Friday, September 3, 2010
Sunday, August 29, 2010
Emotional Intelligence - An Ingredient of Social Intelligence
byNeha Amar (M.B.A)
It is very evident to say that without the preferences reflected by positive and negative self, our experiences would be a neutral gray. In this situation, we would never care what is happening to us or what we will do with us and others. And because of these reasons Emotional Intelligence holds significance. Emotional Intelligence deals with the cognitive aspects of life. The general trends of management like leadership, group performance, social exchange and managing change is supported by emotional intelligence today to raise the level of social and emotional competence in an individual.
The term Emotional Intelligence is defined in very common terms as a ability, capacity, or skill to perceive, assess, and manage the emotions of one's self, of others, and of groups. The evolution of Emotional Intelligence goes as follows: it has its roots in the concept of "social intelligence," first identified by E.L. Thorndike in 1920. Psychologists have discovered three types of intelligences and have grouped them mainly into three clusters: abstract intelligence (the ability to understand and manipulate with verbal and mathematic symbols), concrete intelligence (the ability to understand and manipulate with objects), and social intelligence (the ability to understand and relate to people). This includes inter and intrapersonal intelligences. Social intelligence is defined as "the ability to understand and manage men and women, boys and girls -- to act wisely in human relations." These two intelligences comprise social intelligence and are defines as -Interpersonal intelligence is the ability to understand other people: what motivates them, how they work individually and cooperatively. Many successful salespeople, politicians, teachers, clinicians, and religious leaders are generally the individuals with high degrees of interpersonal intelligence. Intra personal intelligence is a correlative ability, turned inward. It is a capacity which forms an accurate model for oneself and makes that model usable so that it can operate effectively in the life. Inter and Intrapersonal intelligence involves abilities that may be categorized into five dimensions:
Self-awareness : This means observing yourself and recognizing all the feelings as and when it happens.
Managing emotions: This refers to handling feelings and sentiments; realizing what is behind those feeling and finding ways to handle fears and anxieties, anger, and sadness.
Motivating oneself: This means moving the flow of emotions inline with the goals; emotional self control; delaying gratification and controlling impulses.
Empathy: This refers to seeing things with other point of views; sensitivity to others' feelings and concerns and taking their perspectives.
Handling relationships: This means managing emotions with others; social competence and social skills.There are different models of Emotional Intelligence given by different researchers. In the early 1990s, Mayer and Salovey published a series of papers on emotional intelligence. They suggested that the capacity to perceive and understand emotions define a new variable in personality. The Mayer-Salovey model defines emotional intelligence as the capacity to understand emotional information and to reason with emotions. More specifically, they divide emotional intelligence abilities into four areas -- in their four branch model:
1. The capacity to accurately perceive emotions.
2. The capacity to use emotions to facilitate thinking.
3. The capacity to understand emotional meanings.
4. The capacity to manage emotions.
2. The capacity to use emotions to facilitate thinking.
3. The capacity to understand emotional meanings.
4. The capacity to manage emotions.
The other model was Goleman's Five Emotional Competencies Model that divides emotional intelligence into the following five emotional competencies:
1. The ability to identify and name one's emotional states and to understand the link between emotions, thought and action.
2. The capacity to manage one's emotional states — to control emotions or to shift undesirable emotional states to more adequate ones.
3. The ability to enter into emotional states (at will) associated with a drive to achieve and be successful.
4. The capacity to read, be sensitive to, and influence other people's emotions.
The ability to manage feelings and handle stress is another aspect of emotional intelligence that has been found to be important for success. Emotional intelligence has much to do with knowing when and how to express emotion along with controlling it. Empathy particularly is an important aspect of emotional intelligence and this contributes to occupational success.
The emotional intelligence helps in understanding the emotional information and in reasoning emotions. If taken a deep thought, nothing new about emotional intelligence will be found. In some ways or others, emotional intelligence is based on a long history of research and theory in personality, sociology as well as psychology. There has been an impressive and growing research panel that suggests that the abilities of emotional intelligence are important for success in many areas of life. Emotional intelligence is more useful for effective performance at work.
At last to conclude with, as the pace of change is increasing and the world of work makes ever greater demands on a person's cognitive, emotional, and physical resources, this particular set of abilities called Emotional Intelligence will become increasingly important. And this will improve both productivity and psychological well-being in the workplace in the coming tomorrow.
At last to conclude with, as the pace of change is increasing and the world of work makes ever greater demands on a person's cognitive, emotional, and physical resources, this particular set of abilities called Emotional Intelligence will become increasingly important. And this will improve both productivity and psychological well-being in the workplace in the coming tomorrow.
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Information Lifecycle Management
(Most Happening Buzzword in the Storage Industry)
by (Most Happening Buzzword in the Storage Industry)
Neha Amar (M.B.A)
Information Lifecycle Management (ILM) is one of the newest trends of the IT sector. After so many storage mediums and techniques, it has now become the most happening buzzword of the storage industry. To avoid the malfunctioning of information and prevent the disasters, this lifecycle has emerged out as a new technique of recovery implementations. ILM plays a pivotal role in helping IT professionals’ stay to new standards while incurring minimum management headaches.
