Researchers in Germany led by Professor Claus-Peter Ernst at Frankfurt University have found that adding a friendly emoji or smiley face is all you need to soften the blow.
They found that happy symbols could significantly influence how the message is interpreted but that sad or negative symbols had little effect.
“The usage of happy and ironic emoticons significantly shapes the subtext of a message, namely the relationship and self-revelation level. whereas sad emoticons do not have such an effect. (So) senders can use happy or ironic to soften their messages…”
The researchers wondered if using emoticons had the same effect as non-verbal gestures and facial expression in face-to-face meetings when delivering bad news at work.
They found that recipients of a message could largely identify the social and emotional meaning of an emoticon. “... emoticons are able to help to communicate a current mood or provide information about the mental state of the sender”.
They also found that the happy and ironic emoticons had a significant effect at the relationship level ….. but not at the factual level.
This contradicts earlier research from Ben Gurion University in Israel which found that the inclusion of such emojis didn’t change people’s perception of warmth and in fact lowered their perception of the sender’s competence.
Alison Green from Inc.com makes the point that a lot depends on your workplace culture and that if you have to use an emoticon maybe your message isn’t clear enough.
Personally I think it’s unprofessional in formal communications (as bad as people adding kisses). But then I think sacking people or delivering bad news by e-mail or text is a shabby HR practice. But we see plenty of examples of that these days don’t we.
That’s not to say some, maybe most, nurses aren’t. I particularly remember one who held my hand throughout an uncomfortable 2-hour eye operation carried out under local anaesthetic and another who rubbed my back during an endoscopy examination.
But according to a recent study of professional values there is “a moral vacuum at the heart of nursing”.
Nurses are so ground down that they end up as “robots going through the motions” with a focus on clinical skills driving compassion from the job“. Yet compassion is part of the UK’s Nursing Vision.
Eight out of ten say their work conflicts with their personal values much of the time. The study concluded that it…
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He believes that, although intellectual development is a good thing, “…all courses, given the high payment, the cost, the loan you take, should be about high-skilled employability. Every course.”
If you want to study subjects that do not address employability – such as mediaeval history – you shouldn’t expect to get any incentives or discounts unlike people aiming to work in areas where the country has a skills deficit such as healthcare, coding, construction, engineering and digital.
He also criticises the Russell group of universities which he says have impressive marketing rather than results, and are complacently resting on their reputations. Their response was to say its members’ “number one priority is to support their undergraduates to become highly skilled, self-motivated young adults, who are capable of thinking for themselves and adapting to new work environments.”
Which are the best degrees to get you a job within six months of graduating?
Chemical engineering 78%
Physics & astronomy 77%
Which are worst degrees for employability?
Animal science 45%
Agriculture & forestry 55%
Creative writing 55%
I’m surprised there aren’t other micky-mouse degrees on the list like media studies or history of art but I think the point is well made. Can we afford to provide degree courses because it’s a good thing to do rather than because your country needs you?
For years the military attracted graduates by paying their way through university and modern apprenticeships and Dyson’s new university are very focussed on work outcomes.
I’m not suggesting we go the old soviet route of directed employment although I remember an argument between two german psychologists I met in Finland. One was from the former east who wanted to be a doctor but was told to do a psychology degree instead, and one from the west who thought that was scandalous. Both were happy in their jobs.
Of course it will upset the snowflakes…..
Jobs generating almost £300 billion could be lost – almost a third of the UK total.
The North East and Northern Ireland are at risk of losing 50% of all jobs. London is the area least likely to be affected.
Responses to this “threat” are varied. Jeremy Corbyn has called for “common good intervention” by the state so that workers don’t lose out. The government has spoken of creating “jobs for the future”. Such as?
The Institute for Public Policy Research (IPPR) want a co-ordinated response with the establishment of a regulator to oversee the “ethical use of robotics and artificial intelligence“.
