...Michael Garcia English 1301.52 Professor Hailie July 3, 2012 The Best of Both Worlds Jimmy Carter once said “War may sometimes be a necessary evil. But no matter how necessary, it is always an evil, never a good. We will not learn how to live together in peace by killing each other's children.” What I think Jimmy Carter means by this is even though we see war and inevitable, war is never going to be a good thing. We will never grow as a whole as long as we keep killing each other’s youth. The youth are fighting in the wars of today many not even being able to see tomorrow. The implications that war brings a sense of supreme power and security to the Americas does not make up for the trauma, PTSD disorders, and emotional detachment issues our soldiers face at the end of the day. Trauma can be experienced one of two ways, physical being wounded or hurt on the outside or mental trauma which is experienced inside the individuals own mind. Both can affect a person’s life drastically, but it’s the mental patients that give the appearance that they have no problems, but upon further examination end up being the lives that where affected the most. In the film “In the Valley of Elah” by Paul Haggis a young woman goes to the police after her war veteran husband drowns their dog in the bathtub, believing she’ll be next only to be turned away. It is very clear that the woman’s husband is suffering from mental trauma. That is why he drowned the dog. Trauma can make you do things...
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...Assignment 3 – Lisa Benton Case Analysis Jack Welch Management Institute Instructor Ardith Bowman JWI510 June 16, 2013 Introduction Lisa Benton is a Harvard educated MBA who chose to work at the Home care Division of Houseworld based upon the classical marketing training in a structured environment from an industry leader over Right-Away which she had interned at. Benton was informed she would become a product manager within 2 to 3 years, yet was not informed of the importance of her performance in the first year. She was informed that the product manager’s responsibility was to groom his or her associates to be “promotable”. Benton was assigned Deborah Linton as her Product Manager who informed her of her dislike for MBA’s with “MBA’s act like they know a lot more than they do” and “the only way to learn is on the job and your formal education won’t help you.” Ron Scoville, the Associate Product Manager and team member, shared the same sentiments with Lisa. Linton made it clear to Lisa that she was ‘going to have to prove herself like everyone else.” There would be no special treatment because she was a Harvard MBA. Linton informed her she should feel free to stop by her office if she had any questions and she was to report to her and not to Ron Scoville, the Associate Product Manager and team member. She also was informed she would get objectives for her job which she never received and later learned Linton was recently promoted and it was thought that Linton exhibited...
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...IIIIIIIIIIIII THE EMOTION INTELLIGENCE HANDBOOK... AN INTRODUCTION WITH YOUR INSIGHT Presented By: AnandKumar |||||||||||||||||||||||||||||||||||||||||||||||| INTRODUCTION EMOTION: - Any of the particular feelings that characterize such a state of mind, such as joy, anger, love, hate, horror, etc. Emotion can be simply defined as Energy-in-Motion. INTELLIGENCE: - The ability to acquire and apply knowledge and skills. EI = E-Motion+ Intelligence; WHAT IS EI...??? Originally coined by two US psychologists, Peter Salovey and John Mayer, emotional Intelligence refers to a learned ability to perceive, understand and express our feelings accurately and to control our emotions so that they Work for us, not against us. WHY EMOTIONAL INTELLIGENCE NOW? *Changing nature of work: flatter structures, fewer tiers of management, greater responsibility. * Increasing complexity: impact of technology and reshaping of jobs. *Rise in competition: shorter product life-cycles and more demanding customers * Globalisation of markets: organisations now need to think global, yet act local * Rapid pace of change: change is now a constant feature of organisational life * Rising stress levels: The World Health Organisation predicts that depression will be the Second highest cause of death in the next 10 years (stress is a mild form of depression) *Emergence of the self-managed career: no more jobs for life. * Recognition...
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...………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is presented in contrast to Daniel Goleman’s view of IE as a viable concept in an organizational setting. Furthermore, transformational and transactional leadership is briefly presented in an attempt to correlate to concept of emotional intelligence and why this writer believes it is relevant to the study of organizational behavior. Chapter 1 Organizational Behavior ...
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...One such training program that is being added to corporate learning environments is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively. Emotional intelligence is the ability to accurately perceive emotions in self and others, to identify different emotional responses, and to use emotional information to make intelligent decisions (Goleman, 2000). A leading expert on EQ finds that “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). Emotional intelligence is especially important “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities are needed for decision making effectiveness” (Goleman, 1986, p. 94). Emotional Intelligence Emotional intelligence is crucial to a successful business career and for effective group performance (Goleman, 1986). The core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Feldman, 2001, para. 4). Success in the modern workplace requires teamwork and collaboration. Emotional Intelligence training is essential since most modern companies rely on teams of employees working together, rather...
