Emotions and moods
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The document discusses emotions and moods, defining them as feelings that people experience with emotions being intense responses to specific contextual stimuli and moods being less intense feelings without a clear cause. It notes emotions are brief and accompanied by facial expressions while moods last longer without expressions. The document also outlines factors that influence emotions and moods like personality, stress, and age as well as how emotions are constrained by culture and work display rules. Finally, it discusses emotional intelligence and applications of emotions/moods in areas like decision making, leadership, and customer service.
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emotions & moods by Saniah Saleem Rao
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This document discusses emotions and moods. It defines affect as a broad range of feelings people experience. Emotions are intense feelings directed at something, while moods are less intense feelings that lack a specific stimulus. Emotions are action-oriented and caused by events, while moods have unclear causes and are not usually expressed through distinct facial expressions. The structure of mood includes high or low levels of negative and positive affect. Emotions can make people irrational or ethical depending on social and cultural factors. Sources of emotions and moods include personality, stress, social activities, age, gender, sleep, weather, exercise, and more. Emotional labor refers to managing feelings according to organizational rules, which can lead to emotional dissonanceInterplay - Emotions (Ch.8)
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emotions & moods by Saniah Saleem Rao
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This chapter discusses emotions and moods in organizational behavior. It defines emotions as intense feelings directed at someone or something, while moods are less intense feelings that often lack a contextual stimulus. The chapter covers the aspects and sources of emotions and moods, including personality, time of day, weather, stress, and sleep. It also discusses external constraints like organizational and cultural influences, as well as emotional labor. Emotional intelligence is defined as one's ability to manage emotional information. The chapter applies concepts of emotions and moods to areas like selection, decision making, creativity, and customer service.
Emotions and moods
Emotions are critical factor in employee behavior.
The “myth of rationality”
Emotions of any kind are disruptive to organizations.
Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.
Myth of rationality: emotions were the antithesis of rationality and should not be seen in the workplace
Effects Of Moods And Emotions | Myth Of Rationality | Emotional Labor | Sourc...
Emotional Dissonance - Felt emotions - Displayed Emotions
Surface acting - Deep Level Acting
Work event trigger positive and negative emotional reactions.employees respond to them with greater or lesser intensity according to their personalities and moods. Emotions influence performance and satisfaction variables.
Emotional episode-series of emotional experience
Current emotions influence job satisfaction
Moods and emotions fluctuate sodoes their effect on performance.
Emotion-driven behaviors are short in duration and of high variability.
Emotions typically have negative influence on job performance
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The document discusses emotions and moods in organizational behavior. It defines emotions and moods, explores their sources and impact, and examines theories like affective events theory and emotional intelligence. Some key points are that emotions were originally ignored in OB due to a focus on rationality, positive moods are highest at the end of the week and in the middle of the day, and that understanding emotions can help managers predict behavior and improve job performance.
Emotions and Moods.pptx organisational behavior
This document defines key concepts related to emotions and moods such as affect, emotions, and moods. It explores the relationship between these concepts and discusses basic emotions, aspects of emotions like biology and functions, and the structure of moods. Additional sections cover sources of emotions and moods, external constraints on displaying emotions, emotional labor, affective events theory, emotional intelligence, applications of emotions and moods in organizational behavior, and concludes with taking questions.
Emotion and moods
Differentiate between emotions and moods
Identify the sources of emotions and moods
Show the impact emotional labor has on employees
Describe affective events theory
Describe emotional intelligence
Identify strategies for emotion regulation
Apply concepts about emotions and moods to spesific OB issues
Workplace Emotions and Attitudes
This document discusses emotions, attitudes, and their relationship to the workplace. It defines emotions as brief psychological episodes directed at objects or events that create a state of readiness. Attitudes are evaluations consisting of beliefs, feelings, and behavioral intentions. A model is presented showing how the perceived environment influences cognitive and emotional processes, which impact feelings, attitudes, and behaviors. The document also discusses concepts like emotional intelligence, job satisfaction, organizational commitment, psychological contracts, and how emotions can impact these workplace attitudes.
