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Measuring Implicit and Explicit Attitudes Toward Foreign Accented SpeechPantos, A. J., & Perkins, A. W. (2013). Measuring Implicit and Explicit Attitudes Toward Foreign Accented Speech. Journal of Language and Social Psychology, 32(1), 3-20.This study applies concepts and methods from the domain of Implicit Social Cognition to examine language attitudes toward foreign and U.S. accented speech. Implicit attitudes were measured using an Implicit Association Test (IAT) that incorporated audio cues as experimental stimuli. Explicit attitudes were measured through self-report questionnaires. Participants exhibited a pro-U.S. accent bias on the IAT measure but a pro-foreign accent bias on explicit measures. This divergence supports the conclusion that implicit and explicit attitudes are separable attitude constructs resulting from distinct mental processes and suggests that language attitudes research—which has traditionally measured only explicit attitudes—would benefit by incorporating indirect measures. The Associative-Propositional Evaluation Model is proposed as a comprehensive and consistent theory to explain the cognitive processing of language attitudes.The native language of social cognitionKinzler, K. D., Dupoux, E., & Spelke, E. S. (2007). The native language of social cognition. Proceedings of the National Academy of Sciences, 104(30), 12577-12580.What leads humans to divide the social world into groups, preferring their own group and disfavoring others? Experiments with infants and young children suggest these tendencies are based on predispositions that emerge early in life and depend, in part, on natural language. Young infants prefer to look at a person who previously spoke their native language. Older infants preferentially accept toys from native-language speakers, and preschool children preferentially select native-language speakers as friends. Variations in accent are sufficient to evoke these social preferences, which are observed in infants before they produce or comprehend speech and are exhibited by children even when they comprehend the foreign-accented speech. Early-developing preferences for native-language speakers may serve as a foundation for later-developing preferences and conflicts among social groups.Evaluative Reaction to AccentsGiles, H. (1970). Evaluative reactions to accents. Educational review, 22(3), 211-227.Lambert's use of the “matched‐guise” technique to study stereotyped impressions of personality characteristics from contrasting spoken dialects and languages has been extended to investigate three other evaluative dimensions in relation to British regional and foreign accents. 177 Ss were required to rate the “aesthetic”, “communicative” and “status” contents of various accents presented both vocally and conceptually. Although a generalised pattern of ranking accents across these dimensions emerged, the factors of age, sex, social class and regional membership were found to be important determinants of evaluation. The social and educational significance of these findings were discussed.“You Lost Me at Hello”: How and when accent-based biases are expressed and suppressedWang, Z., Arndt, A. D., Singh, S. N., Biernat, M., & Liu, F. (2012). “You Lost Me at Hello”: How and When Accent-Based Biases are Expressed and Suppressed. International Journal of Research in Marketing.This research examines customer biases relating to employee accents in call service encounters. Extant research and practitioners generally assume that customers automatically evaluate call service employees with a nonstandard accent lower than employees with a standard accent. However, using the justification-suppression model as a framework, we argue that customers frequently suppress accent biases toward call service employees. We conduct three empirical studies, and our findings indicate that customers rate employees with an accent receiving a negative bias lower only when a service outcome is unfavorable for customers. In contrast, accents receiving a positive bias only impact customer evaluations when service outcomes are favorable for customers. Additionally, we demonstrate that the suppression and justification of accent biases rely on both cognitive and affective mechanisms. Finally, we show that customers who are informed of the frequency of a favorable vs. unfavorable outcome are more likely to suppress biases. (PsycINFO Database Record (c) 2013 APA, all rights reserved) (journal abstract)Children’s selective trust in native-accented speakersKinzler, K. D., Corriveau, K. H., & Harris, P. L. (2011). Children’s selective trust in native‐accented speakers. Developmental science, 14(1), 106-111.Across two experiments, preschool-aged children demonstrated selective learning of non-linguistic information from native-accented rather than foreign-accented speakers. In Experiment 1, children saw videos of a native- and a foreign-accented speaker of English who each spoke for 10 seconds, and then silently demonstrated different functions with novel objects. Children selectively endorsed the silent object function provided by the native-accented speaker. In Experiment 2, children again endorsed the native-accented over the foreign-accented speaker, even though both informants previously spoke only in nonsense speech. Thus, young children demonstrate selective trust in native-accented speakers even when neither informant’s speech relays meaningful semantic content, and the information that both informants provide is non-linguistic. We propose that children orient towards members of their native community to guide their early cultural learning.EDIT:Oh, man, look at the amount of research into this!Articles Related To: Accent matters

Your husband is not a therapist, so while you have the needs, he appears to have needs too and neither of you are able to help the other person with what the current struggles are.Your husband needs to seek therapy for his troubles, and so do you - not the free support group style you’ve been exploring until this time, but the actual one-on-one therapy with questionnaire and evaluation, so that each person can be provided with the tools they need to move forward (including support/encouragement techniques that the other person might need as this time as well).Please consider this as you’ve done the DIY approach until now and it’s not working, which means you’ve done what you can or what you know, and now it’s time to try something new.Your spouse might be suffering from the same or different issue - neither of you are a licensed psychotherapist, so you can’t tell - and they need help just as much as you do.It’s actually interesting to observe how even one session with a proper therapist can turn one’s life around, not to mention subscribing for the whole course of treatment (with or without medication, depending on what therapist recommends) - and watching yourself doing better and taking care of your spouse is something that you can’t quite put a price on; and this will be a departure, a healthy departure from the question’s theme of “I need help and he must provide help without any allowance for him to be human and suffer from emotional breakdown”.Please be kind to yourself and to your spouse - you are both suffering, it’s time to call in professional help.

