This need has existed since prehistoric times. According to researcher David Rock, from the time that humans started living together in groups, increasing their status has been as important as getting food.
Modern research has identified a chemical relationship between increases or decreases in status and our neuronal network. When status increases, so do the levels of neurotransmitters associated with pleasure and positive emotions, and stress-related ones are reduced, augmenting our feeling of security and strength.
Just the opposite happens when we perceive a decline in our status.
"In a performance review where there is the possibility that our boss will say we are not doing something well, status is threatened and a chemical process in the brain starts that produces negative emotions. Similarly, the chemical effect occurs if we feel rejected or excluded, if we are not appreciated, if we are shown our mistakes, if we are shown that others are better than us or if we lose at something.
In contrast, when we feel we are winners, when we feel we are better than others, when we notice other peoples mistakes, when we feel included, when we ascend the corporate ladder, when we have special benefits or when we are recognized or have public successes, our status is raised and we experience a chemical effect that rewards us and gives us pleasure. "
An article in Prensa.com notes that understanding these unconscious processes can help us become better leaders. When giving feedback, for example, it is worthwhile identifying our own mistakes, in order for the collaborator not feel to that their status is being threatened.
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It is noteworthy that with the recent economic crisis, those who have to make important decision have seen an increase in pressure and stress
Stress is good and can be bad (distress), depending on its intensity. While stress is an innate part of the human being, and is need for action, it can also cause serious damage to the health of business persons, leaders, and workers, negatively affecting the performance of the company.
More and more recruiters are looking for managers capable of reading other's emotions.
When conducting job interviews, recruiters now assess how people react in interviews, their personality traits and how they manage adverse situations.
Emotional intelligence, a very popular term in the HR department, is weighing more than ever when hiring professionals that will manage other employees.
People with a high emotional IQ are a positive influence on work groups. Everyone wants to work with them.
This ability to mediate the mood of a group is considered one of the virtues of Emotional Intelligence as defined by author, psychologist and journalist Daniel Goleman, who generated great interest in the role that emotions play in thinking, decision making and individual success when he published the book Emotional Intelligence in 1995.
Perfectionism can be a problem which could affect us and those around us, by losing global perspective as we tend to focus more and more on details.
In an article in Bnet.com, Penelope Trunk states perfection is not attainable and there is a risk of going crazy trying to achieve the ephemeral goal. According to her, it is better to accept that it's okay to make mediocre work in a certain percentage of our job.