Learning Portfolio: The objective of this final assessment is to encourage you t

Learning Portfolio: The objective of this final assessment is to encourage you to synthesize the insights you’ve gained from the course, reflect on your personal growth, and demonstrate a deep understanding of social psychology concepts. By utilizing your own weekly “Reflect & Connects”, as well as your mid-semester presentation, you will create a comprehensive learning portfolio that showcases their journey through the course. This is worth 100 points.
Instructions
Gather Your Materials:
Collect all your weekly “Reflect & Connect” submissions and your mid-semester presentation. These will serve as the basis for your learning portfolio.
Review these materials to identify common themes, significant insights, and areas of personal growth.
2. Create a Comprehensive Learning Portfolio:
Your portfolio should include the following components:
Introduction: Provide a brief overview of your learning journey throughout the course. Explain what you expected to learn and how your understanding evolved.
Key Insights and Themes: Identify at least three key insights or themes that emerged from your weekly “Reflect & Connect” submissions. Discuss why they were significant and how they impacted your understanding of social psychology.
Mid-Semester Presentation Review: Include a summary of your mid-semester presentation, highlighting the social psychology concepts you explored and how they contributed to your learning.
Personal Growth and Reflection: Reflect on how the course has influenced your personal growth, including any changes in your beliefs, attitudes, or understanding of social psychology.
Future Applications: Describe how you plan to apply the knowledge gained from the course to future studies, career goals, or personal life. Identify specific social psychology concepts that you believe will be useful.
Ensure that your portfolio is well-organized, with a logical flow and clear transitions between sections.
3. Format and Submission:
The learning portfolio can be presented in a format of your choice, such as a written report, multimedia presentation, or digital scrapbook.
If you choose a written format, the portfolio should be approximately 1,500-2,000 words. If you choose a multimedia format, ensure that it contains sufficient content to meet the requirements.
Submit your learning portfolio through Canvas by 5:00 PM on 6/21
Grading Rubric for Learning Portfolio (100 Points)
Introduction (10 Points)
Full Points (10 Points):
The introduction provides a clear overview of the learning journey throughout the course, explaining initial expectations and how understanding evolved.
Half Points (5 Points):
The introduction is present but lacks depth or fails to explain the learning journey in detail.
Key Insights and Themes (25 Points)
Full Points (25 Points):
The portfolio identifies at least three key insights or themes from the weekly “Reflect & Connect” submissions.
It provides a thorough explanation of why these insights were significant and how they impacted the understanding of social psychology.
Half Points (12.5 Points):
The portfolio identifies key insights but may not provide three distinct themes or lacks depth in explanation.
Mid-Semester Presentation Review (15 Points)
Full Points (15 Points):
The portfolio includes a summary of the mid-semester presentation, highlighting relevant social psychology concepts.
It provides a clear explanation of how the presentation contributed to the learning journey.
Half Points (7.5 Points):
The summary of the mid-semester presentation is present but lacks depth or fails to clearly connect to the course concepts.
Personal Growth and Reflection (20 Points)
Full Points (20 Points):
The portfolio includes a thoughtful reflection on personal growth, discussing changes in beliefs, attitudes, or understanding of social psychology.
It provides specific examples of how the course influenced personal development.
Half Points (10 Points):
The reflection on personal growth is present but may lack depth or fails to provide specific examples.
Future Applications (15 Points)
Full Points (15 Points):
The portfolio outlines clear plans for applying social psychology concepts to future studies, career goals, or personal life.
It identifies specific concepts that will be useful in future endeavors.
Half Points (7.5 Points):
The discussion of future applications is present but may be vague or lack specific plans.
Clarity and Organization (15 Points)
Full Points (15 Points):
The portfolio is well-organized, with a logical flow and clear transitions between sections.
The writing or multimedia content is clear and easy to follow.
Half Points (7.5 Points):
The portfolio has some issues with clarity or organization, with a few grammatical errors or unclear transitions.
All my reflect and connects: 
– The first topic I would like to discuss is the value of social psychological research. As discussed in the book, this research method helps with “pressing problems—climate change, growing income inequality, ethnic and gender bias, sexual harassment, political polarization and intolerance—can be informed by findings from social psychology. The connection I make with this research method has a lot to do in a sense of statistics. We can use different dependent and independent variables to show how different qualities and circumstances affect our life, with this research we are also able to predict certain outcomes and avoid certain circumstances. One question I have would be how can we know how effective the data is when these theories are tested for the most part  on certain groups and not society as a whole. I just wonder if the outcome would be different if there was a way to include everyone in the study.  The next topic I would like to discuss would be how social psychologist test ideas. The main takeaway I was able to learn was the two different types of research: observational and archival research. Observational research is a study method in which the research observes and records ongoing behavior but does not attempt to change it, while archival research is a study method that examines existing records to obtain data and test hypothesis. I believe knowing the difference, and also being able to distinguish which method to use is very important because there are some study where you may want to just observe behavior or a theory, while in others you may want to test for your own conclusions. My question would have to be what would be the best way to determine which method to use if you want to observe there behavior, but also test for your own conclusion?
