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It is now widely recognized that the emotional dimension of products and services is a critical success factor in many sectors. Generating products with significant emotional features is a complex challenge, as professionals responsible for designing and developing new products should be able to focus the design effort on eliciting specific emotions. But how do designers prepare themselves to convey emotions through the products they design? How do they know how to provoke certain emotions? To obtain the benefits that the knowledge of emotions can bring when it is integrated into the design process, professionals need to be assisted with approaches to apply the knowledge of emotions systematically and strategically. This book presents the development of a process to support product design teams to envision emotion-focused new product ideas - Emotion-Driven Innovation (E-DI). The E-DI process supports designers in identifying the occurrence of emotions in a certaincategory of products present in the market and applying this information to make strategic decisions when defining the emotional intentions for the new product. It also helps to focus their creative thinking to develop strong and meaningful emotion-centric new product ideas. This book targets a professional audience wanting to learn more about this process and provides useful tools and frameworks that can be applied in real-life cases.

This book is a Machine-Generated Literature Overview of personal EI development. The book is about the importance of developing emotional intelligence in workplace, especially in managing people in an organizational space. It talks about propelling productivity by inducing emotional intelligence. It discusses how stress can be managed with emotional intelligence. The impact of emotional intelligence in developing leadership skills. It explores the role the factor of emotional intelligence in HRM. It critically examines why is it very necessary for an employee to have this trait of EI and develop it eventually for a successful survival. It discusses the importance of EI in customer service and in day-to-day life.

This volume of Research on Emotions in Organizations contributes to the ongoing study of the emotion-related forces that shape the functioning of individual, interpersonal workplace relationships and the organizational system as a whole. The chapters in this book demonstrate the complex interplay between emotion, cognitive processes, brain functioning and contextual factors that contribute to a better understanding of organizational behavior at multiple levels of workplace life and in the context of a fast-paced, uncertain and dynamically changing work environment. Taken together, they provide recent advances on the dynamics of emotions and point to future research venues consistent with the increasing interest in cross-country investigation and the role of neuroscience in organizational psychology. This volume is organized in three parts to provide coverage of the latest developments in each of the following areas: micro-level self-related dynamics of emotions; relational-centered dynamics of emotions; and emotional dynamics related to macro contextual factors.

This book constructs a multi-disciplinary interpretation of emotion, specifically applied and discussed within Organizational Change environments. Including a range of perspectives from Philosophy, Evolutionary Sciences, Psychology and Sociology, Emotion in Organizational Change also provides a historical picture of our knowledge of emotion. The author explores how this can contribute towards a novel understanding of a pervasive phenomenon in society and its organizations.

Gelungenes Change Management in Unternehmen und Organisationen erfordert eine Interpersonal Change Communication, eine Veränderungskommunikation, die die Betroffenen in Interaktion bringt. Dieses Buch zeigt, dass erfolgreicher Change nicht ausschließlich eine betriebswirtschaftliche Herausforderung ist, sondern die Mitarbeiterinnen und Mitarbeiter und ihre Emotionen die ausschlaggebenden Erfolgsfaktoren sind. Dazu präsentiert diese Untersuchung gruppendynamische, emotionale, soziologische und psychologische Aspekte von Veränderungsprozessen. Die Autorin setzt sich mit der Rolle von Emotionen in der Change Communication auseinander und zeigt auf, welche Kommunikationsmaßnahmen emotionale Energie unter den Mitarbeiterinnen und Mitarbeitern entstehen lassen und wie diese Energie für den Change-Prozess genutzt werden kann. Zusätzlich zur Literaturanalyse werden Ergebnisse aus zehn Experteninterviews mit Unternehmensberaterinnen und -beratern hinzugezogen, die Change-Management-Prozesse in Unternehmen begleiten.

A new book from James Borg – on what to say and how to say it – so you can get more from the way you talk. All the day-to-day conversations that you have in your private and working life result in a particular outcome. How many times do you come away from a situation and think you could have handled it better? The realization that you should have used different words or said things in a different tone which might have produced a more positive result or avoided friction. How often have you felt frustrated at your inability to state your case and to explain your thoughts well enough for the other person to grasp your point? Make no mistake - talk is our most precious commodity. Human interaction and face to face communication came long before social media websites, e-mail and texting. Yet more and more people have lost the art of conversing effectively and successfully as the ‘screen'replaces conversation. Talkability provides tried and tested suggestions to help you get your points across and make things happen.

Renommierte Autoren und Autorinnen aus unterschiedlichen wissenschaftlichen Disziplinen und der Praxis geben Denkanstöße sowie konkrete Handlungshinweise für eine moderne, gerechte und erfolgreichere Führung sowie Organisationsgestaltung. Führungskräfte, CEOs und deren Berater lernen, die Bedeutung von Emotionen und Intuitionen für Arbeitsbedingungen und soziale Beziehungen zu verstehen sowie deren grundlegenden Einfluss auf organisationale Veränderungen zu begreifen.Die Beiträge greifen wichtige Diskussionen auf: Was wissen wir über die verborgenen Regeln, über die Intelligenz des Unbewussten in der Führung? Wie gehen wir mit den Intuitionen um, die in Freiräumen entstehen und zu Innovationen führen können? Wie weit muss sich das Management mit den diskursiven Verknüpfungen von Emotion, Geschlecht, Subjektivierung auseinandersetzen? Was passiert, wenn man soziale Systeme als energetische Gebilde betrachtet? Wo kann man sich innerhalb unserer Organisationen die Frage nach dem Sinn des Lebens stellen? Welche Bedeutung haben eigentlich Liebe und Weisheit im Management?

