Intuition is both an emotional experience and a nonconscious analytic process. One problem, however, is that not all emotions signaling that there is a problem or opportunity represent intuition. Explain how we would know if our “gut feelings” are intuition or not, and if not intuition, suggest what might be causing them.

Intuition is "knowing" something without being able to explain how we came to that conclusion rationally. It's that mysterious "gut feeling" or "instinct" that often turns out to be right, in retrospect. Some of the factors that causes them:-

1) Trust your instincts:- It can be difficult to depend on something that you don't understand, and you probably shouldn't base every one of your decisions on intuition. For example, if you're hiring someone, you should look at qualifications first or else you might accidentally discriminate.

2) Ask yourself questions and listen to the first answer that pops into your mind:-

3) Meditate:- Clearing your mind of repetitive thoughts and worries will make it easier to listen to your intuition. Find a meditative technique you are comfortable using and practice. like Yoga..

4) Listen to your gut:-There's a reason it's called a "gut feeling". Many times, a decision that you "know" is wrong makes you feel discomfort and makes embarrassment.

5) Listen to and communicate with your multiple brains:- Sometimes few things in our life gives us feeling of fear and nervousness . From the core of our heart we are not ready to accept this. As these are the feelings which makes us realise what we are going to do or what is going to happen is not good for us. So, we must avoid those things and protect ourselves from any wrong doing. As these intuitions comes out to be true.

6) Keep an intuition journal:- Every day, use your intuition to make a guess about someone or something. As we learn more about how to recognize our intuition, and we see it leading us in the right direction. Your confidence will grow and so will your intuitive power.

7) Exercise the right side of your brain:- Intuition is drawn from the right hemisphere of the brain which is the same side that controls nonverbal, personal thought and expressions. Some of the ways are:- Be Creative, Dance

Comments

Post a Comment

Popular posts from this blog

Is it possible to have a knowledge of what an organizational culture is before you become a part of the organization? How important is it for you to align yourself with your organizational culture?

Organizational culture is artifacts and shared values and assumptions. Artifacts may be observable before you become a part of the organization but the shared organizational values and assumptions are the intangibles and difficult to decipher before you become a part of it. It is important to align with the organizational culture because it represents the way things work in the organization. Organizational culture acts as the control system, the social glue and sense making. Any violation of what is shared by members of an organization is likely to create alienation for a new member.
Read more

“All decisions are ethical decisions.” Comment on this statement, particularly by referring to the concepts of moral intensity and moral sensitivity.

This sweeping statement is false. In other words, not all decisions are having equal right/wrong or good/bad dimensions. We are saying there is a threshold which defines ethical concern, and it is a function of moral intensity and moral sensitivity. For a decision to have an ethical dimension, i t has to have some moral intensity associated with it. Moral intensity is a characteristic of the situation. It refers to the degree to which an issue demands the application of ethical principles. “Who should be laid off?” would have high moral intensity. On the other hand, a decision to take an umbrella to work because it might rain has no moral intensity. This is because morally intense issues involve others in the society who may think the decision is good or evil, or the issue quickly affects people. Moral sensitivity refers to a characteristic of the decision maker, not the situation. Faced with the same issue, two decision makers may be more or less moral sensitive, depending on emp...
Read more

A 16-year-old hired as an office administrator at a small import services company started posting her thoughts about the job on her Facebook site. After her first day, she wrote: “first day at work. omg!! So dull!!” Two days later, she complained “all i do is shred holepunch n scan paper!!! omg!” Two weeks later she added “im so totally bord!!!” These comments were intermixed with the other usual banter about her life. Her Facebook site did not mention the name of the company where she worked. Three weeks after being hired, the employee was called into the owner’s office, where he fired her for the comments on Facebook and then had her escorted from the building. The owner argues that these comments put the company in a bad light, and her “display of disrespect and dissatisfaction undermined the relationship and made it untenable.” Discuss this scenario from the perspective of the owner and the worker.

This case occurred at a small industrial services business in the United Kingdom (see: A. Levy, “Teenage office worker sacked for moaning on Facebook about her 'totally boring' job,” Daily Mail, 26 February 2009). However, there are several similar cases involving Facebook, blogs, and other social media, where employees write negative comments about their employer. For example, this incident parallels two earlier cases in which (a) a Starbucks employee was fired for complaining about his boss’s decision on a work issue and (b) an employee who worked in marketing for government in northern Canada was fired for posting artistic photos of garbage in the snow. To some people, the case of the teenage Facebook complainer is a clear case of an employee who should be dismissed because she lacks sufficient commitment to and appreciation of the job. The company owner later explained to medi a : “We were looking for a long-term relationship with Miss Swann as we do with all our staf f ....
Read more