Human Behavior

Introduction

Human behavior refers to the range of behaviors exhibited by humans and which are influenced by culture, attitudes, emotions, values, ethics, authority, rapport, hypnosis, persuasion, coercion and/or genetics.

The behavior of people (and other organisms or even mechanisms) falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. In sociology, behavior is considered as having social behavior, which is more advanced action, as social behavior is behavior specifically directed at other people. The acceptability of behavior is evaluated relative to social norms and regulated by various means of social control.

Factors affecting human behavior

§  Genetics – affects and governs the individual's tendencies toward certain directions.

§  Attitude – the degree to which the person has a favorable or unfavorable evaluation of the behavior in question.

§  Social norms – the influence of social pressure that is perceived by the individual (normative beliefs) to perform or not perform a certain behavior.

§  Perceived behavioral control – the individual's belief concerning how easy or difficult performing the behavior will be.

§  Core faith - The person’s set of beliefs, like religion, philosophy, etc. Provided, sometimes subconsciously, by his or her family, peers, social media, and the society he or she lives in.

Classifications of Human Behavior

•        Conscious - State of awareness of thoughts, feelings, perception and what is going on

in the environment.

•        Unconscious –

Overt - Open to public observation

Covert - Unseen objects such as thoughts, feelings or responses which are not easily seen.

•        Rational - Pertaining to reason, influenced or guided by reason rather than emotion.

•        Irrational - Illogical

•        Voluntary - Intentional

•        Involuntary – Doing something against your will, action made without intent or

carried out despite an attempt to prevent them.

•        Simple – ex. What you see is what you get.

•        Complex - compound complicated behavior.

Theoretical approaches about the factors that cause, maintain, alter behavior, and mental process:

•        PSYCHODYNAMIC APPROACH

-          is based on the belief that childhood experiences greatly influence the development of

late personality traits and psychological problems. It also stresses the influence of unconscious fears, desires and motivations on thoughts and behavior.

•        HUMANISTIC APPROACH

-          emphasizes that each individual has great freedom in directing his/her future, a

large capacity for personal growth, a considerable amount of intrinsic worth & enormous potential for self-fulfillment.

•        BEHAVIORAL APPROACH

-          Studies how organism learn new behavior or modify existing ones, depending on

whether events in their environment reward of punish these behavior.

•        COGNITIVE APPROACH

-          Examines how we process, store, and use information, and how this information

influences what we attend to, perceive, learn, remember believe and feel.

•        BIOLOGICAL APPROACH

-          Focuses on how genes, hormones & nervous system interact with the environment to influence learning, personality, memory, motivation, emotions at coping techniques.

Theories that explain motivation to Human Behavior

HUMAN NEEDS THEORY BY: MASLOW

•        PHYSIOLOGICAL NEEDS

-          Needs such as air, food, water, shelter, rest, sleep, activity and temperature maintenance are crucial for survival.

•        SAFETY AND SECURITY NEEDS

-          The need for safety has both physical and psychological aspects. The person needs to feel safe both in the physical environment and in relationship.

•        LOVE AND BELONGING NEEDS

-          The third level needs includes giving and receiving affection, attaining a place in group, and maintaining the feeling of belonging.

•        SELF-ESTEEM NEEDS

-          The individual needs both self-esteem (ex. Feelings of independence, competence, and self-respect) and esteem from others (ex. Recognition, respect, and appreciation)

•        SELF-ACTUALIZATION

-          When the need for self-esteem is satisfied, the individual strives for self-actualization, the innate need to develop one’s maximum potential and realize one’s abilities and qualities.

•        PSYCHOANALYTIC THEORY (Sigmund Freud)

-          This theory explained that human behavior is motivated by an inner force called the human mind. This theory was introduced by SIGMUND FREUD.

SIGMUND FREUD (1856-1939) was an Austrian physician who worked as an neurologist. Early in his career, he used hypnosis to treat people with physical and emotional problem. From his work with these patients, he began to conceptualize a theory of human behavior.

•        Freud theorized that people have two (2) basic instincts – SEXUAL and AGGRESSION. These two (2) basic instincts are not always socially acceptable. When people do not exhibit behavior that is not acceptable, do they often experience punishment, guilt and anxiety.

•        Freud’s theory describes a conflict between a person’s instinctual needs for gratification

and the demands of society for socialization. For Freud, a person’s core tendency is to

maximize instinctual gratification while minimizing punishment and guilt.

