Aristotle’s Rhetoric

In the most influential manuscripts and editions, Aristotle’s Rhetoric was surrounded by rhetorical works and even written speeches of other Greek and Latin authors, and was seldom interpreted in the context of the whole Corpus Aristotelicum. It was not until the last few decades that the philosophically salient features of the Aristotelian rhetoric were rediscovered: in construing a general theory of the persuasive, Aristotle applies numerous concepts and arguments that are also treated in his logical, ethical, and psychological writings. His theory of rhetorical arguments, for example, is only one further application of his general doctrine of the sullogismos, which also forms the basis of dialectic, logic, and his theory of demonstration. Another example is the concept of emotions: though emotions are one of the most important topics in the Aristotelian ethics, he nowhere offers such an illuminating account of single emotions as in the Rhetoric. Finally, it is the Rhetoric, too, that informs us about the cognitive features of language and style.


Credits to :

Stanford Encyclopedia of Philosophy

Editorial Board http://plato.stanford.edu/board.html
Library of Congress Catalog Data ISSN: 1095-5054


Read the paper: Aristotle’s Rhetoric – Stanford Encyclopedia of Philosophy

Amygdala Responsivity to High-Level Social Information from Unseen Faces

Previous research shows that the amygdala automatically responds to a face’s trustworthiness when a face is clearly visible. However, it
is unclear whether the amygdala could evaluate such high-level facial information without a face being consciously perceived. Using a
backward masking paradigm, we demonstrate in two functional neuroimaging experiments that the human amygdala is sensitive to
subliminal variation in facial trustworthiness. Regions in the amygdala tracked how untrustworthy a face appeared (i.e., negative-linear
responses) as well as the overall strength of a face’s trustworthiness signal (i.e., nonlinear responses), despite faces not being subjectively
seen. This tracking was robust across blocked and event-related designs and both real and computer-generated faces. The findings
demonstrate that the amygdala can be influenced by even high-level facial information before that information is consciously perceived,
suggesting that the amygdala’s processing of social cues in the absence of awareness may be more extensive than previously described.


Credits to :

Jonathan B. Freeman / Department of Psychology, New York University, New York, New York; Department of Psychological and Brain Sciences, Dartmouth College, Hanover, New Hampshire

Ryan M. Stolier / Department of Psychology, New York University, New York, New York; Department of Psychological and Brain Sciences, Dartmouth College, Hanover, New Hampshire

Zachary A. Ingbretsen / Department of Psychological and Brain Sciences, Dartmouth College, Hanover, New Hampshire; Department of Psychology, Harvard University, Cambridge, Massachusetts

Eric A. Hehman / Department of Psychology, New York University, New York, New York; Department of Psychological and Brain Sciences, Dartmouth College, Hanover, New Hampshire


Read the paper: Amygdala Responsivity to High-Level Social Information from Unseen Faces

Emotional Intelligence as predictor of cultural adjustment for success in global assignments

EI recognises the non-cognitive psychological aspects intervening in human behaviour. Research along these lines has identified a significant correlation between the cognitive and emotional components of people’s intelligence, and how that relationship matters in effectively accomplishing all sorts of goals in any area of human behaviour.


Credits to :

Rachel Gabel-Shemueli / University of the Pacific (Peru)

Simon L. Dolan / Global Future of Work Foundation – GFWF

Jean-Luc Cerdin / ESSEC


Read the paper: Emotional Intelligence as predictor of cultural adjustment for success in global assignments (PDF)

The Active-Empathic Listening Scale

Although several theoretical perspectives highlight the importance of listening, our field has largely neglected developing valid listening measures. The purpose of this article is to provide a conceptualization and measurement of one type of listening important to relational and individual well-being: active-empathic listening. Results from two studies provide evidence of the construction validity of a self- and other-report version of the Active-Empathic Listening Scale. The discussion focuses on directions for future research using this scale and for the need to develop additional measures that tap components of listening.


Credits to :

Graham D. Bodie / Assistant Professor in the Department of Communication Studies at Louisiana State University.


Read the paper: The Active-Empathic Listening Scale (PDF)

Rethinking K-12 Education: Defining a New Model

Education is stuck in the industrial age. Here is how it can catch up with our fast-moving world.

The education industry is poised to undergo profound change. Here is how the landscape will evolve and what should be done to ensure it is sustainable.

Over the past 25 years, the world has changed faster and with more complexity than ever before. The most significant driving force is the advent of the Internet and the rapid advancement of technology as part of the digital age. Such a radical global transformation has demanded people learn new theories and knowledge that simply did not exist two decades ago, new skills that are of more prominence in our daily lives, and new technological competencies that will enable further advancement.


