poverty theory (Lewis, 1975) that suggests that civilization it- self (compared with pre-literate, tribal cultures) inevitably creates two cultures: one of wealth and one of poverty (Carr, 2003). While some psy- chologists in the 1980s rejected purely psychology-based theories in fa- vor of society-based ones, they did not discount psychology entirely (Carr, 2003). Rather, they believed that psychology could make a positive Kelly Turner and Amanda J. Lehning 63 contribution toward a new understanding of poverty “if” it was used to describe the psychological processes of the “wealthy” (i.e., not the poor) and how the biases of the wealthy helped to maintain the condi- tions of poverty (Carr, 2003). IMPACT OF SOCIAL FORCES Theories of the Causes of Poverty Taking a broader perspective on the impact of the social environment on human behavior, Moreira (2003) sees globalization (including the spread of capitalism) as the major cause of both wealth and poverty.
  • 42. Specifically, she explains that, “globalization works in a selective fash- ion, including and excluding segments of economies and societies from information networks, giving us pockets of rich and poor” (Moreira, 2003, p. 70). Moreira particularly condemns globalization for dissemi- nating Western culture’s greed for material goods, which she considers to be responsible for a particular kind of poverty called “Consumerist Poverty” or “Consumerist Syndrome.” Drawing upon theories from other social science disciplines, some psychologists have adopted the Empowerment Theory of an economist (Sen, 1999) to explain the existence of poverty (Moreira, 2003; Carr, 2003). Whereas traditional definitions of poverty use “extremely low or no income” as the sole criterion for the term, Sen proposes that poverty is more than just low income: It is a lack of political and psychological power (Sen, 1999). More specifically, Sen suggests that modern society deprives “certain” citizens of power and control, which then results in poverty for those citizens. In order to escape from such poverty, Sen believes that a society must provide all of its citizens with three things: (1) political, economic, and social freedom; (2) security and protection;
  • 43. and (3) transparent governmental activities (Sen, 1999). The World Bank Development Report for 2000-2001 expanded upon Sen’s Empowerment Theory to develop a three-pillar theory of poverty related to the absence of security, empowerment, and opportunity (World Bank, 2001; Carr, 2003). Carr (2003) and other psychologists view this as an extremely solid theoretical foundation from which the profession of psychology can proceed to investigate poverty. As Carr (2003) ex- plains, “Without all three pillars together, there is no real foundation for concerted development out of poverty. One pillar does not carry the roof” (p. 8). 64 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT The World Bank’s concept of “security” includes factors such as clean water, adequate food and housing, and the reduction of vulnerability to natural disasters (World Bank, 2001). The concept of “empowerment,” similar to Sen’s definition, entails providing the poor with the means to acquire a greater voice to help them fight for justice within their soci- ety (World Bank, 2001). When applied to psychological
  • 44. treatment, “empowerment” encourages psychologists to work “with” the poor, not “for” them (World Bank, 2001; Carr, 2003). Of course, a society in which only a portion of its citizens (i.e., poor persons) lacks empowerment im- plies that discrimination and prejudice is at the root of the problem (Carr, 2003). Finally, the World Bank’s third concept is “opportunity.” Poverty exists, in part, because the poor are deprived of opportunities to participate independently in the global economy (World Bank, 2001). Such opportunities range from a lack of an affordable education to a dearth of living-wage, entry-level jobs (World Bank, 2001). The World Bank’s three-pillar view of poverty seems to be a comprehensive theory from which psychologists can proceed with both research and interventions. Instead of focusing on empowerment, psychologist Lott (2002) ap- proaches poverty by focusing on discrimination linked to a theory of classism that explains the preservation of poverty in our society. As she defines it, classism is what results from the combination of three nega- tive sentiments: stereotypes, prejudice, and distancing. Similar to dis- crimination, “distancing” describes how the wealthy distance themselves
  • 45. emotionally and physically from poor people. Although classism is considered to be an impact of poverty, Lott also states that, “Barriers erected by classist bias maintain inequities and impede access to the re- sources necessary for optimal health and welfare” (Lott, 2002, p. 100). In other words, Lott sees class-based discrimination as both a cause and effect of poverty. Lott (2002) bases her views on Williams’ 1993 theory that the upper class purposefully categorizes people into lower, middle, and upper classes “in order to maintain its power” and to prevent the lower classes from receiving an equal share of resources (Lott, 2002). This approach has been described as “social poverty” (Lummis, 1991), which occurs when the upper class purposefully keeps the lower class in poverty via economic control, thereby keeping themselves in power (Moreira, 2003). Lott (2002) describes two theories that examine the mechanisms behind such unfair discrimination: Moral Exclusion Theory and Dehu- manizing Theory. Moral exclusion theory, developed by Opotow, suggests that upper-class citizens incorrectly assume that lower-class citizens are less moral than those in the upper classes, thereby causing or passively