–  Addresses the relationship among inner experience, behavior, social roles & functioning. This theory proposes that conflicts among unconscious motivating factors affect behavior.

LEVEL OF AWARENESS

•        CONSCIOUS – aware of here and now, in contact with reality. It functions only when the person is awake.

•        PRECONSCIOUS / SUBCONSCIOUS – Contains the partially forgotten memories that can be recalled at will. Preconscious serves as the “watchman” by preventing unacceptable & anxiety producing memories from reaching the conscious awareness.

•        UNCONSCIOUS – The largest part of the personality that is often compared to the hidden iceberg under the water that contains memory that is forgotten & cannot be brought back to consciousness at will.

HUMAN BEHAVIOR IN AN ORGANIZATION

Human behavior in an organization determines the quality of work, progress and success of the organization. No machine and no computer can work by itself. No product is developed and manufactured by itself. It's the workforce or rather the human resources of an organization who develop ideas, create new products and services and then deliver them to the markets. Thus, it is important for the management of an organization to analyze the behavior of its entire work force. Human performance consulting is in vogue today, thanks to the greater emphasis on the psychology of the people behind the desk.

Every organization differs from the other with respect to its policies, work environment, recruitment process, job evaluation and culture. The most natural human tendency is to react positively and with great intensity where they are compensated well, encouraged well and get additional perks and holidays. In no way is it being suggested that an organization should overpay its staff. However, it must be kept in mind that the organization must treat its work force with immense dignity and respect and provide sufficient compensation. Even make the cleaning staff in your organization feel special and encourage them to do their task in the best possible way! The work force must be treated as an asset, not a liability, and once this is done you will notice remarkable change in the collective human behavior.

The external personal environment plays a major role in his/her behavior and attitude. We are social animals with unique aspirations, hopes, and insecurities. Only those who enjoy their work can have a healthy balance between personal and professional life. Those who don't enjoy their work will most likely not be satisfied with the work nor be content in their personal life due to the imbalance that exists.

One important way to analyze human behavior is to study the relationship effectiveness. How effectively your staff communicates and relates to each other can tell you how much they care for their work and the people around them. Without proper training the office dynamic can become imbalanced just like any natural system.

It is not likely for an accountant or a biologist to sit and study human behavior effectively. You must have trained experts who understand the unique challenges the workplace brings. Not everybody is gifted with the skill to foresee a person's behavior beforehand.

Conclusion

It is really important to know human behavior (the basics of it, the history of it, and why do we study human behavior) Because it helps you understand and appreciate people more. It allows you to know what drives people, and that they not always mean to hurt others but that's just the way they are. It helps you think of people in more positive ways.

This in all aspects of life, including in the work setting.

It will allow you to understand better the motives behind the actions of people, your closest relatives, and others, you parents and your kids. Just a little example: you encounter a person, and that person seems to be sad. You assume that it's something about you and you develop a negative thougt about that person.

However, when you understand how different people feel and act in different ways, you might understand that it's nothing about you; it's just the way the person behaves for whatever reason and possibly because of his/her own issues.

There are people reacting on emotional levels, while others would keep restrained and not give way to their emotions. Some people may appear as cold and indifferent. If you've ever thought this way about your spouse, once you learn about human behavior, you may change your attitude in this respect. You may come to understand that the other person possibly feels very much about you but is just not the type to show his/her emotions openly.

So understanding human behavior helps us understand better other people and ourselves. It helps us have a better life, and appreciate more the world around us.

  

References:

http://answers.yahoo.com/question/index?qid=20061110141807AAD3Xhc

http://www.212articles.com/articles/73307/1/Human-Behavior-In-Organization/Page1.html

http://www.tlcsem.com/bbehavior.htm

http://www.nwlink.com/~donclark/leader/leadhb.html

http://www.bukisa.com/articles/214918_leadership-human-behavior

http://www.leadershipdevelopmenttraininghowto.com/behavior.htm

http://www.7lawsofattraction.net/human-behavior-leadership.html

http://gratewire.com/topic/leadership-human-behavior-this-is-a-topic-i-think-we-need-to-explore

