Dealing with One's Emotions

(Dr. John D. Mayer Psychologist, University of New Hampshire)

3 Categories people fall into when it comes to identifying and dealing with their emotions:

Self-aware. These people are aware of their moods as they are having them. Their mindfulness helps them manage their emotions. When they are in a bad mood they don't obsess about it, and are able to get out of it sooner.

Engulfed. These are people who often feel swamped by their emotions and helpless to escape them, as though their emotions have taken charge. They are not very aware of their feelings, so that they are lost in them rather than having some perspective. As a result, they do little to try to escape bad moods, feeling they have not control over their emotional life. They often feel overwhelmed and emotionally out of control.

Accepting. While these people are often clear about what they are feeling, they also tend to be accepting of their moods, and so don't try to change them. There seem to be two branches of the accepting type: those who are usually in good moods and so have little motivation to change them, and people who, despite their clarity about their moods, are susceptible to bad ones but accept them with a laissez-faire attitude, doing nothing to change them despite their distress- a pattern found among depressed people who are resigned to their despair (Goleman, 1998).

Self-awareness is not getting carried away with emotions, but rather objectively identifying them in order to take control of the subsequent actions resulting from these emotions. By acknowledging your emotions, you can manage them, deal with them and then move on. This is very difficult for some people to do. It is much easier at times to just ignore, deny or rationalize your emotions. It is crucial, however, for us to develop an understanding of what we are feeling in order to use our emotions intelligently.

Emotions can tell us through instant feedback whether a decision or act is right for us. What we call "gut feelings" or " intuition" are feelings that have been formed by experiences in our past. By tuning into these gut feelings, we are able to use information about similar situations that we have experienced in the past. This is particularly important in recognizing what is important to you, knowing what you want and how you feel in different situations. Gut feelings can identify your true intentions in a situation. If you feel happy, satisfied, or content with a decision, it is a good indication that your decision coincided with your true intention. However, if you start to resent, or feel uneasy in a situation, you probably did not go with your true intention. Self-awareness allows you to connect with emotions, thoughts, and actions (Susik & Megerian, 1999).

Emotions are not just psychological impulses; they are also physiological "feelings."One way of identifying an emotion is to understand where in your body you feel that emotion. For example, think about where in your body you feel fear. Does your stomach ache, or do parts of your body grow tight? What about love or anger (Steiner, 1997)? If you can become aware of where these emotions physically occur in your body, it will be easier for you to identify them and act accordingly.

Along with becoming emotionally aware, you must also learn to become aware of your actions. One way to do this is by examining how you make appraisals.Appraisals are all of the different impressions, interpretations, evaluations, and expectations you have about yourself, others, and situations (Weisinger, 1998).

These appraisals are largely influenced by your personal filter. It takes everything you gather as sensory data, information gathered through your five senses, and interprets it through a filter of information already stored in you mind. People with a high self-awareness are conscious of the filtering process and how it affects their perceptions. Negative appraisals can lead to self-fulfilling prophecies.

However, being aware of this allows you to change your attitudes and actions.Becoming aware of your thoughts allows you to understand how they influence your feelings, actions and reactions thus allowing you to alter them accordingly.

Shortcomings in Emotional Intelligence come from habit learned early on (Fisher, 1998). Self-awareness is the first step to identifying and changing your behaviors.In order to change a habit, you must first notice when you're falling into it, and second, practice a different response. "By being aware, you can do a little better each time you try" (Farnham, 1996).

Reflection:

Self Awareness is an important matter, a person really has to be aware of his actions at all times, and in all situations. By understanding yourself first in full perspective, you will be able to understand others and create a good line of communication with them.

A person has to be firm with his ground, he should not be easily persuaded, but if he is, he has to learn to stop for a while and think things through, he should not be impulsive, not unless he has fully understood his emotions and then he can make a decision.

References:

N.A (N.D.).Emotional Intelligence & Managing Myself. Internet. Retrieved July 20, 2010 from, http://www.ecst.csuchico.edu/~yasalde/selfawareness.html

Other Ways of Solving Problems

In creative problem solving, the problems initially encountered are Conceptual Blocks. Conceptual blocks prevent an individual from solving problems. These aforementioned blocks are derived unconsciously, and only when recognizing that these problems are impossible to solve does the mind becomes aware of the “conceptual block”.

