Piaget, Bandura, Bowbly and Vygotsky - 1850 Words

Piaget, Bandura, Bowbly and Vygotsky Development is about the customary way that a child acts (Bruce Meggit, 2006). Child development is multidisciplinary. Several researches have put forward theories on the way children developed. These can be divided into the psychoanalytical theories, the learning theories, and the cognitive development theories. In this assignment, I will explain a number of these theories by showing what the theorists had developed. Jean Piaget: (Cognitive-development theory) Jean Piaget was a psychologist and was best known for his work on the development of intelligence in children. His studies have had a major impact on he fields of child psychology and education. One of the most important theories in†¦show more content†¦Egocentrism is lost. As physical experience accumulates, accommodation is increased. The child begins to think abstractly and conceptualize, creating logical structures that explain his or her physical experiences. 4th Stage: Formal operational period (11years and up) Cognition reaches its final form. By this stage, the person no longer requires concrete objects to make rational judgements. He or she is capable of deductive and hypothetical reasoning. His or her ability for abstract thinking is very similar to an adult. Albert Bandura Albert Bandura is most known for his work on the Social Learning Theory were he affirmed that learning does not occur only be reinforcement but also by observation and modelling. Bandura’ s Theory states that social behaviour is learned. He argues that learning does not always require direct reinforcement. His theory emphasises that young children learn by imitating and watching other people. Children will imitate both positive and negative behaviour. The people children imitate are considered by them as being people of status; people that hold power (Bruce Meggit, 2006). The Social Learning Theory of Bandura emphasises the importance of observing and modelling the behaviours, attitudes, and emotional reactions of others. Bandura (1977) stated that â€Å"Learning would be exceedingly laborious, not tom mention hazardous, if people had

Social Psychology Perspectives in the Movie Shrek

Kelly Scipione Social Psychology Social Psychological Principles Social Psychological Principles in the Movie Shrek (2001) For most people, movies are made for entertainment. However, there are also movies that go beyond merely entertaining its audience. There are films that have been created making use of psychological principles, which enrich the movie-viewing experience of audiences. This paper will focus on the movie Shrek, which was released in 2001, directed by Andrew Adamson and Vicky Jenson. Shrek tells the story of a green ogre named Shrek and a princess named Fiona. Shrek was feared by all the people in the town of Duloc. He lived alone in a swamp, which he one day found to be swamped with fairy tale creatures. The fairy†¦show more content†¦Shrek told the donkey about the prejudice of people toward him. He told the donkey that people judge him even before they get to know him. People see him as a big, stupid ogre who will eat them. And for this reason, he doesn’t want to get close to anyone. The people of Duloc are prejudiced against Shrek because of how he looks, which is similar to how certain people are prejudiced based on the color of their skin. Prejudice is also shown in the movie when Shrek goes to the town of Duloc and a man wearing a big head gear sees him and runs away because he is an ogre. The man thinks that Shrek will eat him so he ran away. Lord Farquaad has prejudice against magical creatures. This is shown when he has ordered that the magical creatures be exiled to the forest. This action also illustrates the discrimination that the magical creatures experienced due to Lord Farquaad’s personal prejudices. The magical creatures were showed to be treated like criminals, taken into carts and placed in cages. Furthermore, Lord Farquaad also has prejudice against ogres. He identifies and calls Shrek as â€Å"it†, connoting that he thinks of himself as superior to an ogre like Shrek. And when Fiona first meets Farquaad, she was explaining that she is just saying goodbye to Shrek, Lord Farquaad told her not to waste time on Shrek because it doesn’t have any feelings. When Fiona turned into an ogre on herShow MoreRelatedPersonality Analysis : Shrek Essay1715 Words   |  7 Pagesdifferent perspectives is important because it affects how we think and behave towards others. In the movie Shrek (2001), vie wers are introduced to four main characters who all contrast in personalities. Various psychological approaches can be applied to any of these characters, but in this paper, the characters Shrek and Fiona will be analyzed through the humanistic theory and psychoanalytic theory, respectively. According to David C Funder - The Personality Puzzle, â€Å"humanistic psychology is based

Formal and Informal Learning System †MyAssignmenthelp.com

