Category: Behavior

Prosocial behavior is a type of behavior that benefits another individual, that does not benefit oneself except by making you feel good about yourself. Prosocial behavior gives the child a feeling of accomplishment and higher self-esteem which usually leads to more acts of kindness. Prosocial behavior is formed through a combination of parental heredity, socialization, and the situations that children are placed in. Prosocial behavior is important in growing up, because if children never develop the ability to care for another person, they may develop antisocial behavior. Children may not develop good social behaviors toward others if they are never placed in a position to see It (Santrock,2019).

I consider prosocial behavior having good morals. I was raised that if someone needed help, we helped. I spent many summers helping in gardens or gathering firewood. Sitting with the elderly when they were sick. Not expecting anything in return but knowing that if we needed something, we did not even need to ask.

Children appear to inherit important aspects of prosocial behavior from their parents. In a study of identical twins there was evidence that they shared more of the prosocial behaviors and sympathetic concerns than did fraternal twins (iResearchNet,2019). The temperament, and personality traits of agreeableness, self-regulation, and emotion expression which all support prosocial behaviors, appear to be inherited from parents.

Church is an important part of developing prosocial behavior. I think that when a child is brought up in church, they are taught that giving of yourself is something that is expected. In the bible there are numerous examples of God telling the Jews to help the poor. There are also examples in the bible where God tells his people to feed the widows, and orphans (Knickerbocker,2019). Most churches will give help if needed. Some churches have even set up homeless shelters and soup kitchens. Parents could volunteer to work there and take the children with them this would help build better behaviors toward others. Letting them gather some toys or clothes and take them to a homeless shelter to give to some kids there is another way of helping them.

I feel that parents have the biggest role to play when a child is young. Children will often mimic what a parent does. That can be a good opportunity to not only explain why we help others, but also show them by example. I use the Salvation Army change drives around Thanksgiving and Christmas to explain to my kids the importance of giving to those who are less fortunate. We also donate to food drives throughout the year. I talk to my child about the importance of sharing, if they have something and another person does not, they should give.

When my son was in public school in kindergarten the school board decided that parents could no longer bring in snacks for the classes. The kids could bring in a snack for themselves, but they were not to share with other kids. I felt this was wrong. I had spent all that time trying to teach my son the importance of sharing, and they were telling him it was wrong to share. I do not agree with teaching kids to be greedy. As parents we need to stand up against these types of things when they happen. Children should be encouraged in school and at home to share, and care for others.

The situations that we are placed in can affect our prosocial behavior development. The availability of someone else, the time of day, what the person looks like, and the cost are all the situations that can influence how we may react to helping someone. If it is going to be expensive then we usually do not help. Expense is something that sometimes we cannot help but pay attention to. When it is free to help someone, it is easy to do but, when it costs us money that we may need to pay our bills, it becomes hard to do. If someone else is available to help we sometimes decide that it is okay if we do not help this time (iResearchNet,2019). We should show our kids the importance of being there for someone even if they do have someone else to rely on to do it. As parents we should set good examples and show our children that sometimes we must give up things we want to do to benefit others.

I feel that as a society we need to work with children who do not have parents or have inattentive parents to show them how their behaviors can have a positive effect on others. In the schools or through community outreach programs children need to be taught that helping others not only makes you feel useful, but also helps the communities where we live. By teaching our kids these good behaviors we are also helping the next generations to come.

To improve the effectiveness of one’s organization, organizational behavior which studies groups, individuals, and other similar aspects’ involvement on behavior in an organization is used. Another purpose for organization behavior is the building of relationships through capturing goals related to the objective. As it is concerned with employment related issues, so it emphasizes behavior such as absenteeism, turnover, human performance, productivity and management. As it is shown at the figure below, these are the examples of goals to organizational behavior.

Employee Productivity

Employee productivity (sometimes referred to as workforce productivity) is an assessment of the efficiency of a worker or group of workers. Productivity may be evaluated in terms of the output of an employee in a specific period of time. “Typically, the productivity of a given worker will be assessed relative to an average for employees doing similar work; Because much of the success of any organization relies upon the productivity of its workforce, employee productivity is an important consideration for businesses” (Hameed 1). Employees must make themselves more valuable than costly to the company in order to be hired. This way the employee becomes an investment and in theory the employee eventually increase the return for the company, but only if the employee isn’t counter productive. When employees are productive, the company greatly benefits from it. For one thing, lazy employees who are not disciplined and are otherwise treated the same as hard working employees demotivates the true hard working employees. To the same affect a highly productive employee, who is rewarded for their great work can motivate other employees, boosting the over all morale and making a better atmosphere for the company. Failing to reward the staff can demotivate the whole team. If a company shares some of its success with employees in the form of pay raises, bonuses or better benefits, employees will be more motivated and increase productivity. Additionally, this increased revenue can result in the company growing. Productive employees can also benefit customers because highly productive employees provide speedier and higher-quality customer service than those who are unproductive. If employees are rewarded for their productivity and are highly motivated, this can result in even better customer service and interactions. Naturally, great customer service can result in customer loyalty and word-of-mouth advertising, which can in turn bring further revenue for the business.

