Syed Tabraiz Bukhari

Tabraiz is an MS Clinical Psychology student and a gold medalist in MSc Psychology. He is passionate about reading and writing on psychological topics and is also an expert in digital marketing. With a deep love for the philosophy of life, he explores the intersection of mind, human behavior, marketing.

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Character Analysis TV

Analysis of the portrayal of BPD-related themes in Bin Roye Character Saba Shafiq (played by Mahira Khan)

Analysis of the portrayal of BPD-related themes in Bin Roye

Part1: Analyze the portrayal of BPD-related themes in the drama, focusing on the character of Saba Shafiq (played by Mahira Khan)

Intense and unstable relationships

People with BPD often have difficulty maintaining stable and healthy relationships. They may experience intense and sudden shifts in their feelings towards others, leading to idealization and devaluation of the same person. In the case of Saba, she sometimes has extreme emotions of love towards Irtaza but also gets angry when things don’t go her way. She also idealizes Irtaza by comparing him to the moon. In a scene when Irtaza is coming to their house, she keeps saying that I can see the moon. It was also seen when finally she got married to Irtaza, in the start she did not feel love for him, although that is what she always wanted.

Fear of abandonment

Individuals with BPD may have an intense fear of being abandoned or rejected by loved ones. When Irtaza decided to go to the USA, Saba’s reaction was very extreme and in front of everyone she said that he cannot go to the US and will stay with her forever. She also tries to manipulate him by asking him to stay in Pakistan.

Unstable self-image

People with BPD may struggle with a distorted or unstable sense of self. They may have difficulty understanding who they are, what they want, and what their values and beliefs are. Saba also shows this, when she is not sure, if she wants her sister to be happy with irtaza or not. One time she is content with the marriage of her sister and Irtaza but then she lashes out at the time of the wedding. So she is not sure what she wants.

Hallucinations

After her sister dies, she blames herself for the death of her sister. When she goes to her husband’s house she starts seeing Saman in the mirror, because she feels she has robbed her of this. So she starts experiencing some minor hallucinations that can occur in BPD according to DSM.

From Associated features:

Undermining Self

It is stated in DSM that individuals with borderline personality disorder may have a pattern of undermining themselves at the moment the goal is about to be realized. This associated feature is evident in Saba’s behavior where you can see that after the death of Saman she gets a chance to marry Irtaza, who is the love of her life. But she disagrees and now she wants to marry someone else. 

Ideas of reference

Individuals with borderline personality disorder can also develop ideas of reference. Like when Saba is talking to a lady and she is saying that if you will wish the thing your heart wants it will come before you and then she ask her to close her eyes and Fuff on a rose pattel and when she opens her eyes, Irtaza is standing there by accident. But with Saba’s facial expression she looks happy that her wish came true. So she associates events to be related solely to her.

In conclusion overall the depiction of borderline personality disorder are presented well enough in the series but it still lacks some presentation.

  • The severity and frequency of symptoms is not what it should be in BPD.
  • She also gets Borderline Episode suddenly and then stays normal for a while. This does not happen in BPD.

Part 2: Discuss the role of therapy and support systems in the drama:

Saba did not receive any therapy or intervention for her mental health issue. They did not take her to any psychologist or psychiatrist. This is close to reality because personality disorders are rarely reported, or people rarely go to therapy for personality disorders until and unless they are in very severe condition.

If we talk about how her family played a role in the severity of her symptoms. We can see that she was very close with Irtaza but still her family allowed them to be together and do what they were doing. Although their behavior with each other was opposite to social norms but family still allowed it.

One detrimental thing was that after finding out that she had feelings for Irtaza they still did not let them get married or resolved this issue, which made her situation even worse.

Her grandmother was supportive of her and she used to confide in her grandmother so she was an important support figure for her. Also after the death of Saman, Saba’s family did understand how much impact it had on Saba and they consoled her and gave her space. They also helped with getting her out of the toxic marriage she had with Aamir. Also when they married her to Irtaza they let her go to the US and that made them rebuild their relationship.

