MGT (ORGANIZATIONAL BEHAVIOR)

Ability_sessionB_.pptx

Home >Business & Finance homework help >Management homework help >MGT (ORGANIZATIONAL BEHAVIOR)

Session B: Ability

Reminder: Team 3 will present next week on motivation

Attendance

Critiques of emotional intelligence

How to make the most out of your IQ, whatever it may be

© 2017 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part.

Critiques of emotional intelligence

EI: Capabilities related to the management and use of emotions when interacting with others

Self-awareness: Ability to understand the types of emotions one is experiencing, willingness to acknowledge them, and ability to express them accurately

Other awareness: Ability to recognize and understand emotions that others are feeling

Emotion regulation: Ability to quickly recover from emotional experiences and control one’s feelings

Use of emotions: Ability to harness emotions and use them to improve one’s chances of being successful in a given area

Critiques of emotional intelligence

1st critique: The definition of EI is not sound because, depending on which specific dimension we focus on, the same instance can be viewed as high versus low EI.

Very self-aware (i.e., EI dimension #1) or lack of emotion regulation (i.e., EI dimension #3)? Or, sound use of emotions (i.e., EI dimension #4)?

http://www.youtube.com/watch?v=QQRFqD55Se0&feature=related

Critiques of emotional intelligence

2nd critique: Measures of EI are dirty. Three types of EI measures

Self-report ability

Imagine taking an IQ test where you rate yourself on a score of 1-5 on each question asking you how smart you think you are…

Especially invalid for self-awareness

Self-report mixed

Ability-based (i.e., performance-based, intelligence-based)

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

2nd critique: Measures of EI are dirty. Three types of EI measures

Self-report ability

Self-report mixed

Mixed EI does not classify EI as an intelligence but rather as a combination of intellect and various measures of personality and affect.

Mixed EI appears to define EI by exclusion as any desirable characteristic not represented by cognitive ability and is far redundant with personality traits.

So, “some have concluded that only ability EI models are worth studying or at least that mixed models are profoundly flawed.”

Ability-based (i.e., performance-based, intelligence-based)

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

2nd critique: Measures of EI are dirty. Three types of EI measures

Self-report ability

Self-report mixed

Ability-based (i.e., intelligence- or performance-based)

Most legit measures of EI so far

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Research on emotional intelligence (EI)

xxx

Example of an ability-based measure of EI

Also see notes

If students want to take the “SAT-style” emotional intelligence test with right and wrong answers, they can take the Mayer-Salovey-Caruso Emotional Intelligence test by going to www.msceit.com and paying a nominal fee to take the test and get a 12 page report on their level of emotional intelligence.

Also see: https://en.wikipedia.org/wiki/Mayer-Salovey-Caruso_Emotional_Intelligence_Test

Critiques of emotional intelligence

2nd critique: Measures of EI are dirty. Three types of EI measures

Self-report ability

Self-report mixed

Ability-based (i.e., intelligence- or performance-based)

Most legit measures of EI so far

But does ability-based EI allow us to predict better—above and beyond more well-established concepts such as IQ and personality (i.e., Big 5)?

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

xxx

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

High versus low emotional labor jobs

High emotional labor jobs: e.g., retail salesperson, real estate agent, call center employee, and residential counselor

Low emotional labor jobs: e.g., military policeman, cigarette factory worker, Air Force mechanic, and research and development scientist

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

Source: Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.

Critiques of emotional intelligence

xxx

I would not yet accept ability-based EI as a legit predictor because it was just three more studies that made this improvement in the correlation, compared to the previous table of correlations. Thus, I’d stick to the earlier conclusion that ability-based EI may be useful depending on high v. low emotional labor jobs. More studies are needed--followed up by an updated MA.

Source: Joseph, D. L., Jin, J., Newman, D. A., & O’Boyle, E. H. (2015). Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI. Journal of Applied Psychology, 100(2), 298.

How to make the most out of your IQ

Why care about the question: How to make the most out of IQ?

From an employer’s perspective, IQ might be useful for making hiring and promotion decisions. It is after all one of the most successful predictors of future job performance.

You as an employer or manager would find IQ useful this way.

But as an individual and an employee, it may suck that IQ matters a lot because we don’t get to choose our set of genes and early childhood experiences, which heavily determine IQ.

So how can we make the most out of IQ to give ourselves an advantage in life?