Absenteeism

Absenteeism, a term used to refer to absences that are avoidable, habitual and unscheduled, is a source of irritation to employers and co-workers. Such absences are disruptive to proper work scheduling and output, and costly to an organization and the economy as a whole. Without any valid reason taking off from job is absenteeism. Absenteeism means either habitual evasion of work, or willful absence as in a strike action. It does not include involuntary or occasional absence due to valid causes, or reasons beyond one’s control, such as accidents or sickness. To fill gap of absent employee manager has to offer overtime to other employee or to get temporary help from part timer worker to complete work of that particular employee. It creates cost and efficient work related problems as well as it burdensome other employees those who are regular and show their willingness to work on time, regularly and efficiently. It unlimitedly degrades customer satisfaction and makes bad impact on country economy. Experience shows that better attendance is synonymous with better quality, lower costs, and greater productivity. Some people tend to miss work at the last minute for health reasons as well. “For example, absenteeism can be grouped into three main broad categories and number one is sickness and illness absence, number two is excused and number three is unexcused and unscheduled absence”( Essay1). There are many different strategies that will make up for absenteeism depending on the organization. Some may go by a point system or maybe find a way to reduce the size of being absent by giving out more sick hours or vacation time in order for the organization to gain production between their employees and not hire seasonal people to come in and do their jobs. There are always positive and negative moments of absenteeism and as shown below are the consequences of absenteeism including positive moments of absenteeism.

Turnover

Traditional research on turnover in the public management field treats turnover as a dependent variable, emphasizing its negative role on organizational performance without sufficient theoretical or empirical support. With an emphasis on the type of employee turnover as a situational factor, this research establishes the hypothesized relationships between different employee turnovers—employee transfers, quits, and involuntary turnover—and organizational performance, and tests them using panel data from 2010 to 2014 in agencies of the U.S. federal government. “Chan et al. (2010) also state employee turnover as a serious issue, particularly in the area of human resource management. To fulfill the basic needs and provide a good working environment, good pay and other benefits in an economic approach is quite multifaceted and burdensome to an organization”(Organ 1). Empirical results challenge the accepted belief about the harmful effects of turnover on organizational performance. Turnover can be beneficial for an organization. The results confirm the relationship differs across the type of turnover involved. Employee transfers have an inverted U-shaped relationship with organizational performance, and involuntary turnovers have a linear and positive relationship with organizational performance. Given the use of a perceptual measure of organizational performance by remaining employees, these results imply that a low-to-moderate level of employee transfers is likely to increase organizational performance and that involuntary turnovers—an elimination of employees who presented poor performance or were involved in misconducts—contribute to improving organizational performance.

Organizational Citizenship

Organizational citizenship behavior deals with the actions and behaviors that are not required by workers. They are not critical to the job, but benefit the team and encourage even greater organizational functioning and efficiency. This is typically categorized as a worker “going above and beyond,” or “giving their all.” They look at their job as more than just a paycheck and strive to do all they can to make their work atmosphere run smoothly; even if it has a minimal connection to their current duties. Usually, these behaviors are seen as positive by company overseers and the over all important impact of these behaviors should be noted. In Most businesses there are many upsides to organizational citizenship. Examples are since of purpose, feeling in control and a renewed sense of vigor. Employees are more motivated to work when they know their work is playing a huge roll for the company. The second upside is feeling in control where organizational citizenship Behavior allows employees to feel they have greater control over the work they do, and how they do it. Workers get the opportunity to decide what they want to put more time into and how they want to accomplish it. The third is renewed sense of vigor where employees feel they are doing good for others or think that they are engaging in work that means something, it prevents feelings of burnout. Employees can become re-energized and have a new sense of purpose, so they can continue to do work that furthers company goals. “For decades, the accepted view in organizational psychology was that job satisfaction and job performance were unrelated. However, recent years have found increasing evidence that satisfaction, while not strongly related to task productivity by individuals, is more closely related to a different kind of contribution, which is referred to as organizational citizenship behavior aka “OCB” ( Organ 2 )”.

Job Satisfaction

Job satisfaction is traditionally defined as a pleasurable or positive emotional state that results from one’s appraisal of one’s job or job aspects. This definition includes both one’s affective reactions to one’s job (feelings) and one’s cognitive evaluation of the job (thoughts). There is controversy about whether job satisfaction should be considered as the interplay of both one’s thoughts and feelings, as implied in this definition, or whether the cognitive and affective aspects should be separated into distinct dimensions. Those advocating the latter approach cite studies showing that cognitively oriented measures of job satisfaction predict different behaviors to affect-based measures of job satisfaction. Although the definition of job satisfaction is in some dispute, both sides agree on the need to align the measurement of job satisfaction with the definition. Defining job satisfaction as, say, an affective response but assessing it as an evaluation leads to confusion. A further issue to consider when measuring job satisfaction is its focus. One can assess how satisfied one is with one’s job as a whole, or one’s global feeling about the job. A typical question would be: “Overall, how much enjoyment do you find in your work?” An alternative to this global approach is to assess and sum up satisfaction with facets of the job, such as satisfaction with one’s pay, one’s colleagues, the nature of the work, and the supervision. “In the figure below it shows the results of the empirical study conducted in industrial systems suggest that this part of the model needs to be improved to reflect the mediating role of job involvement in the process through which job satisfaction influences organizational commitment”(Redmond 1).