http://www.tpub.com/content/advancement/14504/css/14504_16.htm

http://en.wikipedia.org/wiki/Human_behavior

Manager Styles/Types

Introduction
Management styles are characteristic ways of making decisions and relating to subordinates. This idea was further developed by Robert Tannenbaum and Warren H. Schmidt (1958, 1973), who argued that the style of leadership is dependent upon the prevailing circumstance; therefore leaders should exercise a range of management styles and should deploy them as appropriate.
In my quest for searching manager styles on the internet also on some books from management, I have came across so many managerial styles and some of it have different calling but the same definition or type. This paper will not only discuss on the three most talked about management styles in some management text books namely democratic, autocratic and consultative but also all of those what I’ve found on the internet.
Some of the styles I will put here are those from the people who researched for years just to identify these types and the people who are coaching managers, business owners and executives and identified what are the other manager styles or types they’ve encountered. So we really not focus on the three most important styles, rather we will identify all of them.
These are some types of managerial styles:

Democratic Management Style
A democratic manager delegates authority to his/her staff, giving them responsibility to complete the task given to them (also known as empowerment). Staff will complete the tasks using their own work methods. However, the task must be completed on time. Employees are involved in decision making giving them a sense of belonging and motivating individuals. Because staff feels a sense of belonging and are motivated the quality of decision making and work also improves. Although popular in business today, a democratic management style can slow decision making down because staff needs to be consulted. Also some employees may take advantage of the fact that their manager is democratic by not working to their full potential and allowing other group members to 'carry' them.

Autocratic Management Style
In contrast to the above an autocratic manager dictates orders to their staff and makes decisions without any consultation. The leader likes to control the situation they are in. Decision is quick because staffs are not consulted and work is usually completed on time. However this type of management style can decrease motivation and increase staff turnover because staff are not consulted and do not feel valued.




Consultative Management style
A consultative management style can be viewed as a combination of the above two. The manager will ask views and opinions from their staff, allowing them to feel involved but will ultimately make the final decision.

Laissez Faire Management style
A laisses faire manager sets the tasks and gives staff complete freedom to complete the task as they see fit. There is minimal involvement from the manager. The manager however does not sit idle and watch them work! He or she is there to coach or answer questions, supply information if required. There are benefits; staff again is developed to take responsibility which may lead to improved motivation. However with little direct guidance from the manager staff may begin to feel lost and not reach the goals originally set within the time frame.

 Problem-Solving Manager
This boss is task-driven and focused on achieving goals. These problem solvers are constantly putting out fires and leading by chaos. The paradox here is this: It is often the manager who creates the very problems and situations that they work so hard to avoid. Continually providing solutions often results in the lackluster performance that they are working so diligently to eliminate.

 The Pitchfork Manager
People who manage by a pitchfork are doing so with a heavy and often controlling hand: demanding progress, forcing accountability, prodding and pushing for results through the use of consequence, threats, scarcity, and fear tactics. This style of tough, ruthless management is painful for people who are put in a position where they are pushed to avoid consequences rather than pulled toward a desired goal.

The Pontificating Manager
These managers will readily admit they don't follow any particular type of management strategy. Instead, they shoot from the hip, making it up as they go along often generating sporadic, inconsistent results. As a result, they often find themselves in situations that they are unprepared for. Interestingly, The Pontificating Manager thrives on situations like this. Often adrenaline junkies themselves, these managers are in desperate need of developing the second most essential proficiency of a coach: masterful listening. The Pontificating Manager is the type of manager who can talk to anyone and immediately make people feel comfortable. This character strength becomes a crutch to their leadership style, often blinding them to the need to further systemize their approach. As a matter of fact, the only thing consistent about these managers is their inconsistency.

The Presumptuous Manager
Presumptuous Managers focus more on themselves than anything else. To them, their personal production, recognition, sales quotas and bonuses take precedence over their people and the value they are responsible for building within each person on their team. Presumptuous Managers often put their personal needs and objectives above the needs of their team. As you can imagine, Presumptuous Managers experience more attrition, turnover, and problems relating to managing a team than any other type of manager. Presumptuous Managers are typically assertive and confident individuals. However, they are typically driven by their ego to look good and outperform the rest of the team. Presumptuous Managers breed unhealthy competition rather than an environment of collaboration.

