For our case, we shall use the SWOT analysis that to identify the strengths and weaknesses I have. Some of the most important emotional strengths I have include:
Most organizations require honesty in doing company operations since it builds confidence and trust in the team (Feldman, 2005). It is important that most people have this skill as it shows the strength of an organization.
Some of the weakness that I have include:
Passiveness should be avoided since it makes a simple problem become a huge predicament in the organization (Feldman, 2005).. A silent leader makes performance dull. I have to become more active.
Some of the stresses I experience in my working life include the following:
I tend to arrive at the workplace and this drive other members of my team crazy. At one time the team leader reprimanded me.
Sometimes we have to work for long durations and this stresses me since I do not have time to relax (Karsten, 2010).
This is also a huge problem, since those jobs with shorter time duration will often stress us and sometimes we do not achieve the deadlines set by our clients.
Sometimes it is hard to come up with the behaviors of other people in our organization which becomes a huge problem (Karsten, 2010). This is quite stressful to my work life.
Some people in our organization tend to play with people’s mind in the name of comedy, yet it is damaging their reputation.
Since at most times I am the one with a mistake I have to accept it and move on (Miller, 1991). Currently, I am working on how I can improve my relationships with the other workers. I have to be active in the group meetings and celebrations.
During my working time, I am occasionally faced by several issues that trigger my emotions very quickly.
Some of the common emotional triggers include the following:
The above trigger my emotions very quickly. I move away from unresponsive people to avoid such disappointments (Miller, 1991). I also take the initiative to ensure that there is improved performance. I always take myself responsible and accountable for the mistakes that occur.
First and foremost, managing of some emotions may be difficult and thus people have to be keen on how to manage some emotions. For instance, anger and frustration should be handled delicately or else things may steam up (Claudia, 2018). Workers should be called upon to discuss on their reactions and behaviors and not discuss the people they are frustrated to. Consulting and counselling should be appropriate in dealing with such situations. The management or the employee themselves must ensure that there are healthy relationships among the people in the organization.
Emotions are different especially with different cultures. Different cultures have different rules on how people should express their emotions (Claudia, 2018). Miscommunications in the organizations may lead to various problems and even loss of healthy relationships.
Leaders should be keen on observing, empathizing, interpreting and ask questions about the environment a person exists. This helps identify how those people express their emotions.
A good example of expressing emotions that may lead to tensions due to culture differences is smiling to a team member (Miller, 1991). In Islam, smiling is regarded as an emotional sexual gesture. A leader should be aware of these problems and even if possible address it. Another example is disgust from those people who have allergies to certain food products and thus create a totally different emotion tension. When interacting leaders should take into account this differences since culture tensions may make communication inefficient.
For continuous development in an organization, then self-reflection is key. For me, I am able to hold myself accountable for everything that happens and try to improve on them (Claudia, 2018). Through self-reflection, I am flexible to different environments and can work efficiently. I can easily adjust to any environment I face. Some of the principles I have to put to use that help improve emotional intelligence include the following:
Being able to identify my own reactions, will help improve my emotional intelligence so that I am not frustrated for the wrong reasons or happy during sad occasions.
This is the ability to keep your emotions in check by either taking a deep breathe, taking a stroll or conversing openly (Clarke, 2010). This helps improve my emotional intelligence.
Life is dynamic with adjustments every day. I have to be ready to adapt to the adjustments that may cause a disruption in my emotions (Clarke, 2010). Not getting that emotional attachment to events will be essential so that in case a problem occurs I can easily adapt.
Empathizing is being able to relate other people’s emotions and personally take their feeling as your own (Karsten, 2010). To me, this is not only a feeling but an emotion that helps us understand other people’s situations and listen carefully.
Conflicts occur now and then. It is my responsibility to know how I can effectively deal with them without disrupting my emotions. I always make sure that a resolution is achieved before I move away from a confliction since this keeps my emotions in touch.
How do you respond to the behavior of the store manager and how to model positive leadership traits?
