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We welcome you back to another issue of EI Update,
the
E-Newsletter of the Consortium for Research on
Emotional
Intelligence in Organizations. News of promising,
published EI research or comments about the
newsletter may
be sent to extein@eden.rutgers.edu.
| Research Digest - EI & Global Assignments |
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Gabel, R. S., Dolan, S. L. & Cerdin, J. L. (2005). Emotional intelligence as predictor of cultural adjustment for success in global assignments. Career Development International, 10(5), 375-395.
Global team managers handle business in various complex environments which may require them to use EI to understand, accept, or adapt to the norms of a foreign culture. Here the authors hypothesize that EI is a strong predictor of cross- cultural success for international assignment managers. Results indicate that cross-cultural adjustment plays an important role in the significant relationship between some dimensions of EI and subsequent success of internationally assigned managers. It is proposed that EI assessments be added to the traditional selection criteria for international assignment managers to better predict managerial success.
Alon, I. & Higgins, J. M. (2005). Global leadership success through emotional and cultural intelligences. Business Horizons, 48(6),501-512.
With the current rise of globalization, emotional and cultural intelligence are both important for successful cross-cultural leaders to excel. Frequently, emotions and their cues do not readily translate across borders, so emotionally intelligent behaviors become conditional on what is appropriate in the cultural setting. Global leaders can make the best use of EI and maximize success when they understand and work within diverse foreign environments. This multiple intelligence framework helps to clarify adaptations to implement in leadership development programs of multinational firms.
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| Announcements |
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EMONET Listserv
Emonet was established in January, 1997. The aim of EMONET is to facilitate scholarly discussion of all matters relating to the study of emotion in organizational settings. Emonet is a restricted list. All subscription requests must first go to Neal Ashkanasy for authorization. If you are interested in joining, please send Neal a message telling him something of yourself and your research interests. Alternatively, send an email to: listserv@list.gsm.uq.edu.au with "Info EMONET" in the body of the message. This will send you more information on the list.
Call for Papers - 5th International Conference on Emotions and Organizational Life, EMONET V (Atlanta, GA, August 10-12, 2006)
Researchers interested in studying emotions in organizational settings are invited to submit papers for Emonet V. The conference precedes the annual meetings of the Academy of Management, which are scheduled for August 11-16, 2006 in Atlanta. The conference is organized by the Emonet e-mail discussion group, now affiliated with the Academy of Management's list server. The primary aim of the conference is to bring together scholars who study emotions in organizational life, and to provide a forum for presentation of some of the significant advances that have been made in our understanding of this important area. The conference papers will be considered for inclusion in Volumes 3 and 4 of the Elsevier Science Annual Series, Research on Emotion in Organizations. The deadline for receipt of papers is March 31, 2006. Please visit the Emonet website for more information.
Call for Papers - International Journal of Organizational Theory and Behavior, Symposium on Workplace Aggression
Guest editors Ann M. Callahan and Joann K. Williams are soliciting manuscripts for a symposium whose purpose is to provide a unified review of constructs used to define workplace aggression. Preference will be given to manuscripts that address workplace aggression between organizational members. Research across academic disciplines is also strongly encouraged. Both theoretical and empirical research are welcomed. Due date is March 15, 2006. Click here for more information.
Call for Papers - EURAM (Oslo, Norway, May 17-20, 2006)
Two tracks of the European Academy of Management (EURAM) Annual Conference are calling for papers. Track chairs Heike Bruch, Sven Volpel, and Bernd Vogel are leading the Organizational Energy - Energizing Leadership track. The purpose of the track is to connect, structure, and develop research about organizational energy.
Track chairs Andrea Fischbach, Isabell Welpe, Dieter Zapf, Tina Kiefer, and Anat Rafaeli are leading the Emotion in organizations - what we know and where we want to go track. They are establishing it as a platform in research and practice of emotion at the workplace for exchanging current knowledge, discussing diverse perspectives and strategies, as well as developing a research agenda for the future. Deadline for submissions to both tracks: February 1, 2006.
Call for Submissions - Special Edition on Organisational Autoethnography for Culture and Organization
Autoethnography is a recognised genre of qualitative sociological research but has not as yet entered the research lexicon of business and industrial sociology. This special edition attempts to promote that move. In the spirit of Carolyn Ellis (1997) work on introspective and retrospective forays into the self, the editors propose to broaden the study of leadership to include work that is located within the autoethnographic genre. Autoethnography is an autobiographical form of research that connects the personal to the cultural through a peeling back of multiple layers of consciousness.
Submissions are requested on the topic of autoethnographic accounts of the leading self. Conceptual, theoretical and empirical articles are equally encouraged. It is anticipated that the special edition will be published in early 2007. Submissions should be received by 31st January, 2006. The editors for this special issue on Organisational Autoethnography are Professor Ken Parry and Dr. Maree Boyle, Centre for Work, Leisure and Community Research, Griffith University. Submissions should be sent by email or hard copy- and-diskette to Professor Ken Parry, Graduate School of Management, Griffith University, Nathan Qld 4111, Australia. k.parry@griffith.edu.au, Tel: +61-7-3875 3703
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| Development Ideas |
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Give Performance Feedback
Ongoing feedback encourages people and directs change. Provide focused and sustained feedback as the learners practice new behaviors. Make sure that supervisors, peers, friends, family members or some combination of these give periodic feedback on progress.
Guideline in Action
Practice plays a large role in Interactive Modeling Training for Supervisors, an interpersonal skill-training program. After each practice exercise, the learners spend considerable time receiving and giving feedback to one another. During a practice rehearsal, learners who are not playing the role of supervisor or subordinate observe and take notes on the supervisor's use of the action steps. The practice interaction is often videotaped, too. Following the role play, the learners view the videotape and discuss how the action steps were applied. "The focus is on successes rather than difficulties encountered. However, if the learner playing the role of supervisor leaves out or is unable to perform one of the action steps, the trainer conducts a mini- rehearsal on the spot. The person playing the supervisor role is allowed to perfect the skill and demonstrate proficiency before the feedback is completed. Thus, the final outcome for the learners is not an evaluation that implies success or failure but a demonstration that shows their success" (Porras and Anderson 1981).
From Cherniss, Cary & Adler, Mitchel. (2000). Promoting Emotional Intelligence in
Organizations. Alexandria, VA:
American Society for Training & Development.
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| Organizational Membership in the EI Consortium |
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We currently have 4 organizational members who have been
part of the Consortium for many years. We would be delighted
to have 1 or 2 more organizations join us. Organizational
members partner with the Consortium for the purpose of
applied research related to EI in the workplace.
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| About the Consortium for Research on Emotional Intelligence in Organizations: |
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The mission of the EI Consortium is to aid the advancement of
research and practice related to emotional intelligence in
organizations. The EI Consortium is currently made up of 39
members from around the world who are individuals involved
in applied research in the field of EI. The EI Consortium
sponsors a website, which has recently been revised and
updated, where researchers and practitioners can download
full-text research reports, access references, and read and
comment on articles in the Consortium's new e-journal
Issues and Recent Developments in Emotional
Intelligence.
Contact us to learn more...
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