Question: Discuss about the Formal and Informal Learning System. Answer: Introduction In todays scenario the organization relies on the performance of employees. The organizations workplace environment majorly impacts the performance level of employees. The major factors that the employees must have to increase their performance are their interpersonal desire, both emotionally and physically. The proper workplace environment for employees will help them to present in the office hours regularly and increase their performance and productivity in todays competitive scenario (Abbas et al., 2014). The factors which influence the workplace environment are physical environment, psychosocial factors and balance of work life. However, there are factors which negatively affects the performance of employees and they are improper infrastructure, dirty places, negligence by the upper management and others. How work environment effects employees performance? What are the factors that enhances employees productivity? The aim of this research is to analyze the effect of workplace environment on employees performance with emphasis on factors of working environment and employees performance. Conceptual Framework The physical environment majorly influence the behaviors and performance of the employees. The aspects of physical environment comprises of surrounding functionality and spatial layout that impacts the employees performance (Deery Jago, 2015). The spatial layout aspect is described as the layout of the of the work environment infrastructure such as arrangement of equipment, machinery and furnishings, and their shape and size. The spatial layout influences the conversation between the employees. The functionality is the other aspect that is described as the ability of the spatial layout to facilitate performance and achievements of the objectives. The physical environment of the workplace consists however, not limited to the satisfaction level, heating, ventilation and lighting (Lu et al., 2014). The broader perspective is to provide better office layout and impressive decors to improve the employees experience and thus better performance. The better space management and formal seati ng arrangements like chairs placed front-to-front encourages social interaction. This shows that employees will be more engaged in the working environment leading to better performance. The factor that is considered a predominant issues in workplace environment is psychosocial factor. The psychosocial factors refers to the communication between the working conditions and environment, functions, effort, family members and individual person (Reb, Narayanan Chaturvedi, 2014). The psychosocial factors consist of six major areas. This major areas are workload management, personal control of an individual over the job, a clear role and superiors and colleagues support. The other two are positive work relations, control over sense in the changing environment of workplace. The individual association of a person with the working environment helps to lower the stress level (De Been Beijer, 2014). The employees behavioral factors affects the performance of employees as it can lead to the varied nature and function of changes in job satisfaction. The job satisfaction is another factor that affects the individuals performance. The other factors of that positively or negatively impact the performance of employees are support from supervisor, styles of leadership and role consistency. The style of furnishings, dcor and physical symbols can be served as a symbolic feature to enhance performance of employees. The balance of work life is necessary to improve the performance of employees. The precise definition of work life balance is that the individuals spending adequate time at their jobs as well as in their personal life such as family and friends (Schilpzand, De Pater Erez, 2016). The balance of work life is an important need for an individual to have satisfied and better functioning at work and at home. This is required to balance emotional, temporal and behavior demands of responsibilities for self and family. The aspects to measure the balance of work life are conflicts or work life and extracurricular (Dane Brummel, 2014). The employees if unable to achieve balance in work life and personal life then this can result in decreasing performance of employees. The factors that helps to achieve better work life balance are part-time work and flexibility of work. The other criteria to measure the work life balance are as follows. The first criteria is extent to which employees feel sati sfied and successful in balancing their life both in terms of personal and work. The second criteria is the extent to which an individual faces conflict in balancing personal life and work life. Theory of foundation There are many theories that has been explained regarding the relationship between employees performance and workplace environment. The two factors which perfectly describes this study are Herzberg Two Factor Theory and Affective Events Theory. The Herzberg Two Factor Theory was introduced in 1959 by Frederick Herzberg. This theory explains the relation between employee performance and workplace environment. The two factors defined by Herzberg to decide the employees performance levels, work attitudes and hygiene factors. Herzberg states that intrinsic factor is considered as motivation factors which