Irtaza was also very supportive and appeared as a strong protective factor as he was tolerant of Saba’s behavior and emotions when she was not letting him stay with her in one room and when he was getting avoided by her. He supported her in that period and also shared his love with her and made her understand that she was not the cause of Saman’s death.

Part 3: Management For Borderline Personality Disorder

DBT typically combines various elements, including group skills training, individual psychotherapy, and phone coaching, although there can be variations. Throughout DBT therapy, patients are encouraged to monitor their symptoms and utilize the skills they’ve learned on a daily basis, with their progress being tracked (May et al., 2016).

There are four primary categories of skills covered in DBT skills training:

Mindfulness Meditation Skills:

Mindfulness meditation skills focus on being fully present in the current moment. These skills involve observing, describing, and participating in all experiences, including thoughts, sensations, emotions, and external events, without passing judgment on them. These core skills are essential for effectively applying other DBT skills.

For instance, Saba in this example showed extreme emotions at the event of the wedding when Irtaza and Saman were getting married, she even cursed Saman. Mindfulness Meditation skills could have helped Saba stay in the moment and observe her feelings and act effectively on them. She did love Saman, so if she would have thought about what she wanted to do she would have stopped herself from cursing her.

Interpersonal Effectiveness Skills:

This skill module emphasizes the ability to assert one’s needs successfully and manage conflicts in relationships.

Saba had conflicts in her relationship with both Saman and Irtaza. Improving her interpersonal skills would help her deal best with the conflicts that she has in different relationships in her life.

Distress Tolerance Skills:

The distress tolerance skills module focuses on learning how to accept and tolerate distress without engaging in behaviors that may worsen the situation in the long run, such as self-harm. Like when Saba was feeling distressed that she wished Saman to be dead and now she was dead and Irtaza and her family wanted her to marry Irtaza but she blamed herself for the death of Saman and married someone who was worse for her. Distress tolerance would have stopped Saba from making these rash decisions.

Emotion Regulation Skills:

In this module, patients learn to identify and manage their emotional reactions. Emotion regulation involves enhancing or reducing emotions to respond effectively and achieve personal goals. This would have helped Saba to be emotionally stable and react with calm in situations where she was feeling overwhelmed and reacting to her emotions.

References:

May JM, Richardi TM, Barth KS. Dialectical behavior therapy as treatment for borderline personality disorder. Ment Health Clin. 2016;6(2):62–67. doi:10.9740/mhc.2016.03.62

Disclaimer: This is opinion based article and does not include medical advise. Contact professionals if you are dealing with any psychological issues.

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Blog Organizational Psychology

How Psychological Testing Help You Recruit The Right Person for Your Company

Psychological Testing To Recruit The Right Person

Recruiting new employees is an essential component of any business. It has to be done right to save the company from different kinds of losses a bad hire might cause. 

The Undercover Recruiter reports that bad hires can cost $240,000 in expenses. These losses include recruitment costs, retention costs and payment of the employee.

There are ways only to hire an employee who is fit for your company. One of the best ways to do that is to use psychological testing in your recruitment process. 

Many companies are already using psychological assessments and testing in their recruitment process to make better decisions when hiring key positions. Proctor & Gamble, JPMorgan, Microsoft and Ford Motor and many other top companies around the world are using psychological assessments for recruitment.

When recruiting for an executive or a mid-senior level person, it is very critical that they not only have the aptitude and skills to perform the job but also align with your company’s culture and values.

Several characteristics contribute to a key executive’s success. Certainly, the executive must have the background and aptitude to perform the job. But fitting in with the company culture can be just as crucial to their success, especially within a smaller organization.

How do psychological tests help in the recruitment process?

Psychological tests, which can be objective or subjective, are used to determine or assess the values, interests, personality and skills of a person. These attributes of a person can be very crucial when determining whether they would be a good and long-term fit for your company or not. Now let’s see what information and data you can get from applying psychological tests in the recruitment process.

Kind of questions you can answer with psychological tests

Which personality type best fits the job and the company?

You can assess the personality type of the person applying for the job and see if it fits your company or not. Like if you are hiring a creative designer, it might help if they have an open personality type. Or if you are hiring a community manager, it would help if they were not an introvert.

Does the candidate have enough “emotional intelligence” to work effectively in our company?

