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在多年以前,人们普遍相信智商是一个人成功的唯一因素,随后“情商”的发现让人们了解到情绪管理的重要性更重于人的聪明才智。道格·莱尼克是最早将“情商”这个概念应用于商业管理上的人之一,早在上个世纪90年代初,莱尼克就已经开始帮助运通集团这样巨型企业的员工发展情商。道格·莱尼克在咨询过程和研究中发现,虽然情商可以使人具有高度的自制力和人际交往能力,但情商在大多数情况下是价值中立的,它不能帮助人区分“对”与“错”。“情商”显然不是万能的。安然公司及随后大量的财务丑闻更是说明,高情商并不能使企业避免犯错误,而这样的错误一旦发生就可能对企业产生严重甚至毁灭性的后果。因而,“情商”并不必然导致成功或者说不足以保证持续、长久的成功。
Many years ago, it was widely believed that IQ was the only factor in a person’s success. Subsequently, the discovery of “emotional intelligence” led people to understand that emotional management is more important than human intelligence. Doug Lennick was one of the earliest people to apply the concept of “emotional intelligence” to business management. As early as the early 1990s, Lennick had started to help EY employees develop their EQ. Doug Lehneck found in the consultation process and study that, although emotional intelligence can make people have a high degree of self-control and interpersonal skills, emotional intelligence is value-neutral in most cases and it can not help people distinguish between “right” With “wrong”. “EQ ” is obviously not a panacea. Enron and the subsequent large financial scandal shows that high emotional intelligence does not make the business to avoid making mistakes, and if such a mistake occurs, it may have serious and even devastating consequences for the enterprise. Thus, “emotional intelligence” does not necessarily lead to success or is not enough to ensure sustained, long-term success.