Effects of immediacy of feedback on estimations and performance

We investigated the role of anticipation of feedback in performance and estimation about own performance. We submitted 155 participants to a test of verbal aptitude, and we requested them to give estimations of their own performance and the performance of other participants. There were two treatments: immediate feedback and delayed feedback. Participants in the immediate‐feedback group were informed that they would receive feedback on their performance immediately after finishing the test, whereas participants in the delayed‐feedback group were informed that they would receive feedback a week after taking the test. The immediate‐feedback group performed better than the delayed‐feedback group. Furthermore, the former underestimated their own performance. On the other hand, participants on the delayed‐feedback group made unbiased estimations. We present a mathematical model based on construal‐level theory, decision affect theory, temporal discounting, and Moore and Healy's model of overestimation. The model suggests that the source of differences in performance and in estimations of own performance is a construal of the feedback situation that modifies the expected utility of the task.     

Intelligence and Nationality of Wisconsin School Children

Abstract

Among a sample of U.S. students, the effects of 3 forms of nonverbal behavior (facial expression, visual behavior, and body posture) on perceptions of power bases (reward, coercive, legitimate, referent, expert, and credibility) were investigated. In contrast to previous investigations of nonverbal behavior and power, a precise construct definition and reliable and valid operational definitions of power were used, and specific perceptions of power bases were examined. A relaxed facial expression, compared with a nervous facial expression, increased the ratings for referent, reward, legitimate, expert, and credibility power bases. Also, direct eye contact yielded higher credibility ratings than indirect eye contact.     

ERP correlates of language-specific processing of auditory pitch feedback during self-vocalization

The present study investigated whether the neural correlates for auditory feedback control of vocal pitch can be shaped by tone language experience. Event-related potentials (P2/N1) were recorded from adult native speakers of Mandarin and Cantonese who heard their voice auditory feedback shifted in pitch by −50, −100, −200, or −500 cents when they sustained the vowel sound /u/. Cantonese speakers produced larger P2 amplitudes to −200 or −500 cents stimuli than Mandarin speakers, but this language effect failed to reach significance in the case of −50 or −100 cents. Moreover, Mandarin speakers produced shorter N1 latencies over the left hemisphere than the right hemisphere, whereas Cantonese speakers did not. These findings demonstrate that neural processing of auditory pitch feedback in vocal motor control is subject to language-dependent neural plasticity, suggesting that cortical mechanisms of auditory-vocal integration can be shaped by tone language experience.     

The effect of gender on the N1-P2 auditory complex while listening and speaking with altered auditory feedback

The effect of gender on the N1-P2 auditory complex was examined while listening and speaking with altered auditory feedback. Fifteen normal hearing adult males and 15 females participated. N1-P2 components were evoked while listening to self-produced nonaltered and frequency shifted /a/ tokens and during production of /a/ tokens during nonaltered auditory feedback (NAF), frequency altered feedback (FAF), and delayed auditory feedback (DAF; 50 and 200 ms). During speech production, females exhibited earlier N1 latencies during 50 ms DAF and earlier P2 latencies during 50 ms DAF and FAF. There were no significant differences in N1-P2 amplitudes across all conditions. Comparing listening to active speaking, N1 and P2 latencies were earlier among females, with speaking, and under NAF. N1-P2 amplitudes were significantly reduced during speech production. These findings are consistent with the notions that speech production suppresses auditory cortex responsiveness and males and females process altered auditory feedback differently while speaking.     

Do increases in physical activity encourage positive beliefs about further change in the ProActive cohort?

Effects of behaviour change on cognitions are rarely examined within the Theory of Planned Behaviour. We tested whether increases in physical activity resulted in more positive beliefs about further change among a cohort of sedentary adults participating in a behavioural intervention trial (ProActive). At baseline, 6 and 12 months, 365 adults completed questionnaires assessing physical activity and cognitions about becoming more active over the coming year. Objective activity was assessed at baseline and 12 months. Participants reporting larger increases in activity were no more positive about making further increases than those reporting less behaviour change (p-values > 0.05). Participants with larger increases in objective activity reported weaker perceived control (β?=??0.342; p?=?0.001) and more negative instrumental attitudes (β?=??0.230; p?=?0.017) at 12 months. Participants may have felt that they had changed enough or measures of perceived success may be more sensitive to behaviour change. Alternatively, long measurement intervals may have missed immediate cognitive and affective consequences of behaviour change, or such effects may require participants to consistently self-monitor or receive feedback on performance. Future studies could test the effect of such techniques on physical activity and a wider range of cognitive, affective and physiological consequences, using more frequent measurement intervals.     