Research shows that overall global satisfaction is something different from a combination of facet satisfactions. Moreover, satisfactions with different facets are often not highly related. For example, one can be very satisfied with colleagues but highly dissatisfied with promotion prospects. If one is trying to understand the overall effect of jobs, then global ratings are usually the best choice. However, a facet approach is more diagnostic if the assessor wants to know how to improve satisfaction in a particular situation.

Work Misbehavior

Workplace conflict of one sort or another is inevitable and universal. Some people may clash with coworkers; others may become upset by the behavior of their supervisors or subordinates. There are also occasions when people will disagree with organizational policies, strategies, or governance. Whatever the basis for their frustrations, in most instances’ individuals react in conventional, socially acceptable ways. Misbehavior and Dysfunctional Attitudes in Organizations focuses on the more problematic and destructive responses to conflict and dissatisfaction in the workplace. These unconventional and illegitimate reactions, including violence and other deviant behaviors that inflict physical or psychological harm, can cause long-term and even irreparable damage to organizations and their employees. “There are many essays in Misbehavior and Dysfunctional Attitudes in Organizations carefully examining the scope, predictors, repercussions, and organizational responses to violence, aggression, and other forms of undesirable activities and attitudes at the personal, interpersonal, group, and institutional levels in the workplace”(Essays 2). Some of the contributions are descriptive in nature and build impressively on the existing literature to arrive at intuitively appealing insights. Others are empirical in design and base their findings on field surveys. Collectively, the selections constitute a meaningful contribution by refining the present literature on this important management issue.

Behavioral economics, a subfield of economics, offers a view of human behavior that is more subtle, complex, and potentially more realistic than any found in conventional economic theory. By including insights from psychology in the study of economic issues, behavioral economics sheds light on the choices that people make in their lives. Traditional economists often ignore the influence of emotions on people’s decision-making behavior and assume that economic agents are rational wealth maximizers. Behavioral economists observe what people actually do. The outcomes found by behavioral economists are very different than traditional assumptions. The two most notable differences, discussed herein, are that people care about fairness, and emotions play an important role in decision-making.

Fairness has often been assumed away by economists, in part because defining “fairness” is difficult, but the ultimatum game shows that people care significantly about fairness. Whether people are motivated by justice, and to what extent, is central to economics. The implications of fairness and justice extend broadly, from the psychology of negotiations, to the reasons citizens have to pay taxes, to what factors influence healthcare allocation decisions (Miller 2017). Economics games are now utilized within the psychological sciences as a way to model complex social interactions through rigorous empirical investigations.

The ultimatum game is a bargaining game––a game that typically involves two players distributing a payoff (usually money). The game begins with one person as the “offerer” and another as the “responder”. The offerer is informed that she can distribute a certain amount of a good, usually money, such as $100. The offerer is instructed to make some offer, a portion of the initial value, to the responder, here between $0 and $100. The only other information that the offerer knows is that the responder’s reaction matters when he is presented with her offer. If the responder accepts the offer, then both parties keep the respective amounts the offer says. But if the responder rejects the offer, then neither side gets any money, and the game is done. It is not essential to the game that the offerer know anything about the responder. Additionally, it is not essential that the responder know how much money the offerer has to work with in the first place, although in many versions of the game the responder is told what the offerer has available. This is an optional feature of the game which will be revisited shortly. Finally, the responder cannot make any counteroffers back in hope of getting a bigger offer; the power dynamic of this game favors the offerer. The responder only has veto power, although if he does veto the offer, he gets nothing himself.

With the assumption of traditional economic theory––that people are rational wealth maximizers––and on the basis of standard game theory, a simple prediction is found: the offerer should offer the responder $1 and he should keep $99, and the responder should accept this offer. It would be irrational for the responder to reject this offer, since he would come away with nothing, whereas accepting the offer would make him better off than he otherwise would have been. Because the offerer knows that accepting the offer is in the responder’s best interest, the offerer has no reason to offer him more than $1. This 99/1 offer is the Nash equilibrium.

Contradictory to this rational prediction, the first empirical studies that were conducted to see what people would do in this situation found a much different result. In one study, not one offerer kept the entire amount of $10, and offers were distributed around the 50/50 split amount with 75% offering at least an equal amount (Miller 2017). This is far from the 99/1 split that game theory predicted. Another study found that out of $10, the mean amount offered was $4.76, with 81% making equal split offers (Miller 2017). The real actions of responders was surprising too. For instance, the mean of minimally acceptable offers was $2.59, with 58% demanding more than $1.50 (Miller 2017).

To explain these surprising results, researchers began to appeal to a justice motive rather than standard game theoretic assumptions. With offerers, this could be a desire to be fair in allocating goods, together with a belief that fair allocation is an equal split (Miller 2017). With responders, it could be a desire to not be treated unfairly. This could lead to different explanations of rejection behavior, such as a desire to not participate in unfair deals or a desire to punish someone who is behaving unfairly (Miller 2017). But further research began to cast doubt on these fairness explanations. For instance, in a scenario with a starting amount of $10, if some offerers were told that responders would know the amount that the offerer had to work with while other offerers were told that responders would not have this piece of information, the average offer made to responders in the complete information condition was $4.05, compared to $3.14 in the partial information condition (Miller 2017). This differs from the fairness hypothesis, which claims that the added piece of information given to responders should not matter and the average offer in both conditions should be roughly the same. In another study where information provided to offerers was varied, the the mean offer given in the partial information condition was $3.54, compared to $4.66 in the complete information condition (Miller 2017).

