Pushing Our Brightest to Higher Performance through Awareness Coursework

Gifted individuals are untapped national treasures that represent what is best about society in the sense that they push human thought and performance to new levels. Unfortunately, our society has a difficult time identifying gifted individuals, challenging them, and encouraging them to perform at the highest levels. Identifying potentially giftedness in college students and placing them in a course designed around self-awareness of their unique talents can improve their performance and raise their confidence.

Giftedness is a physiological and psychological difference that leads to higher levels of performance. The process of challenge, stress, disintegration, and reemergence is uncharted territory for many researchers. Theories have discussed the difficulties gifted individuals face in their over excitabilities (OE) and positive disintegration that leads to higher performance.

Students may go through their whole lives wondering why they think differently, act differently, get excited about some ideas, and can move in and out of “flow” where the outside world ceases to exist. The higher their intelligence, the more different they see themselves as they rub against conventional wisdom. It is precisely these traits and challenges that push them willingly, or unwillingly, into higher forms of human development.

If the purpose of higher education is to enhance individual knowledge and performance, then such classes should be seen as important. According to Overzier and Nauta (2014) having a gifted class can lead to stronger overall performance of the student. Some individuals may go on to invent new things and solve world problems.

One of the reasons why an awareness class leads to higher performance is that it gives a stronger context for one’s behaviors, thoughts and actions that leads to higher forms of confidence. That confidence can make its way into future ways of thinking and performance. Confidence and high performance can be an unbeatable combination.

The idea of a class for gifted and high-performance individuals may have positive benefits for the students, colleges, and their countries. It makes one wonder that if students were selected based on performance and creativity and then offered a class about leadership, self-awareness, etc…that heavily loaded with these ideas, would it have an impact throughout their lives? In an online university, it may be possible to have a class that focused on the universal traits of high-performance individuals.

Overzier, P. Nauta, N. (2014). Coping with qualities of giftedness. Gifted & Talented International, 29 (1/2)

Should Yoga be Part of Your Corporate Wellness Plan

Yoga is a sport that is in perceptual search for health and tranquility. Through stretching, breathing and focus one is able to calm their mind and strengthen their body. Because yoga requires almost no equipment and can be practiced by people of any fitness level it is a solid exercise that is included in a growing number of corporate wellness programs. Wellness enthusiasts can expect to find physical and mental advantages when they engage in this ancient practice.

Wellness programs are becoming a popular way to reduce corporate costs associated with obesity, ill health, and disease. According to a study published in the Harvard Business Review, Johnson & Johnson saved $2.71 per $1 dollar spent on wellness. Wellness programs can include anything from smoking cessation to healthy eating. Yoga seems to tie all the different health improvements initiatives together in an unbrella practice.

Physical Advantages:

Yoga improves flexibility, range of motion, strength and balance that is important for the sports enthusiast and graceful aging. Because yoga is preventative by nature, it encourages your body to adjust slowly before major health complications. Business people should consider the merits of yoga in keeping their health and motivation high.

One of the nice aspects of yoga is that you can start at any fitness level. It is an adaptable activity based on the needs of each person. Strength training can be enhanced by power yoga, cardio through incorporating faster movements, relaxation through slower breathing movements, and flexibility by stretching motions.

Mental Advantages:

Yoga improves focus and stress management. A person will hold a pose, focus, and breath slowly. The hope is that one can move into the higher brain and become part of the "nothingness". When the world around stops a person begins to connect with themselves at a deeper level and understand their needs better. The practice is akin to meditation.

Stress is a major killer in the country, and our complex lives are not getting any easier. There are lots of competing interests and stressful events that go on each day. Reducing stress will have an impact on motivation, satisfaction, health and retention. Reducing chronic stress can free a person to perform to their fullest potential.

Leonard, B., Mirabito, A. & Baun, W. (2010). What's the hard return on employee wellness programs? Harvard Business Review. Retrieved https://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs

The Benefits of Hiring Practitioner Scholars in Business Colleges

Academic life is something inquisitive people hope to someday achieve in their efforts to grow and develop as a person. Eventually they make their way through college to obtain a terminal degree, and with some experience, they apply to universities in anticipation of achieving their dreams. With a tough market for professors, not everyone will find their way into a college position. Despite the competitive market, ensuring that universities hire more practitioner-scholars with "real life" experience is important for university development.

In business programs this is even more important than other fields. The difference between a person with only academic experience and one with both academic and professional experience is profound. One understands focuses on theory while the other may also have experience with using theories in practice. Their industry experience helps them understand how theories operate in real life scenarios outside the higher education vacuum. Having a representation of both ensures higher value for students.

Industry knowledge filters throughout everything the professor does. Consider the following benefits of a practitioner-scholars (pracidemics):

1.) Theoretical Explanations: A greater ability to explain theories and business principles in real life form and example.

