COMSATS University Islamabad, Lahore Campus

Terminal Examination – FA 2020

Course Title: Introduction to Psychology Course Code: HUM 220 Credit Hours: 4(4,0)
Course Instructor/s: Syeda Ailia Batool Kazmi Program Name: BCS,
Semester: 8th Batch: Section:A,B Date:
Time Allowed: 3-4 hours Maximum Marks: 50
Student’s Name: M Bilal Aslam Khokhar Reg. No. FA16-BCS-328
Instructions:. Attempt all the three portions, Avoid cheating with other resources.

Portion A
True and false statements. (Bold the option you find correct. Each statement contains 0.5 marks) (5)

1 Psychologist can prescribe medicines. T F

2 Having friends and family is primary motive. T F

3 Maslow was humanist. T F

4 Ability to recognize objects in light of past experience is called ‘Perception’. T F

5 Conditioning is explicit memory. T F

6 ‘Politics’ is influential society. T F

7 Leaders aren’t supposed to be emotional stable. T F

8 Only 8% of population is blessed with ‘S’ factor. T F

9 Escaping from situation is coping mechanism. T F

10 HTP is projective test. T F

Multiple questions. (Bold the option you find correct. Each statement contains 0.5 marks) (5)

1 Which isn’t fuel of motivation

Survival Comfort zone Arousal incentive

2 Psychodynamic approach deals with

conscious Behavior Cognation Unconscious

3 Filling the gaps of the image for perceiving complete object is called

Closure Continuity Context Grouping

4 Which is correct order

SM+LTM+STM STM+WM+LTM SM+STM+LTM LTM+STM+WM

Exerting less effort when performing a group task than when performing the same task
5
alone, is called;

Social facilitation Deindividuation Social loafing

Social impairment

6 “Leaders are born to be leader” which theory support this statement

Path goal Role theory The great man Emergence of automatic leader

7 Which isn’t component of emotional intelligence

Non-verbal
Conflict management Empathy Adaptability
communication

8 Which isn’t defense mechanism

Donation Denial Projection Regression

9 Children doesn’t respond to parents in which attachment style

 Secure attachment Avoidant attachment Disorganized attachment Ambivalent attachment

10 Freud was

Medical doctor Socialist Nurse Scientist

Key: WM= working memory, SM= sensory memory, LTM= long term memory, STM= short term memory

B portion
Attempt any FOUR short questions. (Each question contains 5 marks) (20)

i) What are primary motives?

Answer: Primary Motives:

Primary motives are essential for survival. They must be satisfied first before we can take up any other
activity. Primary motives come to action when the physiological balance of the body is upset. This
balance is called homeostasis. i.e. hunger, thirst, sleep etc.

Hunger or Thirst drive:

When an organism experiences hunger or thirst, certain biological changes occur in the body. Once the
hunger/thirst is fulfilled, the physiological balance or homeostasis is restored. Respiratory drive is the
drive for air or oxygen. If oxygen supply is not there even for a moment, it may result in brain damage,
loss of memory and loss of control on one’s body.

Sleep drive occurs usually at regular intervals for a person. Lack of sleep or inadequate sleep over long
periods can result in confusion, attention deficit, muscle tremors and increased sensitivity to pain. The
metabolism rate drops during sleep regenerating energy.

ii) What is self-fulfilling prophecy? Give example.

Answer: A Self-fulfilling prophecy is a belief or expectation that an individual holds about a future
event that manifests because the individual holds it.

For example, if you wake up and immediately think perhaps for no particular reason at all
that today is going to be a terrible day, your attitude might make your prediction come true.
 You may unconsciously work to affirm your belief by ignoring the positive, amplifying the
negative, and behaving in ways that are unlikely to contribute to an enjoyable day.
One of the classic examples of a self-fulfilling prophecy comes from the Greek story of
Oedipus. In the story, Oedipus’s father Laius is warned that his son will eventually kill him.
To avoid meeting this fate, he abandons his son and leaves him to die.

iv) Define benefits of social support groups?

Answer: Members of a support group usually share their personal experiences and offer one another

emotional comfort and moral support. They may also offer practical advice and tips to help you cope

with your situation.

Benefits of participating in support groups may include:

 Feeling less lonely, isolated or judged

 Gaining a sense of empowerment and control

 Improving your coping skills and sense of adjustment

 Talking openly and honestly about your feelings

 Reducing distress, depression, anxiety or fatigue

 Developing a clearer understanding of what to expect with your situation

 Getting practical advice or information about treatment options

 Comparing notes about resources, such as doctors and alternative options

iii)How social influence gets strengthen?