The most appropriate and efficient method of responding to the behavior of the Store Manager will be to converse with her in a personal meeting. In the meeting, I will point out her mistakes that are making the organizations operations inefficient (Brackett, 2011). I will address on her negative comments and disrespectfulness towards other departmental managers. In the meeting, I will advise her to start using Motivational leadership skills while addressing other managers. This is a significant method that shows positively modelling the leadership behaviors (Claudia, 2018). Participative leadership skills are efficient in Motivational behaviors since managers are able to provide recommendations on how to improve the sales volume of the business (Miller, 1991). Participative leadership skills combined with motivation helps build a positive and conducive working environment.
Emotional intelligence principle that the store manager did not have
The store manager did not empathize the feelings of other people and this shows that she lacked empathy a very important principle in emotional intelligence (Karsten, 2010). She does not care about the feelings of other managers. Another principle that the store manager did not demonstrate is the ability to manage conflicts. She does not care how the conflict affecting people in the organization is dealt with. Thirdly, the store manager is not reflective on her actions, she does not even understand if her actions are sabotaging organizational operations (Brackett, 2011). Self-reflection is a very vital principle that should be looked at in emotional intelligence. Additionally, the store manager lacks self- control of her own emotions and goes throwing tantrums to other managers. Lastly, the store manager did not demonstrate relationship leadership skills. This is a principle that she put at par and started yelling to the managers.
How the store manager should have communicated
Although this was a critical situation that needed immediate addressing and finding solutions, the store manager should have communicated differently in that meeting and not let emotions take control of her (Miller, 1991). The declined sales volume was a problem facing the entire organization and not only the departments she was yelling at. The best and most appropriate way to address the situation was to kindly discuss with the managers and motivate them to work harder. She should have come up with better marketing strategies that would improve the sales volume. She should have provided better means to increase sales like providing incentives to the marketing officers (Caruso, 2016). In such a meeting, two-way communication should have been necessitated so that other managers could provide their views on how to deal with the situation at hand.
How the store manager’s behavior is connected to the store morale
The behavior of the store manager had a negative influence on the morale of the staff and other managers. Some of the managers are complaining while others want to cease their operations for the organization (Caruso, 2016). This shows that the manager created a negative attitude towards the organization and this will definitely lead to poor performance in the store department.
Due to different cultural values there might be some misinterpretations of a person’s behavior. Some of the misinterpretations are explained below:
Misinterpretation of cultures in organizations
For our case, this is an employee from a foreign country and thus we need to discuss this issue with the other concerned party who has misinterpreted the lifestyle of the employee in question (Brackett, 2011). This employee is new and does not understand her workmates routines and thus sits by herself. The concerned employee indicates that this new employee is unfriendly and arrogant, which is not true. Her behavior of not taking part in parties, cultures and going to movies indicate that probable she is from a different cultural background.
Raising awareness of team with regard to cultural expression and promoting efficient communication
The leader must actively participate in the communication process by incorporating other cultures into the communication system with no adjustment to the initial systems. This can be necessitated by promoting cultural programs so that other employees from the different cultures appreciate these new cultural programs (Miller, 1991). Promotion of this cultures creates understanding and definitely strengthens company relationships. Additionally, formation of cultural promotion seminars will help employees obtain information about their culture as well as other peoples.
Identification of employee feelings with regard to emotional intelligence principles
This employee seems effective but lacks some important principles of emotional intelligence. To adequately understand how he or she works, I will put myself into his or her condition and try relate how he or she undertakes operations (Giorgi, 2013). It seems that this employee does not demonstrate empathy, this explains why he or she is not ready to work efficiently with other team members. Though he demonstrates conflict management and self-awareness, he is not ready to adapt to the existing team work environment and thus does not active during team work (Miller, 1991). This shows that this employee does not have adaptability as a principal of emotional intelligence. In such a situation, I as an employee will have to set aside all my emotions and focus on the tasks at hand.
Evaluating of personality traits, communication techniques and learning techniques.