It thinks that increasing automation could deliver a boost to the economy but might only benefit investors and small numbers of highly skilled workers while everybody else loses out. (A bit like globalisation then?). It rejects the idea that we are heading for a post-human economy saying most jobs would be re-allocated not eliminated.
One of the authors admits however that “Some people will get a pay rise while others are trapped in low pay, low-productivity sectors. To avoid inequality rising the government should look at ways to spread capital ownership and make sure everyone benefits from increased automation”
- Industries most likely to be affected are agriculture, transport, food processing, and administrative jobs.
- The safest jobs are likely to be in education, information, and communication sectors.
There is also the risk that automation could increase gender inequality as jobs held by women are at more risk.
Now some of you might think you are dealing with a robot when it comes to making an insurance claim but this is serious.
With predictions by Oxford University that robots could take over 35% of jobs within twenty years with insurance under-writers at the top of the list, it’s no laughing matter.
Aviva has promised that any employee who says that their job would be done better if automated will be retrained for another job within the company. What kind of job that would be is not made clear but they will probably be less skilled, less rewarding and lower paid.
The idea, proposed by their American finance chief, is to “remove the robot from the person, not replace people with robots”. Nice soundbite but what does it mean when the company is planning to replace people by robots?
A White House report last year concluded that almost 50% of all American jobs could be automated and 80% of jobs paying less than $20 an hour. And the governor of the Bank of England has warned that 15 million British jobs are at risk (just under 50% of the UK workforce).
There are some jobs robots can’t do – yet. They can do administrative, clerical, and production tasks like building cars. They can make coffee and flip burgers. The former Chief executive of McDonald’s has been quoted as saying it’s cheaper to buy a $35,000 robot arm than employ someone who is inefficient at $15 an hour. Our local McDonald’s has just introduced touch screen ordering so no queuing to give your order to people.
Robots can even do surgery and may be better than humans with certain procedures but when it comes to selling, developing business ideas, or similar jobs relying on human interaction maybe not.
However online companies manage to sell an awful lot of stuff without any human intervention, and robots are being developed as companions for the elderly.
Originally posted February 28 2017 —————————————
In December an AI-based recruitment manager called Andi developed by Microsoft and Botanic started assessing candidates for three occupations.
It also offers lessons in interview techniques. The cartoon Avatar asks multiple choice questions but also sizes up the applicant’s personality through speech and body language using the video app Skype.
Mark Meadows, the founder of Botanic says the system could measure 24 aspects of a person’s character or personality through speech patterns and body language.
A manager wanting to hire someone can ask Andi to identify 10 candidates for a particular job and it is able to interview 1,000 candidates within an hour and come up with the best ten and rank the top three of them.
He gave an example of someone who “ums” and ‘ahs”s a lot who wouldn’t be picked for a public speaking job (human interviewers might be able to work that one out Mark).
Botanic’s previous creations include medical advice bot and a language teacher. He’s keen to develop what are essentially expert seems bots for a variety of applications.
In the meantime Andi looks like it will be doing HR, occupational psychologists and career coaches out of jobs!
updated January 8 2018
Daydreaming is usually seen as non-productive in a society that increasingly values productivity. It’s seen as frivolous and a distraction from getting on with your life (starting at school when teachers think you aren’t paying attention).
In reality it’s something everyone does spontaneously and although estimates vary about how often we do it, from 10-50% of our waking hours, it’s agreed that daydreams typically last for only for a few minutes each.
How can daydreaming be beneficial to you? Well can it help you to rehearse the changes you want to make in your life? Be a good stress reliever, simply give you a break? All of those things. Specifically day-dreaming helps you, personally or vicariously, to imagine future events or recall past ones.
Daydreaming helps you learn from successes and failures and hence with planning strategies. It can also help you to re-interpret the past in the light of newer experiences. As someone said; “It’s never too late to have a happy childhood”.