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This document defines key concepts related to emotions and moods in an organizational context. It discusses the relationship between affect, emotions, and moods, noting that emotions are brief and directed while moods are more diffuse. Basic emotions and aspects of emotions like biological factors are also covered. The document then examines sources of emotions and moods, constraints on expressing emotions in different cultures, and the concept of emotional labor. It introduces affective events theory and emotional intelligence, discussing applications of emotions and moods in areas like selection, decision making, and customer service. The document concludes by noting practical and ethical limits of emotions at work and their impact on performance.
Emotional intelligence
The document discusses emotional intelligence and its importance in organizational behavior. It defines emotions, moods, and different models of emotional intelligence. Emotional intelligence comprises self-awareness, self-regulation, motivation, empathy, and social skills. Developing emotional intelligence in the workplace is important for relationship management, decision-making, leadership, and customer service. A lack of emotional intelligence can negatively impact relationships, decisions, and career advancement.
8 emotions and moods
1. Emotions are an important factor in employee behavior that were originally ignored in organizational behavior research which focused solely on the effects of strong negative emotions.
2. Emotions are intense feelings directed at someone or something, while moods are less intense feelings that lack a contextual stimulus.
3. The biology of emotions originates in the brain's limbic system and emotions vary in intensity, frequency, duration, and functions which include motivating people and facilitating rational thinking.
Emotions
This document summarizes key concepts from Chapter 3 of an organizational behavior textbook, including:
1) The foundations of emotions and moods such as affects, emotions, moods, self-conscious emotions, and social emotions.
2) Organizational and cultural exemplars of emotions including emotional dissonance, emotional labor, deep acting, surface acting, and emotional intelligence.
3) The definition of attitudes as predispositions to respond positively or negatively, including their cognitive, affective, and behavioral components.
4) Job satisfaction and its relationship to performance, including the five facets of satisfaction and debates around whether satisfaction or performance drives the other.
Organizational emotions
The document discusses emotions in the workplace and their impact on employees and organizations. It notes that emotions can result in problems like personal issues between employees, bullying, difficulties with new employee integration, gender harassment, and stress. Management must be aware of peer pressures and groups that form in order to minimize complications and maximize efficiency. Emotions are an important factor influencing work performance and social dynamics.
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This chapter discusses achieving emotional balance and controlling emotions. It covers factors that influence emotions like temperament and culture. It also addresses common emotional styles, dealing with anger, and strategies to improve emotional control including identifying emotional patterns and fine-tuning one's style. Workplace emotions and preventing violence are also examined. The chapter emphasizes developing emotional intelligence and balance.
Ch8
1. Emotions play an important role in organizations but were previously ignored in organizational behavior (OB) research, which focused only on the effects of strong negative emotions.
2. Emotions are intense feelings directed at someone or something, while moods are less intense feelings that lack a specific stimulus. Emotions have dimensions of intensity, frequency, duration, and originate in the brain's limbic system.
3. Sources of emotions and moods at work include personality, social activities, stress, sleep, exercise, age, gender, and the day of the week. Positive moods are highest at the end of the week while negative moods are highest at the beginning.
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This document discusses emotions and emotional intelligence. It defines emotion as a mode of experience that accompanies an instinctive act according to McDougall. Emotions are significant for motivation, decision making, conflict management, and leadership. Positive emotions can lead to organizational growth. Affect, mood, and emotion are closely intertwined. Moods last longer than emotions and are more general. Emotions are reactions to specific events and brief. Emotional intelligence involves self-awareness, social awareness, self-management, and relationship management abilities. Self-awareness includes knowing your emotions, strengths, weaknesses, and how you impact others.
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Emotions and attitudes
The document discusses various aspects of emotions including:
1. Emotions are short-lived psychological and physiological states that are responses to experiences or events, whereas moods persist for longer periods.