Miracles do happen, but they require 99% perseverance and 1% divine intervention!Likewise mental preparation is 99% and physical preparation just 1% … Like they say in the Army, it’s all in the mind!Firstly be sure about your motives for joining the defence services of India. I underline India because we are a cut above and apart from the rest. No disrespect intended or implied to the defence personnel of other countries – just ask members of those units across the World which have preserved in their regimental history a record of the time they had to face the cold steel in the hands of an Indian soldier!So I was saying, first jot down the reasons why you want to make a career in the defence services. Once you have that done, closely check if you have anywhere mentioned that you want to join the defence services because you want to serve the nation and even lay down your life for it, if need be.Should you find this reason anywhere, even at the bottom of your list, forget about ever succeeding in donning the proud uniform of an Indian Army / Navy / Air Force Officer. The selectors at SSB are extremely allergic to people afflicted by the martyrs syndrome. We don’t want people with suicidal tendencies to jeopardize the mission or put lives of their team members at risk.The physical part you must do on an athletic track. Forget the indoor gym. Soldiers care two hoots for six pack abs types. We don’t want them – too narcissist to be of any use to the team.Let’s now take on the part about mental preparation.COMMON MYTHS(Just ignore these. However even the opposite may not be true. Use your brains!)SSB are looking for exceptional / super human beings.Academic brilliance will guarantee success.Good English is a passport to success in SSB.Physical endurance and stamina has to be exceptional.Formal SSB training is a must.All responses should convey positive outcome.In psychological testing all stories should end in honour / award for the hero.In GTO testing one must outsmart other members of the group.In the interview one should impress the Interviewing Officer at any cost.SSB involves proving yourself to be better than others in all tests.If you fail once you cannot make it again.IMPORTANT : Gain control over Non-verbal LanguageThe GaitThe HandshakeSitting PostureGestures / Erratic body movementBody PostureFacial ExpressionsEye Contact and not starringHead NodsModulation of SpeechUse of SmileDryness of the mouthLEADERSHIP TRAITS : Following Officer-like-Qualities need to be developed :-Bearing and Turn OutAlertnessDecisivenessCourageEnduranceHumanenessSense of HumorInitiativeIntegrityIntelligenceLoyaltySympathyUnselfishnessTrainabilityBALANCED PERSONALITY : The aspects are divisible into four factors as listed below:Factor –IPlanning and Organizing AbilityEffective IntelligenceReasoning AbilityOrganizing AbilityPower of ExpressionFactor-IISocial AdjustmentSocial AdaptabilityCooperationSense of ResponsibilityFactor-IIISocial EffectivenessInitiativeSelf ConfidenceSpeed of Decision MakingAbility to Influence the GroupLivelinessFactor-IVDynamicDeterminationCourageStaminaPERSONAL INTERVIEWThis technique is based on the theory of free association. The Interviewing Officer assesses the eligibility of the candidate to become an average officer.Recommended TechniqueKeep abreast of all that is happening around you. When you discuss any topic or express your views, you should have logical reasoning toSupport your views.Be clear, original & fluent in expression.Be properly dressed.Do not be gloomy and be cheerful.Listen to the questions carefully and do not answer in a hurry. If you have not followed a question, ask for the clarification politely.Do not bluff.Do not upset or lose your temper but be courageous.Never show rigidity of views but be candid.Do not blame government / organization / institution or a teacher for your shortcomings. Accept them gracefully.GROUND TESTINGBased on a principle called “Gestalt Principle”. Ground Testing Officer assesses the complete group as a form and he assesses the level of each individual in the group through a battery of tests. Some tasks are group tasks and others are individual. There are a total of nine such tasks.GROUP DISCUSSIONFirstly the GTO gives two subjects to the group and the group is asked to discuss one subject. In second phase the GTO gives them one subject from his side. The subject is also discussed for about 15-20 minutes. In group discussion, the GTO assessesThe candidate’s power of expression (not necessarily English)His manner of speechHis awareness of topicHis ability to put across reasons in support of his views.His