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Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
Emotional intelligence (EI) is defined as the ability to perceive, use, understand, manage, and handle emotions. People with high emotional intelligence can recognize their own emotions and those of others, use emotional information to guide thinking and behavior, discern between different feelings and label them appropriately, and adjust emotions to adapt to environments.
Daniel Goleman is an American psychologist, author, and science journalist. For twelve years, he wrote for The New York Times, reporting on the brain and behavioral sciences. His 1995 book Emotional Intelligence was on The New York Times Best Seller list for a year and a half, a bestseller in many countries, and is in print worldwide in 40 languages. Apart from his books on emotional intelligence, Goleman has written books on topics including self-deception, creativity, transparency, meditation, social and emotional learning, ecoliteracy and the ecological crisis, and the Dalai Lama’s vision for the future.
A T-group or training group is a form of group training where participants learn about themselves through their interaction with each other. They use feedback, problem solving, and role play to gain insights into themselves, others, and groups.
Recognition of prior learning (RPL), prior learning assessment (PLA), or prior learning assessment and recognition (PLAR), describes a process used by regulatory bodies, adult learning centres, career development practitioners, military organizations, human resources professionals, employers, training institutions, colleges and universities around the world to evaluate skills and knowledge acquired outside the classroom for the purpose of recognizing competence against a given set of standards, competencies, or learning outcomes. RPL is practiced in many countries for a variety of purposes, for example an individual's standing in a profession, trades qualifications, academic achievement, recruitment, performance management, career and succession planning.
Competence is the set of demonstrable characteristics and skills that enable and improve the efficiency or performance of a job. Competency is a series of knowledge, abilities, skills, experiences and behaviors, which leads to effective performance in an individual's activities. Competency is measurable and can be developed through training.
Emotional competence and emotional capital refer to the essential set of personal and social skills to recognize, interpret, and respond constructively to emotions in oneself and others. The term implies an ease around others and determines one's ability to effectively and successfully lead and express.
Edwin A. Locke is an American psychologist and a pioneer in goal-setting theory. He is a retired Dean's Professor of Motivation and Leadership at the Robert H. Smith School of Business at the University of Maryland, College Park. He was also affiliated with the Department of Psychology. As stated by the Association for Psychological Science, "Locke is the most published organizational psychologist in the history of the field. His pioneering research has advanced and enriched our understanding of work motivation and job satisfaction. The theory that is synonymous with his name—goal-setting theory—is perhaps the most widely-respected theory in industrial-organizational psychology. His 1976 chapter on job satisfaction continues to be one of the most highly-cited pieces of work in the field."
Emotional aperture has been defined as the ability to perceive features of group emotions. This skill involves the perceptual ability to adjust one's focus from a single individual's emotional cues to the broader patterns of shared emotional cues that comprise the emotional composition of the collective.
David Clarence McClelland was an American psychologist, noted for his work on motivation Need Theory. He published a number of works between the 1950s and the 1990s and developed new scoring systems for the Thematic Apperception Test (TAT) and its descendants. McClelland is credited with developing Achievement Motivation Theory, commonly referred to as "need for achievement" or n-achievement theory. A Review of General Psychology survey published in 2002, ranked McClelland as the 15th most cited psychologist of the 20th century.
The Emotional Intelligence Appraisal is a skill-based self-report and measure of emotional intelligence (EQ) developed to assess emotionally competent behavior that provides an estimate of one's emotional intelligence. Twenty-eight items are used to obtain a total EQ score and to produce four composite scale scores, corresponding to the four main skills of Daniel Goleman's model of emotional intelligence (derived by crossing the domains of the "self" and the "social" with "awareness" and "management." The Emotional Intelligence Appraisal was created in 2001 by Drs. Travis Bradberry and Jean Greaves and comes in both booklet and online format, allowing participants to choose their preferred method of test taking.
The term emotional literacy has often been used in parallel to, and sometimes interchangeably with, the term emotional intelligence. However, there are important differences between the two. Emotional literacy was noted as part of a project advocating humanistic education in the early 1970s.
A competency dictionary is a tool or data structure that includes all or most of the general competencies needed to cover all job families and competencies that are core or common to all jobs within an organization. They may also include competencies that are more closely related to the knowledge and skills needed for specific jobs or functions.
Competency-based recruitment is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency. Candidates demonstrate competencies on the application form, and then in the interview, which in this case is known as a competency-based interview.
Leader development is defined as the "expansion of a person's capacity to be effective in leadership roles and processes". These roles and processes are ones that aid in setting direction, creating alignment and maintaining commitment in groups of people sharing common work. Most organizational leadership research and educational programs have focused on developing individual-based knowledge, skills, and abilities associated with formal leadership roles of individuals. Leader development therefore results by investing in human capital.
Roberto Nicastro, an Italian banker and Fintech Investor, senior advisor for Cerberus Capital, and Chairman of AideXa, a challenger bank project aiming to serve small businesses. Previously he was the Chairman of the "Good Banks" on behalf of Bank of Italy and was the Group General Manager of Unicredit; in the past, he worked with McKinsey & Co and Salomon Brothers. He is also involved in charitable activities and postgraduate education advisory.
Reuven Bar-On is an Israeli psychologist and one of the leading pioneers, theorists and researchers in emotional intelligence. Bar-On is thought to be the first to introduce the concept of an “EQ” to measure “emotional and social competence”, although the acronym was used earlier to describe ideas that were not associated with emotional intelligence per se. In the first copy of his doctoral dissertation, which was submitted in 1985, Bar-On proposed a quantitative approach to creating “an EQ analogous to an IQ score”.
David Solomon Weiss is an organizational psychologist and business strategist and author of seven books, including The Leadership Gap, Innovative Intelligence and Leadership-Driven HR.
Coaching psychology is a field of applied psychology that applies psychological theories and concepts to the practice of coaching. Its aim is to increase performance, self-actualization, achievement and well-being in individuals, teams and organisations by utilising evidence-based methods grounded in scientific research. Coaching psychology is influenced by theories in various psychological fields, such as humanistic psychology, positive psychology, learning theory and social psychology.
Competence is a polyseme indicating a variety of different notions. In current literature, three notions are most evident. The first notion is that of a general competence, which is someone's capacity or ability to perform effectively on a specified set of behavioral attributes. The second notion refers to someone's capacity or ability to successfully perform a specific behavioral attribute — be it overt or covert — like learning a language, reading a book or playing a musical instrument. In both notions, someone may be qualified as being competent. In a third notion, behavioral attribute and competence are synonymous. One may for example excel at the competence of baking, the competency of ceramics, or the capability of reflexivity.