There are four kinds of Conceptual Blocks that hinder Creative Problem Solving:

Constancy

• Vertical thinking- defining a problem in only one way without considering alternative views
• One thinking language- not using more than one language to define and assess the problem

Commitment

• Stereotyping based on past experience- present problems are seen only as variations of past problem
• Ignoring commonalities- failing to perceive commonalities among elements that initially appear to be different

Compression

• Distinguishing figure from ground- not filtering out irrelevant information or finding needed information
• Artificial constraints- defining the boundaries of a problem too narrowly

Complacency

• Noninquisitiveness- not asking questions
• Nonthinking- a bias towards activity in place of mental work

Two Steps in Creative Problem Solving:

1. To improve problem definition:

• Make the strange familiar and the familiar strange
• Elaborate on definitions
• Reverse the definition

2. To improve generation of alternatives:

• Defer judgment
• Expand current alternatives
• Combine unrelated attributes

Reflection:
It seems that in order to solve problems, one must look both ways into objectiveness and subjectiveness. And in line with this open-minded take on things, one must learn how to establish critique based on justified reasons. Having an open mind and constantly questioning things is a must. Having a single-minded paradigm on how to view the situation would not alleviate the problems, but rather, prevent it. So with multifaceted perspectives, one will enable his/her creative problem solving skills.

Source:
Cummings, Thomas and Christopher Worley. ORGANIZATION DEVELOPMENT & CHANGE. 8th edition

http://www.wright.edu/~scott.williams/LeaderLetter/cps.htm

Problem Solving

Problem solving

• is an ability that is absolutely imperative every person must have in order to survive/cope every ordeal in life.
• In the organizational context, it is the manager’s job to tackle on the problems.
• If the organization has no problems, managerial positions wouldn’t be needed anymore.

There are guidelines and tactics for enhancing one’s knack for problem solving. Two kinds of problem solving are given—analytical and creative. In order to be efficient, managers need to know how to deal with problems analytically and creatively.

Tackling problems are best solved in key steps for analytical problem solving. Of course, the usual action that a manager would do is to act upon the first rational decision that would cross his/her mind. However, that being said, the first solution the manager would come up with may not be the most appropriate one. Most people would just pick a mediocre solution, rather than the most favorable one.

“Shortcuts in analytical problem solving by managers and entrepreneurs, they argue, have had a major negative effect on company survival” (Goll & Rasheed, 1997).

The most efficient analytical problem solving is a procedure that relies on a systematic and logical structure which contains four steps and characteristics, which are all stated in the following:

Four Steps in Analytical Problem Solving:

• Defining the problem
• Generate alternative solutions
• Evaluate and select an alternative
• Implement and follow up on the solution

Characteristics:

• Differentiate fact from opinion
• Specify underlying causes
• Tap everyone involved for information
• State the problem explicitly
• Identify what standard is violated
• Determine whose problem it is
• Avoid stating the problem as a disguised solution
• Postpone evaluating alternatives
• Be sure all involved individuals generate alternatives
• Specify alternatives that are consistent with goals
• Specify both short-term and long-term alternatives
• Build on others’ ideas
• Specify alternatives that solve the problem
• Evaluate relative to an optimal standard
• Evaluate systematically
• Evaluate relative to goals
• Evaluate main effects and side effects
• State the selected alternative explicitly
• Implement at the proper time and in the right sequence
• Provide opportunities for feedback
• Engender acceptance of those who are affected
• Establish an ongoing monitoring system
• Evaluate based on problem solution

In the four steps to analytical problem solving, the first one is to define the problem. In defining the problem, there are six factors to be considered:

• Factual information should be separated from biased views, opinions and hunches. Data based on objectivity is segregated from perceptions and assumptions.
• Broad participation of individuals are encouraged, and the participants are treated as information sources.
• The problem is stated clearly. This alleviates any confusion in the definition.
• The problem definition recognizes the standard that has been violated.
• The problem definition must answer the question “whose problem is this?” Problems are dependent on people, and are always associated with the latter.
• The definition is not a disguised solution. The statement “the problem is that we need to motivate slow employees” is inappropriate because the problem is stated as a solution.