  • 46. Kelly Turner and Amanda J. Lehning 65 allowing poverty to become more acceptable in the minds of upper- class citizens (Lott, 2002). Similarly, Bar-Tal, and Schwartz and Struch both propose that the upper classes dehumanize poor people, believing that lower-class citizens have different (i.e., unacceptable) values and emotional tendencies (Lott, 2002). This dehumanizing process makes it easier for upper-class citizens to reduce their empathy as well as dis- criminate against poor people (Lott, 2002). The most recent comprehensive discussion of poverty within the field of psychology is found in the Resolution on Poverty and Socioeco- nomic Status by the American Psychological Association (APA, 2000). Intended to represent the collective opinion of psychologists nation- wide, it clearly states, “perceptions of the poor and of welfare– by those not in those circumstances–tend to reflect attitudes and stereotypes that attribute poverty to personal failings rather than socioeconomic struc- tures and systems” (APA, 2000, p. 2). Thus, the APA acknowledges that both structural forces in society as well as discriminatory practices
  • 47. contribute to the perpetuation of poverty. Theories on the Impacts of Poverty In 1979, Urie Bronfenbrenner, one of the field’s most influential de- velopmental psychologists, proposed his now-famous ecological theory about how an individual is influenced by “systems” of interaction that include family and friends, community, and society, and constantly change and influence each other over a lifetime (Bronfenbrenner, 1979). This was one of the first developmental theories that took into account the effects that the social environment can have on human behavior and life course development. This theory of interacting systems was used to explain the experiences of children and adults living in poverty, espe- cially the causes and impacts of poverty (Fraser, 1997). For example, whereas psychologists of the 1960s and the 1970s tended to attribute the relatively low IQ score or sub-standard scholastic achievement of the poor to inherent moral or genetic deficiencies, most psychologists today recognize that the multiple systems of a person’s life can have an impact on such scores or performance (Fraser, 1997). As a result, psychologists have moved from blaming the individual vic- tims of poverty to incorporating the social environment into
  • 48. their under- standing of people in poverty. Lott (2002) views discrimination directed toward poor people by the upper classes as yet another negative product of a poor person’s 66 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT circumstances. Lott (2002) calls this particular type of discrimination “Distancing,” which she divides into the following three subcategories: 1. Cognitive Distancing. Herein the upper classes hold onto nega- tive, unjustified stereotypes about poor people’s characteristics and behavior by blaming the condition of poverty on a person’s individual failings, 2. Institutional Distancing. This involves “punishing members of low-status groups by erecting barriers to full societal participa- tion” (p. 104), such as the disparity between suburban and inner city public schools. 3. Interpersonal Distancing. Herein the middle or upper class indi- viduals directly ignore, insult, or discriminate against lower- class individuals to their face (e.g., a shop owner forcing poor children
  • 49. to wait outside the store while their mothers shopped because they might steal if allowed to enter the store). In summary, Lott (2002) views all these forms of distancing as sig- nificant in their negative impact on people living in poverty. Moreira (2003) has identified other negative impacts such as the loss of culture, whereby dominant Western culture obliterates regional cultures. For example, cultural rituals are disappearing from poverty- stricken areas, such as a community ceremony to grieve the death of an infant (often related to poverty and malnutrition). The loss of such cul- tural rituals that serve to ease the grief of the surviving mother are re- lated to increasing rates of depression among poor women who have lost children (Moreira, 2003). In a similar vein, Moreira blames the invasion of Western society’s consumerist ideology (i.e., assigning great value to the accumulation of material goods) for causing consumerism syndrome in poor people; namely, an unrelenting desire to own more and more material goods. Since poor people do not have the financial resources to satisfy such a desire, she believes it unnecessarily exacerbates a self- perception of be- ing poor and can lead to mental health problems (such as
  • 50. depression). As Moreira (2003) explains, “it is more probable to find someone who thinks he is poor without really being poor, and who is, in fact, just the opposite” (p. 73, emphasis added). Lummis (1991) expands upon this view and notes that when consumerist ideologies dominate a society, people perceive that the only things of value are those that are purchased with money. For example, poor people from regional cultures no longer Kelly Turner and Amanda J. Lehning 67 want to plant vegetables because they prefer to buy them in grocery stores (Moreira, 2003). Depression and misplaced low self-esteem resulting from a consum- erism syndrome are not the only psychological problems that poor peo- ple face (Moreira, 2003). Moreira (2003) notes that globalization and consumerist ideology can cause multiple psychopathologies, ranging from anhedonia (i.e., no longer taking pleasure in activities that were previously pleasurable) to nihilism and suicidal ideation. The invasion of Western culture is particularly damaging to a poor person’s self-
  • 51. esteem, since it imposes the belief that Western culture is superior to the cultures it is supplanting (Moreira, 2003). The APA supports Moreira’s view that the condition of poverty increases one’s chances of experienc- ing mental illness. As reported in the Resolution on Poverty that “pov- erty is detrimental to psychological well-being, with [National Institute of Mental Health] data indicating that low-income individuals are 2-5 times more likely to suffer from a diagnosable mental disorder than those of the highest socio-economic-status group” (APA, 2000, p. 1). While psychologists have recognized that poverty can increase one’s chances of developing mental disorders, today they attribute such illnesses to broader societal forces as well as intrinsic, personal characteristics. While societal forces can overwhelm the poor, there are also poverty- stricken individuals who have overcome the negative impacts to suc- ceed in school or the workplace. Explanations for this form of success emerged from the study of risks, which Fraser (1997) defines as any fac- tor that: (1) increases the probability of a problem, (2) makes a problem more serious, or (3) helps maintain a problem. Not surprisingly, poverty is a risk factor for child abuse, illness, family stress, inadequate
