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The original definition of social intelligence (by Edward Thorndike in 1920) is "the ability to understand and manage men and women and boys and girls, to act wisely in human relations". [2] It is thus equivalent to interpersonal intelligence , one of the types of intelligence identified in Howard Gardner 's theory of multiple intelligences ...
Ongoing research investigates the relationship between human research management and performance and includes organization studies, industrial and organizational psychology, organizational theory and management science. [53] Human resource management research can improve human resource management and HR initiatives. [53]
Cultural intelligence or cultural quotient (CQ), refers to an individual's capability to function effectively in culturally diverse settings.The concept was introduced by London Business School professor P. Christopher Earley and Nanyang Business School professor Soon Ang in 2003.
Non-material culture refers to the non-physical ideas that individuals have about their culture, including values, belief systems, rules, norms, morals, language, organizations, and institutions, while material culture is the physical evidence of a culture in the objects and architecture they make or have made.
[1] [2] Alternative terms include business culture, corporate culture and company culture. [3] The term corporate culture emerged in the late 1980s and early 1990s. [ 4 ] [ 5 ] It was used by managers , sociologists , and organizational theorists in the 1980s.
Organizational behavior or organisational behaviour (see spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". [1] Organizational behavioral research can be categorized in at least three ways: [2] individuals in organizations ...
Mindset is also believed to influence a person's behavior, having deliberative or implemental action phases, as well as being associated with technical or adaptive approaches to leadership. [6] A mindset could create an incentive to adopt (or accept) previous behaviors, choices, or tools, sometimes known as cognitive inertia or groupthink.
Turk suggests several different guidelines for managing up, including being loyal and committed; understanding the boss’s perspective, agenda, and preferences; providing solutions instead of problems; and understanding one's own management style. Each of the different guidelines Turk provides serves an important benefit for both sides. [12]