Emotional intelligence helps a lot when hiring a manager or a leader in your company. Team leads collaborate and work better with their teammates if they are emotionally intelligent and can cooperate and understand the needs and temperaments of their team members.

What is the General Intellect of the employee?

You can assess the person’s intelligence and see if they have general intellectual competence to handle the job responsibilities. The intelligence test will tell you if a person can assess the situation clearly and act accordingly and how well he can adapt to new scenarios. For example, Thomas’ GIA (General Intelligence Assessment) consists of five online tests, and they measure the following cognitive functions:

  1. Perceptual Speed
  2. Reasoning 
  3. Speed & Accuracy 
  4. Spatial Visualisation 
  5. Word Meaning 

Apart from the questions mentioned above, you can also assess a person’s Interpersonal style, management style or selling ability, leadership skills and aspirations or ambitions.

Things psychologists should know before assessment.

Psychological tests can offer a lot of insight into the potential candidate. Still, there are a few things that the person doing the assessment should be aware of to make a better assessment of the candidate. Some of the questions that the psychologist should know the answer to before testing are given below

  • What are the characteristics of the position?
  • What are the main areas of competencies needed for the role?
  • What kind of personality type would fit this role?
  • What are the barriers confronting the candidate?
  • What is the culture of the company?
  • What are the expectations from the position? (both short and long-term)

Psychological tests that are being used in recruitment

Now, in the end, I would like to mention some of the best psychological assessments that you can use for your recruitment process:

  • Diagnostic Achievement Test
  • Myers-Briggs Personality Indicator
  • The Caliper Profile
  • Employee Personality Profile
  • DISC
  • Criteria Cognitive Aptitude Test (CCAT) 
  • Sixteen Personality Factor Questionnaire

Employees are the most critical asset a company has, and you need to hire the right people to avoid hurting the company or prolonging essential goals. If you are not doing it already, start thinking about adding psychological testing to your recruitment process so you can feel confident when recruiting people for your company.

Categories
Psychology of Gender Personality Psychology

Understanding Masculinity: Types, Theories, and Cultural Impacts

defining masculinity

1.1 Definition of Masculinity

Masculinity, also referred to as manhood or manliness, is a set of attributes, behaviors, and roles associated with boys and men. Unlike biological sex, masculinity is a social construct that varies across cultures and historical periods (Ferrante & Joan, 2008).

Masculinity is often defined by traits and ideas that shape the stereotypical or ideal man, with traditional masculinity being the most recognized stereotype. However, traditional masculinity is not a single trait but a combination of multiple norms that define how men should behave (Mansfield, Addis, & Mahalik, 2003). These norms dictate behavior, attitudes, and roles that men are expected to adopt in different social contexts.

1.2 Types of Masculinity

The idea of multiple masculinities acknowledges that different masculinities exist in relation to various factors, including other men, women, cultural backgrounds, and socio-economic status (Saiwal, 2008). Masculinity is fluid and evolves over time, taking on different meanings depending on historical and cultural contexts (Brod & Kaufman, 1994). In diverse societies like the UK, multiple forms of masculinity coexist, each influenced by varying dynamics and norms.

Kimmel (1994) identified several distinct types of masculinity:

1.2.1 Hegemonic Masculinity

Hegemonic masculinity is the most dominant and culturally valued form of masculinity. It favors qualities such as heterosexuality, whiteness, physical strength, and emotional suppression. This form of masculinity often sets societal expectations for what it means to be a “real man.”

1.2.2 Complicit Masculinity

Men who do not fully embody hegemonic masculinity but still benefit from the patriarchal system without actively challenging it fall under complicit masculinity. These individuals often admire hegemonic traits but do not necessarily exhibit them themselves.

1.2.3 Marginalized Masculinity

Marginalized masculinity refers to men who cannot achieve hegemonic masculinity due to factors like race, sexuality, age, or religion. However, they may still subscribe to traditional masculine norms such as physical strength and aggression.

1.2.4 Subordinate Masculinity

Subordinate masculinity represents men who display characteristics that contradict hegemonic masculinity. These may include emotional expressiveness, physical weakness, or non-traditional gender roles. Gay or effeminate men are often associated with this category.