Living and Learning: Reproducing Beliefs in Selective Experience

People's decisions shape their experience. For example, a recruitment officer decides between job applicants and cannot evaluate the suitability of rejected applicants. The selection decisions thus affect the content of the officer's experience of suitable and unsuitable applicants, and experiential learning is achieved from a selective sample of experiences. It is suggested that people's beliefs are sensitive to the content of the experienced sample, but the mind cannot adjust for the selectivity of the sample even when it results from the individual's own decisions. Two experiments with a recruitment task showed that incorrect prior beliefs survive experiential learning when the beliefs are reproduced and thus appear to be confirmed, in actual experience. When the task was to achieve high performance, incorrect prior beliefs persisted because they were reproduced in a smaller sample of selected job applicants. In contrast, when the task was focused on learning, a greater number of applicants were selected, and a more representative experience therefore revised incorrect beliefs. The actual content of the experienced sample is thus crucial for the persistence, as well as for the revision, of incorrect beliefs. Further, as predicted by the hypothesis of constructivist coding, when feedback was absent for rejected applicants, participants constructed “internal feedback” in line with the expectation that the rejected applicant was unsuitable. Thus, when fewer applicants were hired, participants came to believe that the actual proportion of suitable applicants was low. Finally, the implications for efforts to reduce bias and improve experiential learning are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

Measuring Team Performance in Complex and Dynamic Military Environments: The SPOTLITE Method

The Scenario-based Performance Observation Tool for Learning In Team Environments (SPOTLITE) provides a systematic method for developing team performance measurement instruments comprised of behaviorally anchored rating scales that are tied to observable behaviors that tap critical knowledge and skills and can be assessed at specific intervals during a training scenario. We developed a measurement instrument for four-person teams of F-16 pilots training for air-to-air combat in a high-fidelity simulation environment and implemented it in a handheld computer to support fast and accurate data entry as a team executes a scenario. An experiment demonstrated the sensitivity, reliability, and validity of the instrument.     

MILL'S ARGUMENT FOR OTHER MINDS

Montesquieu's Considérations sur les causes de la grandeur des Romains et de leur décadence (1733/1734) is a methodological exercise in causal explanation on the meso-level applied to the subject of the military rise and fall of Rome. Rome is described as a system with contingent initial conditions that have a strong path-determining effect. Contingent and plastic initial configurations become highly determining in their subsequent operation, thanks to self-reinforcing feedback loops. Montesquieu's method seems influenced by the ruthless commitment to efficient causality and the reductionism of seventeenth-century mechanicist philosophy; but in contrast to these predecessors, he is more interested in dynamic processes than in unchangeable substances, and his use of efficient causality in the context of a system approach implies a form of holism that is lacking in his predecessors. The formal and conceptual analysis in this article is in many ways complementary with Paul Rahe's recent predominantly political analysis of the Considérations. At the same time, this article points to a problem in the works on the Enlightenment by Jonathan Israel: his account stresses a one-dimensional continuum consisting of Radical, Moderate and Counter-Enlightenment. This invites Israel to place the combined religious, political and philosophical views of each thinker on one of these three points. His scheme runs into trouble when a thinker with moderate religious and political views produces radical philosophical concepts. Montesquieu's Considérations is a case in point.     

A kinematic comparison of successful and unsuccessful tennis serves across the elite development pathway

While velocity generation is an obvious prerequisite to proficient tennis serve performance, it is also the only stroke where players are obliged to negotiate a unique target constraint. Therefore, the dearth of research attending to the accuracy component of the serve is surprising. This study compared the body, racquet and ball kinematics characterising successful serves and service faults, missed into the net, in two groups of elite junior female players and one professional female tennis player. Three-dimensional body, racquet and ball kinematics were recorded using a 22-camera VICON motion analysis system. There were no differences in body kinematics between successful serves and service faults, suggesting that service faults cannot be attributed to a single source of biomechanical error. However, service faults missing into the net are characterized by projection angles significantly further below the horizontal, implying that consistency in this end-point parameter is critical to successful performance. Regulation of this parameter appears dependent on compensatory adjustments in the distal elbow and wrist joints immediately prior to impact and also perceptual feedback. Accordingly, coordination of the distal degrees of freedom and a refined perception-action coupling appear more important to success than any isolated mechanical component of the service action.     

A Complexity Approach To Co-Creating An Innovative Environment

The distinguishing characteristic of complex co-evolving systems is their ability to create new order. In human systems this may take the form of new ways of working or relating, new ideas for products, procedures, artefacts, or even the creation of a different culture or a new organizational form. This article will explore the creation of new order using the principles of complexity and the concepts of creativity and innovation. It will argue that innovation can be facilitated by an enabling environment based on the logic of complexity and describe how one organization (the Humberside Training and Enterprise Council) co-created an innovative environment and changed its culture, ways of working, thinking, and relating.