Social Reflection

Question: Identify three actions you will take to improve your own emotional intelligence on the basis of self-reflection or feedback from others. Reflect on emotional intelligence principles and strategies to justify your proposed actions. Answer: I have felt negative emotions in my workplace. I felt stressed when I was given five assignments to complete within a period of two days only. The work was huge and I was the sole person who was assigned this important work. I was afraid at first, but later managed to complete it on time. I kept my calm and divided the entire work into small segments. This made it easier for me to complete the task within a given deadline. In another instance, I made a mistake on a crucial project documentation (Montgomery et al. 2013). I was scared as it could land me in serious trouble. I corrected it quickly and utilized my presence of mind to improve the situation. I practiced deep breathing so that I wont lose my calm. I work in a senior managerial position. I was once severely criticized for a particular decision. I was confident about my decision, however, I felt negative emotions. I was frustrated and my self-confidence was hampered. I was patient and kept faith on my decisions. The decisions were accepted after a few months and I felt happy to have proved myself in my corporate life. Triggers of emotional state at work There have been two instances which caused my emotional trigger in my workplace. I become aggressive at times, when there were some triggers. This is because of the undue interference of an unauthorized person. I like to take responsibility for important jobs. The other persons try to impose their decisions on me and try to prove myself wrong. In such cases, I used to lose my temper. I have started to give least importance to such unauthorized persons and I am confident about my decisions. This is not only beneficial for my work, it is beneficial for the others too. The others are motivated to do their individual work and not to interfere with others work. There were situations when I was unable to make proper work life balances, which caused me stress and frustration. I realized this and tried to do better time management. I controlled these negative emotions and I was able to devote equal time to work and family, thus achieving a positive outcome in life. Instance of modelling workplace behaviour Modelling workplace behaviour is related demonstrate good behaviour for the employees so that they can follow that behaviour and bring good workplace environment (Goleman et al. 2013). As a manager of the organization, I can lose my emotional control, when the team performing under me failed to work according to the policies of the organization. In this situation, I may become angry with my team members. However, for modelling workplace behaviour, I will simply control my anger and identify the root causes for such behaviour and activity of the employees. As the role model of workplace behaviour, I will also try to understand the emotions of the team member for which they have become failed to follow the organizational policies in their job role. In this way, when I will be able to identify the root causes of the organizational issues, then it would be possible for me to get out of the negative emotional behaviour and reduce the anger (Zikmund et al. 2013). It will simply make me und erstand that negative emotions are just unjustified and unreasonable for resolving the issues. However, this is difficult process to analyse, reflect and retaining honesty for identifying the real causes behind the issues. If I become failed to control my emotions them I will never be able to control the emotion of the employee under my team for directing them towards organizational efficiency. Only through recognizing the real causes behind the issues, I will be able to better control the employees even in stressful situation. I will help me to take proper initiatives before the issue becomes destructive for the organization. Actions to improve emotional intelligence Self-control Self-control is the ability to desist from the extreme reaction in response to the emotions faced in the workplace. The self-control action defined as the ability to stop before taking any action influenced by strong negative emotion (Montgomery et al. 2013). In order to control my emotion, I would think before taking any action and would consider the best action that would be suitable for the current situation. It will improve my ability to identify what is virtuous and what is bad that will translate into my behaviour and actions. Adaptable Sometimes, it becomes difficult when things changes in the organization and accommodating with new environment. This action would be helpful in allowing the feeling to adopt the new changes within the workplace (Gross et al. 2013). In order to initiate this action, I would first understand the change that causes negative emotional response. When I would be able to identify, the reason behind my resistance towards the changes, then I would be able to better control my emotion in changing situation and address the feeling regarding the changes in the organization. Initiatives Individuals, who takes high level of initiatives in emotional intelligence, are more likely to develop themselves continually (Montgomery et al. 2013). In order to improve the emotional intelligence, I would not blame others or universe problems, rather I myself would take the responsibility of the current situation and make any necessary changes in that situation. Responding to Emotional Intelligence Describing the best way to respond with reference to positive leadership behavior As per the given scenario, the store manager has shows a disrespectful behavior to the department managers and therefore, it bring an unnecessary concern for job security. The way the store manager reacted to the department manager was rude and less impactful to the overall organizational performance. In this scenario, there are two approaches for responding to the store manager (Zikmund et al. 2013). The general manager can blame the store manager for creating such unhealthy situation, which may affect