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Emotional intelligence of the leader in the function of achieving team performance
No full textEmocionalna inteligencija sve se češće spominje u poslovnom okruženju te se smatra jednom od bitnih odrednica radne uspješnosti menadžera i ostalih zaposlenika što se u konačnici ogleda u uspjehu poduzeća. Odnosi se na sposobnost razumijevanja i reguliranja emocija, vlastitih i tuđih. Naime, emocionalna inteligencija povezuje se s vođom koji svoj tim vodi uspješno vodi prema ostvarenju postavljenih ciljeva. Mnogo je izazova koji dolaze sa pozicijom vođe, a jedan od njih je i kako posložiti veći ili manji broj ljudi, različitih karaktera i različitih individualnih ciljeva da djeluju kao jedno i da teže ostvarenju zajedničkog cilja. Svaki vođa odabire način na koji će pristupiti svojem timu, ali isto tako, svaki od njih teži tome da postigne sinergiju i pozitivnu radnu atmosferu u svojem timu zbog toga što su to samo neke od odrednica koje vode prema uspješnosti. Doista, ljudi su ovisni jedni o drugima, osobito ako se radi o ostvarenju nekog zahtjevnog i teškog cilja. Pojedinac to ne može postići sam pa mora surađivati sa drugima. Za potrebe rada provedena je anketa koja ispituje emocionalnu inteligenciju vođe i timsku performansu. Na temelju dobivenih podataka utvrđeno je kako povećanje stupnja emocionalne inteligencije vođe pozitivno utječe na povećanje timske performanse. Vođe sa višim stupnjem emocionalne inteligencije bolje izvršavaju svoj posao, usmjeravaju članove svojeg tima tako da svaki od njih zna svoju ulogu, odgovornost i cilj, komunikacija i povjerenje su na višoj razini, a jednako tako i radna atmosfera te motivacija. Također, vođe sa višim stupnjem emocionalne inteligencije lakše prepoznaju i nagrađivaju individualne i timske uspjehe.Emotional intelligence is mentioned more frequently in the business environment and is considered one of the important determinants of the work performance of managers and other employees which is ultimately reflected in the success of the company. It refers to the ability to understand and regulate personal emotions and emotions from the other people. Furthermore, emotional intelligence is associated with water who leads his team towards the achievement of goals. There are many challenges that come with the position of leader, and one of them is how to arrange a larger or smaller number of people, with different characters and different individual goals, to act as one and strive for the achievement of a common goal. Each leader chooses the way in which he will approach his team, but also, each of them strives to achieve synergy and a positive working atmosphere in his team because these are only some of the determinants that lead to success. Indeed, people depend on each other, especially if it is about achieving some demanding and diflicult goal. An individual can not achieve that alone, so he must cooperate with others. For the purposes of the work, a survey was conducted that examines the leader's emotional intelligence and team performance. Based on the obtained data, it was determined that a higher level of emotional intelligence of the leader greatly affects the overall team performance. Leaders with a higher level of emotional intelligence perform their work better, direct their team members so that each of them knows their role, responsibility and goal, communication and trust are at a higher level, as well as the working atmosphere and motivation. Also, leaders with a higher degree of emotional intelligence recognize and reward individual and team successes more easily
Emotional intelligence of the leader in the function of achieving team performance
No full textEmocionalna inteligencija sve se češće spominje u poslovnom okruženju te se smatra jednom od bitnih odrednica radne uspješnosti menadžera i ostalih zaposlenika što se u konačnici ogleda u uspjehu poduzeća. Odnosi se na sposobnost razumijevanja i reguliranja emocija, vlastitih i tuđih. Naime, emocionalna inteligencija povezuje se s vođom koji svoj tim vodi uspješno vodi prema ostvarenju postavljenih ciljeva. Mnogo je izazova koji dolaze sa pozicijom vođe, a jedan od njih je i kako posložiti veći ili manji broj ljudi, različitih karaktera i različitih individualnih ciljeva da djeluju kao jedno i da teže ostvarenju zajedničkog cilja. Svaki vođa odabire način na koji će pristupiti svojem timu, ali isto tako, svaki od njih teži tome da postigne sinergiju i pozitivnu radnu atmosferu u svojem timu zbog toga što su to samo neke od odrednica koje vode prema uspješnosti. Doista, ljudi su ovisni jedni o drugima, osobito ako se radi o ostvarenju nekog zahtjevnog i teškog cilja. Pojedinac to ne može postići sam pa mora surađivati sa drugima. Za potrebe rada provedena je anketa koja ispituje emocionalnu inteligenciju vođe i timsku performansu. Na temelju dobivenih podataka utvrđeno je kako povećanje stupnja emocionalne inteligencije vođe pozitivno utječe na povećanje timske performanse. Vođe sa višim stupnjem emocionalne inteligencije bolje izvršavaju svoj posao, usmjeravaju članove svojeg tima tako da svaki od njih zna svoju ulogu, odgovornost i cilj, komunikacija i povjerenje su na višoj razini, a jednako tako i radna atmosfera te motivacija. Također, vođe sa višim stupnjem emocionalne inteligencije lakše prepoznaju i nagrađivaju individualne i timske uspjehe.Emotional intelligence is mentioned more frequently in the business environment and is considered one of the important determinants of the work performance of managers and other employees which is ultimately reflected in the success of the company. It refers to the ability to understand and regulate personal emotions and emotions from the other people. Furthermore, emotional intelligence is associated with water who leads his team towards the achievement of goals. There are many challenges that come with the position of leader, and one of them is how to arrange a larger or smaller number of people, with different characters and different individual goals, to act as one and strive for the achievement of a common goal. Each leader chooses the way in which he will approach his team, but also, each of them strives to achieve synergy and a positive working atmosphere in his team because these are only some of the determinants that lead to success. Indeed, people depend on each other, especially if it is about achieving some demanding and diflicult goal. An individual can not achieve that alone, so he must cooperate with others. For the purposes of the work, a survey was conducted that examines the leader's emotional intelligence and team performance. Based on the obtained data, it was determined that a higher level of emotional intelligence of the leader greatly affects the overall team performance. Leaders with a higher level of emotional intelligence perform their work better, direct their team members so that each of them knows their role, responsibility and goal, communication and trust are at a higher level, as well as the working atmosphere and motivation. Also, leaders with a higher degree of emotional intelligence recognize and reward individual and team successes more easily
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Get PDFWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
koamabayili/VECTRON-author-checklist: VECTRON author checklist
No full textWe have done our best to complete the author checklist relating to the use of animals in the hut study. Note that the objective for the hut study was to evaluate the IRS treatment applications for residual efficacy against Anopheles mosquitoes, including the local An. coluzzii mosquito population. Cows were only used to attract mosquitoes into the huts and no tests were carried out directly on the cows. The author checklist is intended for use with studies where experiments are carried out on animals, which is why we have had such difficulty in completing this for the hut study, as many of the questions do not relate to how the cows were used
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
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