How a Diverse American Workforce with High Emotional Intelligence Enables a Technology Paradigm Shift

This was my first academic conference. It was my pleasure to attend and learn from various scholars and researchers. 

 

To your success, 

Dr. Simone A. 

University of Phoenix
Dr. Simone D. Arnold
Presentation Date: 
Monday, April 13, 2020
Event or Conference: 
Fall Academic Conference
Presentation Type: 
Paper Presentation
Presentation Location: 
United States
Abstract: 
TITLE: How a diverse American workforce with high emotional intelligence enables a technology paradigm shift DESCRIPTION: Viable American organizations thrive despite constant organizational change fringed by internal and external market disruption. Sustainability in the high-tech sector demands high-performing diverse leaders at the helm. The diverse population of inventive minds possess high emotional intelligence and includes women and minorities who identify as White, Hispanic, Asian and Black. ABSTRACT: The proliferation of emotionally intelligent women and minorities in the American workforce misaligns with the current insufficiency in workplace diversity in senior roles at United States (U.S.) firms in the high-tech sector at a time when the American workforce is set to increase at a steady pace and high-tech employment is projected to grow 4% by 2024 (Wolf & Terrell, 2016). If leaders in the high-tech sector are seeking organic organizational growth, innovative products, meaningful and impactful solutions for end-users, then the gainful knowledge and application of emotional intelligence in women and minorities should be their top priority. In this presentation, I will focus on a theoretical framework, a quantitative method with a descriptive-comparative design, and a multivariate analysis of variance statistical procedure to test the emotional intelligence awareness scores in diverse leaders. Emotional intelligence will the predictor variable in the relationship with workplace diversity (i.e., gender, ethnicity, and race). Altogether, these factors endorse a sense of urgency for organizational leaders to explore contemporary approaches to advancing women and minorities in the modern technology sector. While bias, discrimination, among other prevalent issues remain the pipeline concerns encircling the underrepresentation of women and minorities in this field, I will present two original models that offer hope, real-world insights and a refined path to maintainable results and top performance.