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“情商”一词,是从国外心理学界引进的,指的是“信心”、“乐观”、“急躁”、“恐惧”、“直觉”等一些情绪反应的程度。这种情绪反应,如雾中花,水底月,无法明确,难以界定,但它却确确实实存在,并且对人产生影响。这样,就解释了为什么有些高智商、高层次的研究生“牛刀在手却杀不了鸡”,事业平平。而一些平实普通的人却潜力充足,渐次成器,业绩可人。这里头或因骄傲、任性、急躁,或因与人和谐共事减少“内耗力”……“情商因素”确实在悄悄地起作用。日本索尼公司的最大特点是:聘用人才不问来路。从1993年开始,公司对众多前来求职应聘的大学毕业生,在填写应聘文书中的母校名称一栏时,采取“不写、不说、不问”的新方法,其依据是:“即使是名牌大学的毕业生,也不一定能在社会上发挥才干,而只有将各种不同类型的人聚集在一起,才能更好地使其发挥才干、创造出新东西来。”这使人想起了三国的故事,骄傲的大名鼎鼎的关羽,为何败给谦和的籍藉无名的陆逊,资历之外分明是“情商”因素在左右。
The term “emotional quotient” is introduced from foreign psychology circles and refers to the degree of emotional reactions such as “confidence”, “optimism”, “impatience”, “fear” and “intuition”. This emotional response, such as foggy, underwater month, can not be clearly defined and difficult to define, but it does exist and affects people. In this way, it explains why some high IQ, high-level graduate students “chopsticks can not kill chickens in their hands” and have a mediocre career. While some ordinary people have the potential of adequate, gradually into a device, the performance was pleasant. Here or because of pride, caprice, impatience, or work in harmony with others to reduce “internal friction” ... ... “EQ factor” really quietly work. The most prominent feature of Japan’s Sony Corporation is that employing people does not ask for directions. Since 1993, the company has adopted a new approach of “Do not write, not say, do not ask” to many university graduates who applied for job applicants when filling out the name of their alma mater in the application documents on the basis that “even if Is a graduate of a prestigious university and does not necessarily have the ability to work in society, and only by bringing together different types of people can they be better able to develop their talents and create new things. ” The story of the Three Kingdoms, proud of the famous Guan Yu, why lost to modest borrowed by the unknown Lu Xun, qualifications outside the clearly “emotional quotient” factors.