Reflection on Emotional Intelligence in Management

This document is a reflection on emotional intelligence in management. It discusses the results of an online emotional intelligence test and explores the author's strengths and weaknesses in self-awareness, self-management, social awareness, and relationship management. The document also includes examples of how emotional triggers affect the author's performance and strategies to improve emotional intelligence. The document provides references for further reading.

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Running head- MANAGEMENT
Leadership and management
Name of the student
Name of the university
Author note

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Assessment task 1 (Reflection on emotional intelligence)
1. Emotional strengths and weakness through online emotional intelligence test
Fig 1- Results of the online emotional intelligence test
(Source- Created by the author)
According to the results, the quadrant of self-awareness attains the marks of 4, which
reflects that I have sound control over the expression of emotions. Typical evidence of this
lies in assessment of the impact created by the emotions on my professional performance in
the company, Max Lionel Realty. Measuring my performance through journey mapping is
beneficial for me in terms of the gaining an insight into the sources through which I can
polish my emotional intelligence. According to Goleman et al. (2013), accuracy in this
assessment is vital for evaluating the emotional capabilities and competencies for ensuring
that Max Lionel Realty fulfils the identified and specified goals and objectives. This relates to
the sphere of self-management\ self regulation, the score for which is 2, indicating the need
of much effort in self-evaluation. My score in social awareness is 5, indicating my familiarity
with the organization, Lionel Max Reality, its networks and the strategies adopted for
meeting the needs, demands and requirements of the clients and the customers. I got 4 marks
in the relationship management, which highlights my competencies towards visionary
leadership, influence and persuasion.
2. Once I was assigned a project, where I encountered difficulties in finding the materials.
This difficulty aggravated the complexities in supplying the project deliverables as the initial

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draft. As a result of this, I got scolding from my supervisor, which made me depressed. This
issue adversely affected my performance, for which the entire team had to suffer. I think that
the main cause for this type of performance was my lack of grasping the basic concepts. I
took training from the managers and trainers regarding the efficient means of conducting
keyword search, which improved the standards and quality of my performance. In this,
affirming with the assumptions of Serrat (2017), I considered the Schutte’s EI scale for
measuring the effectiveness, feasibility of my current skills, competencies and abilities.
One of the other instances, which I can relate is a group discussion, where there were
conflicts between me and one of the team members. This was due to the difference of
opinions regarding the topic on which we were to indulge in the discussion. I approached the
manager for gaining an insight into the ways of resolving the issues. He simply ignored my
problem, telling me to find the solution myself. Initially, I was surprised. Later, I thought that
he was right, as this would enhance my judgemental capabilities. For developing my abilities,
I considered
In one of the other case, one of the team members accused me of providing wrong
information on the research topic. He even went to the manager to complain about this petty
issue, which could have been solved internally. I told the manager that this is not the case. I
had provided adequate information to him, according to his requirements. The situation
became so complex that the entire blame came on me. The accusations compelled me to
encounter nervous breakdowns, adversely affecting my performance in the workplace.
Statutory bodies of law was involved in the case for investigating the situation through CCTV
cameras. In this, it was discovered that I had no fault. Confidence and faith helped me to
prove my capability.

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3. Cartwright and Solloway (2017) opine that emotional triggers brings significant changes
in the behavioural patterns of the individuals. In my case, I can point out dirty desks, which
gives negative vibes affecting my performance at the workplace. Congested workplace
environment stalls my productivity for which the entire team members have to suffer. Along
with this, I can highlight the aspect of breaking rules and regulations, which affects my
emotional response. For example, if the supervisor does not maintain eye contact with me
while assigning the tasks, I become nervous and feel that the task might be strenuous (refer
to appendix 1). Silently accepting the work, which I am being allocated can be one of the
ways for controlling the emotional triggers. This is in terms of averting the instances of
conflicts, which degrade the sanctity of the workplace of Max Lionel Realty. I think this
silence would not always be effective, as it would not let the managers know whether I am
facing any issues or not (refer to appendix 2).
4. I think school is one of the best places from where the children learn the effective ways
and means to control their behaviour. The way in which the others behave adversely affects
the mindset of the children. Getting the proper and adequate support from the teachers and
the parents help the children in shaping their behaviour in a proper manner (Thory 2016).
This is reflected when they apply the learnings in real life scenarios. In Max Lionel Realty,
we are expected to adhere to the terms and conditions of the Ethical Code of Conduct.
However, some of the employees deliberate intend to violate the rules. I can make mention of
an employee, David, who considers Steve as his role model. David does not report directly to
Steve, the manager, but is aware of the fact that he holds the top most authority in the
workplace.
During the meetings, Steve exposes an understanding approach to the queries and
concerns of the employees. We approach him whenever we are in doubts regarding the
execution of the operations. This is because of his confidence, abilities and competencies.

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Interactive nature between us reflects the stability, which is needed between the employees
and the managers. However, Cartwright and Solloway (2017) states that rationality in the
expression of the emotions enhances his personality, making him a People’s leader.
5. At the initial stage, I would conduct self-assessment tests for identifying the gaps, which
persist in my performance. These tests would help me to gain awareness about my current
competency level. As a result of this, I would gain familiarity with the areas in which I need
to modify my skills, competencies and abilities. My next step would be to undertake
competency based training, which would upgrade the parameters of cognitive, attitudinal and
performative dimensions in my performance. As per the arguments of Serrat (2017),
evaluation of the training options would be of assistance in terms of mapping the direction in
which I intend to shape my emotional intelligence. In this context, preparing PDPs would be
effective in terms of organizing the activities according to their priorities. This evaluation
would help me to reach to the appropriate means for upgrading my emotional intelligence,
with due consideration to the suggestions provided by the peers, relatives or team mates
(Goleman et al. 2013).

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References
Cartwright, A. and Solloway, A., 2017. Emotional Intelligence: Activities for developing you
and your business. Routledge.
Goleman, D., Boyatzis, R. and McKee, A., 2013, ‘Part 3’, Primal leadership: Unleashing the
power of emotional intelligence, 10th anniversary edition, Harvard Business Review Press,
Boston, Massachusetts, USA.
Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge
solutions (pp. 329-339). Springer, Singapore.
Thory, K., 2016. Developing meaningfulness at work through emotional intelligence
training. International Journal of Training and Development, 20(1), pp.58-77.

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Appendix 1
Emotional triggers
 Violation of the rules and regulations by others- spreads negative vibes in the
workplace, affecting my performance
 Dirty working environment- results in the achievement of negative outcomes, as
there are lots of issues pertaining to defective systems, inadequate resources among
others
 No eye contact from the managers- makes me feel that I am being allocated
strenuous tasks, indicating nervousness
Appendix 2
Trigger Response strategy
Violation of the rules and regulations by
others
Concentrating on the allocated duties and
responsibilities
Dirty work spaces Contact the facility manager
Absence of eye contact from the
managers while allocating the tasks
Approach the supervisors upon
encountering doubts in completing the tasks