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...The public figure I chose that acted unwisely is Bernie Madoff, the former non-executive chairman of the NASDAQ stock market. He is known as the operator of the largest financial fraud in U.S. history (Creswell & Landon, 2009). He schemed thousands of investors out of billions of dollars that could have begun as early as the 1970s (Kolker, 2008). This unwise scheme that he led for so many years was a lack of emotional intelligence. He showed of lack of emotional intelligence because he did not have any emotions for the people and organizations he was ruining. Despite his wrong doing, he did not lack successful intelligence because not only was he successful with operating this for so many years, he was also intelligent in keeping it hidden. I would say that he thought analytically, creatively, and practically to pull this off. Being the twisted person he is, I feel that he was only lacking in accurate perspective in the aspects of wisdom; he knew what he was doing. Although he could reach between the lines, nothing he said was true (Bolt, 2004). Even though he was unwise of what he did, he was intelligent and wise enough to get away with it for so many years. He obviously learned from past mistakes to be so successful with the scheme. He had a logical mindset to get away with taking people’s money while dealing with people daily; he could tell them what they wanted to hear (Bolt, 2004). He thought before he spoke because he did not want to get caught, he had everything...
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...Leadership: The Hidden Driver of Great Performance by Daniel Goleman, Richard Boyatzis, and Annie McKee 42 Social Intelligence and the Biology of Leadership by Daniel Goleman and Richard Boyatzis Product 12088 Best of HBR on Emotionally Intelligent Leadership, 2nd Edition Collection Overview What distinguishes great leaders from merely good ones? It’s not toughness, vision, or industry smarts. It’s their emotional intelligence—a potent combination of self-management and relationship skills. Studies strongly suggest that emotional intelligence plays a far greater role than IQ in determining leaders’ effectiveness, and thus their organizations’ success. To increase your emotional intelligence, start by understanding the skills that define it. Then learn how to flexibly interchange those skills to meet the needs of shifting circumstances. Finally, use mood contagion (a powerful neurological process) to create positive chemical connections between your and your followers’ brains. COPYRIGHT © 2008 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. Featuring the work of Daniel Goleman, this HBR Article Collection shows you how to foster and spread the positive emotions that drive quantifiable business results in your firm. The Articles 3 Article Summary 4 What Makes a Leader? by Daniel Goleman Emotional intelligence comprises five self-management and relationship skills. Selfmanagement skills include 1) self-awareness—knowing your...
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...The collaboration between emotional intelligence and the leadership A Case study of SAGA Corporation Presented By: Muhammad Adnan College: London College of Business Supervisor Name: Joy Joseph Submission Date: Declaration This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside organizations. |Signed | ...
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...each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Performance Rating Summary of Assessments Motivational Strategy and Action Plan Relevant Theory Andy Robles How Satisfied Am I With My Job? Score 96 What Is My Emotional Intelligence? Score 40 Am I a Deliberate Decision Maker? Score: 31 Am I Engaged? Score: 35 How Are You Feeling Right Now? Score: 39 What’s My Affect Intensity? Score: 37 Andy is overall satisfied with his job and rarely is absent. He has proven to be accurate in perceiving, evaluating, expressing feelings. Andy is conscientious, a team player and dedicated. Andy will benefit from reward and motivational strategies. He is receptive to attending trainings to improve his skills. Andy is determined to promote and it is obtainable because he is diligent. Self-efficacy or social cognitive theory is based on an individual that believes that they are capable of doing a task along with confidence. Ana Cazarin How Satisfied Am I With My Job? Score 80 What Is My Emotional Intelligence? Score 32 Am I a Deliberate Decision Maker? Score: 32 Am I Engaged? Score: 33 How Are You Feeling Right Now? Score: 40 What’s My Affect Intensity? Score: 37 Anna has high job satisfaction is overall satisfied in the work place. She is usually able to evaluate and...
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...INTRODUCTION In 1983, Howard Gardner's Frames of Mind: The Theory of Multiple Intelligences introduced the idea that traditional types of intelligence, such as IQ, fail to fully explain cognitive ability. He introduced the idea of multiple intelligences which included both interpersonal intelligence (the capacity to understand the intentions, motivations and desires of other people) and intrapersonal intelligence (the capacity to understand oneself, to appreciate one's feelings, fears and motivations. The first use of the term "emotional intelligence" is usually attributed to Wayne Payne's doctoralthesis, A Study of Emotion: Developing Emotional Intelligence from 1985. The first published use of 'EQ' (Emotional Quotient) seems to be by Keith Beasley in 1987 in an article in the British Mensa magazine. However, prior to this, the term "emotional intelligence" had appeared in Beldoch (1964),] Leuner (1966) Stanley Greenspan (1989) also put forward an EI model, followed by Peter Salovey and John Mayer (1989). The distinction between trait emotional intelligence and ability emotional intelligence was introduced in 2000. However, the term became widely-known with the publication of Goleman's Emotional Intelligence - Why it can matter more than IQ(1995). It is to this book's best-selling status that the term can attribute its popularity Goleman has followed up with several further popular publications of a similar theme that reinforce use of the term Goleman's publications are self...