employee retention of the organization. On the other hand, this situation can be handled by communicating with the store manager separately (Barnes 2015). In this manner, it will be possible to understand her viewpoint in performing such activity. From this communication, the general manager will be able to identify the leadership approach of the store manager. Identifying the issues of her leadership approach will be the best suit process of addressing this issue (Gken et al. 2014). In this occasion, the general manager needs to give a written memo to the store manager by asking for a meeting within the store premises. In this meeting session, the general manager would propose for a training program, which will further furnish leadership style of the store manager. Improving leadership quality of the store manager will ensure low risk in future aspect. In the same situation given, it would have been better to understand the actual reason behind low organizational performance instead of shouting on the department managers. In order to handle this situation, a constructive leadership skill is highly required. The term positive leadership behavior refers to the behavior in which an individual can establish transparent communication with the followers (Barnes 2015). Therefore, communicating with the followers would have been the best leadership behavior for the given situation. In this manner, it would be possible to understand the actual issue behind the downfall in sales. Thereafter, improving that particular section would be easier for the store manager. In this given scenario, transformational leadership behavior would be the best suit approach. This leadership behavior helps to build healthy relation with the employees, which further helps in improving organizational performance. Describing principles of emotional intelligence Emotional intelligence refers to the ability of respecting others viewpoint in workplace. In case of this scenario, the store manager was not able to respect the department manager. According to principles of emotional intelligence, is to understand the level of different felling and reciprocate to them accordingly (Goodman et al. 2013). The post of department managers is a respectful position and these managers are responsible for motivating the employees. Therefore, it is highly important to helps these managers to reach the self-actualization level of Maslows model of hierarchy. However, the store manager did not demonstrate the principles of emotional intelligence and yelled on the department managers directly (Gross et al. 2013). Moreover, it is highly important to understand the level of dignity that a manager can have. Being a store manager, she should not show disrespectful approach to the department managers. In this manner, she failed to maintain the motivation level of the department manager. Appropriate process for the store manager The store manager would have been communicated with the department managers before taking any decision. In order to handle the given situation, the store manager needs to communicate with the department manager by showing appropriate gratitude. In this communication session, the store manager would focus on the motivation factors of the employees (Barnes 2015). In this manner, the actual reason behind low performance would be determined. The store manager should have respected the department managers while communicating. It would be better to identify the actual issues rather than blaming the managers directly. Therefore, it can be said that that proper leadership approach needed to be applied for motivating the department managers (Gken et al. 2014). In order to improve the sales volume, the store manager would have conducted meeting session with the department managers for understanding the current employee motivation issues. Thereafter, the store manager would have determined the current motivational tools used by the department managers. In this manner, the store manager could improve the motivational tools for enhancing the performance of the employees. Impact of store managers behavior on store performance As per the case study given, the store manager has misbehaved with the department manager for low performance of the store. Therefore, motivation level of the department managers and other managers has been affected negatively by this activity. Most of the managers are planning for changing job and perusing through a job security issue. Moreover, this activity has also affected moral of the employees negatively. As the managers are leaving job frequently, other employees are also perusing through a threat of job lose (Gross et al. 2013). After going through this scenario, it can be said that it motivation is the major factors that affected by the behavior of store manager. As the store manager has misbehaved with the managers, the managers are punning unrealistic pressure to the employees for achieving unrealistic objectives. Therefore, job satisfaction of the workforce also gets affected. Moreover, some of the employees are leaving job due to high working pressure. In this situation, employees are leaving job due to motivation issue and therefore, employee retention of the store if deteriorating frequently. Therefore, it can be said that cost of the store will increase because the department manager needs to recruit new employees. In order to recruit new workforce, it will be required to implement training process, which involves some investment. Moreover, the performance of the existing employees will deteriorate due to low motivation and job threat. Possible misinterpretations of expressions in diverse workforce The term workforce diversity refers to the environment where people from different cultural background work together. People from different cultural background have different point of view and perspectives. Similarly, the way of expression is also different for different cultural people. For example, people belongs from high socio-economic class may not able to communicate with the other people efficiently. However, the expressions of those people are not due to low respect or discrimination. Therefore, it is possible that a