Madan Pillutla and J. Keith Murnighan added two new variations to this game: offers would come with a label, “this is fair,” or they would not; an independent third party would evaluate offers and decide if they were fair or not. The rational prediction was that, if offerers were really motivated by fairness, then these variations should not matter significantly. Recall that the mean offer in the partial information condition was $3.54. The mean offer dropped to $2.61 in the fair label variation, suggesting that labeling an offer as fair would lead respondents to accept smaller (less fair) offers (Miller 2017). In the third-party label variation, the mean offer increased to $4.67, with 72% making 50/50 offers, suggesting that offerers only made equal offers when it was worth their while to appear fair (Miller 2017).

Several researchers introduced the variation of giving outside options to responders––options which they knew they would receive if they rejected an offer. For instance, a responder might reject an offer of $1 if he knows that there is an outside option of receiving $2 when an offer is rejected. With this variation, additional conditions were introduced in which offerers knew or do not know whether there is an outside option for responders, or what the value of that offer is, or what the range of the offer could be, and so forth. Offerers made lower offers when they knew the size of the outside option, which does not seem to be what fairness would predict (Miller 2017). Terry Boles introduced a variation whereby offerers could send a message with their offer, allowing them to be deceptive about the size of the allocation they had available to them in partial information conditions. It turned out that offerers were deceptive 13.6% of the time, and when responders felt deceived, they were much more likely to reject a new offer in the next round, even at the expense of their self-interest (Miller 2017). These results led to a more diverse array of sophisticated motivational accounts in recent literature. One thing they have in common is that they appeal in some way to what would advance a person’s self-interest. In the case of offerers, two proposals have been made: (1) larger offers are made due to fear of rejection of smaller offers; (2) larger offers are made so long as one can enjoy appearing to be fair, otherwise smaller offers are made (Miller 2017).

There is a trend here. Initial hypotheses about participants in ultimatum games relied on simple economic motives. Those hypotheses were allegedly rejected by the evidence. New hypotheses were offered which appealed to fairness as a motive. But these hypotheses were also allegedly rejected by additional evidence. So even newer hypotheses have been offered that involve more elaborate egoistic motives and emotion.

Sanfey, Rilling, Aronson, Nystrom, and Cohen (2003) focused a study on the experimental finding that low offers in the ultimatum game have about a 50% chance of being rejected. This finding demonstrates that there are circumstances in which people are motivated to actively turn down monetary reward. It appears that low offers are often rejected after an angry reaction to an offer perceive as unfair (Miller 2017; Sanfey, et al. 2003). Sanfey et al. (2003) scanned 19 participants using functional magnetic resonance imaging (fMRI) in order to shed light on the neural and psychological processes mediating reactions to offers which were fair (where the money is split 50/50) or unfair (the offerer offers an unequal split to his advantage). Participants completed 30 rounds presented randomly, 10 playing the game with a human partner, 10 with a computer partner, and 10 control rounds in which they simply received money for a button press. Each round involved splitting $10. Behavioral results of this experiment were similar to those typically found in ultimatum game experiments, with fair offers always being accepted and unfair offers being rejected at an increasing rate as offers became less fair. Unfair offers of $2 and $1 made by humans were rejected at a rate significantly higher than those offers made by a computer, as shown in Figure 1, suggesting that participants had a stronger emotional reaction to unfair offers from humans than from a computer (Sanfey, et al. 2003).

The areas of the brain showing greater activation for unfair compared with fair offers from human partners were bilateral anterior insula, dorsolateral prefrontal cortex, and anterior cingulate cortex. Activation of bilateral anterior insula is often associated with negative emotional states, pain, distress, hunger, thirst, automatic arousal, anger, and disgust (Sanfey, et al. 2003). If the activation of the anterior insula is a reflection of the responder’s negative emotional response to an unfair offer, this might correlate with the subsequent decision to accept or reject the offer. Those participants with stronger anterior insula activation to unfair offers rejected a higher proportion of these offers (Sanfey, et al. 2003). These results provide support for the hypothesis that neural representations of emotional states guide human decision-making.

As Miller (2017) shows, decisions in real life tend to be much more complicated than simple ultimatum games. These games can shed light on the moral psychology of justice, with support from the results of Sanfey et al. (2003). Their finding that activity in a region well known for its involvement in negative emotion is predictive of subsequent behavior supports the importance of emotional influences in human decision-making. These findings provide empirical support for economic models that acknowledge the influence of emotional factors on decision-making behavior. Models of decision-making cannot continue to disregard emotion as a vital component of decisions. The complexity of humans, though hard to quantify, cannot be ignored.

REFERENCES

1. Miller, Christian B. 2017. ‘Distributive Justice and Empirical Moral Psychology.’ Stanford Encyclopedia of Philosophy. Accessed December 2019. https://plato.stanford.edu/entries/justice-moral-psych/.
2. Sanfey, Alan G., James K. Rilling, Jessica A. Aronson, Leigh E. Nystrom, and Jonathan D. Cohen. 2003. ‘The Neural Basis of Economic Decision-Making in the Ultimatum Game.’ Science 300: 1755-1758.

