Holistic framework for software development and productivity improvement
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This document presents a holistic intelligence framework for performance management in knowledge-based industries. It discusses traditional performance metrics and their limitations. The framework incorporates emotional, social, moral, and spiritual intelligence and their neurological basis. Key performance indicators are identified for each type of intelligence. Implementation involves assessment, training, and tracking progress. Challenges include distinguishing traits from skills and tailoring the framework to different careers. The framework aims to improve employee fulfillment and organizational performance.
Holistic framework for software development and productivity improvement
- 1. A holistic intelligence framework for performance management in knowledge-based industry • Dr. Patanjali Kashyap • Angela Ruohan Wang
- 2. Agenda • Introduction to the framework • Theoretical development • Implementation: • Demo • Challenges and future work • Learnings
- 3. Traditional Performance Management Solution Done Hours worked S.No. Team Member Name Productivity = Service Domain Support Area Hours spent in the activity for the month Number handled per month Average Number handled per hour Standard Monthly Hours Average Number handled per month 1 ** Technical Support Inc/i dSernvti cMea Dneasgkemen1t94.48 26 0.13 187 25.00 2 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t99.36 138 0.69 187 129.44 3 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t49.64 113 0.76 187 141.21 4 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 184 156 0.85 187 158.54 5 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 10 65 6.50 187 1215.50 6 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 0 87 #DIV/0! 187 #DIV/0! 7 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 0 43 #DIV/0! 187 #DIV/0! 8 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 0 0 #DIV/0! 187 #DIV/0! 9 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t38.36 42 0.30 187 56.76 10 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 84 1 0.01 187 2.23 11 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement124.3 239 1.92 187 359.56 12 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement219.2 277 1.26 187 236.31 13 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement147.1 25 0.17 187 31.78 14 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t12.02 70 0.62 187 116.85 15 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t53.37 87 0.57 187 106.08 16 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 153 0 0.00 187 0.00 17 Technical SuppoIrnt c/i dSernvti cMea Dneasgkement 183 125 0.68 187 127.73 18 Technical SuppoIrnt c/i dSernvti cMea Dneasgkemen1t34.09 344 2.57 187 479.74
- 4. Performing in the Knowledge-based industry • Traditional industry Machine power Tangible assets • Knowledge-based industry “Brain power” Intellectual assets
- 5. Brains ≠ Machines Knowledge Emotions Value system Rational reasoning Social relationships Intellectual creation Aspirations
- 6. Holistic framework Emotional intelligence Social intelligence Moral intelligence Spiritual intelligence Alignment of organization vision with personal aspirations Employee: personal growth, satisfaction, motivation Corporate: Improve performance, competitive advantage Smarter Organizations
- 7. Theoretical development Methodology Business Needs Scientific basis of each intelligence Key performance Parameters Psychometric measurement Integration and personalized improvement plan
- 8. What competencies to seek for? Motivation Integrity Collaboration Creativity Flexibility Holistic Thinking Intellectual assets Bottom-up innovation, teamwork, open knowledge sharing, adaptability to changes, customer focus, spirituality create Confidence, Emotional awareness, Emotional management , Sustain motivation, endurance, drive for achievement Motivation, integrity, collaboration, creativity, flexibility, holistic thinking Emotional Competen cies Corporate climate characteristics Emotional, Social, Moral and Spiritual Intelligence Self awareness, emotional control, confidence, empathy, conscience, tolerance, inner drive, etc. form enable Organizational objective Individual Individual competence Emotion and Impulse control, confidence in one’s values and principles Healthy self-regard, Optimism, Impulse control Optimism, emotional management, confidence Stress management, Emotion and Impulse control, Stable self esteem Emotional awareness Social Competen cies Motivating/ managing others’ emotions Empathy, Understand complex social relationships Empathy, Situational radar, Resolve conflicts, Change catalyst, Moving others towards oneself, Responsiveness, Authenticity, sincerity Self-expression, Influencing others Building bonds, effective communication, Situational radar, resolve conflicts Empathy, Situational radar Moral Competen cies Responsibility, self-control Moral judgment, Stand up against injustice, Keep promises Respect, Tolerance Social responsibility Tolerance Social responsibility, apply universal principles to personal actions Spiritual Competen cies Self-understanding, Access to deep values and will, inner harmony, purpose seeking Intrinsic drive to serve and give, Access of deep values of self, Meaning seeking and led by vision Embrace diversity, love and unity with people Spontaneity and energy, Seeking truth and curious, Flexibility of perspectives Time-management, Flexibility of perspectives Seeing the fundamental and essence, love and unity with nature/universe
