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1 – 10 of 74David A. Waldman and Pierre A. Balthazard
This chapter overviews how neuroscience can provide a new lens to understand leadership processes in organizations. We describe how neurological scanning can be applied to…
Abstract
This chapter overviews how neuroscience can provide a new lens to understand leadership processes in organizations. We describe how neurological scanning can be applied to leadership research, as well as its potential advantages over more traditional techniques, such as surveys. Research to date is summarized pertaining to how neuroscience can inform such conceptualizations as transformational, complex/adaptive, and ethical forms of leadership. Findings indicate that effective versus not-so-effective leaders can be distinguished neurologically, and such assessment can benefit the prediction of important leadership outcomes. We caution that context needs to be taken into account in that not only can neurological variables associated with leaders affect organizational behavior and outcomes, but it is equally important to understand how the context can affect neurological qualities of individuals. Finally, we describe how it may be possible to use neurofeedback techniques to help develop leadership qualities of people in industry and in education programs, such as those in business schools.
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Maja Stikic, Chris Berka and Stephanie Korszen
In this chapter, we overview different neuroenhancement techniques that could be applied for accelerating the learning process in a number of tasks that are associated with…
Abstract
In this chapter, we overview different neuroenhancement techniques that could be applied for accelerating the learning process in a number of tasks that are associated with occupational roles. The techniques range from: (1) pharmaceutical and invasive methods with limited applicability to the healthy population, due to possible side effects and obtrusiveness; (2) game-based brain training that shows task-specific potential, but may not generalize; and (3) a promising new research direction in which the goal is to “train” the brain to reach an optimal cognitive state for performing a given task, and remain in this state by self-regulation. However, in order to accomplish this goal of brain training, the neurological markers that best discriminate good task performance need to be identified. We also review a number of initial studies in this chapter which have analyzed such markers in a variety of training-related applications for different occupations, such as military/security (e.g., marksmanship, deadly force judgment and decision making, submarine piloting and navigation, phishing detection), medicine (e.g., robot-assisted surgery), banking (e.g., financial traders), sports (e.g., golf, archery, and baseball), or entertainment (e.g., musicians and actors). The promising results of these early studies are fueling interest in neuroscience-based technology and methods in the rapidly developing field of organizational neuroscience (e.g., leadership research). We conclude the chapter with a discussion of future research directions.
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Hilal Uslu Yuvaci, Esra Yazici, Ahmet Bulent Yazici and Serhan Cevrioglu
The aim of this study was to determine the prevalence of complementary and alternative medical applications (CAM) and non-drug treatments of women during their pregnancies…
Abstract
The aim of this study was to determine the prevalence of complementary and alternative medical applications (CAM) and non-drug treatments of women during their pregnancies, postpartum periods and the changes between these periods. The Screening Form for Non-pharmacologic Methods Used during Pregnancy and Postpartum period was administered to the participants. Passiflora (Incarnata), Hypericum perforatum (St. John's Wort), omega 3 supplements, bright light treatment, transmagnetic stimulation, S-adenosyl-methionine, herbal teas, biofeedback/neurofeedback, amulets, exercise, acupuncture and psychotherapy were investigated. The ratio of the use of one of the CAM methods for psychiatric complaints during people's lifetime was found to be 33.3% (n=162). Herbal teas were the main practice used during pregnancy (58.8%) and the postpartum. The use of CAM according to the utilization periods of the participants statistically significantly decreased in those who were currently pregnant (Cochran's Q=298.007; P<0.05). The use of participants' non-drug treatments in the periodical follow-up decreased in those who are currently pregnant and increased during the postpartum period.
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M. K. Ward, Stefan Volk and William J. Becker
This chapter overviews organizational neuroscience (ON), covering the past, present, and future of this growing field of inquiry. First, we define ON and clarify the boundaries of…
Abstract
This chapter overviews organizational neuroscience (ON), covering the past, present, and future of this growing field of inquiry. First, we define ON and clarify the boundaries of the field. Second, we describe the evolution of ON by starting with early papers that tended to discuss the potential of ON to benefit both research and practice. Throughout its development, debates have abounded about the value of ON. Such debates are often related to challenges in collecting, integrating, interpreting, and using information from the brain-level of analysis. It is time for the field to move beyond these debates to focus on applying neuroscience to further theory development and reveal more comprehensive answers to research questions of importance to both academics and practitioners. Third, we propose and describe future research directions for ON. The research directions that we propose are merely a sample of the many paths along which ON inquiry can move forward. Fourth, we outline potential practical implications of ON, including: training and development, job design, high-performance assessment, motivating communications, and conflict prevention. Finally, we draw conclusions about ON as it stands today, address challenges in developing ON, and point out opportunities. We conclude with takeaways and highlight the importance of ON for both academics and practitioners.