The Perfect Manager
Perfect Managers possess some wonderful qualities. These managers are open to change, innovation, training, and personal growth with the underlying commitment to continually improve and evolve as sales managers, almost to a fault. This wonderful trait often becomes their weakness. In their search for the latest and greatest approach, like Pontificating Managers, Perfect Managers never get to experience the benefit of consistency. This manager is a talking spec sheet. Their emphasis on acquiring more facts, figures, features, and benefits has overshadowed the ability of Perfect Managers to recognize the critical need for soft skills training around the areas of presenting, listening, questioning, prospecting, and the importance of following an organized, strategic selling system. Perfect Managers rely on their vast amount of product knowledge and experience when managing and developing their salespeople. Because of this great imbalance, these manager often fall short on developing their interpersonal skills that would make them more human than machine.

The Passive Manager
Also referred to as Parenting Managers or Pleasing Managers, Passive Managers take the concept of developing close relationships with their team and coworkers to a new level. These managers have one ultimate goal: to make people happy. While this is certainly an admirable trait, it can quickly become a barrier to leadership efforts if not managed effectively. Although wholesome and charming, this type of boss is viewed as incompetent, inconsistent and clueless often lacking the respect they need from their employees in order to effectively build a championship team. You can spot a Passive Manager by looking at their team and the number of people who should have been fired long ago. Because all Passive Managers want to do is please, they are more timid and passive in their approach. These managers will do anything to avoid confrontation and collapse holding people accountable with confrontation and conflict.

The Proactive Manager
The Proactive Manager encompasses all of the good qualities that the other types of managers possess, yet without all of their pitfalls. Here are the characteristics that this ideal manager embodies, as well as the ones for you to be mindful of and develop yourself. The Proactive Manager possesses the:
• Persistence, edge, and genuine authenticity of the Pitchfork Manager
• Confidence of the Presumptuous Manager
• Enthusiasm, passion, charm, and presence of the Pontificating Manager
• Drive to support others and spearhead solutions like the Problem-Solving Manager
• Desire to serve, respectfulness, sensitivity, nurturing ability, and humanity of the Passive Manager
• Product and industry knowledge, sales acumen, efficiency, focus, organization, and passion for continued growth just like the Perfect Manager
The Proactive Manager is the ultimate manager and coach, and a testimonial to the additional skills and coaching competencies that every manager needs to develop in order to build a world class team.

Conclusion
Selecting the correct management style may lead to greater motivation and productivity from your staff. However, it is not as easy as just 'picking' a style.
Being an effective manager means knowing when to use the right management style. Some styles, for instance, are more people-oriented, while others tend to focus on a project or product. The management style you select will depend on your people’s skills and knowledge, available resources (like time and money), desired results, and, of course, the task before you.
Your job is to select the management style that works best for any given situation. Managing without a specific style geared to a specific set of circumstances can slow you down and even lead to costly mistakes.


References:

http://www.allbusiness.com/human-resources/workforce-management/11438-1.html
http://www.thinkingmanagers.com/business-management/management-styles.php
http://www.learnmanagement2.com/leadership%20styles.htm
http://tutor2u.net/business/gcse/people_management_styles.htm
http://www.philforhumanity.com/The_Types_of_Managers.html
http://www.allbusiness.com/company-activities-management/sales-selling-sales/10207093-1.html
http://network.latpro.com/profiles/blogs/the-six-different-types-of
http://en.wikipedia.org/wiki/Management_styles
http://www.answers.com/topic/management-styles
http://www.buzzle.com/articles/management-styles.html

Decision Making

Introduction

 In our ever-changing society, organizations are forced to progress with the times in order to remain dynamic. Each day, organizations are required to make sound decisions that will potentially improve the organization. Decision making can be regarded as the mental processes (cognitive process) resulting in the selection of a course of action among several alternative scenarios. Every decision making process produces a final choice. The output can be an action or an opinion of choice.

We use our decision making skills to solve problems by selecting one course of action from several possible alternatives. Decision making skills are also a key component of time management skills.

Decision making can be hard. Almost any decision involves some conflicts or dissatisfaction. The difficult part is to pick one solution where the positive outcome can outweigh possible losses. Avoiding decisions often seems easier. Yet, making your own decisions and accepting the consequences are the only way to stay in control of your time, your success, and your life.

Decisions

•         Made up of a composite of information, data, facts and belief.

•         Data by itself does not constitute useful information unless it is analyzed and processed.

A Decision     

•        Is only as good as the data that informed it

•        Is only as good as it is an informed one

•        Is only as good as the system which exists to implement

•        Is only good if you have the means to implement it

•        Is only good if other people understand it and what it means

Kinds of Decisions

There are several basic kinds of decisions.

