Emotional Intelligence
Although the recently used term "Emotional Intelligence" is an offshoot of decades of psychological study, much confusion exists on its meaning and application. In addition, the amount of academic studies in this area has been relatively few. Most of the writings have been done in nonscientific ways. The purpose of this thesis would be to conduct a thorough historical overview of the topic and recommendations for further study to see how this measurement tool could best be used in a business setting.
In 1985, graduate student Wayne Leon Payne wrote a doctoral dissertation including the term "emotional intelligence." Five years later, a paper by professors at American University of New Hampshire, State University of New York and Yale University (Mayer, DiPaolo, and Salovey, 1990) clarified the definition of emotional intelligence (EI) as "the accurate appraisal and expression of emotions in oneself and others and the regulation of emotion in a way that enhances living" and tested a way of scientifically measuring the difference between people's ability in the area of emotions. In the study, 139 adults rated the emotional content of 18 reproductions of faces, color swatches and abstract designs they viewed. Three scores were extracted -- consensual accuracy, amount and range of emotion perceived -- and compared to other aspects of (EI) such as empathy and related to constructs such as alexithymia and neuroticism. They found some people are better at identifying their own and other people's feelings and solving problems involving emotional issues....
Multigenerational Workforce Motivation Leadership Style Talent management and human resource management personnel have, been aware of the commercial value of creating and leveraging an all-encompassing, diverse workforce for several years. Recruitment and employee retention programs have focused on gender, ethnicity, race, recruitment and career development of veterans, disabled persons, etc. One can observe increased demands among corporate personnel, to include multigenerational diversity in their organizations. Talent and human resource managers have
In other words Emotional Intelligence means that the individual is capable of: (1) Accurately perceiving emotions in oneself and others; (2) Uses emotions to facilitate thinking; (3) Understands emotional meanings; and (4) Manages emotions well. This model is referred to as the 'ability' model of emotional intelligence. (Mayer & Salovey, 1997) DANIEL GOLEMAN-PERSONAL & SOCIAL COMPETENCE Daniel Goleman proposed the model of emotional intelligence based on the Personal and Social competencies
Performance Management Systems The Paradox of Performance Management Systems And Their Effect on Corporate Performance Performance Management Systems including annual performance reviews are only as effective as the contextual relevance and insight of a manager or leader into how to create greater alignment of personal and professional goals of an employee. The continued evolution of performance management systems provide a useful index of how management and leadership theories have progressed beyond obvious measures
Moreover, the strong correlation between confidence in peers and communication/problem understanding demonstrated that it is the confidence and ability of these co-workers that encourage members of self-managing teams to gather new information and knowledge, so that they may create useful decisions in relation to problem solving. Confidence in peers resulted in a negative, not positive, impact on organization and negotiation. This suggested that confidence in peers has a negative effect
Cultural beliefs transmitted by media include such notions as police officers are heroes. In reality, the media works in strengthening and affirming the cultural notions present in a society. It holds true particularly for the messages about the ethics involved in the crime and justice incidents transmitted by the media. Many people do not experience crime firsthand or the system through which justice is brought. In this case, it is
Reducing Nursing Turnover by Implementing Innovative E-Health: A New Strategy for Incentivizing Nurses and Improving Organizational Culture Problem Identification: Nursing turnover rates are a serious issue for hospitals: they are costly and result in lost time and energy in continuously training new staff (Twibell, 2012). Identifying the main reasons for nursing turnover and addressing them can lead to better nurse retention (Trivellas, Gerogiannis, Svarna, 2013). The problem of nurse retention has been identified
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