- 9. Neurological understanding of each intelligence Identifying competencies in brain: • Active areas: brain imaging such as fMRI, PETs • Brain waves: EEG • Lesion behavior studies • Structural connectivity patterns
- 10. “The capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.” Emotional Intelligence Dan Goleman (1995) Emotional Intelligence
- 11. Dorsolateral prefrontal cortex: Formulate plans & strategies Control behavior to execute How does emotions work? Why does it matter? computational product Stimulus Amygdala Thalamus Emotional response Hippo-campus Reasoning output Associative Linear Fast, Irrational
- 12. • Neurological basis • Parallel systems & functions • Integration of emo/ info processing • High and low load of response EI qualities Organizational benefits • Aware of emotions & its responses Innovation • Use the awareness to motivate Effectiveness • Understand how E affects decision and behaviors Teamwork • Fully utilize brain associative and logical capacity Adaptability to change • Stress and change handling
- 13. Reference from acknowledged EQ measurement tools & classifications • Bar-On’s EQ-i® and EQ-360™ • Goleman and Boyatzis’ ECI 360 • Mayer, Salovey, and Caruso’s MSCEIT™ • Orioli and Cooper’s EQ Map® CROSS-REFERENCE MATRIX: For cross referencing different competencies described in the 4 measures of EQ
- 14. Key Emotional Intelligence performance indicators Context-independent Context-dependent • Emotional self awareness • Aware of the emotion being experienced • Understand how the emotion is linked to one’s thoughts and behaviors • Understand how the emotion is related to one’s values and goals • Insight of what and how environmental factor has triggered the emotion • Managing emotions in self • Impulse control • Controlling negative emotions: distress, jealousy, etc. • Intentionally eliciting and sustaining feelings when needed • Mental adaptability to changes • Stress management • Optimism Healthy self attitude Motivation • Need for achievement • Drive for self improvement • Sustain motivation/ endurance • Context factors: commitment/interest for this particular project/team/field/ • Confidence in self values and principles • Trust in self abilities and judgment in general/ particular project/field/position • Self regard: not inferior/superior to others • Stability of self esteem
- 15. 15 Social Intelligence • To “effectively navigate and negotiate complex social relationships and environments” -- Ross Honeywill
- 16. Understanding Social Intelligence • Neurology • 3 neuro subsystems of social 16 intelligence : • An integrated cortical subsystem: relies on long-term memory to make complex social judgments • A frontal-dominant subsystem: organizes and generates social behaviors • A limbic dominant subsystem : rapidly produces emotional responses to events. (Taylor & Cade 1989) • Existing research • Sensitive to context (Sternberg 1985, 1988) • Social competence prototype (Sternberg et al. 1981, Kosmitzki & John 1993) • Distinction between intrapersonal vs. interpersonal (Gardner 1983) • Judgment of personality (Vernon 1933) • Cognitive: • Social concept (Cantor & Kihlstrom 1987) • Social Knowledge (Cantor et al. 1987, 1998) • Social Maturity Scale (Vineland 1947) • …
- 17. Key Moral Intelligence performance indicators • Empathy Self Control Treating Others • Interest in others’ concerns and feelings • Understand other’s feelings, concerns and perspectives • Able to reconcile conflicting opinions incorporating other’s needs and feelings • Effective communication • Assertiveness • Provision of feedback • Authenticity, sincerity • Express own feelings • Show sympathy • Good listening skills Situational radar Influencing others • Interest in others’ concerns and feelings • Understand other’s feelings, concerns and perspectives • Able to reconcile conflicting opinions incorporating other’s needs and feelings • knowledge of rules and norms in human relations • Self positioning and understanding (general and in specific situation) • Judge other’s personality • Understand complex social relationships • Devise strategies that are most likely to be successful in the current social situation