Introduction

Zumiez is the multinational organization had enlarged value in market. The productivity of Zumiez included the Some footwear have mesmerized value in market. Zumiez established in 1978and headquartered in Washington. It had enlarged productivity and served throughout the world. More than 1.650 employees employed in Zumiez multinational organization. Zumiez has various stores throughout the world. Some footwear is an effective brand which produced in Zumiez multinational organization. The quality services had been served by the organization named Zumiez and have practical economic value as well as the consumer value. Some of the significant competitors comprised of Aeropostale, HUF, Amazon, Google, DXL, and so on. Multi-faceted marketing perspectives had been taken by the hierarchical management of this organization to promote the rand of the organization. The multi-faceted marketing process integrated to influence brand image by enrolling the consumer interests and activities. The study had been focused on marketing psychology and consumer behavior towards the some footwear produced by Zumiez. The survey had been processed to intensify the value of marketing psychology and consumer behavior in the entire market throughout the world. Consumer behavior gives perspective to the whole of marketing. The determination of consumer behavior also helped to influence the application of the marketing strategy of the organization. Moreover, the study is going to explain about goals of the survey, administration process.

Goals of the Survey

Consumer behavior is the significant factor which needs to be identified through the survey. Moreover, the value of Some footwear in Zumiez also had been determined through the study. Another key point included the purpose of buying some footwear. The survey helped to analyze the purpose of buying some footwear. Another than that the survey also helps to identify the efficacy of some footwear for sporting activities. The marketing psychology had been taken as another appreciable approach to enhance the marketing value of Zumiez organization (Zimmermann, et al. 2016). Hence the survey helped to identify the approachable marketing process to inaugurate the marketing process of the some footwear. The information about the productivity of Zumiez had been incorporated as another mesmerizing perspective of the study. The survey helped to inaugurate the effective information of the Zumiez productivity. Additionally, it also helped to evaluate the consumer value of Zumiez productivity. Apart from that, the similar products of other organization also had been searched by processing the survey. Consequently, it can help to inaugurate the mesmerizing process to apply to enhance productivity (Alversia, Michaelidou and Moraes, 2016). Thus it can promote the competitive quality of Zumiez organization and help to compete potentially against the competitors. The survey had been involved in collecting internal and external information (Crespo, 2018). Thus, the execution of the survey helped to gather significant information about the brand from family, friends. Moreover, it also helped to collect various information about the some footwear od Zumiez organization. Thus the survey helped to develop the marketing psychology to influence the productivity of some footwear. Rather than that, it also helped to gather relevant information about consumer behavior towards some footwear.

Survey Instrument Development

The term Survey instrument development generally gets referred to as a tool that cooperates while collecting the authentic responses from the selected respondents. In terms of a survey instrument, it defined the developed questionnaires that only get established considering the survey. Whether it comes to consumer behavior, it is seen that it plays an immense role while developing the chosen products. Besides, it cannot be denied that at the time developing any selected products; the consumer feedback plays a crucial role considering marketing psychology (Fan, Lau and Zhao, 2015). As the survey questions analyze marketing psychology with a more relaxed way, hence the marketer would feel relived while delivering satisfactory products to the target audiences.

Conversely, in this report, the sales volume related to some wear shoe in Zumiez across the competitive market would be demonstrated while consumers would feel satisfied after having the delivered products. The survey questions are included Some wear shoe-related questions, along with its beneficial aspects. Besides, the customer’s perception, as well as the related motives, would also be understood (Mani and Chouk, 2017). It is expected that the well-developed survey session would help the marketer to understand marketing psychology regarding the consumers’ preferences. The survey questionnaire would also analyse the consumers awareness regarding chosen product. A positive aspect would be evaluating the level of the Zumiez foot wears’ selling volume. Each survey question has been developed considering the regular requirements, as well as the consumers’ psychology. Also, the knowledge regarding marketing psychology would show the cooperation to the marketer for expanding the selected business. Apart from that, the survey would implement an efficient marketing strategy as well.

Consequently, the survey session would consider the different questions related to Some wear shoe in Zumiez. Its positive aspect on feet would set a target of the chosen product includes its objectives, including both rational and emotional. The marketing psychology would realise by this survey session as well (De Oña, et al., 2016). It is optimistic that the effective marketing strategy would cause profit through the innovative selling of Some wear shoes (So, et al., 2016). Across the Zumiez, marketing psychology will demonstrate through conducting the survey as per their fundamental demands. For instance, the preferred areas would be highlighted in this survey.

Administration Processes

The marketing psychology is concerned as an essential factor for any organizations as per their marketing psychology. Also, the term consumer behavior is observed to be enrolled as profound factors throughout the marketing psychology context. As marketing psychology incorporates the selling value of an organisation, hence it is appeared with an evaluated rapid growth based on the ecological consequences. Concerning the consumer requirements, Some wear footwear, Zumeiz have appeared with a profound growth in forthcoming days (De Oña, et al., 2016). Hence organisation Zumeix needs to develop the related innovative qualities while accumulating the immersed consumers’ values. On that note, marketing psychology through the chosen survey would initially evaluate the perception of consumer behaviour. Apart from that, the current paper would also go through the viewpoint of psychological analysis of the different kind of consumers. The well-developed survey questionnaire would recognise expert exploit opinions as well.