  • 52. social support, depression, and delinquency (Fraser, 1997). Furthermore, be- cause poverty is typically long lasting, it accumulates and magnifies such risks, whereby problems like mental illness are magnified (Fraser, 1997). Despite all of the risks and negative consequences associated with poverty, some individuals succeed despite living amidst such risks (Garmezy, 1985). According to Fraser (1997), one of the first theorists to tackle that question was E. J. Anthony, who called such individuals “psychologically invulnerable” (p. 14). Subsequent theorists criticized this label, saying it gave the false impression that the successful individ- uals were completely unaffected by risk factors. As an alternative, theo- rists such as Garmezy (1985) suggested the term “resilience,” which he defined as “risk factors in combination with positive forces that contrib- ute to adaptive outcomes” (Fraser, 1997, p. 14). Garmezy and others 68 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT went on to propose three different types of resilience: (1)
  • 53. success de- spite numerous risk factors, (2) sustained coping despite chronic stress- ors, and (3) recovery from a trauma (Fraser, 1997). According to Garmezy (1985), a person achieves such resilience with the help of positive forces or “protective factors” which can be any internal or external force in a person’s life that helps him/her avoid risk. Garmezy (1985) divides these protective factors into three categories: (1) dispositional attributes (e.g., positive temperament), (2) family milieu (e.g., solid family cohesion), and (3) extra-familial social environment (e.g., extended social supports). According to the theory of resilience, a protective factor can function in one of four ways: by reducing the impact of a risk, by reducing a negative chain reaction that might have actualized a risk, by developing a person’s self-esteem, or by creating opportunities through social reform (Fraser, 1997). It is not surprising that resilience theory is the most recent psychological theory to emerge, given psychol- ogy’s own self-criticism for having been previously too disparaging of the inherent abilities of the poor. CONCLUSION From this literature review on psychological theories of poverty, two
  • 54. themes emerged: those that emphasize the role of the individual, and those that emphasize the role of society. Theories that emphasize the role of the individual attribute poverty to one’s intrinsic deficiencies, while theories that focus on society find fault in its broader, structural forces. Based on this brief literature review, it appears that the field of psychology now favors the more ecologically-based theories as re- flected in the APA’s Resolution on Poverty (2000) calling for more at- tention to the social environment and the nature of resilient human behavior. For example, the APA (2001) calls for the support of any pub- lic policies that will help eradicate poverty, such as those that provide equal public education, living-wage jobs, and affordable housing. The APA (2000) also calls for further psychological research into the causes and impacts of poverty, especially economic disparity, classism, and prejudicial stereotypes. The conceptual map found in Figure 1 illustrates the major concepts covered by this literature review. The map is divided into two compo- nents: The top half represents psychological theories of poverty that focus solely on human behavior and the bottom half contains theories
  • 55. Kelly Turner and Amanda J. Lehning 69 of poverty that address the social environment. The theories on the “causes” of poverty that focus on the individual include such personal failings as: inferior genes, the absence of a NAch, inherent mental ill- ness, sinister morals, and/or internal ego/superego conflict stemming from an unhealthy childhood. These theories focused primarily on in- ternal deficiencies, whereby individuals bring poverty upon themselves and contribute to their own mental illness. The bottom half of the conceptual map illustrates an entirely different picture, where causes of poverty are attributed to aspects of the social 70 JOURNAL OF HUMAN BEHAVIOR IN THE SOCIAL ENVIRONMENT FIGURE 1. Psychological Theories of Poverty environment: Civilization itself, the spread of a consumerist ideology, structural forces of society (e.g., lack of living-wage jobs), lack of power, security, and opportunity for certain groups, and/or
  • 56. discrimination by the upper classes toward the lower classes. Such theories focus on both the behavioral impacts of poverty (mental illness, consumerism syndrome, or resilience) as well as the environmental impacts (a loss of culture, low-paying jobs, a risk-filled environment, and discrimination). One of the implications for understanding human behavior and the social environment is to recognize the historical trajectory of the devel- opment of psychological theories and the recent efforts to balance the impact of societal forces with the resilient behaviors of poor people. Further research is needed in order to understand the interaction be- tween individuals and their social environment, and how this interaction is exacerbated by the condition of poverty. It is equally important to gain a more in-depth understanding of how psychological theories were used to explain poverty and thereby “blame the victim” while ignoring the impact of the social environment, which has been and will be the pri- mary arena for eliminating poverty. REFERENCES American Psychological Association (APA). (2000). Resolution on poverty and socio- economic status. Retrieved on November 21, 2005 from
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