WHAT ARE COGNITIVE AND EMOTIONAL INTELLIGENCE?      Intelligence is a general mental capability that, among other things, involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience. It is not merely book learning, a narrow academic skill, or test-taking smarts. Rather, it reflects a broader and deeper capability for comprehending our surroundings—” catching on”, “making sense” of things, or “figuring out” what to do.      Cognitive Intelligence - Intellectual abilities such as logic, reason, reading, writing, analyzing, and prioritizing. These go on in your own head and utilize only the neocortex, not the emotional centers of the brain which also provide crucial information. These abilities do not require any social skills per se, i.e., you can solve a math equation by yourself, write an essay, or balance a business’ book by yourself.      Emotional Intelligence - Understanding your own emotions and those o

According to Rice, Chapter 1, the author provides some explanations of why public services must be well equipped to serve a diverse public. Public services will need to respond effectively to the challenges of the 21 st century. The demographics will be the contributing factor that is contributing to or changing the trajectory for public services. The U.S. Census Bureau defines the largest minority group as Hispanics and African-American as the second. ( https://www.routledge.com/Diversity-and-Public-Administration-Theory-Issues-and-Perspectives/Rice/p/book/9780765626332 ) Additionally, other groups represent a mixture of colors,  languages , cultural values, and ethnic traditions. These changing demographics will require a more diverse workforce, which will equate to having a diverse executive management team. The author states, “The U.S. Department of Labor reinforces the Hudson Institute predictions for a changing workforce.” The report reveals that one-quarter of all Americans wil

Why are African women overlooked for top positions?   In the article, the author states, “Barriers to mobility  are well documented , organizational conditions that increase the odds of women and minorities  promoted  to top positions remain underexplored.” The definition for occupational minorities is  defined  as members of an occupation that are numerical rarities (Cook and Glass 2014). One way to address tokenism or the solo status involves the symbolic involvement of a person in an organization to a specified or salient characteristic, such as e.g., gender, race, ethnicity, disability, and age.  Both refer to a policy or practice of limited inclusion of members of a minority, underrepresented, or disadvantaged group. People placed in the role of the token may take on the appearance of inclusive practices. Organizations must learn to acknowledge and value the people and groups that are historically excluded, marginalized, and most viewed as having no inherent value to an organizati

             According to Merriam-Webster dictionary, diversity is defined as the condition of having or being composed of differing elements : variety especially : the inclusion of different types of people (such as people of different races or cultures) in a group or organization. In my opinion, diversity is an acknowledgment of creation and human life. It is accepting that we are many and because we are many our diversity promotes cultural, economic, and social wellness. Our differences in gender, language, mannerism, culture, social, sexual, education, and income is an opportunity to embrace and celebrate diversity. We are diverse and therefore should naturally practice inclusion by learning to value and appreciate the unique characteristics of the variety. The most exciting thing about diversity is that it brings many levels of expertise, varied human experience, and blended cultures to the table. It provides an open forum that creates an environment that values and respects a