Concerning the way of survey, it can be said that the survey method would be perpetuated the purpose of data collection based on the information connected with marketing psychology. It sounds obvious that assessing consumer behaviour, as well as related marketing psychology, would prioritise productivity based on the perception of consumer behaviour. Thus the product related innovation is optimistic regarding enhancing the marketing psychology based on consumer behaviour (Mani and Chouk, 2017). On the contrary, the survey method had constructed to analyse the individual preference perspectives of selected consumers. Thus present survey is expected to find out the beneficial side of some wear shoes, Zumiez. Besides, survey responses are agreed to provide innovations in the context of Zumiez retailers. Throughout the survey session, it is observed that the significant approaches have taken an account to initially priorities the marketing psychology as well as the related Zumeiz productivity.

Consequently, the current survey would be concerned as a substantial factor while profound the prominent marketing psychology as per the consumer behavior. The beneficial sides of chosen product – Some wear Shoes, its purposes, cost management, marketing psychology perspective would be revealed based on the consumer perception in Zumiez (Fan, Lau and Zhao, 2015). At the time of the survey session, the questionnaire would entertain the study’s value considering the responses. For instance, critical review of the targeted respondents is seen to play a crucial role while presenting the consumers’ perception linked with marketing psychology. Moreover, the survey has seen to achieve the target objectives linked with the consumers’ behavioral perspective.

Data Analysis

A questionnaire was prepared, comprising of 10 questions that mainly focused on the factors affecting customers purchase decisions. For the monkey survey, 15 respondents were used as a sample, for the ease of collecting, interpreting and analyzing the data concerning consumer marketing psychology (student last name, student first name. “Consumer behavior and marketing psychology”.Questionnaire.10 oct.2019). Mainly the consumers aged between 18 to 65 years were selected for the survey.

In the survey, most of the respondents were aged `between 18 to 24 years. The remaining respondents were aged between 25 to 34 years. The young people are the focus group of Somwear shoes. More than half of the respondents’ group were young and aged between 18 to 24 years.

In response to the second question, this was seen that most of the respondents were unaware of the Some wear shoes. More than 65% of the respondents were uninformed of the mentioned brand. Only 33.33% of the respondents were aware of the some wear brand.

The third question was developed to understand the influence of family friends or perceptions of the consumers in the prospect of buying shoes. The data collected for the third question shows that 60% of the respondents are inclined to those shoes or brands that are recommended by friends or family members. Only 26.67% of respondents denied being influenced by the recommendations of the others. Among the respondents, only 2 reminded neutral, they did not comment on the influences.

The fourth question was designed to explore the influence of advertisements and marketing campaigns in the purchase decision of the customers. Among the 15 respondents, 53.3% admitted that they sometimes buy the shoes getting influenced by the attractiveness of advertisements. While only 13.33% agreed to get affected by the advertisements always. Only 3.67% of respondents were not in favour of making purchase decisions based on the advertisements.

The fifth question was developed to understand the impact of socio-cultural factors on the shoe purchase decisions of the customers. Among the respondents, 78.57% were found to emphasizing on social status while buying shoes. Only 14.29% of respondents were such who did not consider the social status in purchasing the shoes. Analyzing the data, this could be said that social condition of the consumers affects the psychology of the buyers and influence their purchase decisions.

The answer to the sixth question was quite surprising. No respondents were got who only focus on the price of the shoes. Among the respondents, 33.33% was agreed only to consider the comfort of wearing shoes while purchasing shoes. However, 40% of the respondents replied to consider al the factors like price, comfort, and external look of the shoes before buying. 26.67% of respondents admitted considering the attractive look of the shoes before buying them. None of the respondents was such that avoid all the mentioned factors before buying shoes. The question helped to understand the preferences of the customers in the prospect of buying shoes.

Most of the respondents admitted to considering the factors of cultural background (traditions, cultural beliefs) while purchasing the shoes. Only 33.33% responded not to emphasize on the cultural background while buying shoes.

In response to the eight questions, 66.67% of respondents agreed to prefer the organic energy comfortable shoes. On the contrary, only 33.33% answered to not favour the organic energy comfortable shoes.

In response to the ninth question, 46.67% per cent of respondents were found to ‘always’ get influenced by past experiences while buying shoes. 40% of the respondents were found to usual emphasise on the same. No consumer was such who do not rely on past experiences while making purchase decisions.

In response to the last question, 73.33% respondents replied to prefer the popular brands while buying shoes .only 26.67 respondents denied preferring only the regular and popular brands.