– The first topic, Higgins’ self-discrepancy theory, which discusses our multiple self-images, including our actual, ideal, and ought selves really interested with me. It made sense to me why we experience motivation or self-pity. This theory ties into larger concepts about why we act in certain ways and in response to certain situations, therefore it’s not just about individuals. For instance, it can assist teachers in determining how to assist their students in achieving their objectives, or therapists in comprehending why their patients are having difficulties. As I considered this theory, I began to question if it applied to all people equally, regardless of their background, and if it had any lasting effect on behavior. Then second topic I would like to discuss is Bem’s self-perception theory. According to Bem’s self-perception theory, people frequently get insight with their attitudes by paying attention to their actions and the circumstances around them. I was drawn to this topic since it questions the idea that we can always pinpoint the reason behind our emotions. On the other hand, by observing our actions and whereabouts, we may be able determine it. This theory is not only referring to individuals, it also relates to how we perceive other people. It feels as though we are seeing ourselves from the outside. This realization provides light on how we create views of others and ourselves. In reality, it may influence therapy approaches or even workplace interactions. Thinking about this notion makes me wonder about its use in cross-cultural contexts and how it affects behavior change techniques.
– The first topic I would like to discuss is top-down processing. The cognitive trend known as “top-down processing,” in which preexisting ideas and expectations influence how we interpret incoming information, has important consequences for a number of course themes and actual occurrences. Understanding how top-down processing affects perception and judgment is essential for courses in social psychology and cognitive psychology. It has connections to more general issues of social cognition, bias, and decision-making. Also, top-down processing is responsible for phenomena including discrimination, prejudice, and stereotyping in real-world settings. We can grasp the general impact of cognitive processes on individual behavior and society dynamics by recognizing these links. Thinking about these links raises concerns about the effective ways in which interventions and education can combat deeply rooted prejudices. How can we create educational initiatives that challenge top-down processing by fostering self-awareness and critical thinking? Investigating these issues can help direct methods for building a society that is more equal and inclusive.
The second topic I would like to discuss is reducing stereotypes, prejudice, and discrimination. Reducing bias, discrimination, and stereotyping is a complex task. Increasing empathy, encouraging intergroup contact, and eliminating misconceptions through media portrayal and education are common tactics for lessening these occurrences. The larger topics of identity, equity, and social justice are all touched by these efforts. Initiatives aiming at lowering prejudice, discrimination, and stereotyping are essential for promoting inclusive societies and eliminating widespread inequalities in real-world occurrences. The continuous fight against prejudice in all of its forms has been emphasized by movements such as Black Lives Matter, the advocacy of LGBTQ+ rights, and attempts for gender equality. Considering these links makes one wonder how successful the present anti-prejudice and stereotype initiatives are. How can the effectiveness of anti-discrimination campaigns be identified? What part do people, organizations, and decision-makers have in bringing about long-lasting change? 
– The importance of source characteristics, the function that aesthetic plays in persuasive messaging is one important point that the material talks about. Celebrities like Demi Lovato and Matt Damon are prime examples of how the popularity, attractiveness, and position of the messenger may influence the impact of their message. These individuals also serve as spokesmen for social causes. It’s important to comprehend how source traits affect persuasion in a variety of contexts, such as public relations, social activity, and advertising. It makes us think about how a spokesperson’s perceived liking and trustworthiness might either strengthen or weaken the point of their message. A question I have is how can organizations create a balance between using famous people as spokespersons and making sure that the cause itself is the major focus and not the celebrity’s notoriety or physical appeal? I also found the concept of automatic mimicry interesting in which we unintentionally emulate the behaviors of others around us to be one of the material’s main points. A study that demonstrated how participants unknowingly imitated the actions of their confederates served as an example of this. This feature emphasizes how prevalent social cues are in shaping human behavior. Automatic mimicry emphasizes ideas like conformity and social influence and relates to more general social psychology concerns. Comprehending this phenomena illuminates the ways in which subtle social cues influence how people act in diverse settings, ranging from individual interactions to collective dynamics. Understanding and being aware of these occurrences can help us navigate social settings more efficiently. One. question I have is what potential effects might automatic mimicry have on how we create social interventions or promote particular behaviors?
– My understanding of social psychology has been enlightened by Zajonc’s Theory of Mere Presence. The idea of social facilitation the idea that other people’s presence can either help or hinder performance struck interesting to me. This idea immediately relates to how group dynamics affect individual behaviors by getting me to think back on instances when I was inspired by a cheering crowd or anxious under observation. Social inhibition is another interesting concept that helps to explain why people often perform worse on difficult activities when they are with other people. This subject got me to thinking about times when I’ve found it harder to complete things in groups than when I’ve worked alone. Comprehending these concepts enhances my understanding of how group environments can either foster collaboration or present obstacles. In order to fully utilize these insights, it also raises the question of how to maximize team dynamics and leadership. How can businesses design spaces that minimize the negative effects of social inhibition and increase the positive effects of social facilitation? The theory of rage and aggression by Leonard Berkowitz has had a big impact on how I think about social dynamics. His focus on construal, or how people understand and view circumstances, made it clear to me that anger is more than simply a raw emotion; it’s a cognitive process that has the potential to turn violent. This realization caused me to go back on instances in my own life where I may have acted out or interacted with others in an angry way, which led to a more thorough analysis of how perceptions affect emotions. It emphasizes how crucial emotional control and adopting a broad view are to reducing the likelihood of aggressive reactions in social or interpersonal settings. Effective communication and empathy are called into doubt when these ideas are applied to real-world situations, such as diplomatic negotiations or workplace conflict resolution techniques. How can people and organizations create spaces that encourage positive communication and skillfully control anger to stop it from turning into aggression?