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Sean T. Hannah and David A. Waldman
Behavioral ethics research in the field of management is burgeoning. While many advancements have been made, applying an organizational neuroscience approach to this area of…
Abstract
Behavioral ethics research in the field of management is burgeoning. While many advancements have been made, applying an organizational neuroscience approach to this area of research has the possibility of creating significant new theoretical, empirical, and practical contributions. We overview the major areas of behavioral ethics research concerning moral cognition and conation, and then we concentrate on existing neuroscience applications to moral cognition (moral awareness, moral judgment/reasoning, effects of moral emotions on moral reasoning, and ethical ideology). We also demonstrate the usefulness of neuroscience applications to organizational behavioral ethics research by summarizing a recent study on the neuroscience of ethical leadership. We close by recommending future research that applies neuroscience to topics such as moral development, group ethical judgments and group moral approbation, and moral conation (e.g., moral courage and moral identity). Our overall purpose is to encourage future neuroscience research on organizational behavioral ethics to supplement and/or complement existing psychological approaches.
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Davide Crivelli, Giulia Fronda, Irene Venturella and Michela Balconi
The purpose of this paper is to test the potential of an innovative technology-mediated mental training protocol for the empowerment of stress management and neurocognitive…
Abstract
Purpose
The purpose of this paper is to test the potential of an innovative technology-mediated mental training protocol for the empowerment of stress management and neurocognitive efficiency in highly stressful professional contexts, with people who occupy top management positions. The innovative protocol specifically combines mindfulness practice and a wearable neurofeedback system managed via smartphone.
Design/methodology/approach
The longitudinal research included pre- and post-training assessment steps in order to test training effects with respect to subjective level and physiological markers of stress, anxiety and mood profiles, cognitive abilities and markers of neurocognitive efficiency.
Findings
Results showed decreased stress, anxiety, anger and mental fatigue; increased participants’ information-processing efficiency; increased electrophysiological markers concerning the balance and reactivity of the mind-brain system; and improved physiological markers of vagal tone.
Research limitations/implications
Though further investigation and replication with larger samples would strengthen present findings, the authors suggest that observed outcomes, together with the limited duration of the overall protocol and of daily practices, make the training a potentially valuable tool especially for people whose professional position imposes time limitations and elevated job duties, thus increasing the risk of drop-out from traditional stress management programs.
Originality/value
The combination of mindfulness-based mental training with the advantages offered by a novel brain-sensing wearable technology allows for overcoming the weak points of traditional approaches (e.g. notable time expense) and optimizing training opportunities and outcomes. Furthermore, this is, to the authors’ best knowledge, the first systematic report of the application of such methodology in an organization and with top management professionals.
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Beto Davison Avilés, Lori Russell-Chapin and Christopher J. Rybak
Professional school counselors have been in the public schools since the early 1900s. Fueled by the industrial revolution, the vocational guidance movement spawned the creation of…
Abstract
Professional school counselors have been in the public schools since the early 1900s. Fueled by the industrial revolution, the vocational guidance movement spawned the creation of high school guidance counseling programs. In 1907, Jesse B. Davis created one of the first vocational guidance programs at Central High School in Detroit, Michigan (Schmidt, 2014). In 1908, Frank Parsons, the father of vocational guidance, founded the Vocations Bureau that eventually became part of the Division of Education at Harvard University. These early efforts helped students develop vocationally, morally, and intellectually, and it would take nearly 70 years for children with exceptionalities to be similarly served in the public schools.
The purpose of this chapter is to explain the role of counselors in assisting students with exceptionalities. This will be examined by better understanding the counseling history, defining the terms of exceptionalities and transdisciplinary collaboration, and showcasing the many benefits of individual, group, and brain-based interventions.
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If we want to improve managerial cognition, we need to capture the full spectrum of cognitive functions and the complex processes through which they unfold. I propose two very…
Abstract
If we want to improve managerial cognition, we need to capture the full spectrum of cognitive functions and the complex processes through which they unfold. I propose two very different methods (one older and low-tech, one newer and high-tech) that allow us to observe cognitive functions and processes directly in real time.
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