1. Decisions whether – This is the yes/no, either/or decision that must be made before we proceed with the selection of an alternative. Should I buy a new TV? Should I travel this summer? Decisions whether are made by weighing reasons pro and con. The PMI technique discussed in the next chapter is ideal for this kind of decision.

It is important to be aware of having made a decision whether, since too often we assume that decision making begins with the identification of alternatives, assuming that the decision to choose one has already been made.

2. Decisions which –  These decisions involve a choice of one or more alternatives from among a set of possibilities, the choice being based on how well each alternative measures up to a set of predefined criteria.

3. Contingent decisions – These are decisions that have been made but put on hold until some condition is met.

For example, I have decided to buy that car if I can get it for the right price; I have decided to write that article if I can work the necessary time for it into my schedule. OR even, we’ll take the route through the valley if we can control the ridge and if we detect no enemy activity to the north.

Most people carry around a set of already made, contingent decisions, just waiting for the right conditions or opportunity to arise. Time, energy, price, availability, opportunity, encouragement--all these factors can figure into the necessary conditions that need to be met before we can act on our decision. Some contingent decisions are unstated or even exist below the awareness of the decision maker. These are the type that occurs when we seize opportunity. We don't walk around thinking, "If I see a new laser printer for $38, I'll buy it," but if we happen upon a deal like that and we have been contemplating getting a new printer, the decision is made quickly. Decisions made in sports and warfare is like this. The best contingent and opportunistic decisions are made by the prepared mind--one that has thought about criteria and alternatives in the past. 

Decision making Model

"Decision making is a process of first diverging to explore the possibilities and then converging on a solution(s)". To come to these decisions, management often implements a decision-making model that outlines the steps necessary to make logical and effective decisions. The following paper will discuss how the 5 steps included in the decision making model assist in generating productive and positive outcomes. The steps discussed include framing, deciding, communicating, implementing and evaluating. 

Framing

The first section in the decision-making process is framing. Framing involves clarifying the reasons and restrictions for the decision, gathering of information, identifying who is affected by the decision and who will make the decision. Additional parts of framing include identifying any expertise needed to make an informed decision, identifying information or resources which will assist in the decision making process, defining a timeline for which the decision needs to be made and communicating to the involved parties who will be responsible for making the decision and why that person is qualified for the role. 

Deciding

The second section discussed is deciding. The four steps illustrated in deciding are to explain in detail how the decision will be made, appropriate tools available to support the gathering of data, make the decision with the consideration of several ideas and identify who will execute the decision. When deciding how the decision will be made, organizations often use a consensus. The consensus allows all affected people to voice their opinion on the issue. Organizations will also apply several methods when gathering information, such as brainstorming and designing flowcharts. 

Communicating

Communicating is another essential section in the decision-making process. In the communication section, parties summarize the reason for the decision and communicate why the decision was made. If a group within the organization lacks the ability to properly convey their views, reaching a final decision can be a timely and stressful process. 

Implementing

Implementing is the next section in the decision-making model. The steps involved in implementing are to define the steps for executing the decision, which includes determining the timeframe for expected completion, and defining the process for reporting a complete decision. 

Evaluating

The final step in the decision-making process is evaluation. This step is crucial because evaluating allows the organization to observe the outcomes of its decision. Without evaluating the outcome, an organization would not know if the decision was effective or ineffective.

Conclusion

In everyday life we often have to make decisions fast, without enough time to systematically go through the above action and thinking steps. In such situations the most effective decision making strategy is to keep an eye on your goals and then let your intuition suggest you the right choice. 

Decision-making models are a useful tool when deciding upon important issues. They help to give structure and encourage critical thinking. Many organizations in the past, allowed individuals to make important decisions without consulting the people who would be affected. In turn, decisions failed and proved to be timely and costly for the organization.

Decision making is used to solve problems by selecting one course of action from several possible alternatives. It also can be a key component of time management skills. Different individuals and companies use various types of decision-making models. Most models must move through the basic stages in decision making.   They are every part of producing good judgment.