Key Findings

The analysis of collected data hade light upon the different aspects and attributes of customer psychology that influences purchase decisions. This was found that young customers are not aware of some were shoes. As they are not aware of the brand, they prefer to rely on the recommendations of the family and friends. This was found that sometimes the effective advertisements also attract the consumers to encourage buying the shoes of the brand. However, in young people, the recommendations of elders and friends have found to be a significant governing factor of purchase decisions. The study depicts that people are fonder of comfort wearing a shoe rather than the price. On the while, some of the young consumers are more inclined to the outer look of the shoes. Many of the consumers consider shoes as the symbol of luxury and vanity rather than a product of regular use. Hence, young consumers give more stress on the outer look and comfort of shoe ether than price. The survey found that the cultural background and social status also regulate the psychology of the buyers in the contest of buying shoes. The people belonging to rich cultural background do not look for the price of the shoes, as they intend to ensure the cultural ambience through the choice of shoes. As most of the respondents are young aged, they are aware of the recent issue of environment. Hence they are in favor of the organic energy comfortable shoes. Though the advertisements are useful tool of promotion of shoe brands, the personal experiences are found to be more dominating factor of consumer buying behavior. People mostly prefer those shoe brands that provided them with satisfactory experiences. As the customers gain satisfying experience from the bought shoe, they recommend others to use the same. In this fashion, the recommendation from families and friends stimulate other consumers to purchase and use the same brand. Once the brand becomes famous, people are more prone to use the regular brand and mostly avoid the upcoming brands unless their advertisements, campaigns and outlooks become attractive. In a nutshell, the cultural and social background influences people’s preferences, attitude and motivation regarding a brand. The family recommendations and advertisements impact the psychology of the customers by changing their perceptions. The personal experiences influence buying decision by manipulating the customer psychology. The opinions, cultural and social factor are found to be the prime contributing factors to customer buying psychology.

Conclusion

It can be concluded that the current paper had demonstrated the most crucial factors through the survey as mentioned above session. Besides, the developed questionnaire had identified the perception of consumer behaviour based on the chosen product. The consumer reviews had depicted the daily requirements as well as the related needs of the consumers. It is seen that the consumers were derived towards branded products. On that note, the survey questions portrayed the purchasers’ intention in order to develop marketing psychology as per the marketing strategy.

On the contrary, the survey revealed that family culture plays a crucial role while purchasing a shoe. The young aged consumers get attracted to a product that is also consist of highly appealing look. It had understood that the consumers are not all time aware of what they purchase. Throughout survey session, it had realized that understanding consumer psychology requires to amid marketing psychology. The collected responses focused on the changing behavior of consumers as well as the related requirements’ growth in the course of the time. In the end, it is optimistic that the conducted survey would help Zumiez productivity while evaluating the consumers’ requirements. in accordance with the responses, hence, the chosen company require to frame a strategy for surviving the competitive environment.

Reference List

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What is meant by aggressive behavior?

Aggressive behavior is reactionary and impulsive behavior that often results in causing both physical and psychological harm to ourselves, others, or objects in the environment. It can be any offensive action, attack or procedure that is most of the times the expression of pent-up anger. Aggressive behavior can be intentional and goal-oriented or spontaneous. It can be direct or indirect, overt or covert. Aggressive behavior can be either verbal such as screaming, shouting and swearing or physical such as hitting, pinching, scratching and biting.

Causes of aggressive behavior

Aggressive behavior can be a result of physical illness, social issues, the environment around us, psychological problems, and many other things.

• Physical illness: When the person is ill or in pain, he may feel angry and behave aggressively as the pain makes him feel discomfort and confused. Illness also can make the person frightened especially when he doesn’t know how to deal with it so, he starts to react aggressively to everything that happens around him.
• Social issues: Sometimes when the person feels lonely, bored, lacking social contact, or having communication problems and doesn’t know how to express it or he feels that no one can understand his feelings so, he starts to be so aggressive as he feels so lonely and doesn’t know how to communicate.
• The surrounding environment: How people were raised may play a role in their behaviors. People who grow up witnessing more forms of aggression are more likely to believe that such violence and hostility are socially acceptable. Modeling play a very important role in this case. As children always take their parents or elderly people as a role model and do whatever they do. Bandura’s famous Bobo doll experiment demonstrated that modeling can play a role in how aggression is learned. Children who watched a video clip where an adult model behaved aggressively toward a Bobo doll were more likely to imitate those actions when given the opportunity.
• Psychological problems: Psychological problems are always reflected on people’s behaviors. When someone is depressed, he may behave aggressively due to his pent-up feelings. This can happen to someone when he loses an important person. Sometimes when people lose a friend or a family member through death, they feel so depressed, frustrated, tired and lose interest in everything. They don’t know how to express their painful feelings so they get angry for no reason and on the silliest things and behave in a very aggressive manner and this is more likely to happen to people who always suppress their feelings and don’t bring it out. Other things that cause the person to be aggressive is to be under pressure, stressed, anxious or feel as if his rights are being ignored. For example, students may be aggressive when they are stressed due to the plenty quizzes, projects, assignments and exams. People can also be so aggressive when they are anxious like what is happening nowadays to all of the people as no one knows when covid-19 will end, when life will return to be normal again, when we are going to meet our family and friends again, so people are expressing their anxiety through being aggressive.

People can also be aggressive as a side effect to some diseases like Dementia, including Alzheimer’s disease and Huntington’s disease, schizophrenia, autism, bipolar disorder, post-traumatic stress disorder and drug addiction.

Negative effects of aggressive behavior

Aggressive behavior can negatively affect many things in someone’s life. It can negatively affect his social life, career, relationships, academic life, physical and mental health, etc.