2. Common emotions include fear, love, surprise, joy, anger, and sadness.
3. Emotions are experiences while attitudes involve judgments and intentions regarding people, objects or events.
4. Managing emotions for organizational purposes, known as emotional labor, can lead to emotional dissonance and burnout if emotions are faked for too long.
Organizational Behavior (Emotions and moods)
4-1 Differentiate between emotions and moods.
4-2 Identify the sources of emotions and moods.
4-3 Show the impact emotional labor has on employees.
4-4 Describe affective events theory.
4-5 Describe emotional intelligence.
4-6 Identify strategies for emotional regulation.
4-7 Apply concepts about emotions and moods to specific OB issues.
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This document discusses emotions and moods in organizational behavior. It defines emotions and moods, lists basic emotions, and discusses their sources and impact in the workplace. Emotions are intense feelings directed at something, while moods are less intense undirected feelings. Positive emotions include joy, while negative emotions include anger. Emotions and moods impact work performance and can be managed by strategies like humor, appreciation, and cultural awareness of emotional norms. Understanding emotions is important for explaining workplace behaviors.
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Robbins eob9 inst_ppt_07
This chapter discusses emotions and moods in organizational behavior. It defines emotions as intense feelings directed at someone or something, while moods are less intense feelings that often lack a contextual stimulus. The chapter covers the aspects and sources of emotions and moods, including personality, time of day, weather, stress, and sleep. It also discusses external constraints like organizational and cultural influences, as well as emotional labor. Emotional intelligence is defined as one's ability to manage emotional information. The chapter applies concepts of emotions and moods to areas like selection, decision making, creativity, and customer service.
Emotions and moods
Emotions are critical factor in employee behavior.
The “myth of rationality”
Emotions of any kind are disruptive to organizations.
Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.
Myth of rationality: emotions were the antithesis of rationality and should not be seen in the workplace
Effects Of Moods And Emotions | Myth Of Rationality | Emotional Labor | Sourc...
Emotional Dissonance - Felt emotions - Displayed Emotions
Surface acting - Deep Level Acting
Work event trigger positive and negative emotional reactions.employees respond to them with greater or lesser intensity according to their personalities and moods. Emotions influence performance and satisfaction variables.
Emotional episode-series of emotional experience
Current emotions influence job satisfaction
Moods and emotions fluctuate sodoes their effect on performance.
Emotion-driven behaviors are short in duration and of high variability.
Emotions typically have negative influence on job performance
emotionandmoods-191007041300.pptx
This document discusses emotions and moods, differentiating the two and identifying their sources and impacts. It defines emotions as brief responses to specific events often accompanied by facial expressions, while moods are longer-lasting general affective states. It describes affective events theory which links workplace experiences to emotional responses that influence attitudes and behaviors. The document also covers emotional intelligence, emotional labor, and strategies for emotion regulation. It applies concepts of emotions and moods to organizational behavior issues like selection, decision-making, creativity, and customer service.
Ch4 emotions & moods
The document discusses emotions and moods in organizational behavior. It defines emotions and moods, explores their sources and impact, and examines theories like affective events theory and emotional intelligence. Some key points are that emotions were originally ignored in OB due to a focus on rationality, positive moods are highest at the end of the week and in the middle of the day, and that understanding emotions can help managers predict behavior and improve job performance.
Emotions and Moods.pptx organisational behavior
This document defines key concepts related to emotions and moods such as affect, emotions, and moods. It explores the relationship between these concepts and discusses basic emotions, aspects of emotions like biology and functions, and the structure of moods. Additional sections cover sources of emotions and moods, external constraints on displaying emotions, emotional labor, affective events theory, emotional intelligence, applications of emotions and moods in organizational behavior, and concludes with taking questions.
