Following an ethnographic case study approach, an extensive pool of data was collected over a period of 15 months, representing corporate communication discourse at a major international conglomerate.
The author completed his PhD at the University of Salford, UK, after having worked in several management positions in the financial services industry, heading an international corporate communications team for several years.
• workplace objectives
• team performance
• individual performance
• addressing undesirable behaviour
• promoting employee wellbeing
• recruitment and selection.
Highlighting and redressing these fallacies, the authors offer the reader the opportunity to challenge many sources of bias that contaminate our beliefs and opinions and provoke unsuitable decisions at work.
A great read for all those involved in management and supervision, from student to experienced practitioner level.
Since the first EI measures were developed during the early 1990s, there has been considerable debate about how to measure emotional intelligence most effectively. From this debate, two camps have emerged. These two camps consist of researchers, theorists, and practitioners who use or adopt either the self-report method or the ability-based method to assess emotional intelligence. Both camps are engaged in substantial research and make serious claims for their type of test to be the most valid with respect to the EI construct and its assessment. There are supporters and detractors for both camps. Although this active debate is being conducted in the journal literature, it does raise a further issue and that is how psychologists and others who use EI measures understand these arguments regarding EI measurement and assessment. This is the very reason the current book proposal is both of relevance and interest. This book will present new research on the self-report and ability-based approaches to measuring emotional intelligence that will focus on the EI construct, its measurement and interpretation.
Following the original publication of the MSCEIT and Bar-On scales, both of which have undergone revisions, other newer scales have also been developed that are grounded in empirical evidence. This book will focus on tests that have been extensively studied and researched and even some new tests that have been subjected to at least some validity testing – that is, show some form of validity (e.g., internal, test-retest) or demonstrate some form of validity (e.g., face, discriminant or external). Some of these new tests have been used in different countries or in specific applications such as in sports psychology. The area of test development is emerging quickly and there is a lot of confusion, particularly for practitioners and people who want EI to be implemented in certain environments. A book that canvasses the existing tests, presents information on how they were developed, their psychometric properties, how they can be applied, and so forth, will be very well received and popular given the size of the EI market worldwide now. As mentioned, these measures not only reflect the current theoretical models describing EI, but become the very tools that are used to validate the construct. At the same time, practitioners are raising questions about the variations in EI scales and the resulting different factors, which, in turn, influence how this information will be presented to and used by consumers (e.g., individuals, corporations, research programs).
If you think you are doing it right, think again and read this book. — Dr Roxanne Zolin, QUT
An excellent read for organisation specialists. — Hermias C. Hendrikse, Director of Organisation Effectiveness, Etisalat, UAE The employment relationship as we know it is a relic of the last century. Globalisation, competition and financial pressures are challenging organisations to be more adaptabale. This book offers managers and professionals a new, research-based employment model that will alter the way employees and employers think about their working relationship, aligning the changing needs and interests of individuals and organisations to produce a sustainable, productive and profitable workplace in any financial climate.