How to make the most out of your IQ

There are two main ways of thinking about your own IQ

Incremental theories: Beliefs that human attributes can be improved or developed, including IQ

Entity theories: Beliefs that human attributes are fixed or invariant, including IQ

The former way of thinking about your IQ leads more positive outcomes in life (e.g., goal achievement). So, how you think about your own IQ will make your life better or worse—even if the belief in and of itself doesn’t actually change your IQ.

Burnette, J. L., O'Boyle, E. H., VanEpps, E. M., Pollack, J. M., & Finkel, E. J. (2013). Mind-sets matter: A meta-analytic review of implicit theories and self-regulation. Psychological Bulletin, 139(3), 655.

How to make the most out of your IQ

Acknowledge your limitations, including the fact that you’re most likely not a genius (I know I’m not). Given limited cognitive capacities we are all subject to, we must learn when and how to say the following word to prevent getting overwhelmed: NO.

So how should we say no and when? How do you say no to your boss? Discuss with your teammates. Some sources that may help you kickstart the discussion:

https ://www.forbes.com/sites/travisbradberry/2013/03/11/the-art-of-saying-no/# 5172f5c34ca8

http://www.lifehack.org/articles/communication/the-gentle-art-of-saying- no.html

My experience with saying no in a strategic way, and its success

How to make the most out of your IQ

Short-term influences on IQ

Exercise

Sleep deprivation

Nutrition

How to make the most out of your IQ

What about long-term increases in IQ? I heard that there’s some evidence behind it. For example, I can play these brain games (e.g., lumosity) to raise my IQ?

Not really…the following is why (next several slides).

How to make the most out of your IQ

Two types of IQ: genotypic and phenotypic IQ (Lynn & Harvey, 2008)

Genotypic IQ: The maximum potential IQ your genetics allow for.

Phenotypic IQ: Actual IQ reached. That is, measured IQ.

Researchers have observed massive increases in phenotypic IQ scores recently (Trahan et al., 2014). This is called the Flynn effect. Ranges from 5-25 IQ point gains within just few decades.

For example, “18-year-old Dutch men tested in 1982 scored 20 IQ points…higher on [an IQ test] than did 18-year-old Dutch men in 1952” (Dickens & Flynn, 2001).

This effect has been observed in more than a dozen developed/developing countries (e.g., France, Japan, China, Israel, US)

Lynn, R., & Harvey, J. (2008). The decline of the world's IQ. Intelligence, 36(2), 112-120.

Trahan, L. H., Stuebing, K. K., Fletcher, J. M., & Hiscock, M. (2014). The Flynn effect: A meta-analysis. Psychological bulletin, 140(5), 1332.

Dickens, W. T., & Flynn, J. R. (2001). Heritability estimates versus large environmental effects: the IQ paradox resolved. Psychological review, 108(2), 346.

Also see: http://www.intelltheory.com/flynneffect.shtml#Flynn94

How to make the most out of your IQ

In fact, average increases in IQ seem to be accelerating. According to a recent meta-analysis:

From 1951 to 1971, the average increase in IQ points was 2.31 per decade.

From 1972 to 2010, the the average increase in IQ points was 2.92 per decade.

Trahan, L. H., Stuebing, K. K., Fletcher, J. M., & Hiscock, M. (2014). The Flynn effect: A meta-analysis. Psychological bulletin, 140(5), 1332.

This is why IQ tests are “renormed” (i.e., restandardized) from time to time. What constituted above average decades ago would now be categorized as average today. The bar is being set higher and higher.

How to make the most out of your IQ

Does the Flynn effect (i.e., rising phenotypic IQ scores in developed/developing places) mean that our ancestors were dumb?

Clarification: General cognitive ability (i.e., g or g-factor) refers to how effectively your brain processes information (e.g., learning and applying new knowledge). IQ is a measure of g.

IQ tests, especially more recent ones, emphasize abstract problem solving. So, we are better able to handle the abstract as opposed to concrete. We do not necessarily have brains that process info better.

Our ancestors were not mentally defective compared to us—they just lived in a world that made them focus more strongly on the concrete rather than the abstract. We live in a world where the abstract is becoming more important than before (e.g., https://www.youtube.com/watch?v=9vpqilhW9uI; 3:53-8:37).

How to make the most out of your IQ

So this shows that IQ can be increased permanently, right? Nope.

The findings and theory discussed are at the country/group level of analysis, not the individual level of analysis. That is, each data point underlying the previous discussions is a country/group, not an individual.

And we cannot necessarily apply conclusions drawn from one level of analysis to another level. To do so would be committing the “fallacy of the wrong level,” which is a form of misinterpretation of evidence.