Emotion and moods
Differentiate between emotions and moods
Identify the sources of emotions and moods
Show the impact emotional labor has on employees
Describe affective events theory
Describe emotional intelligence
Identify strategies for emotion regulation
Apply concepts about emotions and moods to spesific OB issues
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This document discusses emotions, attitudes, and their relationship to the workplace. It defines emotions as brief psychological episodes directed at objects or events that create a state of readiness. Attitudes are evaluations consisting of beliefs, feelings, and behavioral intentions. A model is presented showing how the perceived environment influences cognitive and emotional processes, which impact feelings, attitudes, and behaviors. The document also discusses concepts like emotional intelligence, job satisfaction, organizational commitment, psychological contracts, and how emotions can impact these workplace attitudes.
Emotions and Moods
This document defines key concepts related to emotions and moods in an organizational context. It discusses the relationship between affect, emotions, and moods, noting that emotions are brief and directed while moods are more diffuse. Basic emotions and aspects of emotions like biological factors are also covered. The document then examines sources of emotions and moods, constraints on expressing emotions in different cultures, and the concept of emotional labor. It introduces affective events theory and emotional intelligence, discussing applications of emotions and moods in areas like selection, decision making, and customer service. The document concludes by noting practical and ethical limits of emotions at work and their impact on performance.
Emotional intelligence
The document discusses emotional intelligence and its importance in organizational behavior. It defines emotions, moods, and different models of emotional intelligence. Emotional intelligence comprises self-awareness, self-regulation, motivation, empathy, and social skills. Developing emotional intelligence in the workplace is important for relationship management, decision-making, leadership, and customer service. A lack of emotional intelligence can negatively impact relationships, decisions, and career advancement.
8 emotions and moods
1. Emotions are an important factor in employee behavior that were originally ignored in organizational behavior research which focused solely on the effects of strong negative emotions.
2. Emotions are intense feelings directed at someone or something, while moods are less intense feelings that lack a contextual stimulus.
3. The biology of emotions originates in the brain's limbic system and emotions vary in intensity, frequency, duration, and functions which include motivating people and facilitating rational thinking.
Emotions
This document summarizes key concepts from Chapter 3 of an organizational behavior textbook, including:
1) The foundations of emotions and moods such as affects, emotions, moods, self-conscious emotions, and social emotions.
2) Organizational and cultural exemplars of emotions including emotional dissonance, emotional labor, deep acting, surface acting, and emotional intelligence.
3) The definition of attitudes as predispositions to respond positively or negatively, including their cognitive, affective, and behavioral components.
4) Job satisfaction and its relationship to performance, including the five facets of satisfaction and debates around whether satisfaction or performance drives the other.
Organizational emotions
The document discusses emotions in the workplace and their impact on employees and organizations. It notes that emotions can result in problems like personal issues between employees, bullying, difficulties with new employee integration, gender harassment, and stress. Management must be aware of peer pressures and groups that form in order to minimize complications and maximize efficiency. Emotions are an important factor influencing work performance and social dynamics.
BA 15 Chapter 9
This chapter discusses achieving emotional balance and controlling emotions. It covers factors that influence emotions like temperament and culture. It also addresses common emotional styles, dealing with anger, and strategies to improve emotional control including identifying emotional patterns and fine-tuning one's style. Workplace emotions and preventing violence are also examined. The chapter emphasizes developing emotional intelligence and balance.
Ch8
1. Emotions play an important role in organizations but were previously ignored in organizational behavior (OB) research, which focused only on the effects of strong negative emotions.
2. Emotions are intense feelings directed at someone or something, while moods are less intense feelings that lack a specific stimulus. Emotions have dimensions of intensity, frequency, duration, and originate in the brain's limbic system.
3. Sources of emotions and moods at work include personality, social activities, stress, sleep, exercise, age, gender, and the day of the week. Positive moods are highest at the end of the week while negative moods are highest at the beginning.
