Neuromanagement: Neuroscience for Organizations

186 Pages·2021·7.349 MB·English

by  Michela Balconi

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EUROMANAGEMENT

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MICHELA BALCONI
EDITOR
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CONTENTS

Introduction vii
Michela Balconi
Part I: Fundamentals 1
Chapter 1 Leaders’ Brains: How to Discover
and Improve Them 3
Michela Balconi
Chapter 2 Trusting and Rewarded Brains 25
Michela Balconi
Chapter 3 To Be or Not to Be Moral in Organizations? 41
Michela Balconi and Giulia Fronda
Chapter 4 Un-Stressed Mind: Neuroscientific Applications
for Stress Management at the Workplace 67
Michela Balconi and Laura Angioletti
Part II: The Applications 83
Chapter 5 Neuroassessment: Neurometrics
for Assessment in Organizations 85
Michela Balconi
vi Contents
Chapter 6 From the Evaluation of Executive Functions (EFs)
to Neuroempowerment for Organizations 97
Michela Balconi and Laura Angioletti
Chapter 7 Neurocognitive Enhancement in Organizations:
Challenges and Opportunities 111
Michela Balconi and Laura Angioletti
Chapter 8 Industry 4.0 and Automation:
The Contribution of Applied Neuroscience 133
Federico Cassioli, Davide Crivelli and
Michela Balconi
Chapter 9 Digital-Learning for Organization:
Insights from Cognitive Neuroscience 147
Davide Crivelli and Michela Balconi
About the Editor 163
Index 165
INTRODUCTION

Michela Balconi, PhD
International Research Center for Cognitive Applied Neuroscience
(IrcCAN), Catholic University of the Sacred Heart, Milan, Italy
Research Unit in Affective and Social Neuroscience,
Department of Psychology, Catholic University of the Sacred Heart,
Milan, Italy

Why a new discipline, such as that of neuromanagement? What added
value does neuroscience applied to management introduce?
An organizational neuroscience - i.e., neuromanagement - paradigm
would bring three essential benefits, which work in the backstage of this
Introduction.
First, neuromanagement would help extend existing theories.
Specifically, we observed that neuroscientific approach promises a new,
deeper level of analysis for “old” concepts of organizational workplace.
Consequently, neuroscientific investigations will add detail to our accounts
of human behavior, while further linking our field more closely to other
scientific disciplines. In so doing, organizational neuroscience will

 Corresponding Author’s E-mail: [email protected]
viii Michela Balconi
promote a new spirit of analysis and research. Second, neuromanagement
will encourage new research directions, by using specific and focused tools
able to discover heterogeneous components of our behavior. Third,
perspectives from neuromanagement could help scholars resolve existing
conceptual disagreements of conflicts. Issues that are difficult to
differentiate or resolve at one level of analysis may become more
distinctive at the level of neural processing.
As an example of the first type of benefit furnished by
neuromanagement is the issue of the social environment and its
relationship with the organizational skills, in order to explain how the
neuroscientific approach can “inform” the organizational theories. Indeed,
as a first milestone we can underline that organizational scientists
recognize the importance of the social setting. Phenomena such as work
climates, organizational cultures, and other aspects of the social setting
exert well-documented effects on employee attitudes and behaviors. In the
face of so much evidence, what room is left for biological incidence?
Indeed, some scholars have found the evidence for situational effects so
compelling that they have questioned whether any individual attribute - be
it biological or otherwise – can appreciably affect workplace behavior.
Neuromanagement proffers a unique perspective, suggesting that a
neuroscientific analysis complements rather than supplants a social
scientific one. Human beings are heavily influenced by their social setting
because of their biology. Seen from this point of view, there is no
contradiction between the coexistence of both social and biological
influences. Indeed, the latter helps to generate the former.
The volume deals with the theme of the applications of neuroscience to
organizational contexts and management, evaluating the current impact,
the potential for future developments, as well as the critical issues related
to neuroscientific paradigms and investigation techniques typical of the
neuroscience domain.
The first part of the book focuses on the “neuroscientific mindset” for
changing, considering, between the other, how leadership can be
discovered and empowered by a neuroscientific approach; the
neurophysiological components of trusting behavior in organization; the