ability in grasping details, facts and figures.Is he respective to other’s views in regard to his views?Whether a candidate gives up or succumbs under opposition to others when he knows he is right?Whether he encourages others, specially weaker candidates to speak.GROUP PLANNING EXERCISETo find out candidates’ ability to solve day-to-day problems in which certain amount of risk is also involved and also to assess his general awareness;To gauge if candidate is able to understand and muster available and imaginary resources, which are practical;To assess if candidate is able to function effectively in a group.INDIVIDUAL OBSTACLEDo not try to do it serially.Plan your course in such a manner that you do all the ten obstacles moving from easy to difficult.Show urgency and a sense of purpose in your effort.Do not hesitate on heights or pits.GROUP TASKS – Progressive Group Task; Group Obstacle Race : The rationaleIs the candidate able to function in the group as an effective member?Is he endowed with enough intelligence and practical imagination to be an effective member of the group?Is he receptive to others ideas and also able to give his own ideas?Is he reluctant to soil his hands?Is he a hardworking individual?Is he an arm chair planner? Or both a good planner and a person, who can implement his ideas?Is he in the area of activity or away from it?Is he rigidly obstinate or flexible and amenable and receptive person, so that there is progress in the efforts of the group?Is he aware of the rules? Does he realize when he breaks rules and does he rectify the mistakes?Does he restrain his cool and composure even under stress/pressure?Is he scared to take risks? But on the other hand is he foolhardy ?Is he physically tough?Is his work based on practical imagination?COMMAND TASKUnderstand the task thoroughly, when the GTO explains it. Ask for clarification, if some features are not clear, but do not request repetition of rules, which he would have explained earlier. This will only reveal the fact that you are incapable of remembering simple instructions/comprehension.Before you begin the task, explain the task and rules to your subordinates briefly. After the task, when they are to go, thank them.The helping material should be related to the structures and must be utilized for the same.Choose your subordinate not because you travel together or he is your country cousin but be discriminate. Further, you may like to have a suitably hard working fellow. But avoid the rigid die-hard persons, who may question you.Be conscious and do not allow anyone to break the rules.A good commander is one, who will work along with his subordinates if required.Treat your subordinates with politeness and if somebody has done a good job encourage him.If you get stuck due to some reasons, do not ask suggestions from your subordinates and work out the solutions yourself.Some times, the GTO may do away with some resources or helping material or certain structures. This is only to pressurize you. So do not get nervous and be cool and find a workable solution.Endeavor should be to complete the task. But do not worry, if you could not complete the task because it may also be due to the fact that the gto has put impediments in your way.So, when he asks later, explain clearly, as to what you had planned to do. Never blame your subordinates for your inability to complete the task.LECTURETTE : Element of EvaluationThe general knowledge / awareness of the candidate and the subject matter.The power of expression and delivery.Confidence of the candidate.Time plan.Never resort to mannerisms and notes.Never try to put on an artificial accent.Stand erect in a balanced manner. Even the way you stand and face the group suggests something of your personality and demeanor.Do not give wrong facts and figures.Do not overshoot the time given and do not give up before time.PSYCHOLOGICAL TESTING TECHNIQUE : Read a GuideThematic Appreciation Test (TAT).Word Association Test (WAT).Situation reaction test (SRT).Self description (SD).PERSONAL INFORMATION QUESTIONNAIRE : Read a GuideMERITS / DEMERITS (COACHING ACADEMIES)MERITSFamiliarity with the systemKnowledge of sequencePractice in OIR testingFeel of group dynamicsBuilding of confidencePractice in group- discussionDEMERITSLoss of spontaneityLack of originalityPreconceived ideasDanger of over confidenceIncorrect/outdated inputs can be dangerousPost Script : I assume you have already cleared the UPSC written exam. If not that is your first hurdle. Get a lot of guide books and solve all the question papers till you get the required speed of answering in all the subjects.