Emotion
This document discusses emotions and emotional intelligence. It defines emotion as a mode of experience that accompanies an instinctive act according to McDougall. Emotions are significant for motivation, decision making, conflict management, and leadership. Positive emotions can lead to organizational growth. Affect, mood, and emotion are closely intertwined. Moods last longer than emotions and are more general. Emotions are reactions to specific events and brief. Emotional intelligence involves self-awareness, social awareness, self-management, and relationship management abilities. Self-awareness includes knowing your emotions, strengths, weaknesses, and how you impact others.
Week4april2010
This document discusses personality and emotions. It defines personality and how it is influenced by both genetics and environment. Two common models for assessing personality are discussed: the Myers-Briggs Type Indicator and the Big Five personality traits. Emotions and moods are distinguished, with emotions being more intense and directed while moods are less intense and have less clear causes. Sources of emotions and moods include the day of the week, weather, stress levels, social activities, sleep, exercise, age, and gender. The document also discusses how moods can impact creativity and how managers can influence the mood of their employees.
Emotions and attitudes
The document discusses various aspects of emotions including:
1. Emotions are short-lived psychological and physiological states that are responses to experiences or events, whereas moods persist for longer periods.
2. Common emotions include fear, love, surprise, joy, anger, and sadness.
3. Emotions are experiences while attitudes involve judgments and intentions regarding people, objects or events.
4. Managing emotions for organizational purposes, known as emotional labor, can lead to emotional dissonance and burnout if emotions are faked for too long.
Organizational Behavior (Emotions and moods)
4-1 Differentiate between emotions and moods.
4-2 Identify the sources of emotions and moods.
4-3 Show the impact emotional labor has on employees.
4-4 Describe affective events theory.
4-5 Describe emotional intelligence.
4-6 Identify strategies for emotional regulation.
4-7 Apply concepts about emotions and moods to specific OB issues.
OB chap 4.pdf
This document discusses emotions and moods in organizational behavior. It defines emotions and moods, lists basic emotions, and discusses their sources and impact in the workplace. Emotions are intense feelings directed at something, while moods are less intense undirected feelings. Positive emotions include joy, while negative emotions include anger. Emotions and moods impact work performance and can be managed by strategies like humor, appreciation, and cultural awareness of emotional norms. Understanding emotions is important for explaining workplace behaviors.
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DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
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Spark is the widely used ETL tool for processing, indexing and ingesting data to serving stack for search. Milvus is the production-ready open-source vector database. In this talk we will show how to use Spark to process unstructured data to extract vector representations, and push the vectors to Milvus vector database for search serving.
Choosing The Best AWS Service For Your Website + API.pptx
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
Let's Integrate MuleSoft RPA, COMPOSER, APM with AWS IDP along with Slack
Discover the seamless integration of RPA (Robotic Process Automation), COMPOSER, and APM with AWS IDP enhanced with Slack notifications. Explore how these technologies converge to streamline workflows, optimize performance, and ensure secure access, all while leveraging the power of AWS IDP and real-time communication via Slack notifications.
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Boost your website's visibility with proven SEO techniques! Our latest blog dives into essential strategies to enhance your online presence, increase traffic, and rank higher on search engines. From keyword optimization to quality content creation, learn how to make your site stand out in the crowded digital landscape. Discover actionable tips and expert insights to elevate your SEO game.
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Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
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This talk will focus on how to collect data from a variety of sources, leveraging this data for RAG and other GenAI use cases, and finally charting your course to productionalization.
Programming Foundation Models with DSPy - Meetup Slides
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
June Patch Tuesday
Ivanti’s Patch Tuesday breakdown goes beyond patching your applications and brings you the intelligence and guidance needed to prioritize where to focus your attention first. Catch early analysis on our Ivanti blog, then join industry expert Chris Goettl for the Patch Tuesday Webinar Event. There we’ll do a deep dive into each of the bulletins and give guidance on the risks associated with the newly-identified vulnerabilities.
