Emotional State Relating to Workplace-Free-Samples for Students

Questions: 1. Explain how you, as a manager, are able to use your Emotional Intelligence to minimise the impact of your own emotions on others in the Workplace. 2. Describe a situation in which you have used you Emotional Intelligence. 3. Explain how you have promoted the Development of Emotional Intelligence in others in the Workplace including how you have: 4. Why is it Important to strive for a positive Emotional Climate in the Workplace and what have you done to encourage it?5. Which of the Workplace outcomes have been achieved by developing the Emotional Intelligence of your Workforce? Answers: 1.Strengths and weakness As a manager, ones emotional strength shall be his ability to keep patience in adverse situation and try to bring out the best in himself and his team through constant motivation and positivity. The managers weakness can be his inability to keep calm in situation where the team is not being able to achieve targets and get all bizarre at such times. Personal Stressor and Emotional state relating to Workplace Some of the personal stressor experienced by a manager can be role conflict between two managers, lack of interpersonal relationship at work and bad management practices which affects the working of the manager. Due to these stressors, the manager may feel confused, dissatisfied, unappreciated and face lack of clarity in his job (Beehr 2014). Emotional triggers The emotional trigger relating to the role conflict shall be the feeling of competition, confusion relating to who needs to be reported and withdrawal from the job as there is lack of clarity. In case of lack of interpersonal skills bad management, it can be frustration, anger, lack of motivation and boredom. Workplace behaviours Despite of the various stressors triggering the mentioned emotions, the manager shall remain calm and composed at the workplace. The manager needs to motivate this team and be positive at all the times so that his team can perform better. His behaviour shall showcase his positive attitude towards the company and its management. He shall coordinate well with every concerned employee and maintain harmony in the business environment. Emotional intelligence development In order to develop the emotional intelligence, one needs to first of all identify his emotional stressors and what are the emotions triggered because of such stressors. This can be done through continuous observation of ones behaviour. Accordingly one shall strive to control negative emotions (Goleman, Boyatzis and McKee 2013). 2.Response by assessing emotional cues In one of the team meetings, the member could not concentrate on the proceedings of the meeting and when asked the reason for the lack of attention, he simply didnt say anything and apologized for his behaviour guiltily. Identifying the state of his mind, he was not disturbed throughout the meeting and was counselled post meeting in a private conversation. Response by recognising varying cultural emotional cues While discussing the implementation of certain plans in Asian countries, one of the employees has a certain style of smile on his face. Understanding his beliefs for the particular country and thus in acceptance of plan, the employee was asked to suggest what more appropriate plan according to him was and discussion was carried out accordingly. Flexibility and adaptability In the given situation, where the member did not like the plan, the manager was being flexible enough to bring in change in plan as per the thoughts and beliefs of another employee. He was also being adaptable to new opinions which might have been different from his about a particular country. Taking others emotions into account While there was a challenge ahead in the coming week of meeting the sales target, the manager had to grant half day leave to all his employees for the month of Ramadan. The majority of his employees were Muslims who followed the Islamic rituals and fasted the entire day. 3.Emotional intelligence development in others In order to help others develop emotional intelligence, an activity was conducted where in each individual could act and analyse his behaviour to understand and develop personal emotional intelligence. Each employee was given various stimuli that would trigger their emotions. Every employees reactions were recorded for them to analyse it on later stage. Further, each one of them was treated the way they had treated the stimuli during the activity. Given the taste of their own medicine, the employees did feel disheartened, angry, confused etc. Further, personal counselling was conducted for each employee where they were shown their own videos and counselled about the outcomes of their behaviour on other. This helped them introspect their emotions and behaviours in their respective stressors. The employees were further guided to manage their emotions in the workplace as well as in personal life. The exercise was again repeated with same stimuli and the employees were to exercise emotio nal control this time in order to develop and achieve emotional intelligence and to create positive work environment. In second set of activities, the employees were to develop a model individually with limited resources and another more difficult model with same limited resources allotted to each individual. The learning outcome of this activity helps them to understand the importance of team work and positive relationships. 4.Emotions are contagious. Emotions of one employee can affect the emotions of all the other employees who come in touch with one another. The flu of positive as well as negative emotions can spread without even people realizing it. Negative emotions have adverse effect on the employees productivity. So it becomes essential for manager to ensure there is flow of positive energy and emotions in workplace (Ashkanasy and Dorris 2017). To do so, the manager needs to keep check on his behaviour and avoid being source of the negative flu. The work environment shall also be easy going, flexible, colourful, friendly and livelier to ensure positive emotional climate (Cabrera 2012). 5.Various workplace outcomes were achieved through development of the emotional intelligence in the organization. Employees will be able to control their emotions and behaviour by creating emotional self awareness and knowing how it impacts others one can use to in better way to get better results (Devonish 2016). By getting emotional awareness of others the employees can build better interpersonal relationships and create team cohesions to generate better combined efforts and achieve good results. It is very important for employees to attain the skill of empathy to work efficiently and effectively. By managing their emotions better, the employees can drive their motivations according to their own will and be more satisfied with the job and be able to cope with high demands (Farh, Seo and Tesluk 2012). References Ashkanasy, N. and Dorris, A., 2017. Emotions in the Workplace. Annual Review of Organizational Psychology and Organizational Behavior, 4(1), pp.67-90. Beehr, T., 2014. Psychological stress in the workplace. 2nd ed. New York: Routledge. Cabrera, E., 2012. The Six Essentials of Workplace Positivity. People Strategy Vol 35, (1), pp.51-57. Devonish, D., 2016. Emotional intelligence and job performance: the role of psychological well-being. International Journal of Workplace Health Management, 9(4), pp.428-442. Farh, C., Seo, M. and Tesluk, P., 2012. Emotional intelligence, teamwork effectiveness, and job performance: The moderating role of job context. Journal of Applied Psychology, 97(4), pp.890-900. Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership. 1st ed. Boston: Harvard Business Review Press.