exam 4 thinking, intelligence, creativity

1. What is the main thesis of Ericsson's article on deliberate practice?

The main thesis is that deliberate practice, as opposed to mere repetition, is essential for achieving high levels of expertise in any field. It emphasizes structured and focused training methods that specifically target skill improvement.

2. What are the specific conditions that Ericsson (2008) identifies as leading to improvements in performance from deliberate practice?

Ericsson identifies that deliberate practice leads to performance improvements when it includes focused and purposeful training, is repetition-based, involves feedback, and is conducted in a supportive environment.

3. How do feedback and correction specifically contribute to expertise development in Ericsson's model?

Feedback and correction play a crucial role in expertise development by providing individuals with insights into their performance, allowing them to identify areas for improvement and refine their skills through targeted adjustments.

4. According to Ericsson, approximately how many hours of deliberate practice are typically needed to reach expert-level performance? What evidence supports this claim?

Ericsson suggests that approximately 10,000 hours of deliberate practice are typically needed to achieve expert-level performance. This claim is supported by various studies across different fields, showing a correlation between hours of dedicated practice and high levels of mastery.

5. What constitutes "deliberate practice" according to Ericsson? What specific elements must be present for practice to be considered "deliberate"?

Deliberate practice, according to Ericsson, involves intense and focused training aimed at improving performance, includes setting specific goals, frequent feedback, and is designed to push individuals beyond their comfort zones with challenging tasks.

6. Why is deliberate practice often not enjoyable? What psychological and physical factors can limit its effectiveness?

Deliberate practice can be unenjoyable due to its demanding nature, requiring intense focus and effort. Psychological factors like frustration and physical fatigue can hinder motivation and overall effectiveness.

7. How does Ericsson challenge the "talent myth" in explaining expert performance?

Ericsson challenges the "talent myth" by arguing that expert performance is primarily the result of sustained, deliberate practice rather than innate talent. He emphasizes that anyone can achieve high levels of skill with the right approach to practice.

8. What distinguishes experts from non-experts in terms of how they practice

is the quality and quantity of deliberate practice, specifically focusing on goal setting, feedback, and challenges that foster improvement.

9. What distinguishes a "wicked" learning environment from a "kind" learning environment? Provide real-world examples of each

A "wicked" learning environment involves complex, changing challenges that often lack clear solutions, while a "kind" learning environment offers supportive, structured challenges with clear goals. For example, learning to navigate ambiguous social dynamics in conflict resolution is wicked, whereas participating in a structured debate team with clear rules and feedback is kind.

10. How do feedback mechanisms differ between wicked and kind environments, and how does this impact learning from mistakes?

In a wicked learning environment, feedback is often complex and multifaceted, leading to uncertainty and difficulty in understanding mistakes. In contrast, a kind learning environment provides clear, constructive feedback that supports learning and encourages improvement.

11. When in a wicked learning environment, what specific strategies when it comes to practice s would be most effective for improving performance?

Effective strategies include adaptive learning techniques, reflection on past experiences, and developing problem-solving skills. In addition, leveraging collaborative learning and seeking diverse perspectives can enhance understanding and adaptability.

12. Explain the difference between "Problem A" and "Problem B" approaches to problem-solving. Why does this distinction pose challenges for teams?

The "Problem A" approach focuses on finding immediate, straightforward solutions to issues, while the "Problem B" approach considers underlying complexities and long-term implications. This distinction can create challenges for teams as differing priorities may lead to conflict in decision-making processes and hinder collaborative efforts.

13. What is Kirton's Adaption-Innovation Theory?

Kirton's Adaption-Innovation Theory categorizes individuals' approaches to problem-solving into two types: adaptors, who prefer incremental changes and refinement, and innovators, who seek novel solutions and radical changes. This distinction can create challenges in teams due to differing preferences for stability versus change.

14. What are the key characteristics of individuals who are highly adaptive according to this theory? Consider how they approach rules, structure, and generating ideas.

Individuals who are highly adaptive tend to adhere to existing rules and structures, preferring to optimize within established frameworks. They generate ideas that are practical and incremental, focusing on refining and improving existing concepts rather than seeking radical changes.

15. What characteristics best describe more innovative problem-solvers? Consider how they approach rules, structure, and generating ideas.

Innovative problem-solvers are often characterized by their willingness to challenge rules and existing structures, seeking unconventional methods and original ideas. They thrive in environments that allow for experimentation and embrace risks associated with radical changes.

16. What are the potential challenges for both adaptive and innovative styles when operating in high-pressure environments?