For better understanding of employee traits and behavior then it is essential that we study the different learning skills, communication techniques and the different personality traits (Caruso, 2016). Having knowledge of the three key elements will be significant in comprehending the behaviors of employees. Understanding of the learning techniques of individuals or a group of people will help understand how team play works. The learning styles are essential in understanding how people view team work. Different people have different characteristics and thus it is essential that we understand how this people behave.
How self- awareness satisfies team and personal needs
Self-awareness of feelings help understand our needs to achieve organizational performance. Some of the personal needs that enhance performance will include emotional needs, need to achieve better standards in performance and the team cohesiveness (Caruso, 2016). This help create performance for me. I as an individual will improve the working environment in the organization.
Happy leaders motivate other employees to work even harder. People with emotional effectiveness towards work have a positive impact towards work (Ackley, 2016). Additionally, people with emotional effective have a strong desire to achieve company objectives (Brackett, 2011). Most organization’s goals can be well achieved by those people who have a strong desire to achieve them. They usually set up to work hard and ensure the work is done properly.
To some extent, managers are overcome by emotions and have to make decisions on how deal with some problems (Claudia, 2018). This happens especially during crucial circumstances. The process of integrating emotions in making decisions will be more rational and always decisions made lead to better performances. In our case, to ensure effective and efficient operations then it is essential that we corporate this two efficiently.
The following are the stages in the process of decision making:
This will involve identify and selecting the needs or the complex situations in an organization (Brackett, 2011). Here the problem is identifying the performance goals.
In any organization, not only one problem is experienced but several problems occur. Generating other decisions will be very vital in improving performance.
Here we try to evaluate the consequences of the decisions chosen (Feldman, 2005). We look at how both will influence an organization.
This is the final stage in decision making where the best solution is selected from the ones above. For our case, the best and most viable solution will be to develop performance targets.
In any organization, ethics is a vital tool that must be addressed. Organizations must ensure that government rules and regulations are followed adequately (Feldman, 2005). All the policies must be followed by both the management and the employees. To satisfy the internal requirements in an organization then employees must follow the rules, regulations and policies set by the different departments (Grant, 2012). To satisfy the external environment then the rules, regulations and policies outside the organization must be followed. For example, government policies such as quotas and others must be followed.
In decision implementation, the management is required to consider the operations health service and the working health safety to ensure that employees are protected from any damage (Grant, 2012). The OHS and WHS will help in making guidelines on how standards in the organization should be. These will prevent damages to the employees and also ensure efficient and environmental friendly organization.
Ackley, D., 2016. Emotional intelligence: A practical review of models, measures, and applications.. Consulting Psychology Journal, 68(8), pp. 270-282.
Caruso, D. R., 2016. Special Issue on Emotional Intelligence. Business Perspective and Research, 4(1), pp. 14-22.
Clarke, N., 2010. Emotional intelligence and learning in teams. Journal of Workplace Learning, 22(3), pp. 127-130.
Claudia, F. &., 2018. Emotional Intelligence in the Workplace. Journal of Public Health Mnagement and Practice, 24(3), pp. 4-9.
Feldman, D. C., 2005. Executive Coaching: A Review and Agenda for Future Research. Journal of Management, 31(6), pp. 6-19.
Giorgi, G., 2013. Organizational emotional intelligence: development of a model. International Journal of Organizational Analysis, 21(1), pp. 5-11.
Grant, A. M., 2012. An integrated model of goal-focused coaching: An evidence-based framework for teaching and practice. International Coaching Psychology Review, 7(2), pp. 147-149.
Karsten, M., 2010. Professional Coaching as an Effective Strategy to Retaining Frontline Managers. Journal of Nursing Administration, 40(3), pp. 141-143.
Marc A. Brackett, S. E. R. &. P. S., 2011. Emotional Intelligence: Implications for Personal, Social, Academic, and Workplace Success, Yale: Yale University.
Susan Peterson Miller, C. H. &. A. W., 1991. A Method for Increasing Effective and Decreasing Ineffective Teacher Behaviors. Teacher Education and Special Education: The Journal of Teachers Education Division of the Council for Exceptional Children, 14(3), pp. 15-20.
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