Answer: Social desirability; When you like norms of any group and you wish to fit in.

For example, social desirability bias may occur when collecting data through personal interviews,
specifically because of the presence of another individual. Collecting data through a mechanism that
allows for privacy may decrease social desirability bias.

• Acceptance; Getting desired approval from desired group.

• Reinforcement; strengthen the behavior by reward.

• Part of society; a feel of completion, feeling of belongingness

C Portion
Attempt any two subjective questions. (Each question contains 10 marks) (20)

Question 1: what if Despair wins in “integrity vs. despair”?

What sort of thoughts and personality of the person would be at this stage of personality transformation?
 Answer: Integrity vs despair is the eighth and final stage of Erik Erikson’s stage theory
of psychosocial development. This stage begins at approximately age 65 and ends at death.
Psychologists, counselors, and nurses today use the concepts of Erikson's stages when providing care for
aging patients. Erikson’s theory suggests that people pass through eight distinctive developmental stages
as they grow and change through life. While many developmental theories tend to focus purely on
childhood events, Erikson was one of the few theorists to look at development across the entire course of
the lifespan. He was also one of the first to view the aging process itself as part of human development.

At each stage of psychosocial development, people are faced with a crisis that acts as a turning point in
development. Successfully resolving the crisis leads to developing a psychological virtue that
contributes to overall psychological well-being. At the integrity versus despair stage, the key conflict
centers on questioning whether or not the individual has led a meaningful, satisfying life.

Integrity vs. Despair

The integrity versus despair stage begins as the aging adult begins to tackle the problem of his or her
mortality. The onset of this stage is often triggered by life events such as retirement, the loss of a spouse,
the loss of friends and acquaintances, facing a terminal illness, and other changes to major roles in life.
During the integrity versus despair stage, people reflect back on the life they have lived and come away
with either a sense of fulfillment from a life well lived or a sense of regret and despair over a life
misspent. Successfully resolving the crisis at this stage leads to the development of what Erikson
referred to as ego integrity. People are able to look back at their life with a sense of contentment and
face the end of life with a sense of wisdom and no regrets Erikson defined this wisdom as an "informed
and detached concern with life itself even in the face of death itself. “Those who feel proud of their
accomplishments will feel a sense of integrity. Successfully completing this phase means looking back
with few regrets and a general feeling of satisfaction. These individuals will attain wisdom, even when
confronting death. Those who are unsuccessful during this phase will feel that their life has been wasted
and will experience many regrets. The individual will be left with feelings of bitterness and despair.

Example:

Bilal just turned 65 and recently retired from his job as a school teacher. As he begins to reflect back on
his life, he finds that he experiences both feelings of satisfaction as well as a few regrets. In addition to a
career as a teacher that spanned over three decades, he also raised four children and has good
relationships with all of his kids. He feels proud of his years educating young children and being around
his young grandchildren leaves his with a sense of pride.

On the other hand, his youngest daughter bounces from job to job and regularly has to ask Bilal for
financial assistance. Bilal wonders at times if there is something, he could have done to set his daughter
on a better path. Bilal also feels pangs of regret that he never pursued a graduate degree and moved into
an administrative role.

Like most people, Bilal looks back on his life and sees both the things he is proud of as well as the
things he might regret. How he resolves this crisis determines whether he will achieve ego integrity or if
he will be left only with feelings of despair.

While he realizes that there are some things he might have done differently if he had the chance, Bilal
feels an overall sense of pride and accomplishment in his life. She made valuable contributions to
society, successfully raised a family and every time he thinks of his grandchildren, she realizes that he
has given something to the world that will ultimately outlast him.
As he faces the end of his life, Bilal feels a sense of being complete and is able to look back and face
what is ahead with a sense of wisdom and peace.

Question 2: Linda is head of her department, also being considered as leader of her team. But as a
leader she is failing as she feels herself unable to communicate and instruct her team in a way she wants
to and she is also noticing that her team is being irresponsible towards their duties because of her polite
nature.
In what dimensions of being a ‘good leader’, she is lacking? And how she can overcome these issues?