will maximize job satisfaction of employees. The extrinsic factor is considered as hygiene factors that prevent dissatisfaction of any employee. The theory of Herzberg states that improving the workplace environment helps to improve the performance of employees and motivates them to perform better (Alshmemri, Shahwan-Akl Maude, 2017). The major concentration of Herzberg is on the necessity of internal job factors that influence employees and motivate them to perform better. According to Herzberg, the opportunity for employees is to do planning, performing and assessing their work. The theory of Herzberg is considered to best f or motivating employees by intrinsic factors than any other factors. However, there are different opinions proposed by other scholars that the first two versions are not appropriate. The two versions of Herzberg Theory are not valid or supported by any proof of study according to other scholars. However, the two version does support the theory as all the theory has been outstandingly working without any disapproval (Manuti et al., 2015). The changing environment poses different requirements and hence, developing new methods for analysis will go long in the future. The Affective Events Theory was introduced in 1996 by Howard M. Weiss and Russel Cropanzo. This theory explains the relationship between internal influences of employees and their response to the events that occur in the work place environment, affecting their job satisfaction, performance and commitment to organization. The theory proposes that positive and negative incidents at workplace influences psychological impact on job satisfaction of employees. This results into long lasting reactions through satisfaction of jobs, employees performance and commitment to organization. The Affective Events Theory triggers affective responses among the employees and these responses influence workplace environment behavior and cognition (Cropanzano Dasborough, 2015). The Affective Events Theory is however, restricted to the events that occur internally in an organization. The theory considers the specific events and how they lead to behavioral and emotional responses in workplace environment. Factors of workplace environment The factors of workplace environment that may influence workplace environment positively or negatively to achieve maximum performance of employees. The factors are physical factors, workplace rewards, leadership or management style, training and development and balance of work life (Yoerger, Crowe Allen, 2015). The first factor is physical factors that include are infrastructure and arrangements of office equipment and materials. This factor gives comfort and hence leads to better performance of employees. The second factor is workplace rewards factors can be intrinsic or extrinsic. The intrinsic rewards are attaining their projects or completion of task whereas extrinsic rewards are pay, work condition, benefits fringe and security (Caruso, 2014). The third factor is reward factor influences the employee performance by helping them to enhance their skills and knowledge. This will help to motivate employees to increase their productivity. The fourth factor is leadership or managemen t styles factors where the leadership style of every manager has a noteworthy impact on staffs morale. The morale is an essential aspect in the performance of employees. The leadership styles such as motivational, influential and others affects the employees performance in terms of stress, job satisfaction and others (Leroy et al., 2015). Thus proper leadership style from the managers is necessary so that it cannot affect employees morale and help them to improve their performance. Factors affecting performance of employee The factors affecting the performance of employees individually and collectively can have either negative or positive impact. The factors for employee performance are motivation, culture of organization and commitment to organization (Hirsch, 2017). The first factor is motivation factor that encourages a persons desire to engage in organizational activity to increase their work performance. The motivation factors has two aspects and they are intrinsic and extrinsic. The intrinsic aspects are responsibility, developing skills, challenges in work, act of freedom and others (Shuck Reio Jr, 2014). The extrinsic aspects are monetary terms such as salary, promotion and benefits. The second factors is culture of organization where expected and acceptable organizational behaviors enhance the performance of employees. The third factor is commitment to organization where employee is bound to the rules and regulation of the organization where the employees are committed to their work. There have been various studies done in the past to show that environment of workplace has either positive or negative impact on employees performance. The workplace environment is perceived as environment where the employees will stay in the organization for long (Paill et al., 2014). This can be done only when the organization fulfil their social, extrinsic and intrinsic needs. Hence, the workplace environment has major role to impact employees performance. The secondary data collected