Reflection:
Occupying the managerial position is not an easy job to hold accountable for. Managers not only have the tedious task of making decisions for the organization, direct orders for the entire staff, evaluate work performances, and oversee the logistics and actions of the whole organization, but also, they hold the key to solve problems in the organization. But this is no easy problem solving; managers have to solve problems either analytically or creatively, depending on which solution will suit the problem and the situation better for a more successful, favorable result.

Source:
Cummings, Thomas and Christopher Worley. ORGANIZATION DEVELOPMENT & CHANGE. 8th edition

http://books.google.com.ph/books?id=ljrRb9kXPrwC&pg=PA18&lpg=PA18&dq=Characteristics+of+problem+solving:++++++*+Differentiate+fact+from+opinion+++++*+Specify+underlying+causes&source=bl&ots=YMNhjSJQ9W&sig=K7xGkyaEpT_Iawb81fFkQZUgqXQ&hl=tl&ei=eZZ3TMqZDoWsvgPRnPHXCw&sa=X&oi=book_result&ct=result&resnum=1&ved=0CBMQ6AEwAA#v=onepage&q&f=false

Self Awareness

by: Jon Pe

Self-awareness

-building block to which all elements of Emotional Intelligence are built upon.

-It is important to gain a full understanding of your emotions and how they relate to others in order to effectively make decisions both in and out of the workplace.

5 Elements of Self Awareness (Weisinger, 1998).

• understanding what is important to you
• understanding how you experience things
• knowing what you want
• knowing how you feel
• knowing how you come across to others
  

By developing self-awareness through these five elements, you will be more prepared to make decisions that will not only increase your emotional satisfaction, but also the satisfaction of the people you interact with.

Emotional intelligence is based on the idea that you must first become aware of your emotions before you are able to alter your behavior for better results. Studies show that managers who maintain a high level of self-awareness posses more aspects of EQ and are therefore rated as more effective by both superiors and subordinates than those who are not self-aware (Harvard Business Review). Knowledge about the nature of your personality is vital to making sound decisions.

Emotional awareness is knowing what emotions you are feeling and why, and understanding the links between your feelings and your actions (Goleman, 1999). In other words, its the ability to take a step back from the situation to become aware of what's happening rather than become immersed in it and loose control (Goleman, 1998).

Reflection:

In order to be aware of your surroundings you must first be aware of yourself. You can't and should not go into things without knowing if you can handle it. The pressure that one person can take can just be too much, you have to know your boundary, how much you can take. Now if you are already fully aware of thy self you will no longer have a hard time understanding those who and that are around you.

Source: N.A. (N.D.). Self awareness. Internet. Retrieved July 20, 2010 from, http://www.ecst.csuchico.edu/~yasalde/selfawareness.html

Are You Creative Enough!?

by: Rachelle Tengco

Concepts & Learnings:

As I have learned in class and researched about the Creativity in solving problems, there are four main types in which creativity revolves around namely: Incubation, Imagination, Improvement, and Investment.

Incubation (internal orientation with flexibility emphasis) – is a very intentional approach that gives importance on the vision of sustainability. It is a multifaceted type of creativity because it concerns teamwork, empowerment, and collective action.

Imagination (external orientation with flexibility emphasis) – is described by latest ideas and breakthroughs. Most of the time, this type of creativity binds to the drive or genius of an individual.

Improvement (internal orientation with high control) – is the type of creativity wherein it involves making existing ideas better.

Investment (external orientation with high control) – is the type of creativity that is associated with speed, meaning being first and being fast. This type of creativity also incorporates individuals or the organization to be highly competitive in every endeavours that they will encounter.

Reflection:

Creativity is part of who we are. Each and everyone of us has creativity entrust upon ourselves. It may be in different ways and styles, but it is in us. In an organization, there is and should have creativity in their environment for it will help them in solving anything and everything that they will encounter in the kind of work that they are in.