References:

http://www.time-management-guide.com/decision-making-skills.html

http://en.wikipedia.org/wiki/Decision_making

http://www.decisionmaking.org/booklet/managerial-decision-making.html

http://www.helium.com/knowledge/81441-managerial-decision-making-and-the-decision-process

http://en.wikipedia.org/wiki/Decision_making_models

http://www.business-analysis-made-easy.com/Decision-Making-Models.html

http://www.the-happy-manager.com/rational-decision-making-model.html

http://www.virtualsalt.com/crebook5.htm

http://decision-quality.com/intro.php

http://www.1000ventures.com/business_guide/crosscuttings/decision_making_main.html

What is an EMO: Broken childhood, Rejection, Depression are several reasons why people tend to become an Emo..

Here's what i got to say:

Emo is the shortened term of the word Emotional. This is an entire subculture of people usually teens, normally from 15-17 year old teenager. They consider themselves to be much more attached to their emotions than anyone else; whereas they just really feel sorry for themselves. Most Emo’s will claim to be depressed or simply misunderstood. They think that they are unique, different from everybody. They regard themselves as artists. They usually like dark colors that’s why they are accused of being uncreative.
    

Emo’s like black, bet the are much lighter than a goth and the are much more of the characters of Harry Potter. They are loner type of people. Emo’s hate their selves and they want to kill their selves. They have long black hair with the side swept bangs hat covers one side of their face. They put eyeliners to darken their eyes. The usually wore black skinny jeans (both for guys and girls) and black shirts. For them, the tighter their jeans, the better. If an Emo can hardly walk because of their jeans, then they have reached the optimum emo status. Sometimes they wore stripy jumpers, like jeans this should again be worn as tight as possible. Breathing is a luxury one should sacrifice. They like flats and tatty converse and the emo style music.
          

This emotional people or mostly known as Emo’s are very emotional. Emotional since they are very attached to their emotions. They are loner type of people. They are very sensitive in their feelings that seems like no one could understand them. Even though they act like that they, Emo’s know how to smile and they can laugh.

These people are seeking attention from their friends, parents or love ones. Sometimes they cut their wrists. They like rock and emo music played by their favorite emo bands.

There are two types of emo, the fake and real Emo. The Fake or Trendy Emo, these are the people that force to be and Emo. The try to dramatize their lives, and think that wearing black and cutting their wrists makes them an Emo. They are doing those things because they think emo is a fashion. They listen to emo and dresses like dorks. They were doing this to attract girls because they think that girls like sensitive guys and that they are not afraid to express their selves. They dye their hair black, put bangs to cover half of their faces, wrap their selves with a dull looking scarf, develop an eating habit and rant about how “nobody understands” them.

The True or Real Emo, someone who is overly emotional and depressed. Real Emo’s can smile and be happy. Many people suffering from Manic Depression are labeled emo because they can’t help feeling life like a misery. A lot of them cut their wrists, hence people labeling other people who cut as Emo. For them, a hardcore emo occasionally cut their wrists. Emo’s look down on someone else. They are accused of being uncreative, judgmental and the sole cause of their depression.


Emo’s are usually seen on bands. These are just the few artists who want to express their selves through music; My Chemical Romance, Red Jumpsuit Apparatus and Click Five are just some of the famous emo bands. My Chemical Romance is the first Emo band that invades the Philippines. They are ever inch an Emo, from head to foot. Although no their first single, their song “teenager” has a big effect to their listeners. Teenagers is an eye opener on how other parents want their child to be so perfect in the eyes of other people that they neglect their child’s feelings or opinion. The band encourages the teenagers to fight for their right in this song (but not to rebel). Also, they want those kinds of parents to be more sensitive and understanding to their child. Red Jumpsuit Apparatus, even though this band doesn’t look so emo, aside from their one sided bangs and tatty converse, we labeled them as on of the famous emo bands. “Face Down: is their most famous song, the song is about how the band looks down to men that hurt their girlfriends or wife physically; how they really respect women. The composition also includes their personal feelings about the issue. Click Five, we’ve stated that this band is one of the famous emo bands partly because of their looks, the way they dress up and also because of their music, so full of emotions. One of their famous songs is “Jenny”, it talks about their perspective on how girls easily change their min and they, the boys, don’t understand it. Also, mood swings of girls and why girls don’t directly say what they mean or what exactly they want.