- 18. Moral intelligence • to determine how to apply universal moral to our personal values, goals and actions • to act on our moral principles
- 19. Understanding Moral Intelligence: neuroethics • Moral reasoning involves • widespread brain systems 19 • VM (ventromedial) cortex study • VM patients: moral judgments × Moral behavior (Neuroethics, 2006 ) moral judgments and moral behavior separate hard to measure behavior through self report Role in Creativity Emotional system Cognitive cortices Neurochemical distribution patterns (Damasio 1995, Churchland 2006, sowell et al. 2003) Novel idea Appropriateness Implementation
- 20. Key Moral Intelligence performance indicators • Integrity Self Control Treating Others • Act consistently with universal principles, values, and beliefs • Tell the truth • Stand up against injustice, corruption, etc. • Keep promises • Respect • Respect and take interest in others’ feelings, work, culture and welfare • Treat others courteously • Not harm others • Treat others fairly Responsibility Tolerance • Handle constructive criticism well • Tolerate disagreeing opinions • Tolerate different abilities and personalities • Forgive others’ mistakes • Committed to carry out assigned work • Take responsibility for results of decisions and conducts, esp. mistakes • Embrace responsibility for the welfare of the team/organization • Social responsibility
- 21. Spiritual intelligence • To access the deepest self, meaning, values, intrinsic energy --Integration of self • Love and unity with environment
- 22. Understanding Spiritual Intelligence: neurology • Unity and binding of neurons • Synchronized brain electromagnetic waves 22 (Singer & Gray, 1995) • EEG studies: change in brain waves during meditation • “God Spot” • PET studies: active during spiritual discussions (Ramachandran & Blakeslee ,1998)
- 23. Key Moral Intelligence performance indicators Integration of self Integration of Knowledge Love and Unity • Love and unity with people • Love and unity with nature/universe • Intrinsic drive to serve and give • Empathy • Competitiveness • Access of deep values and will of self • Holistic understanding/evaluation of self’s tendencies, abilities and position in relation with the world • Purpose seeking and vision-led • Inner harmony of will and reality • Spontaneity and energy • Optimism • Seeking truth and curious • Seeing the fundamental and essence • Flexibility of perspectives • Time management
- 24. Employee fulfillment Marslow’s hierarchy of needs Spiritual Intelligence Social Intelligence Moral Intelligence Emotional Intelligence Creativity, uniqueness, capable, aware, ideal self, discover meaning of life Self-esteem, achievement, respect of others, respect by others To love others, love oneself, be loved, trust others and be trusted, belonging to the team & organization Emotional stability, moral environment, security of employment, financial security Self actualization Esteem Love/Belonging Safety Physiological survive
- 25. Social Intelligence Moral Intelligence Rational intelligence Emotional Intelligence Internal Processes Financial Customer Employee Learning and Growth Holistic framework
- 26. Learn the technology Requirement and design documents Implement Testing • Software implementation
- 27. Technical framework presentation Business Logic Data Access Layer Data Storage
- 28. Web app flowchart Create/manage assessment and surveys Database Create user Create user View Under patent……so not presenting complete picture
- 29. Challenges & Future Work Factors undermining questionnaire results • Self awareness – part of EQ • Self regard – part of EQ • Honesty – part of MQ • Cognitive biases: attribution and self-serving bias Multi-rater assessments Actual behavioral assessments: recognize and award good moral/social behavior Include situational analysis questions Little or no correlation with compensation: learning and growth/ performance improvement purposes
- 30. Challenges & Future work • Some of the EI, SI and MI constructs are a mix with personality traits Focus on necessary skills for now Incorporate personality typing in the training • Different career/ occupation emphasize different competencies add specialized parameters for specific careers assignment of tasks, hiring career planning self awareness 60 40 20 0 Empathy Situational radar Effective communication emotional self management Influencing others help desk employee1
- 31. Challenges & Future Work • Associate training plans Assessment • Understanding strength and weakness of self and others • Orientation workshop on EI, MI, SoI, SpI • Discussion and sharing within the team Goal alignment • Introspection: align actual self with ideal self and team goals • Team discussion on shared values and goal alignment • Input to tracking system Action plan • Suggestion of new behavior • Recording action plans • Sharing on forum implementation • Pairing up to practice new behavior • Finding and building coaching relationships • Tracking progress