from Forbes and CNBC, to find the effect of workplace environment on employees performance, factors affecting employees performance and factors of workplace environment. On Forbes website, the impact of physical workspace on employee performance have been provided with various ways to enhance workspace (Morgan, 2015). The four key areas identified are focus, collaboration, learning and socializing. The physical workspace requirement are small meeting rooms, co-working cafes and others. The CNBC website provides survey of workplace effect on employee which shows that 58% of employees require private spaces for solving problems (Belk, 2017). The other finding is that 54% of employees find their workplace environment distracting. This articles will be used to further to find out the needs and requirements of employees and what are their perspectives of an ideal workplace environment. The survey will help to understand the growing concerns of employees for th eir workplace environment and how to achieve an ideal workplace. From secondary data, we get information on what are the factors that impact the performance of employees in workplace environment. It shows that along with infrastructure of workplace, impact of surrounding people also helps to boost performance. The other finding is that employees need more privacy in workplace and lack of privacy affect their performance. The comparison for data from secondary sources and the findings from this research paper are as follows. The data collected from secondary data shows the analysis of employees and workplace environment in the current competitive scenario in a practical way. However, the findings of this report shows the analysis through theoretical factors and the more general factors for employees performance and workplace environment. The secondary data is practical as per the current organizational structures and functions whereas the research finding are theoretical and more general that has been from the past years. Gantt Chart Task Start Date End Date Duration (in days) Project Proposal 06/04/2018 26/04/2018 20 Literature Review 26/04/2018 13/05/2018 18 Data Collection 13/05/2018 19/05/2018 4 Data Analysis 19/05/2018 01/06/2018 12 Submission of final report 01/06/2018 21/06/2018 20 References Abbas, M., Raja, U., Darr, W., Bouckenooghe, D. (2014). Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance.Journal of Management,40(7), 1813-1830. Alshmemri, M., Shahwan-Akl, L., Maude, P. (2017). Herzbergs two-factor theory.Life Science Journal,14(5). Belk, W. (2017).58% of high-performance employees say they need more quiet work spaces.CNBC. Retrieved 6 April 2018, from https://www.cnbc.com/2017/03/15/58-of-high-performance-employees-say-they-need-more-quiet-work-spaces.html Caruso, C. C. (2014). Negative impacts of shiftwork and long work hours.Rehabilitation Nursing,39(1), 16-25. Cropanzano, R., Dasborough, M. T. (2015). Dynamic models of well-being: Implications of affective events theory for expanding current views on personality and climate.European Journal of Work and Organizational Psychology,24(6), 844-847. Dane, E., Brummel, B. J. (2014). Examining workplace mindfulness and its relations to job performance and turnover intention.Human Relations,67(1), 105-128. De Been, I., Beijer, M. (2014). The influence of office type on satisfaction and perceived productivity support.Journal of Facilities Management,12(2), 142-157. Deery, M., Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies.International Journal of Contemporary Hospitality Management,27(3), 453-472. Hirsch, B. T. (2017). What do unions do for economic performance?. InWhat do unions do?(pp. 201-245). Routledge. Leroy, H., Anseel, F., Gardner, W. L., Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study.Journal of Management,41(6), 1677-1697. Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., Bakker, A. B. (2014). Does work engagement increase personjob fit? The role of job crafting and job insecurity.Journal of Vocational Behavior,84(2), 142-152. Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L., Morciano, D. (2015). Formal and informal learning in the workplace: a research review.International journal of training and development,19(1), 1-17. Morgan, J. (2015).Forbes Welcome.Forbes.com. Retrieved 6 April 2018, from https://www.forbes.com/sites/jacobmorgan/2015/12/03/how-the-physical-workspace-impacts-the-employee-experience/#6421d6eb779e Paill, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), 451-466. Reb, J., Narayanan, J., Chaturvedi, S. (2014). Leading mindfully: Two studies on the influence of supervisor trait mindfulness on employee well-being and performance.Mindfulness,5(1), 36-45. Schilpzand, P., De Pater, I. E., Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research.Journal of Organizational Behavior,37(S1). Shuck, B., Reio Jr, T. G. (2014). Employee engagement and well-being: A moderation model and implications for practice.Journal of Leadership Organizational Studies,21(1), 43-58. Yoerger, M., Crowe, J., Allen, J. A. (2015). Participate or else!: The effect of participation in decision-making in meetings on employee engagement.Consulting Psychology Journal: Practice and Research,67(1), 65.