Ecological fallacy: Applying conclusions about groups to individuals (e.g., cost of rent and per capita GDP may have a positive association at the country level, but there may be a zero association at the individual level).

Atomistic fallacy: Applying conclusions about individuals to groups (e.g., education may positively affect future income at the individual level, but not at the country level).

Ecological fallacy: I just created that potential example. Likely explanation: Countries with higher per capita GDP will result in inflation, including higher cost of rent. But at the individual level, individuals who pay more rent may not necessarily make more money. It could be that among people who make similar amounts of money, some people just like living in nicer places whereas others don’t care all that much. Imagine a scatter plot where each data point represents a country. There might be a linear trend in that plot. Given such, each data point can be a distinct scatter plot that has a flat line (i.e., zero correlation).

Atomistic fallacy: I just created that potential example. The explanation might be that education largely acts as a selection/sorting mechanism into higher/lower paying jobs, rather than a thing that causes people to innovate more or more likely to start new businesses (it may actually discourage them from doing so, especially because of student loan debt).

Structured v unstructured interviews

Harry Joo Department of Management & Entrepreneurship Kelley School of Business Indiana University

Why Do Interviews

Paper-pencil tests of g and/or conscientiousness may not be appropriate in certain contexts.

Predictive validity beyond g & conscientiousness

By filling in information gaps in other selection devices

More than just a selection device

Public relations function, realistic job preview

Few employers willing to hire someone they’ve never seen

Counterexamples?

Examples of things that can be measured by interviews beyond g and conscientiousness: speech, poise, interpersonal competence, “fit”, empathy, and personal initiative.

Sources for figures: Behling (1998, AMP); Schmidt & Hunter (1998, Psych B)

Other source: Cascio & Aguinis (2011)

Structured or Unstructured

Structured interviews are more valid!

Why?

Higher reliability

Mitigates rater errors (e.g., contrast error)

Questions tend to be more strongly related to the job

Structure decreases differences between racial groups

Overall, best way to improve predictive validity

Source for figure: Schmidt & Hunter (1998, Psych B)

Other source: Cascio & Aguinis (2011)

Situational or Experience-based

Future v. past

Which is better?

Experienced-based seems better

But not always practically feasible (e.g., candidates do not have experience in some tasks specific to the job or position)

So, a structured interview will likely include both types of questions

Source for figure: Taylor & Small (2002, JOOP)

Other source: Cascio & Aguinis (2011)

Lesson learned from structured vs. unstructured

I do not claim that intuition or experience is always bad. We need them to function in everyday life!

Also, it is practically infeasible to conduct research studies on every nitty gritty issue to guide our lives.

But, a major disadvantage of relying on intuition & experience (e.g., as often so during unstructured interviews) is that they come with a lot of cognitive biases that hinder objective evaluation of info.

There are so many types of biases repeatedly documented and confirmed by research (see critical thinking slides).

How to make the most out of your IQ

Exactly which components of IQ increased to what extent? How does the Flynn effect apply to fluid intelligence (i.e., pure “raw” reasoning) vs. crystallized intelligence (i.e., learned)?

For fluid, an average increase of about 15 points per generation

For crystallized, an average increase of about 9 points per generation

Examples of fluid and crystallized intelligence questions, respectively.

E and opposites, I think. I probably have a not so impressive IQ, but I made it, so whatever.

How to make the most out of your IQ

What explains the Flynn effect? Some prior explanations:

Increasing level of education (e.g., K-12, popularity of colleges)

People recently have significantly improved their test-taking skills (e.g., better able to deal with time-limited tasks).

Better nutrition

Those with higher IQs receive more opportunities since childhood (i.e., IQ -> environment -> IQ -> and so on). AKA, feedback loop trigged by initial differences in IQ.

Rapid acceleration of selective and high-quality mating since WW2 (e.g., no longer marrying someone in your own small village).

Discuss these with your teammates, and pick one you find most likely.

How to make the most out of your IQ

The answer is that nobody knows for sure. Nonetheless, the following explanation seems to be the most plausible one, according to Flynn and his colleagues:

A persistent pressure in the environment demanding greater use of cognitive abilities measured by IQ, even if subtle (e.g., emergence of information era that makes jobs more complex)  Rise in average IQ  A more cognitively demanding social environment that is persistent (e.g., more cognitively demanding conversations and hobbies)  Rise in average IQ  and so on.

That is, feedback loop trigged by a (small) shift in the environment.