2.) Research Development: All research must eventually be applied to be of any benefit. Practioners are able to use their understandings of industry problems and find new solutions that have market value.

3.) Administration: Professors who come from a business background also have knowledge of administration and processes. They are not as concerned about titles as they are about skill and performance.

4.) Credibility: Faculty with practical experience have credibility because they know what the student will be getting into after graduation. Students view them as both professors and mentors.

5.) Course Development: Because practitioners have practical and theoretical knowledge they are able to develop content that is relevant to modern industry.

6.) Cultural Awareness: Faculty are pragmatic and bring with them a focus on "what works" and encourage universities that are cost effective.

How ISIS Will Damage Middle East Economies

Trade is the lifeblood of any nation, and when it is disrupted, there are consequences to the economy. In places where ISIS has taken root, traditional trading activities have been replaced. The risk of economic maladjustment in the Middle East grows by the day. ISIS not only destroys economic freedom in the lands they hold but also hampers the activities of the entire region.

War disrupts economies and ISIS is hardly the first to do so successfully. However, when wars are over many of the previous commercial lines will resume, and with effort, a nation will slowly return to its former self. In a few cases, nations like Iraq can even improve their economy by building updated infrastructure that catalyzes business growth.

ISIS isn’t a typical country engaged in cross-border fighting like we have experienced in the past. It is a a new nation spawned from the villages of other nations that seeks to globalize their brand to create new systems to ensure their empire continues to expand. ISIS ideology comes with new (old) ideas about commerce, economic exchange, and currency based in Eastern traditions and supported by millions of people.

If Afghanistan and Libya are examples, the future of the area doesn’t look bright unless things change. According to the World Bank, the % of GNP growth in Afghanistan and Libya are projecting downward trends until 2017 when problems are expected to stabilize. The difference is that ISIS, with their restrictive ideology, will hold those numbers down much longer.

The economic problems of Syria and Iraq also impact their regional trading partners. Turkey and surrounding countries have experienced slower growth over the past few years. These nations have an economic stake in ensuring ISIS doesn’t remain and should consider putting more effort into collaboration and counter-initiatives.

ISIS is one more challenge the world must overcome as many challenges before. Friedrich Nietzsche eloquently stated, “That which does not kill us makes us stronger.” It is possible that Iraq’s and Syria’s economy could emerge out of this crisis stronger if they resolve their sectarian differences. Overcoming this challenge will require Shia and Sunnis to work together to reconcile their disputes by creating a new national identity that shuns division. Abundance can return again to the Cradle of Civilization between two rivers.

Organizational Justice Builds Better Companies

Organizations are collectives of people that create mini-societies with rules, beliefs, and symbols. As a society, there are inherent values that each person expects from their employer that helps build greater forms of trust and commitment. When those values are inconsistently applied and result in distributive and procedural injustice the financial failure of the company is not far into the future.

Distributive Justice determines who receives rewards in an organization while procedural justice describes the treatment of employees based upon the policies & procedures of the organization (Fields, Pang & Chiu, 2000). Employees expect that companies are willing to reward them fairly based on effort as well as have their rights protected by the organization.

When distributive and procedural justice breaks down it is usually the result of the inappropriate application of rewards and punishments. Agenda driven individuals will change the “unwritten” rules to ensure that the goals of making them look good and earn promotions are achieved. Poor management detracts from organizational objectives by wasting time and effort.

Employees will soon learn that the rules are not fairly applied and will either align themselves with the needs and opinion of the manager or leave the organization. People who need jobs to support their families are likely to accept poor management within an organization to maintain their livelihoods. As this encampment continues the value systems and culture of the organization adjust to a lower form.

What is the value of distributive and procedural justice? Job satisfaction and organizational commitment are related to perceptions of justice (Harvey & Haines, 2005). When people feel respected and treated fairly, they will have more commitment than employees who have been mistreated. The retention of progressive and knowledge-driven employees should be the goal of every organization.

Justice can be an elusive because it is subject to all types of interpretations. Those organizations that can create fairness in compensation and punishment are likely to reap the benefits of employee effort. Managers who place their interests first and the needs of the organization and its employee’s second do irreparable harm to employee trust and commitment. Each manager should focus their efforts on the organizational goals and aligning their styles appropriately.  Managing employees is about motivating them to see the value in themselves and the work they do.

Harvey, S. & Hains, V. (2005). Employer treatment of employees during a community crisis: the role of procedural and distributive justice. Journal of Business & Psychology, 29 (1).

Fields, D., Pang, M. & Chiu, C. (2000). Distributive and procedural justice as predictors of employee outcomes in Hong Kong. Journal of Organizational Behavior, 21 (5).