Linguistics - Style Shifting free essay sample

To egging with I will summaries the project, its aims and objectives, and very briefly explain style shifting, which I will later build on by explaining some previous research into the topic. I will then describe the methodology used for the investigation and finally report any findings from the project as well as build conclusions by discussing any issues, problems and successes from the investigation and suggest some ideas for future research. Summary of the Project Style-shifting refers to the way in which people change the way they speak depending on the context of the speech.The language that people use is often distinctive and seen to be appropriate for particular situations. In other words, the use of a certain way of speaking has an appropriate time and place in which it is spoken and to particular people to which it is spoken to. For example, if you were to analyses the speech between a politician and a close friend the language style would be far different to say, the style of language they use in a speech to a group of voters in an electorate. We will write a custom essay sample on Linguistics Style Shifting or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The situation in which a type of language is found can usually be seen as appropriate or inappropriate to the style of language used. It would not be seen as appropriate for a politician to speak in a style that is overly casual by Joking and swearing while telling a speech to parliament and, on the other hand, when speaking to a close friend or family member it may be seen as over the top or impersonal to speak overly formal when it is Just a casual conversation. To study style-shifting I chose to analyses my own everyday speech and apply previous approaches to style to identify any style-shifting within my own language in an attempt to understand when, where and why I choose to speak in particular styles. Using three different approaches from previous research including the attention to speech approach, the audience-design model and the speaker design model I have discovered some interesting findings.Aims and objectives The aims of this project are to apply previous theories of style-shifting in linguistics to look at my own personal speech. To narrow it down I focused on identifying style shifts within my own conversations and attempted to find reasons or causes for these shifts by using previous studies which identify causes and applying them to my discourse analyses. As my objective is to only analyses my own speech rather than there it is impossible to confidently generalist any findings to all people but many of the findings could be se en to generally apply to many other people.Literature review There have been a number of approaches to style in linguistics that have attempted to explain why style-shifting occurs in speech. Labor approached style as attention paid to speech. For this approach Labor believed that style could be placed along a single dimension and measured by the amount of attention paid to ones own speech (2001:7). This single continuum was thought to place the vernacular, I. E. The most usual speech, as it is the earliest acquired and most commonly used, at one extreme, with the other extreme being a highly formal style of speech.Examples of casual speech may be recorded in contexts such as extended or emotional narratives or conversations among peers and Labor found channel cues which act as elements to identify casual speech, such as laughter, increased tempo, raised pitch and heavier breathing. A formal context can be defined as where more than the minimal attention is paid to speech (1984:29) and examples of common formal contexts include responses to interview questions or when in a speech condition to an audience.With his style as attention to speech approach Labor reported that social class distinctions tend to be preserved in ea ch speech style and also the slope of style-shifting tends to be identical across social classes (1984:29). This approach also found that patterns of variation in casual, vernacular speech give a truer picture of linguistic changes in progress than formal speech does as formal speech tends to be conservative or distorted (1984:29). Bell later proposed another approach which was an audience-design model of style shifting.This model assumes that speakers adjust heir speech primarily towards that of their audience in order to express commonality or intimacy with them, or conversely away from their audiences speech in order to express distance (2001:7) Bells model elaborates a categorization of audience members: Addressees are those who are directly addressed, approved participants Auditors are not directly addressed, but are approved participants Overhears are non-approved listeners of whom the speaker is aware Eavesdroppers are non-approved listeners of whom the speaker is unaware, Referees are non-present groups with whom speakers attempt to identify while they re speaking to addressees, e tc. Bell believed that the main reason for style-shifting is the speakers attempt to gain the audiences approval. Style-shifts are thus mainly responses to features of the context, including the audience (2001:6) This approach found that not all audience members are equally important.Their importance is proportional to the degree to which the speaker recognizes them. The model also found that speakers typically make subtle adjustments of style for a range of different addressees, and too lesser degree for other types of audience members. A ore recent approach to style-shifting is called speaker design which works to break down the original dichotomy between social and stylistic variation since the projection of ones identity includes both its permanent aspects as well as momentary ones. The main focus of this approach is the idea that identity is dynamic. This means that speakers project different roles in different circumstances.The interaction of the desire to project identity with the recognition that audiences differ, means that it is not a purely individual occurrence, but rather a relational one 2001:7) This approach assumes that all speech is performance and that all style- shifts involve adopting roles which contradicts earlier approaches that believe the vernacular is the most natural and does not require speakers to put on roles. Methodology In order