Having the four types or four approaches of creativity, it will be a smooth process for an individual or for a group to accomplish anything they will encounter or everything that may come their way. There may be some conflicting ideas along the way but with the right start of having the creativity in solving a problem as guide to meet the goal, then it should be a success for the situation at hand.

Learning this topic in class and incorporating it with the different situations in life, particularly in an organization, this lesson and everything that was discussed and going to be discuss in class will be a great help for us in understanding everything that an organization encounters in a certain environment that it belongs to. Hearing and learning these lessons is a very interesting and a very applicable experience most especially when we are already part of the corporate world and really experiencing everything we’ve learned and applying what we know and learning from it as we go along.

References:

N.A. (N.D.).4.3. Creativity and Passion Learning Objectives. Internet. Retrieved July 19, 2010 from, http://www.web-books.com/eLibrary/NC/B0/B58/025MB58.html#top

Creativity!

by: Rachelle Tengco

· Not a one dimensional process

· Focuses on generating fresh ideas and ways of thinking about problems

· Can develop competencies

Four Types of Creativity

*Imagination

* Improvement

* Investment

* Incubation

Key Dimensions of the Four Types:

An Example of the Four Types:

Categorizing Creative Problem Solving Techniques

· Shifting the mental state of a person to foster creativity

· Reframing a problem and reconsidering the goals

· Increasing the numbers of new ideas with value

· Leading to a new point of view to see the obvious solution

Techniques in Creative Problem Solving

· Theory of Inventive Problem Solving (TIPS) by Genrich Altshuller

· Mind Mapping

· Brainstorming

· Lateral Thinking by Edward de Bono

· Creative Problem Solving Process (CPS) by Alex Osborn and Sid Parnes

References:

N.A. (2010). Analytical & Creative Problem-Solving. Internet. Retrieved July 19, 2010 from,info.wlu.ca/.../BU228_SESSION4_CH.3_Problem_Solving.ppt

N.A. (2010). Creative Problem Solving. Internet. Retreived July 20, 2010 from, http://en.wikipedia.org/wiki/Creative_problem_solving

Tips in Reducing Conceptual Blocks

by Kevin Kenneth D. de Leos

I have previously discussed the conceptual blocks that hinders an individual from solving problems creatively. I bet some of you are asking how we can overcome these conceptual blocks. Here are some tips that can help you overcome conceptual blocks:

1. Encourage others to generate ideas – Encourage everyone in the group or in the team to suggest ideas. More ideas mean more solutions to choose from. Write down all the ideas so that you can keep track of all the suggestions.

2. Entertain risks – just for the brainstorming part, focus on the positive solutions and think if about taking risks.

3. Suspend the rules first– suspend some of the rules that you may encounter in the brainstorming stage. The key idea is to generate solutions first without any conflict with any rules.

4. Create Diagrams – don’t just say everything, show it! Use diagrams or other presentation tools that can help you or the team analyze the problem/s.

5. Use “what if” question s– Don’t get stuck in the first part of the problem. If you can’t solve it by working at the beginning, try working backwards. Think of the possible events that can happen then generate ideas from there.

6. Be stress free – remember to free yourself from any stress when thinking of solutions. Stress free thinking will lead to positive ideas!

7. Accept Wild Ideas – open yourself to wild ideas first before screening the feasible ones.

8. Make as many as you can – create as many solutions as you can think of first before screening the solutions one by one.

9. Rest – if you can’t seem to generate new ideas, rest first. Work on it after you have regenerated from your previous condition.

With all of these tips, you are now ready to overcome the conceptual blocks in your life. Goodluck!

References

Wright State University (N.D.). Creative Problem Solving. Internet. Retrieved July 20, 2010 from, http://www.wright.edu/~scott.williams/LeaderLetter/cps.htm

N.A (N.D.). Habits that block Creativity. Internet. Retrieved July 20, 2010 from, http://http-server.carleton.ca/~gkardos/88403/CREAT/Block4.html

Conceptual Blocks

by Kevin Kenneth D. de Leos

The human mind is a very powerful and complicated tool. It allows us to understand situations and conditions in our environment. But when the human mind is faced with problems, it has the possibility to generate solutions that does not help in being a creative problem solver. Being a creative problem solver is important because it delivers exemplary solutions and performances.

