IOP2606
Assignment 1
Unique No:
Due 2025
,IOP2606
ASSESSMENT 01
Semester 02
Question 1 — Cognitive & Social-Cognitive theories, and Occupation-Oriented
personality theories (15 marks)
Below is a focused, exam-ready discussion you can submit after reviewing. I cover
definitions, core assumptions, main theorists, examples, workplace implications, and
brief strengths/limitations.
A. Cognitive theories of personality
Definition & core idea:
Cognitive theories see personality primarily as a set of information-processing systems
— mental structures, schemas, beliefs and self-representations — that shape how
people perceive, interpret and respond to the world. Personality differences arise from
differences in cognitive structures and processes.
Key elements and theorists:
Schemas & cognitive styles: People develop stable mental templates
(schemas) that guide interpretation of events.
George Kelly — Personal Construct Theory: Individuals form bipolar
constructs (e.g., competent–incompetent) to predict and interpret events;
personality is the system of constructs and the ways they are used.
Aaron Beck / Cognitive models in personality: Negative cognitive schemas
can produce stable patterns (used mostly in clinical/cognitive therapy but relevant
to personality).
Cognitive style & attribution: How people make attributions (internal vs
external) creates consistent behavioural patterns.
, Examples:
Two employees receive the same critique: one with a self-enhancing schema
interprets it as useful feedback and works to improve; another with a threat
schema interprets it as personal attack and withdraws.
A manager with an analytic cognitive style breaks problems into parts and
delegates; a holistic thinker sees team functioning and focuses on relationships.
Workplace implications:
Training can alter maladaptive schemas (e.g., cognitive re-structuring) to improve
performance and resilience.
Selection and placement can consider cognitive styles for job-fit (analytic vs
holistic tasks).
Performance management should account for interpretive differences (feedback
framing).
Strengths and limitations:
Strengths: Explains how perceptions and interpretations produce consistent
behaviour; useful for interventions (training, coaching).
Limitations: May under-emphasize biological/temperamental factors; harder to
measure constructs like schemas directly.
B. Social-Cognitive theories of personality
Definition & core idea:
Social-cognitive theories emphasise that personality emerges from dynamic interactions
among cognitive processes, behaviour, and the social environment (reciprocal
determinism). Personality is not just internal traits but patterns of behaviour that depend
on situation and learning history.
Assignment 1
Unique No:
Due 2025
,IOP2606
ASSESSMENT 01
Semester 02
Question 1 — Cognitive & Social-Cognitive theories, and Occupation-Oriented
personality theories (15 marks)
Below is a focused, exam-ready discussion you can submit after reviewing. I cover
definitions, core assumptions, main theorists, examples, workplace implications, and
brief strengths/limitations.
A. Cognitive theories of personality
Definition & core idea:
Cognitive theories see personality primarily as a set of information-processing systems
— mental structures, schemas, beliefs and self-representations — that shape how
people perceive, interpret and respond to the world. Personality differences arise from
differences in cognitive structures and processes.
Key elements and theorists:
Schemas & cognitive styles: People develop stable mental templates
(schemas) that guide interpretation of events.
George Kelly — Personal Construct Theory: Individuals form bipolar
constructs (e.g., competent–incompetent) to predict and interpret events;
personality is the system of constructs and the ways they are used.
Aaron Beck / Cognitive models in personality: Negative cognitive schemas
can produce stable patterns (used mostly in clinical/cognitive therapy but relevant
to personality).
Cognitive style & attribution: How people make attributions (internal vs
external) creates consistent behavioural patterns.
, Examples:
Two employees receive the same critique: one with a self-enhancing schema
interprets it as useful feedback and works to improve; another with a threat
schema interprets it as personal attack and withdraws.
A manager with an analytic cognitive style breaks problems into parts and
delegates; a holistic thinker sees team functioning and focuses on relationships.
Workplace implications:
Training can alter maladaptive schemas (e.g., cognitive re-structuring) to improve
performance and resilience.
Selection and placement can consider cognitive styles for job-fit (analytic vs
holistic tasks).
Performance management should account for interpretive differences (feedback
framing).
Strengths and limitations:
Strengths: Explains how perceptions and interpretations produce consistent
behaviour; useful for interventions (training, coaching).
Limitations: May under-emphasize biological/temperamental factors; harder to
measure constructs like schemas directly.
B. Social-Cognitive theories of personality
Definition & core idea:
Social-cognitive theories emphasise that personality emerges from dynamic interactions
among cognitive processes, behaviour, and the social environment (reciprocal
determinism). Personality is not just internal traits but patterns of behaviour that depend
on situation and learning history.
