Answer:
Quinn-low conscientiousness
Explanation:
Big Five personality theory: The Big Five personality theory consists of five personality traits that an individual holds. They are:
1. Extraversion (extroversion).
2. Agreeableness.
3. Openness.
4. Conscientiousness.
5. Neuroticism.
Conscientiousness refers to one of the personality traits to be diligent and careful.
Low conscientiousness: An individual who has low conscientiousness are usually less goal-oriented, laid back, disorganized, and less success driven. They are most likely to involve in criminal and antisocial behavior.
Quinn is correctly matched with a Big Five personality description.
Answer:
Packaging that changes color if the product inside is expired.
A water-filtering straw.
A pancake printer.
A mat with a built-in alarm clock.
A pendant that turns speech into text.
A toothbrush that cleans your teeth by itself.
"Smart" glasses.
A glass that turns water into wine.
The last option, Sandra day O’Connor and thurgood Marshall
Answer:
a. transience.
Explanation:
The options for this question are missing. The options are:
A. transience.
B. absentmindedness.
C. retroactive interference.
D. proactive interference.
In psychology, the term transience refers to the decreasing ability to retrieve something that we already learned either from our long-term-memory or short-term-memory. This can happen because of brain damage but also because of lack of practice.
In this example, Amber took 4 years of Spanish and then 2 years of spanish in college but one year after she graduates she realizes that she remembers very little of the Spanish language. We can see that <u>her ability to retrieve what she learned decreased over that year,</u> therefore this would illustrate the concept of transience.
Answer:
b. when restraining forces are removed, driving forces will produce change
Explanation:
Force field analysis is a theory of Kurt Lewin in his contribution to change management.
This model suggests how change agents may diagnose the forces that drive and restrain proposed organizational change. It draws from this that change agents can only cause change to happen if they eliminate forces restraining order resisting this change.
Lewin list four forces in his research: change forces, driving forces, restraining forces and resisting forces, suggesting that in order for a change to happen the driving forces have to be more than the restraining forces and an equilibrium means no change.
