Assignment: Perfomance Encoding

Assignment: Perfomance Encoding

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Create a 5-slide Microsoft^® PowerPoint^® presentation discussing perception, attention, encoding, and performance. Addressthe following in your presentation:

• The effects of perception, attention, and encoding on performance

Include at least two scholarly peer-reviewed articles, in addition to the course text.

Include speaker notes with your presentation. These should thoroughly explain the bullet points from each slide.

Course text book- Anderson J. R. (2010). Cognitive psychology and its implications (7th ed.). New York, NY: Worth Publishers.

APA Style

We propose that the neural basis of engagement can be defined by the average levels of activation of the brain’s reward and self-regulation circuitry when thinking about or participating in their work. For example, an employee of a

bank who has a high level of engagement would experience high levels of activation of their reward and self-regulation circuitry when at work; when they worked, they would have good levels of dopamine in their executive attention or self-regulation networks and reward circuitry including prefrontal region, anterior cingulate cortex (ACC), striatum and only moderate levels of activation of the threat circuitry. When an employee is engaged, there is increased activation of reward and self-regulation circuitry in the brain, such as released by the striatum and maintained by the self-control networks. The striatum releases dopamine directly into the prefrontal cortex, ACC, and other associated regions positively affecting a wide range of cognitive and emotional functions through increasing brain resources and functional connectivity (Arnsten, 1998; Tang and Posner, 2009; Tang et.al, 2009). We explore the impact of engagement and disengagement in detail later in this document.

The same principle can apply to thinking about not just an overall job but also to participating in any particular task. it is possible that an employee could be overall not engaged, but have one specific task that they find engaging. Perhaps the bank employee doesn’t like dealing with their boss or the paperwork but is engaged when they deal with customers and are able to help them solve their problems. in this way, overall engagement can be thought of as the average level of reward experienced by an employee in their task, but individual tasks could also be measured as well, both one-off and averaged over time. it should be noted that an individual’s overall engagement in life could be assessed, which would include levels of engagement when at work, at home or in leisure activities. it would be interesting in future research to see whether people had consistent levels within these domains, and the impact that increasing engagement in one area may have on others.