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Transcript of SEL2
‘‘As captain, I simply have to know who needs support and who
rather needs a kick in the b***. . .. It is OK for a captain to be a
bit provocative, to play with fire, and, if necessary, to
become ‘strongly offensive’ or ‘controlled aggressive.’’’
Most important, Kahn emphasizes that ‘‘teams need enthusiasm’’
— and a successful captain should be able to ignite such
enthusiasm in other players. Oliver Kahn People talk to you in different ways —
through facial expressions, moods, mannerisms, body language, the tone of their voice, the look in their eyes, and as a leader, you must be able to read your team Why is this important? Traditional corporate settings
Managers recognize and harness the role of emotion
Foundation for Alstom’s identity: ‘‘LOOK, FEEL, and ACT.’’
The FEEL component, refers to ‘‘how we feel, in relation to the sense of togetherness, cooperation, enthusiasm, engagement, and atmosphere
within the company.’’ Alstom Power Service -
technology and engineering Cognitive ability and personality impact employees’ performance
Employees exhibit higher performance if they
are smart, reliable, industrious, and stress-resistant
EI to be an important performance predictor — even beyond IQ and personality
Combined with IQ and various personality characteristics, emotional intelligence explained up to 49% of performance differences between employees O’Boyle & Humphrey EI Reflection AET has a number of implications. These implications are as follows:
When an employee has an emotional episode, it is actually the result of a series of emotional experiences that are triggered by a single event.
Your job satisfaction is impacted by current and past emotions.
As your emotions fluctuate over time, it will create variations in job performance.
Behaviours that are driven by emotions are typically brief and variable.
Both positive and negative emotions can distract workers and reduce job performance. Affective events theory Moods and emotions 1.Self-awareness – the ability to know one's emotions, strengths, weaknesses, drives, values and goals and recognize their impact on others while using gut feelings to guide decisions.
2.Self-regulation – involves controlling or redirecting one's disruptive emotions and impulses and adapting to changing circumstances.
3.Social skill – managing relationships to move people in the desired direction
4.Empathy - considering other people's feelings especially when making decisions and
5.Motivation - being driven to achieve for the sake of achievement. EI as a type of intelligence. Eysenck (2000) unsubstantiated assumptions about intelligence in general.
Locke (2005) talks of absurdity of the tendency to class almost any type of behaviour as an 'intelligence'... If these five 'abilities' define 'emotional intelligence'.
These skills cannot be measured: there is no sound scientific basis.
The essence of this criticism is that scientific inquiry depends on valid and consistent construct utilization, and that before the introduction of the term EI, psychologists had established theoretical distinctions between factors such as abilities and achievements, skills and habits, attitudes and values, and personality traits and emotional states. Thus, some scholars believe that the term EI merges and conflates such accepted concepts and definitions. What is the difference? Harvard Business Review Discuss in groups time when you reacted in an emotionally charged way:
1. study abroad
3. since coming back to Groningen
What triggered these emotions? What emotions are there?
What is the relationship between impulse and behaviour? What do you remember
from the pitches? Does this apply to all businesses? Affective Events Theory Recap-relevance 5 minutes
Industry examples and discussion 15 minutes
Reflection/evaluation 15 minutes
Personal systems discussion 20 minutes
Break 10 minutes
Human dispositions theory 15 minutes
Temperaments exercise 30 minutes
Q&A 10 minutes