A Comprehensive Guide to DeFi Development Services in 2024
DeFi represents a paradigm shift in the financial industry. Instead of relying on traditional, centralized institutions like banks, DeFi leverages blockchain technology to create a decentralized network of financial services. This means that financial transactions can occur directly between parties, without intermediaries, using smart contracts on platforms like Ethereum.
In 2024, we are witnessing an explosion of new DeFi projects and protocols, each pushing the boundaries of what’s possible in finance.
In summary, DeFi in 2024 is not just a trend; it’s a revolution that democratizes finance, enhances security and transparency, and fosters continuous innovation. As we proceed through this presentation, we'll explore the various components and services of DeFi in detail, shedding light on how they are transforming the financial landscape.
At Intelisync, we specialize in providing comprehensive DeFi development services tailored to meet the unique needs of our clients. From smart contract development to dApp creation and security audits, we ensure that your DeFi project is built with innovation, security, and scalability in mind. Trust Intelisync to guide you through the intricate landscape of decentralized finance and unlock the full potential of blockchain technology.
Ready to take your DeFi project to the next level? Partner with Intelisync for expert DeFi development services today!
AWS Cloud Cost Optimization Presentation.pptx
This presentation provides valuable insights into effective cost-saving techniques on AWS. Learn how to optimize your AWS resources by rightsizing, increasing elasticity, picking the right storage class, and choosing the best pricing model. Additionally, discover essential governance mechanisms to ensure continuous cost efficiency. Whether you are new to AWS or an experienced user, this presentation provides clear and practical tips to help you reduce your cloud costs and get the most out of your budget.
5th LF Energy Power Grid Model Meet-up Slides
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
HCL Notes and Domino License Cost Reduction in the World of DLAU
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Dandelion Hashtable: beyond billion requests per second on a commodity server
This slide deck presents DLHT, a concurrent in-memory hashtable. Despite efforts to optimize hashtables, that go as far as sacrificing core functionality, state-of-the-art designs still incur multiple memory accesses per request and block request processing in three cases. First, most hashtables block while waiting for data to be retrieved from memory. Second, open-addressing designs, which represent the current state-of-the-art, either cannot free index slots on deletes or must block all requests to do so. Third, index resizes block every request until all objects are copied to the new index. Defying folklore wisdom, DLHT forgoes open-addressing and adopts a fully-featured and memory-aware closed-addressing design based on bounded cache-line-chaining. This design offers lock-free index operations and deletes that free slots instantly, (2) completes most requests with a single memory access, (3) utilizes software prefetching to hide memory latencies, and (4) employs a novel non-blocking and parallel resizing. In a commodity server and a memory-resident workload, DLHT surpasses 1.6B requests per second and provides 3.5x (12x) the throughput of the state-of-the-art closed-addressing (open-addressing) resizable hashtable on Gets (Deletes).
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Emotions and moods
- 1. Emotions & Moods Affect covers broad range of feeling that people experience. It encompasses both emotions and moods Emotions are intense feeling that people experience Moods: Feelings that tend to be less intense than emotions and often lack a contextual stimulus
- 2. Emotion Caused by specific event Brief in duration Accompanied by facial expression Action oriented in nature Mood Cause generally unclear Lasts longer. More general in nature Not indicated by facial expression Cognitive in nature
- 3. Some aspects of Emotion Biology of emotions Intensity Frequency and duration Irrationality and emotion Functions of emotion
- 4. Sources of Emotion & Moods Personality Day and Time Weather Stress Social activities Sleep Exercise Age Gender
- 5. External Constraints on Emotion Organizational influences Cultural influences Emotional Labour Felt V/s Displayed Emotion
- 6. Emotional Intelligence Def: Ability to direct and to manage emotional cues and information Five dimensions: Self awareness Self regulation Self motivation Empathy Social Skills
- 7. OB Application of Emotions/Moods Selection Decision making Creativity Motivation Leadership Interpersonal conflict Negotiations Customer service Job attitude Deviant work place behaviour