Answer: Linda is a head of department according to given scenario she must be very confident to hold
the things and circumstances to manage all because she is the one who is leading from the front.
Some of the traits most commonly associated with good and great leadership include the following.
 Agreeableness
 Conscientiousness
 Emotional stability
 Extraversion
 Open-mindedness
 Ambition
 Assertiveness
 Self-confidence
 Courage
 Compassion
 Cooperativeness
 Supportiveness
 Trustworthiness
 Trustiness
 Intelligence

Linda must include these all traits in herself and by the passage of time usually things got capture in a
person’s nature by the experience. She must be strict at some places and must be polite depending up the
situation. A good leader always tends to manage the situation by read it smartly and take decisions after
thinking. As in given scenario she must be having sessions with their college a health and entertaining
meet up with colleagues to get their point of views. what actually they want what kind an environment is
suitable for all. Having a friendly behavior in office environment is not prohibited but get in touch with
all as a friendly and fatherly is pretty a small approach as leader.
Because sometimes a bossy attitude comes to end a row between you and your team. While such traits
may play an important role in great leadership, most experts suggest that other factors also play an
important part in the leadership puzzle. For example, the situation itself and the needs of the group help
determine which traits are most needed for a successful leader to succeed.
To create a fully functional team, the leader needs to exhibit six (6) leadership traits:
 1. Build trust
Trust is a three-way street:

 You must be able to trust each member of your team.

  They, in turn, must be able to trust you.
  Team members need to trust one another.

Trust is earned, so set the stage for success by creating regular and ongoing team-building opportunities.
She can start with small projects involving two- and three-person teams. In due course, she’ll want to
expand team size and the scope of assigned projects.

Never compromise your team ‘s trust in you by assigning a task that is well beyond their skills level.
This managerial mistake sets them up for failure, and it can irreparably damage your relationship.

2. Communicate
she can’t expect her team to understand and execute a task without clearly communicating her goals and
objectives. In some cases, she will be a hands-on leader, participating in the task and offering close
supervision. In other instances, she may assign a team leader, who will be charged with keeping her up
to date on the task’s progress.Any glitch in these communication channels can lead to a major
disconnect, even project failure. And if she rushes through communication efforts, rattling off details
without ensuring clear messaging or ending a meeting with “Got it? OK, let’s do it,” she discourages
team members from asking crucial questions that may make or break their endeavor.

3. Offer sufficient resources and autonomy

Teams fail when members lack the time and resources required to complete their assignment. Perform a
reality check.

Ask them how much time and how many tangible resources you would need to fulfill the project‘s
demands. Next, determine whether your team, based on members’ experience levels, requires more, less
or the same amount of time. Seek input from team members, asking them to honestly assess how long
specific components of the task will take. Your goal is to develop an accurate, realistic timeline.

If she has chosen a team captain to lead a task, allow this person to delegate responsibilities as he or she
sees fit. Make sure the captain knows the difference between delegation and abdication. The team
captain’s job is to set the vision, delineate strategies (often with the help of other team members), and
provide the conditions and support needed for success.

4. Build self-efficacy
Team members must know that you have confidence in their abilities to complete a task. They, in turn,
must feel secure in meeting your goal.

If an employee feels uneasy about his role on the team, consider pairing him with a high-performing
peer. This strategy can help boost the self-assurance of an employee who has not yet achieved self-
efficacy an individual’s judgment of his or her ability to successfully complete a chosen task. Team
members’ self-efficacy will affect the choices they make when working on a task, as well as their
doggedness when setbacks occur.
 Linda’s job as leader to uncover employees ‘fears and barriers to success and alleviate their concerns,
including shyness, self-consciousness, poor communication skills, fear of conflict, impatience with, or
dislike of, other members of the team, and bias (gender, racial, ethnic).

5. Hold team members accountable

Every team member should be held to the same standard of excellence, regardless of training or years of
experience on the job.

While each person ‘s precise task will vary, all team members’ commitment to completing the job
should be unwavering.

6. Conduct routine debriefings

Debriefings should focus on high and low points during the project ‘s run. When linda review her team’s
completed work, note individual performance and provide meaningful praise. Team members should be
rewarded when they cooperate, coordinate, and share knowledge with co-workers.

And when a team member fails to cooperate or complete his task, speak with them in office. The
meeting should be private, but team members should know that it is taking place and that there are
consequences for failing to pull one’s weight or working well with others.

Before ending a debriefing, ask each team member to share thoughts on improving performance in the
future: What would they change? Which steps could have been streamlined? Were any of the steps
unnecessary? Were any steps overlooked? Are any procedures archaic … performed simply because
they’ve always done it that way? Is a technology update in order? Was there any overlap or redundancy
among team members’ jobs?

Linda may be surprised at the constructive feedback she receives. Employees also appreciate that her
values their opinions and suggestions, and that she willing to make changes that solidify future team
efforts.