misinterpretation of expression occurs in diverse workforce. For instance, the new employee of Australian Hardware is a foreign-born and therefore, unable to communicate with the rest of the team members (Branch et al. 2013). However, the rest of the team members think that she might not like other employees, which is affecting the team work culture of the company. In case of a diverse workforce, it is possible that misinterpretation of expression occurs within the team members. For example, in Japan, people communicate in low volume and on the other hand, people in US speak a bit louder. The way of communication is different for different country. Therefore, it is possible that if a business personnel of US speaks to a business personnel of Japans without knowing cultural background of each other, then misinterpretation of communication will arise (Gross et al. 2013). However, proper training regarding cultural diversification can reduce the chance of misinterpretation of communication. Explaining how cultural expressions may be misinterpreted In order to handle the given situation, the manager should communicate with the employees regarding cultural mismatch within the organization. In the given case, the sales employees think that the new employee is less communicative and therefore, team-working environment of the organization gets affected negatively (Boyatzis et al. 2013). However, the fact is she belongs from another cultural background where people communicate in different manner. The manager should conduct meeting session with the sales team for identifying the actual issues that are occurring. Thereafter, the manager should train the employees by giving examples of such misinterpretation of expression. Moreover, the manager should explain the actual reason behind why the newly recruited employee is unable to communicate with the other employees. If the other employees of the sales team able to understand the expression of the newly recruited employee, then it will be possible to reduce negative impact of miscommun ication. Process of increasing awareness about cultural expression In order to increase awareness regarding cultural expression, the management of the company should provide efficient training to the employees. In this training session, the management should incorporate different communication process of different cultural groups including the style of expression. Apart from that, the management should monitor activities of individual employees for understanding how the training session affecting the current organizational environment. The management should promote importance of avoiding discrimination at workplace in order to reduce cultural misunderstandings. The most important factors would be the negotiation process of the managers, which helps to avoid misunderstanding within the workforce. Moreover, implementing nonverbal communication can help to avoid such situations because in nonverbal communication importance of expression is very less. The employees can communicate with each other without hurting sentiments. However, this communication p rocess also has different negative impact on workplace environment. Therefore, it is important to increase knowledge of the employees regarding cultural expression in order to improve organizational environment. Evaluating feeling of employees According to the given scenario, the employees are avoiding the training session, which has been proven as effective strategy. However, the employees believe in working individual, which hampers team-working environment of the organization. In this given situation, a manager can reach in two different manners. Firstly, the decision can be taken emotionally and secondly, the manager would seek for the actual reason behind this behavior (Zikmund et al. 2013). As per the principles of emotional intelligence, the major elements are relationship, leadership and communication. In this situation, the manager should consider leadership and communication as the key element for identifying the actual reason behind this kind of behavior (Branch et al. 2013). In this manner, the manager would be able to implement relevant strategy in which teal-working environment can be initiated. On the other hand, taking emotional decision will reduce organizational performance because those employees are per forming well. The manager should focus on the communication model in which the organization is communicating with the employees. After that, the manager needs to identify the issue of leadership, which tends the employees to work individually instead of working as a team. Conducting these two steps will help the manager to improve the identified issues by increasing communication (Gross et al. 2013). In order to identify the feeling of the employees, it is highly important to increase communication. The manager needs to build healthy relationship with the employees for understanding the emotional aspects of the employees. It is possible that the leadership approach of the manager is not effective for influencing the employees. Understanding employees In order to understand feelings of the workforce, it is highly important to understand communication style of every individual employee. Every individual has different process of learning and different approach of communication as well (Gross et al. 2013). It is the sole responsibility of the managers to understand learning style of the workforce for improving the training process mode effective. For instance, if the employees are not satisfied with the training method, then the impact of the training program will be low (Miller 2014). On the other hand, a weak communication model would influence misunderstanding, which is not at all good for development of an organization. When it comes to the personality types, every individual may have their own personality traits and therefore, evaluating personality trait of every employee is important in order to encourage teamwork. Personality traits of an individual show that whether a person is willing to work as a team of as an individual. Knowledge of different communication style will help a manager to understand the process of communicating