Bestselling author and world-renowned executive coach Marshall Goldsmith examines the environmental and psychological triggers that can derail us at work and in life.Do you ever find that you are not the patient, compassionate problem solver you believe yourself to be? Are you surprised at how irritated or flustered the normally unflappable you becomes in the presence of a specific colleague at work? Have you ever felt your temper accelerate from zero to sixty when another driver cuts you off in traffic?Our reactions don't occur in a vacuum. They are usually the result of unappreciated triggers in our environment—the people and situations that lure us into behaving in a manner diametrically opposed to the colleague, partner, parent, or friend we imagine ourselves to be. These triggers are constant and relentless and omnipresent. So often the environment seems to be outside our control. Even if that is true, as Goldsmith points out, we have a choice in how we respond.In Triggers, his most powerful and insightful book yet, Goldsmith shows how we can overcome the trigger points in our lives, and enact meaningful and lasting change. Goldsmith offers a simple “magic bullet” solution in the form of daily self-monitoring, hinging around what he calls “active” questions. These are questions that measure our effort, not our results. There's a difference between achieving and trying; we can't always achieve a desired result, but anyone can try. In the course of Triggers, Goldsmith details the six “engaging questions” that can help us take responsibility for our efforts to improve and help us recognize when we fall short.Filled with revealing and illuminating stories from his work with some of the most successful chief executives and power brokers in the business world, Goldsmith offers a personal playbook on how to achieve change in our lives, make it stick, and become the person we want to be.

Why should researchers be interested in their feelings and emotions as they carry out research? Emotion is what it is to exist, to be human, and is present in every sphere of our lives. All activities are infused with emotion, even those that are constructed as ‘rational', because rationality and emotionality are interpenetrated and entwined because all thinking is tinged with feeling, and all feeling is tinged with thinking.This book illuminates the emotional processes of doing social and organizational research, and the implications of this for the outcomes of research. With contributions from leading academics and research practitioners, it addresses the significant issue of the sometimes intense emotional experiences involved in doing research and the implications it has for the theory and practice of social research. By examining the nature of feelings and emotions, it explores how we might understand researchers'emotions and experiences, and considers the often powerful feelings encountered in a variety of research contexts. Topics discussed include: power relations; psycho-social explanations of researcher emotions; paradoxical relations with research participants and the sometimes disturbing data that is gained; research supervision; the politics of research; gender; publishing, undergoing vivas and presenting at conferences.This book will therefore be a valuable companion to researchers and research students from the start of their career onwards.

Finally – a people management guide that goes way beyond the typical'problem employee'books to help you understand and manage the entire emotional culture of your organization. Many of us have witnessed – sometimes in helpless horror – how a simple problem can spin into a corporate crisis as people take sides, outside professionals are brought in, and company reputations suffer, as this description illustrates:'Everything was exposed and raw as if a common energy had stripped away the veneer of civilized behaviors...People took sides, hid, ran, quit, overworked, underworked, ate too much, drank more, complained more, went silent, changed jobs, exited. They reacted as if all their system had been tossed into the air and was never going to land again.'This wasn't the scene of a criminal act, earthquake, or terrorist attack. Rather, it was the disruptive and costly outcome of months of escalating workplace tension in the wake of changed management policies. Like a tornado, two violent co-workers had left 600 others in emotional rubble. That company could have been prepared with corporate policies and procedures to defuse such emotionally charged situations - long before alarming human and financial costs hit its bottom line. Managers could have learned to recognize and stop “emotional spinning” from gathering destructive force. The old paradigm of separating humans from humanity during work hours is not only antiquated thinking, it's high risk corporate behavior.“Dr. Vali” calls her ground-breaking solution Emotional Continuity Management. She provides tools you can use right now to avoid costs in decreased productivity, injured goodwill, employee turnover, plummeting employee engagement, and severed business relationships.In this practical book, Dr. Vali gives you:Real-life case studies that show you how to calculate bottom line, dollars and cents costs of disruptive employees and managers and emotionally charged incidents.Proven techniques to help you identify variations in behavior that are early warning signs of trouble. She compares them to “tornado warnings” and provides a 5-point scale.An understanding of the psychology driving “emotional terrorists,” who stage themselves as victims and gather an army of acolytes to assist in their campaigns of emotional disruption, and a game-plan for managing such attacks before, during and after an event.Practical tools for managing workplace emotions before, during and after an emergency, based on the author's extensive on-the-ground experience in counseling first responders and victims during major national and international disasters.Policies and procedures for working with military veterans returning to the workplace - and the need to deal with PTSD.Techniques for containing and mitigating the damage created by workplace bullies - and when to decide if an'amputation'is required or a less-extreme strategy is needed.Sample policies and plans, and detailed instructions for company-wide training programs, up and down the organization.

The exciting new book explores the management of emotion in organizations and the emotion management skills organizational actors need to possess in order to achieve organizational objectives whilst also acknowledging the subjective experiences of its members. The key strength of this sole-authored text lies in its critical approach and labour-process orientation. It will appeal to students of organizational studies, gender studies, sociology and human resource management at undergraduate and postgraduate level.