Credits to :

Fouad Roukoz and Joel Nicholson / Consultants of A.T. Kearney


Read the paper: Rethinking K-12 Education:Defining a new model (PDF)

Does Joy at work change team performance?

Joy can be a powerful force. But what factors lead to joy, and how successful is the business world in cultivating joy in the workplace? To find the answers, A.T. Kearney sponsored a global survey.


Credits to :

Alex Liu / Managing partner and chairman of A.T. Kearney


Read the paper: Joy at work (PDF)

In Search of the Dream Team

In Search of the Dream Team: Temporally Constrained Multi-Armed Bandits for Identifying Effective Team Structures is the full title of this research. teams. For many years, HCI researchers have theorized ideal team structures and built systems that nudge teams toward those structures, such as by increasing shared awareness, adding channels of communication, and convening effective collaborators. The result is a literature that empowers ideal team structures. Read more in the paper below.


Credits to :

Sharon Zhou, Melissa Valentine, Michael S. Bernstein / Stanford University


Read the paper: In search of The Dream Team (PDF)

Expert Crowdsourcing with Flash Teams

The concept of ‘Flash teams’ is to get the work done faster using crowdfunding platforms and online labour markets – no deep relationships, no emotions and no hard feelings – just do it smarter and faster in the way you like.


Credits to :

Melissa Valentine / Assistant Professor, Stanford University /Department of Management Science and Engineering

Daniela Retelny / PhD Candidate, Stanford University /Department of Management Science & Engineering

Michael Bernstein / Assistant Professor, Stanford University / Computer Science Department

Alexandra To / Masters Student, Stanford University / Symbolic Systems Program

Negar Rahmati / Masters Student, Stanford University / Department of Electrical Engineering

Walter Lasecki / PhD Candidate, University of Rochester / Computer Science Department

Sébastien Robaszkiewicz / M.S. ’13, Stanford University /Computer Science Department

Jay Patel / Masters Student, Stanford University / Computer Science Department

Tulsee Doshi / Undergraduate Student, Stanford University / Symbolic Systems Program


Learn more about the project here: https://stanfordhci.github.io/flash-teams/index.html


Read the paper: Expert Crowdsourcing with Flash Teams (PDF)

Blue deer

BLUE DEER

DIRECTION

One person from the team will be randomly chosen and will be the boss for one week. This person will have to organise the team’s program and help everyone else with their tasks.

MEETING
The ‘Blue Deer’ of the week will have to have at least one personal video meeting with everyone on the team to understand their work. Additional communication could happen on the online communication platform.

DURATION OF THE ACTIVITY
7 days

DURATION OF THE MEETING
No required time for meetings – they may take as long as needed.

DISCUSSION TOPIC
Leading the team to progress.

DEADLINE
Example: 14.04.2019

FEEDBACK
Everyone on the team will have to submit their feedback on how the ‘Blue deer’ performed until Example: 22.04.2019 – Fill in your feedback here.

ADDITIONAL NOTES
The ‘Blue Deer’ of the week must have clear directions on what has to be done this week but he/she has to do an action plan by themselves. Additional help is not recommended as the goal is to put the team member out if his/her comfort zone.

IMPORTANT!

MOXXX Education is an open-source project and everyone can contribute with an idea for building trust in remote teams. You can help the project grow when you leave feedback below and share your team’s experience with ‘Blue Deer’ and if your company’s results have improved.

New theia

NEW THEIA

  • Update 
    Consider implementing the project as you set an order and a day for every person. This way people will have more time to think about their causes and share their thoughts. We found out that 3 days is not enough time for bigger teams.

DIRECTION

Share a cause you care about and explain why and how everyone on the team should take action on this. A list with everyone’s names will show the turn of sharing the causes.

MEETING
Share your cause on our online platform for communication.

DURATION OF THE ACTIVITY
3 days

DURATION OF THE MEETING
Asynchronous

DISCUSSION TOPIC
Help the world.

DEADLINE
Example: 09.07.2019

FEEDBACK
The feedback discussion can continue until… Example: 11.07.2019 – on channel #team-culture

ADDITIONAL NOTES
Share a link to your cause and explain clearly why it is important to you. If your text is longer than 5 sentences, please use a word document and share the file.

IMPORTANT!

MOXXX Education is an open-source project and everyone can contribute with an idea for building trust in remote teams. You can help the project grow when you leave feedback below and share your team’s experience with ‘New Theia’ and if your company’s results have improved.