to collect data for this investigation I recorded a number of conversations in which I was a part. I chose to analyses two different mediums including face-to -face spoken conversations between myself with both people I know as well as people I didnt know. The other medium I thought to be appropriate was e-mails and social networking site messages. Social networking websites have become incredibly popular since the previous approaches to style-shifting originated so I found it very interesting identifying styles of language used on the social network of Backbone.This led to some interesting observations and findings that are unique to written discourse. Examples of people that I was familiar with included friends, housemates and family members. People that I did not know included customers at my own work, putting me in the store assistant role, as well as store assistants in other businesses, putting me in the customer role. Findings To begin with I found that the style of language used certainly depends on the mode (I. E. The medium) whether it be spoken or written. For written discourse I believe that more time can be used to think about what we are going to say so we can consciously decide the style of language that we are going to use.For an e-mail or letter for example people have time to plan what they have to say and if it is a friendly, casual e-mail or letter then not much time needs to be put into ensuring that the language is appropriate. On the other hand if the e-mail or letter is intended for say a boss, a equines or an organization you would expect that the sender would adopt a rather formal style of language to ensure that they are taken seriously and to keep it appropriate. Within conversation style-shifting may occur if an authority figure replies to a formal e-mail or letter in a rather casual manner which will often prompt the original sender to relax and adopt a casual register as well. Written Discourse I chose to look at two very different written conversations between myself and others.The first example is a conversation between me and a student liaison officer at university (Extract 3). As I was unfamiliar with the recipient my language can be seen as reasonably formal and polite as I am requesting some information and advice about future studies. The use of Dear Carmen to begin the e-mail is unique of written discourse as you would not expect to begin a spoken conversation like this. This opening can be seen as polite, and appropriate as it is an expected way of beginning a formal e-mail. The e-mail ends with a very formal register as I write that I would greatly appreciate her assistance. This type of style can be seen as appropriate for the addressee, the mode and the context of the conversation.By cooking at this e-mail alone we can apply the three approaches of style in saying that I paved a great deal of attention to my speech to ensure that it was appropriate, I adopted a formal register to get the approval of the audience, and I also chose to speak formally as I adopted a certain role of a student showing respect for an authority figure. In contrast to this set of e-mail, the next example shows a very casual register that I used in an exchange of e-mails between myself and a friend traveling overseas (Extract 4). This entire conversation is very relaxed and casual suggesting that we are speaking in the vernacular. The use of nicknames, such as Hey Travels, Marge, Harsh, Huzzah and Floozy all help to keep the conversation casual and lighthearted.The use of cursing within the e-mail is seen as appropriate and also shows that the conversation is very casual as no offence would be taken, whereas swearing in the above example of an e-mail to an authority figure may be seen as highly inappropriate. Abbreviations and lack of care with spelling show that the language is closer to the vernacular, in that it is more like everyday speech and less attention is being paid to speech, this is how you would look at it if you adopted Labors approach to style. Using Bells approach to style you can see that I have adjusted my speech primarily towards that of the audience (I. E. A friend) in order to express commonality or intimacy with them.The speaker-design approach would view my speech within this e-mail as simply adopting a role of say a close friend Just speaking comfortably within having to worry about of fending anyone or undermining authority. Spoken Discourse I next chose to analyses spoken discourse and recorded two similar conversations but with myself adopting two opposite roles. The first extract (Extract 1) is from a cording of my own speech at work as a store assistant welcoming customers into a furniture store. The language I use is rather formal and polite as you can see from the underlined phrases such as thank-you and youre welcome. The reason for this is that people expect to be spoken to politely and with courtesy in this type of context and for me to be helpful.Another reason for my use of formal language in this context is that the customers, like most of the customers that come into my work, are a fair bit older than I am so I find it appropriate to show respect in the way that I peak to them. I find that I can relax a little more when it comes to speaking to customers around my age and use slightly less formal language. The second extract (Extract 2) is a role-reversal where I was the customer at a cloth ing store, looking for a particular item. The style that I use for this context is a little less formal, yet still polite, as I expect the store assistant to help me. The language I use is far more casual as you can see by the use of terms such as wicked, do you reckon, and sweet, thanks. You can see that the language used by the store assistant is also ether casual as we were both of similar ages so there is a sense of mutual respect rather than one-sided. As you can see in this example of style-shifting, the language I choose to use is a lot different due to the addressee whether it be because of their status, age or simply due to what I can get out of the conversation for example if I am more formal and polite to customers they may be more likely to buy something and also if I speak politely yet casually to a store assistant then maybe they will be more likely to offer assistance. The three approaches to style can be applied very well to these two examples of spoken discourse.