Here are some reasons why people tend to become an Emo. Usually, it’s because something really devastating happened in their life especially in childhood and they don’t know how to handle or deal with it. Having a broken childhood where they are not given enough attention, they think they are different; for example, if a child is always neglected or ignore by her his parents even if he she is making some way to catch the attention of his parents or when he is good in the class and he make some good deeds when his parents could be proud of or when he she experience some problem but then he she is not given attention by his parents, or when the are always scolded by their parents and compared to their other brothers and sisters. This may cause them to think that they are different from others and they may lead the child to become an emo when they grow up. Being rejected by their friends or a change of friends, friends have big influence to change one’s attitude, looks and identity. Friends have a big role especially on growing teens. Whenever teens are happy, emotional, down, when they have problems at home or with their boyfriends or girlfriends. They often go to their friends to lessen their grudges. Sometimes, because of some instances such as friends, one is rejected, this rejection causes there teens to feels that they are different, they tend to become different, sometimes a change of friend may have influenced them to change their attitudes, looks and identity, this may happen when you transfer from a school or living places, or when you are rejected by your friends. They find friends who could understand them in their problems they are facing. Their friends might change them, in their looks, attitude even their identity to so that they can get along with them. Fashion could also be a reason why a person becomes an emo. They want to get along with the fashion trend. Nowadays, more trends are engaged to fashion. They become trendy and they go along with something new. Since these emo trends are famous, some follow these especially the way they dress. Because these emo is famous they tend to duplicate the emo looks. Lack of one’s identity and being at an impressionable age might lead a child to become emo. As we all know, all teens are an adolescence stage, wherein this stage, they need more attention and guide from the older ones. At this stage, they can’t manage to express their feelings and also at this stage. They are discovering who they can and their identity. When they are not given extension and a chance to express their thoughts, it causes them to lose their identity. Being an Emo is just their self expression. Emo is not a cult; it’s not about being a villain. Being a Emo is just a persons way of expressing their selves. How they act, they dress and get along with many people. It’s just their way of showing who they are and how they live. Being rejected by someone they really love and they can’t move on, they become very depressed and become an Emo. Teens nowadays are more open and usually engaged to the thing called “love” once these teens fall in love and broke their hearts, they can hardly move on from the pain they experienced. Emotional stress or a sudden phase of wanting to be different from the world, most of them are very emotional and just express it through clothing like an Emo. Having family problems, trying to find emo friends to show their selves, finding no more reasons to live and to think that they have their own world are some of the reasons. Music is a main reason why people might end up being an emo. They end up imitating their favorite bands.


Conclusion:

Emo is not a disease. It’s barely a lifestyle. It is their choice. It is their way of expressing their self. Let us respect it, understand and learn about it. Let us not associate emo with suicide or any other negative action. Everbody have the right to express them selves and being an emo is their way of expressing it. Let us respect it and try not to judge them on how they look. Emo’s need understanding, attention and care, instead of criticizing them let’s try to bear with them the depression that they are going to. Being an emo is not bad, unlike many of us thinks. It’s not a cult; it’s just their way of living. Not all people who has one sided bangs, skinny jeans and tatty converse is emo. It’s just a fashion statement. A genre of music and expression of one’s self. Being an emo is not evil.


Hope You like it. 






More info about emo:
http://www.emo-corner.com/what-is-emo/

Emo Definition:
What is emo? Well most people would consider it punk with emotion is what we would call the classification of a new rising way of feeling your inner self. 

More About Emo:
Close enough to punk and rock Emo is now know for it's more emotional state of mind. Instead of the anger hard-core way of expressing one-self , Emo (short for emotional) has taken a new tole on the twentith century of expressing yourself. From the music with strong emotion and feeling, unlike hard rock or this is more of an alternative way to let your feeling be known.Emo is not only a classification or a type of music it's also taken over the way one expresses themself by dressing. It includes the tighter fiting pants to the dyed-black or dark hair with it covering your face. The longer hair in front with the spikes in the back is also a more Emo- or emotional look to dressing. Emo is also being known as for the hot emo guys and emo girls kissing. From pictures all on the web to the music videos. Hot emo girl to girl and well as hot emo guy to guy is becoming more and more adventurous and more open concluding; Emo meaning being comfortable with oneself. Its a more direct way of altering the feelings one has without words, just emotion.

Some say music is not a type of music. That it is more of a fashion and a way of feeling, hence the emotional. Just recently people have been considering emo to be a genre or music.. Taking back Sunday is one of the many bands people consider to be emo.


The History of Emo from Wikipedia:
http://en.wikipedia.org/wiki/Emo_(slang)

another explanation from wisegeek:
http://www.wisegeek.com/what-is-emo.htm