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"We START, when the others STOP"
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Dear
Colleague,
It is an inevitable
scientific fact that more than 90% of the decisions made by all are somehow either impacted by emotion or directly
resulted by it. Furthermore, interestingly enough, although naturally
the decisions are justified to various extents to bear logical
backings, yet, if analyzed carefully, majority of the attempts could be
easily classified as after fact justifications of the emotional decisions.
Now,
if one was to consider the element of an individual emotion in the
context
of a collective one, e.g. a team or at its larger extent an
organization, would the current trends in various sectors are depiction
of comforting signs that organizations collectively have a
total Realization of the Human Emotion phenomenon?
Absolutely
Not!; If
in doubt, due to continual shift in the global awareness, among
thousands of emerging symptoms, one simple example is the systematic
reliance and
insistence of majority of organizations on the practice of
the "Exit Interview".
In specific,
- where numerous opportunities in both realizing and identifying the elements of
employee's dissatisfaction resulted by emotional imbalance of the department and organization as a whole were missed by all levels from
lower management to practitioners of the Human
Resources Management in HR department, how would one final sitting could capture all
involved issues?!
- what would normally and traditionally happen to the conducted Exit Interviews?
- even by statistics, how are the Exit Interviews
being utilized in devising gates in both measuring
the success of the adjusted performances resulted by them and
developing the practical and pragmatic preventive measures? Otherwise,
dominantly, the Exit Interviews, which often lead to the repetitive findings of the existing and overlooked shortfalls, are rather indicative of relying on
inadequate corrective action practices!
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| "Although
be inspired by it,
NEVER follow the crowd!" |
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Alternatively,
the only unsurpassed, coherent, and pragmatic alternatives for
traditional practices of Human Resources Management and Human Capital
management are the revolutionary Human
Intelligence Management (HIM)1, Human
Emotion Realization (HER)2, Human
Aptitude Management3 and Human
Attitude
Management4, which are adapted in
the context of
the Diamond Total
Management Business Excellence Model5.
Via
this collective and unparalleled approach, by
relying on a dynamic view towards the organizational
landscape, the value of the collective intelligence in an organization
is truly recognized and
necessary interactions are designed and customized accordingly.
For a short video presentation, please click on the following link:
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| Video
Presentation |
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| 1,
2, 3, 4, & 5: Human
Intelligence Management (HIM), and
Human Emotion Realization (HER), Human Aptitude Management, Human
Attitude Management, and Diamond Total
Management Business Excellence Model methodologies have been pioneered
by
Rahmat Ushaksaraei -All Rights reserved. |
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to learn more |
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| For
booking an appointment regarding introductory discussion, and adapting
following unparalleled
universal and modern solutions via their interactive and
unprecedented tailored coaching, training
and seminar, please do not hesitate to
contact us: |
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- Human
Intelligence
Management1
- Human
Emotion Realization2
- Human
Aptitude Management3 & Human
Attitude Management4
- Diamond
Total Management Business Excellence Model5
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| 1,
2, 3, 4, & 5: Human
Intelligence Management (HIM), and
Human Emotion Realization (HER), Human Aptitude Management, Human
Attitude Management, and Diamond Total
Management Business Excellence model methodologies have been
pioneered
by
Rahmat Ushaksaraei -All Rights reserved. |
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