Forward planning? Anticipating future events allows you to consider possible outcomes and assess the consequences of alternatives. So it improves decision-making and can also provide a rehearsal of what you plan to do.
Daydreaming relaxes constraints on planning so you can imagine being famous or having super-powers or doing something you wouldn’t normally do because of social constraints on behaviour.
It also supports creativity. Daydreaming allows you to explore amazing possibilities which you wouldn’t consider in the cold light of day and which may lead to new solutions, to that Eureka moment!
Every time you re-examine a problem your mind is able to take on board new information as it becomes available and thus come up with a different solution. Further daydreaming about success or praise for that idea can also increase your motivation to do it.
Daydreaming also helps you regulate your emotions and help you feel better or worse about something depending on the outcome. So daydreaming about the successful outcome of something you previously failed at can reduce the fear of failure. (Of course if you daydream about failure or obsess about the past; that can make it worse).
Daydreaming allows you to alter reality so you can reduce anger or other negative emotions eg revenge or embarrassment, and help you prepare new learning strategies through mental rehearsal. Fear of flying and other common phobias can be overcome using mental rehearsal combined with relaxation techniques.
And having a day-dream is like having a mini-break in which you can release tension, anxiety and stress, and return more refreshed.
Can it help you to achieve goals and boost productivity? Daydreaming doesn’t have any boundaries so anything is possible. What many companies call visioning or future-pacing is little more than organised day-dreaming. Thinking positively about future outcomes and goals is more likely to make them happen.
That’s why goal setting is so important – something to move towards. People who are “away from” in their goals ie they know what they don’t want rather than what they do, are less successful. It seems the human brain prefers positive goal setting. Nowadays athletes regularly use visualisation techniques to help them achieve peak performance.
You can also use organised daydreaming to help manage conflict. You can revisit that argument and visualise how it might have turned out differently and how you might try something different in the future. Focus on positive rather than negative aspects of your relationships. Even the client from hell has some redeeming feaures.
More mundanely day-dreaming can help relieve the monotony of boring jobs, take you mind off the job temporarily and help keep you stimulated – not necessarily a good thing if you are an air traffic controller of course but not such a problem with routine, risk free jobs.
Well that’s not quite so easy according to a recent study presented at the Neuroscience 2017 conference in Washington.
Roy Cox and his colleagues at the Beth Israel Deaconess Medical Centre in Boston found that the brain is pre-disposed to dwell on and strengthen negative memories while we sleep.
They tested almost 60 people by showing them both neutral and unpleasant images to different hemispheres of the brain and recording electrical activity which showed that the images had been localised in one hemisphere.
Twelve hours later they were given a memory test. Those subjects kept awake in the interim remembered roughly equal numbers of unpleasant and neutral images. Those who slept remembered more negative ones.
This suggests that “sleep selectively stabilises emotional memories” and would confirm a number of ideas about how information is “tagged” e.g. by emotions or even sounds, that make it easier to be recalled.
With people suffering PTSD or similar the trick is to find a way of reducing the emotional content. That to me is the more interesting aspect of this kind of research.
A study at Lausanne University, published in the Journal of Applied Psychology, tested more than 350 middle managers then asked staff to rate their ability.
There was a strong link between intelligence and ratings for those at the lower to middle end but above an IQ of 120 the connection started to reverse. Once the IQ gap between you and your employees is bigger than 18 points you are in trouble.
John Antonakis, the author of the report, said “The idea is that you need to be smarter than the people you are leading and smart enough to keep rivals at bay. But you mustn’t be so smart that they can’t understand you“.
This is not new. Adrian Furnham, a business psychologist and academic, writing in the Sunday Times back in 2005 made the same point along with others I think are worth repeating. He said:
–People prefer bright leaders
–The more intelligent the leader the more effective the team
–Intelligent people learn more quickly & inspire confidence
–Leaders need to be bright – but not too bright. If a lot more intelligent than team they will be misunderstood or seen as a threat
–IQ more related to Leadership when not under stress, which counters intelligence
–Leaders need to be stable ie resilient and hardy
–Social skills are important
So there is more to it than just your IQ score. Emotional Intelligence plays a big part.