1.3 Theories of Masculinity

Several theories attempt to define and quantify masculinity. Some of the most influential perspectives include masculinity ideology and masculine gender role stress. According to Pleck, Sonenstein, and Ku (1993), masculinity ideology refers to cultural standards that men are socialized to adopt, while gender role stress highlights the pressure men feel to conform to these standards.

1.3.1 The Four Major Male Standards (Brannon & David, 1976)

Brannon and David (1976) outlined four core masculine standards:

  • “No sissy stuff” – Men must distance themselves from femininity, avoid emotions, and reject anything perceived as “soft.”
  • “Be a big wheel” – Men should prioritize achievement, success, and competition.
  • “Be a sturdy oak” – Men must be resilient, composed, and in control at all times.
  • “Give ’em hell” – Men should exhibit aggression and dominance to assert their masculinity.

1.3.2 Levant’s Masculine Norms (Levant et al., 1992)

Levant and his colleagues identified specific masculine norms that men are often expected to adhere to, including:

  • Emotional restriction
  • Avoidance of femininity
  • Aggression and toughness
  • Self-reliance
  • Prioritizing achievement
  • Objectifying sex
  • Homophobia

1.3.3 Mahalik’s Expanded Masculine Norms (Mahalik et al., 2003)

Mahalik and his team further expanded on masculinity by identifying additional norms, such as:

  • Winning
  • Emotional control
  • Primacy of work
  • Risk-taking
  • Violence
  • Heterosexual self-presentation
  • Playboy behavior
  • Self-reliance
  • Power over women

The level of masculinity in a man is often judged by his conformity to these norms. Those who closely align with these traits are perceived as more masculine, whereas those who reject them may be seen as less masculine (Mahalik et al., 2003).

The Impact of Traditional Masculinity

Traditional masculinity is often defined by a blend of these masculine norms, with power and dominance playing a significant role. Beliefs such as “I need to do anything to win” and “I feel weak if I’m not in control” can heavily influence a man’s self-perception and behavior.

While these norms have historically shaped male identities, rigid adherence to them can lead to negative consequences. The struggle to conform to traditional masculinity has been linked to poor mental and physical health outcomes, including stress, anxiety, and even depression (Levant et al., 2009).

Conclusion

Masculinity is a complex and evolving social construct that varies based on cultural, historical, and individual perspectives. While traditional masculinity has long dictated societal expectations for men, emerging theories and perspectives highlight the diverse ways masculinity is expressed. Recognizing multiple masculinities allows for a more inclusive and flexible understanding of what it means to be a man, paving the way for healthier and more authentic male identities.

References

Ferrante, Joan (2008), “Gender and sexualities: with emphasis on gender ideals”, in Ferrante, Joan, ed. (2010-01-01). Sociology: a global perspective (7th ed.). Belmont, California: Thomson Wadsworth. pp. 269–272. ISBN9780840032041.

Mansfield, K. M., Addis, M. E. & Mahalik, J. R. (2003) “Why won’t he go to the doctor?”: The psychology of men’s help seeking. International Journal of Men’s Health, 2(2), 93-109.

M. Kimmel, “Masculinity and Homophobia.,” Sage London, vol. H. Brod and M. Kaufman (Eds) Theorizing Masculinities , pp. 119-141, 1994.

B. R. Saiwal, (2008) “Construction And Diagnosis Of Gender,” Sindicate For Gender Mainstreaming, New Delhi, 2008

Mahalik, J. R., Locke, B. D., Ludlow, L. H., Diemer, M. A., Scott, R. P., Gottfried, M., et al. (2003). Development of the conformity to masculine norms inventory. Psychology of Men and Masculinity, 4, 3–25.

Brannon, R. (1976). The male sex role: Our culture’s blueprint for manhood, what it’s done for us lately. In D. David & R. Brannon (Eds.), The forty-nine percent majority: The male sex role. Reading, MA: Addison-Wesley.

Jr, E.H. & Ferrera, D.L. & Pleck, Joseph. (1992). Men and Masculinities: Scales for Masculinity Ideology and Masculinity-Related Constructs. Sex Roles. 27.