with different cultural groups. Different people have different approach of communication and therefore, it is important to understand the cultural background of people (Zikmund et al. 2013). Apart from that, a manager should have knowledge regarding learning style of the workforce for building efficient training program. Describing the process of satisfying needs of manager and employees In case of diversified workforce, it is important to understand needs and requirements of the employees. In this manner, it is possible to implement relevant strategy for increasing job satisfaction (Boyatzis et al. 2013). Similarly, it is also important to fulfill certain needs and requirements of a manager. A manager is solely responsible to implement strategy in which both employees and managers can be satisfied. In order to share own feelings with the workforce, the managers should build efficient communication with the employees. In addition, the managers should build healthy relationship with the employees rather than making professional relationship. In this manner, the emotional attachment with the employees will increase (Miller 2014). The major aim of the managers is to increase team cohesiveness and therefore, the manager should increase awareness regarding importance of teamwork. Managers should allocate the responsibilities accordingly to the ability of the employees so that the employees can perform without facing any kind of external issues. Satisfying this need of employees will satisfy the needs of managers as well. On the other hand, it will also help the employees to achieve a broader organizational objective in an effective manner. Implementing team-working culture will bring a knowledge base working environment, where employees will be able to increase their professional knowledge (Harmon 2014). Therefore, it can be said that increasing communication with the workforce will satisfy both managers and employees needs and requirements. Relationship between emotionally effective people and the achievement of business objectives According to the given case study, the management has increased the sales target for the employees. Apart from that, the management has also delayed the training sessions for increasing organizational revenue for short-term basis (Zikmund et al. 2013). This decision of management has affected the employees emotionally. In order to achieve organizational objectives, it is highly important to maintain sustainable policies within an organization. Manipulating the organizational policies based on the external market environment affects employee motivation in an effective manner. Therefore, it can be said that the employees may feel threat of job security, which may affect employee performance negatively. People those are emotionally effective may face difficulties with new organizational policies. On the other hand, training and development is an important factor, which helps the employees to improve their performance (Gross et al. 2013). However, delaying the training sessions affects t he knowledge development of the employees negatively. In this manner, the employees fail to achieve their set of objectives as well as overall organizational objective. Describing emotional impact on decision-making Emotional decision-making is a process in which managers take decision based on ethical considerations. This kind of decision-making process has both negative and positive impact on organizational performance (Branch et al. 2013). In this given scenario, the managers have taken a decision without considering the emotional aspects. However, this emotional decision-making helps to build long-term vision, which helps to maintain business sustainability. In this scenario, the emotional decision-making would help the managers to maintain the sales target of the workforce for achieving long-term business objectives (Wambui et al. 2013). For instance, if the management thinks about employee retention, then it would be effective for maintaining healthy working environment (Branch et al. 2013). However, the management has increased the sales target and delayed the training schedule for gaining short-term benefits. This activity of the management affects employee satisfaction negatively, which can reduce overall organizational performance. Considering emotional impact of decision-making In case of emotional decision-making process, the management needs to set realistic objectives for the workforce. However, in this case, the management has increased the sales target, which is unrealistic. Therefore, it affects the employees satisfaction level negatively. in order to make organizational decision, it is important to consider the emotional aspects of employees. In this manner, the management of an organization will be able to improve employee satisfaction. On the other hand, reducing employee turnover will be possible in this manner. Moreover, setting realistic objectives is highly important for reducing emotional impact of organizational performance (Glendon et al. 2016). When it comes to delaying certain process, the organization needs to understand the importance and priority of every organizational process. In this case, the training process has been delayed, which has a negative impact of employee performance (Glendon et al. 2016). If employees are unable to under stand their job role, then it will be difficult for them to achieve their objectives as well. In other words, the management needs to consider the emotional grounds rather than just considering the organizational performance (Gross et al. 2013). Policies, procedures, or legislation for managing emotion in workplace There are several policies implemented by government for managing emotion in workplace. According to employee health and safety policy, an organization should take proper measure for protecting the workforce from unnecessary threat. The workload should be limited, in which an employee can maintain work-life balance. In the given scenario, the management has increased the sales target, which is not achievable (Wambui et al. 2013). Therefore, this change in policy will affect wellbeing of the employees in an effective manner. On the