High-pressure environments can create tension between adaptive individuals, who may struggle with the need for rapid changes, and innovative individuals, who may feel stifled by strict timelines and immediate demands for solutions. This can lead to conflict in teams as both styles may have differing responses to stress, potentially impacting collaboration and effectiveness.

17. What is "coping" in the context of problem-solving styles? Why is it necessary and what are the potential long-term impacts of operating outside one's preferred style?

Coping refers to the strategies and techniques individuals use to manage stress and adapt to challenges in problem-solving. Operating outside one's preferred style can lead to increased stress and decreased effectiveness, potentially causing burnout and reducing problem-solving capacity in the long term.

18. How is cognitive style relative? What does this mean when comparing problem-solving approaches across different individuals or groups

Cognitive style is relative in that it varies from person to person, influencing how individuals perceive, process, and respond to information and challenges. This means that when comparing problem-solving approaches, different individuals or groups may exhibit unique preferences and strategies based on their cognitive styles, leading to diverse outcomes in collaborative and problem-solving contexts.

19. What was the MAIN goal of the Navy SEAL study by McIntyre, Friedel, and Lathan? Was it about identifying effective SEALs, comparing physical endurance, examining problem-solving styles and resilience, or developing recruitment guidelines?

The main goal of the Navy SEAL study was to examine problem-solving styles and resilience among effective SEALs.

20. What were the major findings about the relationship between problem-solving style and resilience in the Navy SEAL study?

The study found that effective SEALs exhibited specific problem-solving styles that enhanced their resilience, suggesting that adaptability and cognitive strategies play a crucial role in performing under pressure.

21. Why might diversity in problem-solving style be beneficial in elite performance teams like Navy SEALs?

Diversity in problem-solving styles can lead to enhanced creativity, improved adaptability, and a broader range of solutions to complex challenges. This variety enables elite performance teams, such as Navy SEALs, to leverage each member's unique strengths and perspectives, ultimately improving overall team effectiveness and mission success.

How do the authors define "fast-paced" and "slow-paced" domains, and why does this matter for creativity?

The authors define "fast-paced" domains as environments requiring quick decision-making and adaptability, while "slow-paced" domains involve more time for reflection and analysis. This distinction is important for understanding how different problem-solving styles can influence creativity and performance in varying contexts.

According to Teodoridis, Bikard, and Vakili, what specific trade-off do specialists face?

Specialists face a trade-off between depth of knowledge in a specific area and the breadth of knowledge across multiple domains, which affects their adaptability and innovation potential.

23. How do generalists differ from specialists in their approach to problem-solving in fast-paced environments?

Generalists utilize diverse knowledge and skills to quickly adapt to changing situations, while specialists focus deeply on their specific expertise, which may limit their adaptability but provide in-depth solutions.

Why might generalists have an advantage in fast-paced domains, according to the study?

Generalists may have an advantage in fast-paced domains because their breadth of knowledge allows them to quickly connect ideas and respond effectively to rapidly changing situations, enhancing adaptability and innovative problem-solving.

What is the "Matthew Effect" and what does it state about successful individuals?

The "Matthew Effect" refers to the phenomenon where successful individuals continue to gain advantages and opportunities, while less successful individuals become increasingly marginalized. It suggests that success breeds further success, creating a widening gap.

What do they tend to have more of compared to their peers?

They tend to have more resources, recognition, or opportunities than their peers.

Is it better to be a specialist or generalist? Give evidence to support your answer.

Generalists tend to have a broader skill set and knowledge base compared to their peers, enabling them to adapt more easily and innovate in various situations.

What is De Bono's "Thinking Hats" technique? Is it a form of lateral thinking, vertical thinking, cognitive style, or cognitive affect?

De Bono's "Thinking Hats" technique is a cognitive style used to facilitate group discussion and individual thinking by directing focus through different perspectives, represented by colored hats. Each hat represents a distinct mode of thinking, promoting a comprehensive approach to problem-solving.

List 3 of de Bono's hats, identify what each represents, and provide an example of how each would be used in a problem-solving situation.

The Six Thinking Hats is a decision-making technique developed by Edward de Bono that involves wearing different "hats" to represent various styles of thinking: the White Hat for data and facts, the Red Hat for emotions and feelings, the Black Hat for critical judgment, the Yellow Hat for positive thinking, the Green Hat for creativity and new ideas, and the Blue Hat for process control.

What does the acronym TRIZ stand for? What is its English translation?

TRIZ stands for "Teoriya Resheniya Izobretatelskikh Zadatch" which translates to "Theory of Inventive Problem Solving" in English. It is a methodology for systematic innovation and problem-solving.