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...1.) It is clear that Andy Zimmerman is a bulldozer with a little bit of the hero and the home-run hitter mixed in with his work personality. Zimmerman is a strong worker and an asset to the team. As a hero, he appears to get the most done and bring in the best results and as a home-run hitter, he has drive, ambition and self-confidence. As a bulldozer, Zimmerman intimidates and alienates his peers and colleagues and does not trust any of them. Jane Epstein can take many courses of action with Zimmerman. Waldroop and Butler discuss how “bulldozers are often reluctant to change a style that, by their lights, is highly effective. So to change a bulldozer, you have to become one yourself.” Instead of building the rapport she did in the case, she could have come out strong and direct, asking him the difficult questions mentioned in “Managing Away Bad Habits” and providing concrete evidence that she has from other colleagues in their feelings towards Zimmerman and from that evidence, she could have gone through a list of cues that may set him off and think of ways to defuse situations so he doesn’t bully others in his path. I think it would help if Epstein and Zimmerman agreed on someone he trusts to monitor his behavior. She can also simply threaten him asking him to “change or find another job.” A couple of great points that were mentioned in “How to Manage Difficult People” is to check whether the troublesome employee is in the wrong job and to assess the group dynamic. Assessing...
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...the manager must be aware of is the possible reduction in both junior and senior level staff if the change is perceived to have too negative an effect on them. Managers are therefore required to be able to negotiate the terms of the change to be implemented alongside such employees that wish to leave which should allow minor adjustments to be made to the change that will leave every level of the business satisfied. Perhaps the key issue that managers face when implementing change is the occasional need to reduce the number of employees; such concerns are usually enforced using redundancies which can be difficult to deliver. Managers must therefore be understanding and considerate towards employees who are no longer required; high emotional intelligence is needed in such situations and is not necessarily easy to gain. Overall it is abundantly clear that the managerial challenges in...
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...2014 Health and Emotional Intelligence Ankur Parey 13HS60021 3/5/2014 Table of Contents Introduction ........................................................................................................... 3 Overview of Emotional Intelligence ....................................................................... 3 Behaviors and outcomes ........................................................................................ 4 EQ in healthcare .................................................................................................... 4 Healthcare emotional intelligence ......................................................................... 4 Training implications .............................................................................................. 5 Training and Health Care ....................................................................................... 6 The physician and emotional intelligence .............................................................. 7 Conclusion ............................................................................................................. 8 Introduction There is a renewed interest in healthcare, in the role of Emotional Intelligence — a set of behavioral competencies, distinct from traditional IQ, that impact performance. There is also a growing body of evidence that individual behaviors, including EQ, influence patient outcomes and organizational success. What is EQ? How does it apply to healthcare...
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...KOMAL RIAZ Author is student of LLB (II). She is an active member of study circle. EMOTIONAL QUOTIENT (EQ) The concept of Intelligence Quotient (IQ) which relates to the determination of level of intellect or sharpness of mind of a person is very common. We normally use in our daily conversation that the IQ of a specific person is high or low. However the concept of Emotional Intelligence or Emotional Quotient is relatively new in the field of Psychological Research. Emotional Quotient (EQ) relates to the ability or skill to understand, evaluate and manage the emotions of one’s self and others. This concept got familiarity with the publication of book titled 'Emotional Intelligence' by Daniel Goleman's in 1995. However, the first use of the term "Emotional Intelligence" is usually attributed to Wayne Payne's doctoral thesis, A study of emotion: Developing emotional intelligence from 1985. If we go into the background history, we find that early Emotional Intelligence theory was originally developed during the 1970's and 80's by the work and writings of psychologists Howard Gardner, Peter Salovey and John Mayer. Emotional Intelligence is increasingly relevant to organizational development and developing people, because the EQ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potentials. Emotional Intelligence is an important consideration in human resources planning, job profiling, recruitment interviewing...
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...A STUDY OF THE EFFECTS OF HOME-ENVIRONMENT ON EMOTIONAL INTELLIGENCE OF HIGH STUDENTS INTRODUCTION:- Family environment seemingly has a significant bearing on pathogenesis in the family. Inspite of the various changes that have taken place in the pattern of Indian life in the recent decades, the family is still the most important and finally personality and cognitive development. It is the family that provides feeling of security meets through physical and psychological needs, guides and helps in times of problems and caters to all the wishes and whims of children. Not only this, family is also a source of affection, acceptance and companionship. According to Moos and Moos (1986) family environment consists of ten components i.e. confusion, expressiveness, conflict, independence, achievement –orientations intellectual-cultural orientation and active recreational-orientation, moral and religious emphasis, organisation and control. Various components of family environment have different effects on the development of children. Cohesion, expressiveness and intellectual-orientation are closely associated with young, children’s cognitive, social and emotional development. Good parenting requires more than intellect. It touches a dimension of personality that has been ignored in much of the advice dispensed to parents over the past 30 years. Good parenting involves emotions. In the last decade science has discovered a tremendous amount...
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