Some of the concepts that prevent a person from solving problems creatively are called conceptual blocks. Conceptual blocks are either pre-established methods or routine human

actions that may result in boring or unsatisfactory solutions.

In order to understand the use of avoiding conceptual blocks, one must know its kinds

and categories.

A. Constancy – this is the act of reusing a solution of a previous problem. This also happens when an individual only uses one approach in defining and solving the problem

Kinds of Constancy:

i. Vertical thinking – looking into problems with only 1 perspective without considering other perspectives

ii. One thinking language – not using other languages in defining a problem

B. Commitment – this is the act of committing oneself in a set of beliefs that will work based from past experiences. Solutions used are the same solutions that were used in previous problems.

Kinds of Commitment:

i. Streotyping based on past experiences – situation wherein present problems are the same as past problems

ii. Ignoring commonalities – situation wherein an individual fails to look for common things in problems that may appear different in the beginning

C. Compression – this is the act of simplifying solutions in order to solve a problem quickly.

Kinds of Compression:

i. Distinguishing figure from ground – the act of not filtering irrelevant information or looking for the important information

ii. Artificial constraints – the act of setting narrow boundaries

D. Complacency – this is the act of coming up with creative solutions because of laziness or giving up too easily in generating ideas

Kinds of Complacency:

i. Non-inquisitiveness- the act of not asking questions

ii. Non-thinking- the act of not generating ideas

References:

Wright State University (N.D.). Creative Problem Solving. Internet. Retrieved July 20, 2010 from, http://www.wright.edu/~scott.williams/LeaderLetter/cps.htm

N.A (N.D.). Habits that block Creativity. Internet. Retrieved July 20, 2010 from, http://http-server.carleton.ca/~gkardos/88403/CREAT/Block4.html

Diagnosis and Interventions

by Jennifer Yu

Diagnosis

-the process of assessing the functioning of the organization to know where the problems come from and what are the areas for improvement.
-the process of understanding how the organization functioning and know what is necessary to design change interventions.

The purpose of organizational diagnosis:

"Purpose of organizational diagnosis is to establish a widely shared understanding of a system and based upon that understanding to determine whether change is desirable." (Roy, D. , N.D.)

Open systems model


Organizations as open systems

• inputs
• transformations
• outputs
• environment

Diagnosis and Intervention

Data Collection and Feedback Cycle

• Planning to collect data
• Collecting data
• Analyzing data
• Feeding back data
• Following up

From what we have learned in data collection and analysis, I did some more research to know why do organizations have to do this. Then, I found out the following:

"Comparing the data you have collected with goals, norms, and standards helps you identify, describe, monitor, or evaluate health service problems. You will learn not only about output or coverage, but also about impact or satisfaction." (N.A., 1998)

The statement above means when we compare the data that we have collected with the goals, norms, etc. we can be able to figure out our the problems, we will not only know the result of what we have collected but we can know if it has been effective or not, and know the level of impact and satisfaction.

There are also some techniques that can be used for collecting data.

Data Collection techniques:

• Using available information
• Observing
• Interviewing (face-to-face)
• Administering written questionnaires
• Focus group discussions
• Projective techniques, mapping, scaling

Characteristics of communication assessment:

• Independence
• Professionalism
• Diagnostic thoroughness
• Mapping the terrain
• Skilled evaluation
• Tailored design
• Current time frame
  

Types of OD intervention and organizational issues

• strategic
• technological
• human resource
• human process

Effective interventions:

• it fits the needs of the organization
• knowledge of outcome
• competency-building
• organization's capacity to manage change

Designing effective interventions
-contingencies related to change situation

Reflection:

Diagnosis is very important in an organization because it helps us first gather information to be able to know what changes needs to be done in the organization. Not knowing the current standing of the organization will just mislead you in knowing the real problem and solution.