Explain the "Five Whys" technique and provide an example showing all questions. How does this help identify root causes?

The "Five Whys" technique is a problem-solving method used to identify the root cause of an issue by repeatedly asking the question "why?" Each answer forms the basis for the next question, helping to drill down to the core problem. For example, if a machine breaks down, asking why will lead to answers that uncover the underlying issue, whether it's maintenance, operator error, or design flaws.

What does a Root Cause Analysis identify?

It identifies the underlying reasons or factors that lead to a problem, helping organizations to address the source rather than just symptoms.

What do the letters in SWOT analysis stand for? How might this tool be productive for problem-solving?

SWOT analysis stands for Strengths, Weaknesses, Opportunities, and Threats. This tool helps organizations evaluate their internal and external environments, enabling effective strategic planning and problem-solving.

How does SWOT analysis differ from other problem-solving techniques we've studied? When would it be most appropriate to use?

SWOT analysis differs from other problem-solving techniques by focusing on internal strengths and weaknesses alongside external opportunities and threats. It is most appropriate when organizations need a comprehensive overview of their situation for strategic planning or when assessing potential changes.

According to studies of organizations (specifically the Northwestern and Stanford study), what characteristics did the most creative organizations have?

They exhibited strong collaborative cultures, a diversity of perspectives, and an emphasis on experimentation and risk-taking.

How does research that combines ideas between domains and specializations typically fare in academic settings? Is it typically irrelevant after publication, funded heavily, ignored upon release, or found in prestigious journals?

Research that combines ideas between domains and specializations often fares well in academic settings, leading to innovative solutions and findings that can be impactful and relevant long after publication.

How might team boundaries impact creative output in organizations?

Research suggests that team boundaries can significantly influence creative output by fostering diverse perspectives or, conversely, creating silos that inhibit collaboration. Effective boundary management can enhance innovation within organizations.

What insights from studies on creativity and problem-solving could be applied to improve team dynamics in organizational settings?

Insights from studies on creativity suggest that fostering open communication, promoting diversity of thought, and encouraging collaboration among team members can significantly enhance problem-solving and innovation in organizational dynamics.

How might understanding your own problem-solving style help you develop more effective collaboration strategies with people who have different styles?

Understanding your own problem-solving style can help you identify complementary strengths and encourage effective communication with others who have different styles, leading to improved collaboration and innovative outcomes.

What connections do you see between deliberate practice theory and the development of problem-solving abilities?

Deliberate practice theory emphasizes focused, intentional effort to improve skills, suggesting that systematic engagement in challenging problem-solving tasks can enhance an individual’s ability to tackle complex issues effectively.

How might the concepts of wicked/kind environments, problem-solving styles, and deliberate practice interact to influence performance in real-world settings?

These concepts suggest that understanding both the nature of the environment and individual problem-solving approaches can enhance performance. By recognizing the complexity of wicked problems and the benefits of deliberate practice, individuals can tailor their strategies to adapt to diverse challenges.

How could the knowledge of adaptive and innovative problem-solving styles be applied in designing more effective teams?

This knowledge can guide team composition by ensuring a balance of adaptive and innovative thinkers, promoting diverse perspectives and strategies that enhance creativity and problem-solving efficiency.

What strategies could help bridge the gap between different problem-solving styles in collaborative environments?

Strategies may include fostering open communication, encouraging diverse perspectives, and implementing structured problem-solving frameworks that accommodate various approaches.

How might an organization balance the benefits of both specialization and generalization among its workforce?

An organization can balance specialization and generalization by fostering a culture that values cross-training while allowing employees to develop deep expertise in specific areas. This approach enhances adaptability and collaboration, leading to improved overall performance.

How could insights from the Navy SEAL study be applied to enhance resilience and problem-solving effectiveness in other high-pressure professions?

Insights from the Navy SEAL study can inform training programs by emphasizing mental toughness, teamwork, and effective decision-making under stress, thereby enhancing resilience and problem-solving capabilities in high-pressure professions.

Think about the various approaches and concepts we've studied this semester. Which did you find most interesting or valuable, and why? How might you apply this approach in your future academic or professional life?

Reflect on your favorite approaches, discussing their relevance and potential applications in real-world situations.

how could you use a SWOT analysis in conjunction with other problem-solving techniques to create a more comprehensive approach to addressing complex challenges?

A SWOT analysis can be used alongside techniques like root cause analysis and brainstorming to identify strengths, weaknesses, opportunities, and threats, enabling a more thorough understanding of a situation and informing effective decision-making.