• Social life: It causes social withdrawal and isolation. As when someone is always aggressive people start to avoid him and no one likes him or likes talking to him and so his social life becomes damaged and he starts to isolate himself from socializing.
• Career: Aggressive behavior can cause someone to lose his job. For example, if the person is aggressive, customers won’t like him and his colleagues will try to avoid him and both the customers and his colleagues will always complain about his aggressive behavior to the manager and this can cause him to be fired. It can also cause chronic unemployment
• Relationships: Aggressive behavior may lead to the loss of our beloved ones. It leads to Family discord, separation or divorce, and loss of child guardianship. Sometimes aggressive behavior can cause scars and pain to our beloved ones both physically and mentally.
• Academic life: It may lead to academic failure due to poor performance at school or college. The aggressive students lose the ability to concentrate on their lessons or classes as they will always concentrate on what’s annoying them. The stress that students face and deal with can always make them aggressive and when they get aggressive, they won’t be able to concentrate and so their performance will be awful.
• Physical health: Sometimes it leads to Physical injury due to tendency to engage in fights and due to risky or reckless behaviors, such as aggressive driving.
• Mental health: It plays a very important role in onset or worsening on mental health disorders and sometimes it causes depression.

Other things that aggressive behavior can cause:

• Strained or ruined interpersonal relationships
• Legal problems, including arrest, fines, and incarceration
• Financial instability
• Substance abuse and addiction
• Pervasive sense of hopelessness and/or helplessness

And as aggressive behavior can negatively affect us or others it can also affect objects or nature. As when someone becomes aggressive, he may throw or break anything in front of him. Moreover, when someone is aggressive, he can cut the roses, smash the tree branches or throw whatever in his hands in the street or garden.

Forms of aggressive behavior

Aggressive behavior may be physical or verbal.

Physical aggressive behavior: Physical aggressive behavior is a behavior that causes physical harm towards others. It includes hitting, kicking, biting, using weapons and breaking objects. Physical aggression can cause very serious problems as it may cause injuries and sometimes permanent disabilities.

Verbal aggressive behavior: Verbal aggressive behavior can be defined as deliberately harmful behavior that is typically both unprovoked and repeated. It is an intentional abuse of power, such as teasing, taunting, or threatening, that is initiated by one or more individuals of relatively greater status or power (by virtue of their numbers or size) against a victim of somewhat lesser status or power. Threats, teasing, criticism, and other forms of verbal aggression, all of which are types of bullying in general, occur in many schools, colleges, streets and neighborhoods.

Types of aggression

There are many types of aggressive behavior but the most commonly known are emotional/impulsive and instrumental aggressive behavior

Emotional or impulsive aggressive behavior: It refers to aggression that occurs with only a small amount of forethought or intent and that is determined primarily by impulsive emotions. Emotional aggression is the result of the extreme negative emotions we’re experiencing at the time that we aggress and is not really intended to create any positive outcomes.

Instrumental aggressive behavior: It is the type of aggression that is intentional and planned. Instrumental aggression aims to hurt someone gain something such as attention, reward, promotion, competition, someone’s position or political power.

Difference between anger and aggression

Anger is an emotion while aggression is a behavior. In some cases, anger may turn into aggression

Anger: Anger is an acceptable emotion that anyone could feel from time to time just like sadness or happiness. Sometimes people tend to become angry to cover up other feelings such as being hurt. Feeling angry is normal, however, behaviors people exhibit when they feel angry make a difference in whether they become aggressive or not.

Aggression: Aggression is a behavior where someone tries to bully the other person or threaten him. When people behave aggressively, they don’t recognize the other person’s feelings or needs. Instead, they want the other person to give up. Behaving aggressively may become physically or emotionally abusive. Sometimes aggressive people blame others for their anger as if it’s their fault to make them mad. They don’t take responsibility for their feelings or behaviors.

How to reduce or control aggressive behavior

Aggressive behavior can be reduced or controlled by different methods such as knowing what causes aggression, choosing to express the emotion in a way other than aggression, sharing feeling with friends or family, professional counseling and many other things.

Knowing what causes aggression: If the person knows the reason behind his aggression, he may know how to control it. For example, fear is often a cause for aggression, but because it gives rise to a quick, emotional feeling, people often mistake their own fear as aggression. Thus, aggression results from a perceived threat. The person who feels threatened or frightened can sometimes arrest his aggressive behavior by saying to oneself “I’m afraid”.

Choosing to express the emotion in a way other than aggression: There are many ways to relieve someone’s pent-up emotions other then aggression. Writing down someone’s feelings is always therapeutic, or practicing some sports, or walking away from the one or the thing that caused your anger.

Sharing feelings with friends and family: The verbal release of feelings and the understanding of loved ones can prevent aggression. Since friends and family know the aggressive person, they often can allay that person’s fear by building his self-confidence.

Professional counseling: for the people who found themselves aggressive frequently, it may benefit them to ask for help from psychologists.

Other methods: Avoid negativity, manage problems quickly, avoid assumption and rash judjements, be understanding of others, be aware of remarks and actions that trigger aggression,etc.

Conclusion

To sum up all the ideas, aggressive behavior is reactionary and impulsive behavior that can cause serious problems when it gets out of control. It can negatively affect the person himself, others and objects. The person becomes aggressive for many reasons such as physical health , psychological problems, etc. It has many forms and types as verbal, physical, emotional and instrumental. Aggressive behavior differs from anger, but sometimes anger emotion can cause aggression. Sometimes it’s hard to be controlled but it’s not imposible. If the person knew how to deal with it and what to do if he felt angry then he can easily control it.

Bibliography

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