Information Lifecycle Management is a process for maintaining information storage at the least possible cost, while concurrently maintaining appropriate levels of availability. It is a powerful IT strategy based on a very simple fact that all type of information is not of equal value. Sometimes, today’s urgent e-mail is more important than last year’s staff memo and over the time, the value of information keeps on increasing or decreasing. Based on its changing value to the organization, the information requires different levels of accessibility and protection. And that’s ILM is all about. The thing that is important to remember here is that ILM is not a technology rather it is a combination of processes and technologies that determines how data flows through an environment. With this functionality, ILM helps end users manage data from the moment it is created to the time it is no longer needed. Today many companies are implementing a combination of these technologies and processes to enable a successful ILM practice. ILM uses a number of technologies and business methodologies, including the following ones:
Assessment – In the assessment phase of ILM, storage administrators uses storage resource management (SRM) technologies. This technology helps IT administrators figure out what data resides on the storage assets in their environment.
Socialization – After the assessment phase, reports using the SRM tools are prepared and they are presented to the company's department heads that explains the breakdown of storage asset utilization and the costs involved. This is called as the socialization phase.
Classification – After understanding the data usage patterns, department heads determine how this data is used and how critical it is to the business at any given point in time. Here it is determined that where data should live through its lifecycle and how it will migrate through the proper storage "class" over time. For this a classification schema is made for the company and within this scheme data is classified in following ways: Data type, Data organization, Data age and Data value.
Automation – After the classification of data, IT and the department agrees on a plan for where their data should live at any point in its life cycle. The policies for this are established to determine where (on which storage resources) the data should be located. Automated Data Migration (ADM) tools are used to automate the migration of data from one storage class to another based on user-defined policies. ADMs are essentially a combination of intelligent SRM and hierarchical storage management (HSM). HSM is used to automate data migration for archival purposes.
Review – The system should be reviewed periodically. The department heads must ensure that which data is essential to the continuity of business operations. To protect those data that must remain readily available processes such as mirroring and replication to remote arrays or sites should be incorporated.
The very true example of ILM that showed its effectiveness and competency is its key role in HP to help it out to put 80 years of Time magazines online.
To accomplish this task, HP made collaboration between its Consulting and Integration (C&I) group and HP Labs undertook the responsibility of both the groups that they would go beyond their usual areas of strength and put everything under intense pressure to attain the target. By the end of the year, through a mixture of technological innovation and disciplined process management, the TIME team processed the entire archive with almost 100 percent accuracy using ILM.
ILM is as significant business process as CRM and ERP. An effective ILM implementation streamlines the costs and management efficiencies. This is more helpful for IT organizations as it ensures that critical data is given top-priority storage resources and is always available. With ILM, one can get the most valued information at every point in its lifecycle. ILM also lets you access information to enrich and streamline business processes, identify new revenue opportunities, and remain competitive.
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Emotional Advertising – Right into Your Brain
By
Neha Amar (M.B.A)
Advertising has always been a very common form for the promotion of goods, services, companies and ideas since the very ancient time. As the trend is changing dynamically nowadays, Emotional Advertising has become one of the most powerful techniques as a part of Commercial Advertising.
Emotional Advertising is alluring importance these days because of the fact that experiences trigger our emotions and are saved in our long lasting memory. The emotions generated by experiences signals our brain that is important to remember. There are eight basic universal emotions, namely – joy, surprise, anticipation, acceptance, fear, anger, sadness and disgust. The audiences understand, learn and respond to these advertisements easily.
As we are aware of the fact that consumers choose Products (Brands) to fulfill both rational and emotional needs, it will not be surprising to discover that advertisements which raise emotions inside human brain have been found to be highly effective.
Emotional Advertising is on a great extent influenced by experience, expression and the gender differences. It has been felt that females, children and older people are most easily persuaded by emotional advertising. These groups are more likely to feel empathy towards the situation presented in emotional ads and as a result, view the brand more favorably than those of competitor’s advertising based upon rational appeals.
Change Management: to Change the People
“There is only one person who loves the change is – Wet Baby.”
By Neha Amar (M.B.A)
So as the word suggests itself, Change Management is the task of “managing change” in a more planned and systematic fashion. It is about how to get users to accept a new business process and a new technology that enables it. The steering thought behind this management practice is that – it is the human beings, not the technology who makes companies work.
It’s not the job of Change Manager/Consultant to bring change in the organization; this is the responsibility of every one in the organization to make the change successful. Consultant or change manager only facilitate the change. Besides this, effective communication also plays an important role in managing change.
Successful change management requires a hefty executive support and leadership along with effective communication channels, to manage people and make a healthier impact of change on them.
The full Paper was presented at 'Nirma International Conference on Management-2007' on 6th January 2007 by the Author.
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