Social networks have created an information diffusion corpus that provides users with an environment where they can express their views, form a community, and discuss topics of similar or dissimilar interests. Even though there has been an increasingly rising demand for conducting an emotional analysis of the users on social media platforms, the field of emotional intelligence (EI) has been rather slow in exploiting the enormous potential that social media can play in the research and practice of the framework. This study, thus, tried to examine the role that the microblogging platform Twitter plays in enhancing the understanding of the EI community by building on the Twitter Analytics framework of Natural Language Processing to further develop the insights of EI research and practice. An analysis was conducted on 53,361 tweets extracted using the hashtag emotional intelligence through descriptive analytics (DA), content analytics (CA), and network analytics (NA). The findings indicated that emotional intelligence tweets are used mostly by speakers, psychologists (or other medical professionals), and business organizations, among others. They use it for information dissemination, communication with stakeholders, and hiring. These tweets carry strong positive sentiments and sparse connectedness. The findings present insights into the use of social media for understanding emotional intelligence.

This article critically analyses concepts and models in support of collective intelligence (CI) and collective emotional intelligence (CEI) and their potential impacts on the organizations’ teams. CI and CEI have claimed to have an effect on the substantial range of activities, including employee initiation, participation, performance, loyalty and decision-making. Review of literature confirms that people with high degrees of cognitive and emotional intelligence display a multitude of abilities. Dynamic personal relationships, successful teams, analytical expertise and higher mental health are present in people with high intelligence quotient (IQ) and emotional quotient (EQ). Thus, this research tries to examine the combination of factors that affect the psychological safety by trying to create hypotheses between its antecedents and team psychological safety and then tries to create the analytical relationship among them.

This paper critically analyses conceptualizations and authentic proof in support of Emotional Intelligence (EI) and its claimed role in the potential employability of the budding and working IT Professionals. EI is claimed to have an effect on a sizeable array of behaviors, as well as employee commitment, teamwork, development of aptitude, innovation, quality of accommodation, and client bond in observation. Analysis confirms that person with high degrees of emotional intelligence present plenty of abilities. Success makes more dynamic personal relationships, lead an abundance of teams, and relish higher health than those with the low EI. A phrenic conception is given to the supposed standing of EI in employment initiatives (which categorically accentuate on recruitment and placement), job performance, and satisfaction. Overall, this paper demonstrates that recent analysis has caused vital developments towards understanding the utility of EI within the workplace. The paper concludes by offering a variety of sensible pointers for the event and implementation of EI measures at IT professionals’ employability.

This paper discusses the skills and spiritual dimension in business ethics, leadership and sustainability management. Spirituality is understood as a meaning which connects people with all living beings and/or God/Ultimate Reality. In this sense, spirituality is a vital source in a socio-economic life. Whereas Skill is a derivation of education and talent, which leads a person to perform better and exert authority. The paper studies how skills and spirituality contribute to transforming contemporary management theories and practices. It discusses new leadership roles responsibilities that emerge for sustainability in business and shows how leaders can be inspired by skills and spirituality in a meaningful way.The concerns regarding this business issue has long existed, but it has been voiced with an increased urgency in recent years as a result of numerous business scandals, global financial crises, and a voluntary increasing unsustainable focus on market growth.To be true to this point of view, sustainability in management should help develop a mind-set where we are able to converge skill, spirituality and sustainable practices. Taking this point of view in addressing sustainability, management requires a more holistic perspective—one that interludes skills, spirituality and its relationship to leadership.

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In “Racial Awareness and Bias Begin Early: Developmental Entry Points, Challenges, and a Call to Action”, Waxman (2021) argues that there is a dramatic overestimation by the community when it comes to evidence of the time-frame when it should be discussed with children (p. 898). To counter this problem, they promote the intention of identifying “the developmental roots of these prejudices, forces that sustain them, and pathways to reduce them” (p. 893). The goal of Waxman is to advance the entry points of this bias, especially in our infants and children, as there are obvious and apparent damaging consequences to the children, their communities and the society as a whole. They advocate the use of a more “comprehensive research agenda”, specifically the use of larger empirical base, methodological tool-kit, and psychological-science framework to identify the preliminary stages of the acquisition of racial bias. They look back into the large body of experimental and empirical evidence to provide an overview of the development of racial bias in young children and infants. They then provide a substantially comprehensive framework to tackle this issue. Finally, Waxman argues that the strongest tool to advance the understanding and tackling of early racial bias is by arming the parents, teachers, and other policymakers with strong empirical evidence and evidence-based recommendations, which would allow for better conversations within the families and classrooms.

In “Racial Awareness and Bias Begin Early: Developmental Entry Points, Challenges, and a Call to Action”, Waxman (2021) argues that there is a dramatic overestimation by the community when it comes to evidence of the time-frame when it should be discussed with children (p. 898). To counter this problem, they promote the intention of identifying “the developmental roots of these prejudices, forces that sustain them, and pathways to reduce them” (p. 893). The goal of Waxman is to advance the entry points of this bias, especially in our infants and children, as there are obvious and apparent damaging consequences to the children, their communities and the society as a whole. They advocate the use of a more “comprehensive research agenda”, specifically the use of larger empirical base, methodological tool-kit, and psychological-science framework to identify the preliminary stages of the acquisition of racial bias. They look back into the large body of experimental and empirical evidence to provide an overview of the development of racial bias in young children and infants. They then provide a substantially comprehensive framework to tackle this issue. Finally, Waxman argues that the strongest tool to advance the understanding and tackling of early racial bias is by arming the parents, teachers, and other policymakers with strong empirical evidence and evidence-based recommendations, which would allow for better conversations within the families and classrooms.

No abstract