other hand, delaying the training and development process will affect learning and development of the employees negatively (Stone 2013). In such working environment, employees will be unable to enhance their knowledge, which will create barrier in achieving their objectives (Branch et al. 2013). An organization should have certain policy for avoiding discrimination within organization. In this manner, the organization will be able to manage emotion in the w orkplace in an effective manner. Describing relation between OHS/WHS legislation and business decision The legislation of Work Health and Safety suggest than an organization should maintain certain measures in order to maintain health and safety of the workforce. For example, the management of an organization should provide proper training to the employees in order to empower knowledge (Wilson 2015). In this manner, employees will be well aware about their responsibility. On the other hand, if an organization does not have such training program, then employees will tend to leave the job, which actually bring a threat of job loss. Therefore, it can be said that managers needs to consider these policies while making organizational decision (Robinson and Francis 2014). In order to make organizational decision, managers consider these legislations in order to avoid unnecessary risks. Asking Pat to describe his of owns performance, personal situation and other aspects of job. Pat is an experienced employee of Australian Hardware Company. Due to decrease in his performance recently, a coaching session was conducted with Pat. He was asked to describe his experience of working with the company. Pat was also asked to share his personal experience of his working years in the coaching class. According to the answers provided by Pat, he shared his key to be the successful employee by having an effective time management strategy and performing the given work with definite skills (Gken et al. 2014). Pat was also asked to share his experience of various situations he had faced in his career with the hardware company. The situations can be good or bad, tricky or time consuming (Zeidner et al. 2014). Pat said that he had various god moments in the company. However, some recent events had deteriorated his performance in the company. Pat said that there was a recent change in the work environment, which affected his performance in work. He also said that there are few employees who had joined recently are spoiling the work environment in various ways. He said that the work environment was suitable for him prior to the joining of the new employees. Their team members used to help one another and used to be the pillar of support for everyone (Druskat et al. 2013). The new members had divided their team and this had created difference in mentality of the team members. Pat also said that the company had stopped providing them with the basic needs. The internet connections of the company do not function properly every day (Zeidner et al. 2014). He and his team members could not start their work on time there by causing problem to meet their deadlines. Pat also said that the restroom of the company had been recently converted into meeting room, thereby debarring the employees from their basic needs of restroom. The int ernet issue forces the employees to do overtime and they cannot reach their home on time. This had resulted in employees dissatisfaction and they do not want to perform efficiently for their company (Snowden et al. 2015). Pat was asked whether any personal situation had affected his performance or not. According to Pats reply, it was found that Pat had a family issue, which had affected his performance (Goleman et al. 2013). He also said that the family issue had affected his health, which had also caused deterioration in his performance of work. Pat also said, I am facing various obstructions form the peers, especially the new ones. They are objecting to various methods of work and they want to do the work in their own way. The new employees protests to every objection they face and sometimes they turn violent. This had resulted in unhealthy work environment, difference in mentality of the team members, unwillingness to work in the hardware company and thus, the performance of the team is deteriorating with time. Pats awareness of emotional intelligence weaknesses and strengths According to the answers given by Pat, it was found that Pat had a high level of emotional strength at his work place. However, he possesses an emotional weakness for his family. This had mainly affected his work performance. His emotional intelligence strength at workplace had been seen by handling the tricky situations created by his colleagues. The new comers of the company were found to be disturbing the work place environment of the company. Pat had handled them in the recent times, though it had affected his performance. Had Pat was not emotionally strong, he could not have handled these new employees and their demands intelligently. Pat had also said that high level of emotional strength gave me a positive disposition in life. This had influenced him to take positive and effective decisions regarding every situation in workplace. This had also helped me to maintain work life balance (Goleman et al. 2013). Emotional intelligence is an important criterion as this helps to unders tand oneself and identify his strength, weakness, level of confidence and self-realization. Pat had said that his awareness regarding strength of emotional intelligence includes self-realization helped him to be successful in every spheres of life. He had turned out to be a successful leader due to the high level of emotional intelligence and he identified the true meaning of life. This had helped Pat to solve every situation effectively and handle the work pressure effectively (Ciarrochi and Mayer 2013). Thus, according to Pat, emotional intelligence is important to be an efficient employee of the company by being a committed and goal driven employee of the company. Pats awareness of shortcoming of performances and the influence of emotional self- awareness and empathy on the personal obstacles of success with the