Knowing the data collection and feedback cycle helps us know the step by step procedure in collecting data. But it can always be made better through some techniques. i have also learned that although we cannot control everything that is happening inside and outside of our organization, there are the techniques, ways and tips to help us deal with it.

Another thing is that, even though we already have the said steps and procedures, it doesn't necessarily mean that it works in every situation that an organization is facing or will face in the future. all this will just serve as a guide to us.

From time to time, we also need to assess the ways of communication in an organization. This is to determine whether the type of communication one is using is effective or not. We can never completely understand anything unless we try and take risk in using different ways and methods, especially new ways and methods. It is better to gather as much data as you can than to have less information than what you really needed.


References:

Cummings, Thomas and Christopher Worley. ORGANIZATION DEVELOPMENT & CHANGE. 8th edition

Roy, D. (N.D.). Organizational diagnosis. Internet. Retrieved July 12, 2010 from, http://www.isical.ac.in/~ddroy/odiag.html

N.A. (1998). Data collecting and analysis. Internet. Retrieved July 18, 2010 from, http://erc.msh.org/quality/dca.cfm

N.A. (N.D.). Module 10a: overview of data collection techniques. Internet. Retrieved July 18, 2010 from, http://www.idrc.ca/en/ev-56606-201-1-DO_TOPIC.html

Systems in an Organization

by Jennifer Yu

Concepts & Learnings:

Before we understand the systems of an organization, let us first know what organizational development is. Organization Development is a process of planned change.

Nature of planned change:
-O.D. is directed at bringing about planned change.
-to increase organizational effectiveness.

4 activities on how can change be accomplished:
1) Entering and contracting
2) Diagnosing
3) Planning and implementing
4) Evaluating and institutionalizing

Characteristics of a system:

• Holistic
• Emergent
• Hierarchical
• Dynamic
• Will vary depending on its observers

Other characteristics of a system:

• homeostasis - a process of bringing back a system to its equilibrium when external forces disturbed it.
  
• "Unless energy is continually focused on this activity, the process of entropy causes energy within a system to dissipate and become random." (N.A., 1999)
  

Force field analysis

• driving forces/refreezing
• restraining forces/unfreezing
• change event/movement

System

- is a structure of an orderly whole showing how the parts is interrelated to each other and to the whole itself.

System Boundaries














Blondin System

• Focal system
• Sub-system
• Macro-system
• Related system
• Mega-system

Reflection:

From what I have learned in our Ochange class, I can say that I am now aware of organizations and its systems; on how it works in general. Thus, there is a process for everything; a systematic way of doing things. As a result, I now know how to deal with some problems in the organization, and how to solve problems effectively and creatively.

All the lessons helped me understand how organization works, how to deal with certain situations and what are the probable things (conceptual blocks) that can hinder us from doing our work well. Never hesitate to see new ideas and be open to changes. Change is something that everybody will undergo through in some point in time, all we need to do is embrace the change and see how we can cope with it.

We and our organization should always be open to changes and not get stuck with the old fashion way of doing things because of stereotyping based on past experiences. But our organization can always have its boundaries on up to what extent will we allow the environment to flow in and out of our organization.

Systems also help us know what and where to start solve the problems in an organization depending on your focus on the organization. Nevertheless it can help us determine the hierarchy and let each department focus on its field of interest to be able to work to the best of its ability.


References:

Cummings, Thomas and Christopher Worley. ORGANIZATION DEVELOPMENT & CHANGE. 8th edition

N.A., (1999). Characteristics of a system. Internet. Retrieved July 12, 2010 from, http://ide.ed.psu.edu/change/systems-characteristics-3.htm

N.A. (N.D.). Module 10a: overview of data collection techniques. Internet. Retrieved July 18, 2010 from, http://www.idrc.ca/en/ev-56606-201-1-DO_TOPIC.html


Pictures:
http://upload.wikimedia.org/wikipedia/commons/a/aa/Basic_Open_System_Model.gif
http://upload.wikimedia.org/wikipedia/commons/thumb/b/b6/System_boundary.svg/682px-System_boundary.svg.png
http://www.mediabistro.com/agencyspy/original/change.jpg