As does not having a dark side personality that terrible triad of narcissism, psychopathy and Machiavellianism. And if you want to influence you have to demonstrate warmth as well as competence (Prime Ministers take note).
And if you want to stay ahead and keep brighter – only mix with the brightest!
And if you’re worried about the IQ gap between you and your team you know what to do – recruit more women!
Hardly surprising really. Researchers at UWE in Bristol analysed the experiences of 26,000 workers and found that an extra 20 minutes commuting each day was as bad as taking a 19% pay cut!
The average commuting time per day has risen from 48 to 60 minutes each way over the past 20 years and 1 in 7 workers send 2 hours a day commuting.
Every extra minute taken travelling reduced job satisfaction, worsened mental health and increased the chance of people giving up their job.
Workers travelling by bus seemed to suffer the worst compared to other means of transport.
Those who could walk or cycle to work were more satisfied, perhaps because they was it as a healthy activity and as part of a “health-enhancing lifestyle”. And perhaps because the journeys were shorter?
Longer train journeys were, perhaps unsurprisingly, less stressful than short ones as people can use the time more productively and shorter train journeys tended to be on more crowded trains.
Women were affected more by committing than men which the researchers out down to their having “greater household and family responsibilities“. That sounds a bit sexist in this day and age!
I don’t know if they looked at the number of stages in the journey to work but when I was carrying out research into absenteeism some years ago that was one of the factors. Not how far people travelled but how many changes they had to make and worrying about connections.
As a free-lancer I was always conscious of travel times and would book overnight stays to avoid getting stuck on motorways so at least I could be fresh on arrival. Nothing worse than turning up to present something on stress or resilience and being stressed out yourself!
It seems some HR people have taken that to heart.
According to People Management, the CIPD magazine, these are genuine job titles:
- HR scrummaster
- Vice President of teammate success
- Employee experience architect
- Employee journey guide
- Hiring ninja
- People and culture poet
- Mood coordinator
- Culture evangelist
- People gardener
- Snowflake nurturer (actually I made that one up)
As an ex-HR Director (and prior to that Head of Personnel Management) I despair at what these people actually do to help the organisations they work for.
So next time you are struggling with a task in front of your children don’t make it look too easy. By trying and repeatedly failing at a task you are helping children understand the value and importance of persistence.
“Many cultures emphasise the value of effort and perseverance. This emphasis is substantiated by scientific research: individual differences in conscientiousness, self-control and ‘grit’ correlate with academic outcomes independent of IQ” wrote scientists at the Massachusetts Institute of Technology (MIT).
They wondered if persistence and quitting could be learnt. “Does seeing an adult exert effort to succeed encourage infants to persist longer at their own challenging tasks?”
In an experiment they ran at MIT, reported in the journal Science, 250 15-month old children watched adults perform a task getting a keychain attached to a carabiner out of a box.
Half the time the adults easily removed the keychain but half the time struggled before they accomplished the task.
The toddlers were then given their own task – a music box with a big button to press (which didn’t make the music play no matter how many times they pushed it). The idea was to see if the number of times they pushed the button depended on whether or not they had seen adults persevering.
The experiment was stopped after two minutes or after the toddler threw the box on the floor three times in frustration.
The results seemed to support the scientists’ hypothesis. Those children who had seen adults persevere, albeit in an unrelated task, kept pushing the button for longer.
While they are not suggesting this is the only way for children to learn the value of perseverance – they might also learn by just observing adults completing tasks or by being told about the importance of hard work – the study did suggest “the potential value in letting children “see you sweat”. Showing children that hard work works might encourage them to work hard too”
It’s good to be reminded that we are role models for our children in everything we do!