goal of Patusing GROW model GROW model involves the method of setting goals and solving problems. In the GROW model, the Goal is defined as the end position where the employee wants to see himself. R stands for Reality that defines the current position of the employee and his distance away from the goal (Druskat et al. 2013). O stands for Obstacles and Options, which arise in every situation of achieving the goals. Once the obstacles had been identified, the employee needs to find alternative options to solve the problems. W stands for Way Forward, which describes the conversions of the options into actual steps in order to achieve the goal. It was seen recently that Pat had lost focus on his work. Earlier he used to help his employees to reach their goals, provide them with solutions to problems and used to inspire them with positive attitudes (Ciarrochi and Mayer 2013). Pat was the star employee of the company and the employees of the company looked upon him as a role model. The shortcomings of Pats performance include deterioration in Pats performance. He cannot concentrate completely on his work and this had affected his tem members as well. Pat could not guide his team members properly to successfully complete their work. Pat could not advice his team members now a days. This is because the new members of his team do not intend to listen to him and they have a rebellious nature. The non-availability of his advices to his team members and this had dragged down the performance of the team (Dong et al. 2014). Emotional self-awareness helps to identify the strength and weakness of oneself. It also helps to identify the level of self-confidence and attain self-realization (Ealias and George 2012). This helps to attain success and at workplace and solve all the challenges efficiently. Empathy on the personal obstacles leads to discussion of the problems and sharing of feelings of one another (Zeidner et al. 2014). Pat had suffered the shortcoming of personal obstructions and his personal obstruction had lead to downfall in his work place. Another shortcoming of Pat is that he does not possess the concept of empathy. He does not share his personal obstacles with his colleagues and he do not discuss the work place problems with others. He keeps every problem to himself and tries to solve it of his own (Kilic et al. 2013). This had resulted in overstress for Pat and sometimes he cannot cope up with this stress. Thus, his work was getting affected and he could not guide his team members properly for efficient work. Another shortcoming of Pat is that he could not be friendly with the new members of his team and they tend to disrespect him by not following his instructions (Murphy 2014). They have new approach to the work and Pat is not comfortable with this new approach. Thus, Pat could not cope up with the new members. Pats options for reaching personal, professional and team goals Pat was said to be a efficient employee of the company and a star performer in the company. The other employees looked upon him as a role model and he would influence them to attain their goals (Snowden et al. 2015). But, Pats recent downfall in workplace had resulted in the poor performance of his team as well. According to Pat, he suggested that the new members should be trained properly before joining his team (Karimi et al. 2014). He also suggested that the new team members should be given prior information regarding the workplace environment and how do the teamwork goes on in the Australian hardware company (Hallum 2013). Pat had also said that special counseling should be given to the team members so that the team can get back the unity and the team members could work united. Pat said that he needs some time to get over his personal crisis (Karimi et al. 2014). Once he gets over his personal crisis, he can get back to his work and help his team members to build a better team (Gken et al. 2014). Pat said that the Australian hardware company must improve the internet facilities provided to the workers so that they can work efficiently during their work hours. He has also suggested the option of upgrading the internet work system of the company. This would help the team members and him to complete their work during the office hours and have a work life balance. Pat also gave the option of improving the infrastructure of the company and provide their employees with the basic needs like restroom .This would also lead to lessen the agitation among the new employees and they would follow Pats instruction. Commitment from Pat to improve team performance and build a better team climate Pat had said in his coaching class that he would try to focus on his work more and would try to keep his personal and professional life different. However, his personal problems are so critical, that he could not forget his personal problems immediately on reaching his workplace. He had also said that he would try to control his new team members in some different way and would try to understand their point of view towards the work. Pat had promised to be more patient towards his employees and make them understand the positive side of an effective teamwork. He had ensured to build a better team in next one month. Pat had committed to help the employees of the company to build a strong team and improve the team climate. He had also committed to share his own experiences with the employees of the company and tell them about the situations and outcomes he had faced throughout his career. Pat had committed to inform the issues of poor internet connection and lack of basic needs of the employees of the company to the higher authorities. This might help in solving the issues of improper work situation and he could help his employees to have a better work life balance. This would indirectly help him to improve his work at the company as well as build an effective team. References Barnes, C.A., 2015.The influence of emotional intelligence on the leadership of effective principals in high performing Title I secondary schools. LAMAR UNIVERSITY-BEAUMONT. Boyatzis, R.E., Smith, M.L., Van Oosten, E. and Woolford, L., 2013. 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