Mindset

A mindset (also known as mentality especially when considered as biased and closed-minded) refers to an established set of attitudes of a person or group concerning culture, values, philosophy, frame of reference, outlook, or disposition. Person A is said to have a theory of mind (ToM) about person B, relating mindset research to ToM. This may also develop from a person's worldview or beliefs about the meaning of life. A mindset could create an incentive to adopt (or accept) previous behaviors, choices, or tools, sometimes known as cognitive inertia or groupthink. When a prevailing mindset is limiting or inappropriate, it may be difficult to counteract its grip on analysis and decision-making. In cognitive psychology, mindset is the cognitive process activated in a task. In addition to the field of cognitive psychology, the study of mindset is evident in the social sciences and other fields (such as positive psychology). Characteristic of this area of study is its fragmentation among academic disciplines.

A mindset (also known as mentality especially when considered as biased and closed-minded) refers to an established set of attitudes of a person or group concerning culture, values, philosophy, frame of reference, outlook, or disposition. Person A is said to have a theory of mind (ToM) about person B, relating mindset research to ToM. This may also develop from a person's worldview or beliefs about the meaning of life. A mindset could create an incentive to adopt (or accept) previous behaviors, choices, or tools, sometimes known as cognitive inertia or groupthink. When a prevailing mindset is limiting or inappropriate, it may be difficult to counteract its grip on analysis and decision-making. In cognitive psychology, mindset is the cognitive process activated in a task. In addition to the field of cognitive psychology, the study of mindset is evident in the social sciences and other fields (such as positive psychology). Characteristic of this area of study is its fragmentation among academic disciplines. == History== Numerous scholars have identified mindset history as being a critical gap in contemporary literature and also in current approaches to mindset education and training. == Research== Mindset research is an interdisciplinary field of inquiry. Some of the earliest studies to explicitly include mindset as an area of focus were conducted in the 1910s and 1920s, primarily within a psychology and education context. This includes studies by scholars including Thaddeus Lincoln Bolton (1909), Edward Kellogg Strong and Margaret Hart Strong (1913), Edward Lee Thorndike (1913), Alexander James Inglis (1918), William Heard Kilpatrick (1921), and more. Between the 1980s and 2000s, mindset research and its applications began to expand into other areas, including Glen Fisher's (1988) studies in international relations, Ellen Langer's (1989) research on mindfulness, Peter Gollwitzer's (1989) psychology of action phases, Donella Meadows' (1991) theory of systems change, Stephen Rhinesmith's (1992) work on global mindsets, Ronald Heifetz's (1994) practice of adaptive leadership, Carol Dweck's (2006) concept of implicit theories, and Robert Kegan's and Lisa Lahey's (2009) theory of adult development. == Politics== A political example is the "Cold War mindset" in the U.S. and the USSR. This mindset reflects how people globally perceived the levels of security between the two nations. This mindset suggested that if one nation grew in strength and power, the other was threatened and vice versa. The main goal of the Cold War Mindset was to strengthen one's own nation's military and alliances while keeping the other nation's power limited. Also included in this mindset is the belief in game theory, in a chain of command in control of nuclear materials, and in the mutual assured destruction of both in a nuclear war. This mindset prevented an attack by either country, but deterrence theory has made assessments of the Cold War mindset a subject of controversy. Modern military theory attempts to challenge entrenched mindsets in asymmetric warfare, terrorism, and the proliferation of weapons of mass destruction. These threats are "a revolution in military affairs", requiring rapid adaptation to new threats and circumstances. == Systems theory== Building on Magoroh Maruyama's concept of mindscape, mindset includes a cultural and social orientation: hierarchical and egalitarian individualism, hierarchical and egalitarian collectivism, hierarchic and egalitarian synergism, and hierarchical and egalitarian populism. ==Collective mindset== Collective mindsets are described in Edwin Hutchins's Cognition in the Wild (1995) and Maximilian Senges' Knowledge Entrepreneurship in Universities (2007). Hutchins analyzed a team of naval navigators as a cognitive unit or computational system, and Senges explained how a collective mindset is part of university strategy and practice. Erik H. Erikson's analysis of group-identities and what he calls a "life-plan" is relevant to a collective mindset. Erikson cites Native Americans who were meant to undergo a reeducation process to instill a modern "life-plan" which advocated housing and wealth; the natives' collective historic identity as buffalo hunters was oriented around such fundamentally different motivations that communication about life plans was difficult. An institution is related to collective mindset; an entrepreneurial mindset refers to a person who "values uncertainty in the marketplace and seeks to continuously identify opportunities with the potential to lead to important innovations". An institution with an entrepreneurial philosophy will have entrepreneurial goals and strategies. It fosters an entrepreneurial milieu, allowing each entity to pursue emerging opportunities. A collective mindset fosters values which lead to a particular practice. Hitt cites the five dimensions of an entrepreneurial mindset as "autonomy, innovativeness, risk taking, proactiveness, and competitive aggressiveness". == Theories== The study of mindsets includes definition, measurement, and categorization. Scholars in the same discipline differ. === Mindset agency === Sagiv and Schwarts defined cultural values to explain the nature, functions, and variables which characterize mindset agency. They posited three bipolar dimensions of culture, based on values: cognitive (embedded or autonomous), figurative (mastery or harmony), and operative (hierarchical or egalitarian). === Students and teachers === Elements of personality (such as sensitivity to mistakes and setbacks) may predispose toward a particular mindset, which can be developed and reshaped through interactions. In a number of studies, Dweck and her colleagues noted that alterations in mindset could be achieved through "praising the process through which success was achieved", "having [college aged students] read compelling scientific articles that support one view or the other", or teaching junior-high-school students "that every time they try hard and learn something new, their brain forms new connections that, over time, make them smarter." Much research in education focuses on a student's ability to adopt a growth mindset, and less attention is paid to teachers' mindsets and their influence on students. Hattie writes, "Differing mindsets, or assumptions, that teachers possess about themselves and their students play a significant role in determining their expectations, teaching practices, and how students perceive their own mindset." A study by Patrick and Joshi explored how teachers explain growth and fixed mindsets, with two major findings in 150 semi-structured interviews. First, they found that teachers' prior beliefs about learning and students influenced how they engaged with their mindsets. Second, they found that many teachers oversimplified growth and fixed mindsets as positive and negative traits. A study conducted by Fiona S. Seaton (2018) examined the impact of teacher training to influence mindset. The teachers in this study had six training sessions, and Seaton found that the sessions had an impact on their mindsets which was sustained three months afterward. The results of this study suggest that adult mindsets are malleable, and can shift with appropriate supports. === Productive and defensive mindsets === According to Chris Argyris, organizations have two dominant mindsets: productive and defensive. The productive mindset is hinged in logic, focused on knowledge and its certifiable results a decision-making mindset which is transparent and auditable. The defensive mindset is closed, self-protective and self-deceptive. It does not see the greater good, but centers on individual defense; truth, if perceived as harmful to the person concerned, would be denied. This may allow personal growth, but no organizational growth or development. ==See also== ==Notes==

Text derived from https://en.wikipedia.org/w/index.php?oldid=1368192659 under CC BY-SA 4.0; modifications have been made.