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The interview documents early days in the field of disaster risk reduction.
Abstract
Purpose
The interview documents early days in the field of disaster risk reduction.
Design/methodology/approach
The transcript and video were developed in the context of a United Nations Office for Disaster Risk Reduction (UNDRR) project on the History of DRR.
Findings
The transcript presents important developments during the 1980s with valuable lessons about risk reduction.
Originality/value
It takes the readers on a history of the journey of DRR over three decades.
Details
Keywords
Steve Lambert, Nikolaos Dimitriadis, Matteo Venerucci and Mike Taylor
The purpose of this viewpoint paper is to explore the fixation of the eyes of human resource (HR) professionals' when identifying emotions in the context of workplace research and…
Abstract
Purpose
The purpose of this viewpoint paper is to explore the fixation of the eyes of human resource (HR) professionals' when identifying emotions in the context of workplace research and to propose measures that might support them in their role.
Design/methodology/approach
This paper combines a contemporary literature review with reflections from practice to develop more nuanced understandings of 39 HR professionals' ability to recognise emotions. This paper used eye-tracking technology more commonly used in laboratory-based students to explore the fixation of the eye when identifying emotions.
Findings
The preliminary findings suggest that HR professionals with higher levels of emotional recognition principally focus on the eyes of the recipient, whereas those with lower levels or emotional recognition focus more so the nose or the randomly across the face, depending on the level of emotional recognition. The data suggest that women are better than men, in the sample group at recognising emotions, with some variations in recognising specific emotions such as disgust.
Research limitations/implications
The viewpoint paper proposes a number of implications for middle leaders and suggests that middle leaders should proactively seek out opportunities to be engaged in activities that support the Default Mode Network (DMN) function of the brain and subsequently the relationship-orientated aspects of leadership, for example, coaching other staff members. However, it has to be recognised that the sample size is small and further work is needed before any generalisations can be made.
Originality/value
This paper offers a contemporary review underpinned by a preliminary study into HR professionals' ability to recognise emotions.
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