Business Marketing

Being appointed as a business consultant, I have been assigned with the role of delivering a professional development program to the CEO of Walmart in United States according to the research done for emotional intelligence. It will also develop an incentive program based on the EI management approach required to promote effective communication, team working as well as create convenience for the managers to ensure successful business functioning and for the employees present in the bottom line too.

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Business marketing
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Table of Contents

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EI and motivation.......................................................................................................................3
EI and social skills and decision making...................................................................................3
Effective teams...........................................................................................................................4
Reward systems..........................................................................................................................4
References..................................................................................................................................5

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Being appointed as a business consultant, I have been assigned with the role of
delivering a professional development program to the CEO of Walmart in United States
according to the research done for emotional intelligence. It will also develop an incentive
program based on the EI management approach required to promote effective
communication, team working as well as create convenience for the managers to ensure
successful business functioning and for the employees present in the bottom line too
(Magnano, Craparo and Paolillo 2016).
EI and motivation
The emotional intelligence of an individual is based on the emotional skills and
competences possessed by an individual to create an impact on the human resource
management as well as improve the performances of employees too. The most important
blocks that shape the emotions and perceptions about own and others include leadership, self-
perception, self-awareness, self-actualisation and esteem. The emotional intelligence has
allowed the organisational memebrs to become aware of the vision and goals of Walmart,
furthermore understand their own image to facilitate leadership, which is critical to the
success of leadership management. Positive perceptions and behaviours are managed, which
influences the reinforcement of positivity and thus allow them to share their individual ideas
and opinions and become satisfied with the roles and responsibilities delegated to them as
well (Huggins et al. 2016). This could also keep them motivated and encouraged to perform
to their potential, furthermore ensure greater satisfaction among them too. The empathy
aspect has enabled individuals to communicate with others within the workplace while at the
same time, created social networks with the management of social skills and behaviours.
Considering the use of motivation theory, positive reinforcement is possible when the
management has aimed at developing competition among the staffs of the organisations and

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make them handle their responsibilities properly. Various rewards and incentives could be
provided for developing positive reinforcement, furthermore ensure performing to their
potential. Negative perceptions often hinder successful handling of organisational duties and
even fails to abide by the organizational law, policies and guidelines (Acha, Hargiss and
Howard 2013). For example, the poor morale and motivation level among the staffs further
contributed to the negative reinforcement and also made them feel stressed. Often negative
perceptions hindered the successful management of performance, though it should create a
learning opportunity for them to manage their own roles and responsibilities conveniently
too. This would also allow for resolving the issues and ensure influence on behaviours to
promote social wellbeing and satisfaction among employees too.
EI and social skills and decision making
The social skills include communication and interpersonal skills, leadership skills,
change management, influencing and collaborative working skills as well, which can not only
improve the emotional intelligence of people working at Walmart, but will also will promote
effective teamwork, collaboration and coordination at work. The emotional intelligence could
enable individuals understand themselves and regulate their behaviours and attitudes to
ensure working collaboratively and develop own skills and competences too (Schwarzer
2013). The leaders should play an important role in communicating the shared vision and
goals, furthermore held the employees of Walmart accountable. The interpersonal skills
should help in communicating with the other employees and establish rapport to create strong
networks and connections, which are needed for collaborative working too. With the
establishment of good team work, the performance of the team as well as the organisation
develops, which further helped in gaining opportunities, obtain ideas, opinions and
feedbacks. The sharing and exchange of ideas and opinions should also assist in better team

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work and ability of the management team to make decisions for the success of the business
(Fernández-Berrocal et al. 2014). With the formation of these skills, the emotional
intelligence should be promoted and the employees at Walmart would be able to manage
discussions among themselves, furthermore share their own opinions and ideas, as
considered, to promote creativity, innovation and openness at the workplace (Singh 2013).
Effective teams
The core attributes of an effective team are to manage good communication among
each other, prioritising on the goals and objectives to be achieved, contribute to the good
amount of share in terms of efforts put, ensure formation of a diverse workforce and finally
manage organised activities through support by effective leadership at Walmart, US. The
leadership is a major attribute that has promoted effective communication as well as ensured
providing helping hand and support to others when in need (Eubanks et al. 2016). The
management of diversity could also be essential for making individuals from different
backgrounds and cultures constitute the workforce and work together with a shared vision
and goal. This should also promote innovation, creativity and openness to make decisions
effectively as well. The leadership aspects are critical to guide the staffs in the right direction
and at the same time, praise them for their efforts and provide necessary rewards and
incentives for keeping them motivated all throughout. It could be beneficial for making
everything run according to the plan, furthermore ensure accomplishment of business goal
with the assigned time frame (Georgiadis 2014).
The development of team dynamics would increase the level of engagement of
employees and lift their morale to make decisions efficiently, furthermore improve own skills
as well as enhance the organisational performance largely. It is important to known the team
members properly and make sure to address the concerns of employees, which might arise

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due to poor leadership skills, lack of engagement and lower morale, etc. There should be a
strong focus for the team members to thrive and this could be possible with the management
of good leadership and by delegating tasks, roles and responsibilities properly to the
employees (Fallon et al. 2014). This could improve the corporate culture and improve the
communication process efficiency, furthermore contribute to the enhanced workforce
efficiency and creating convenience for the organisation to sustain within the competitive
business environment.
Reward systems
The rewards systems are managed to provide various benefits, which can be both
monetary and non-monetary rewards and benefits to the employees who have put their efforts
to bring organisational excellence. The reward systems often have influenced positive
behaviours and emotions among the employees as well as allowed them to get encouraged to
perform to their potential. The rewards and recognition programs at Walmart have also been
integrated into the corporate culture to ensure driving the employee performance and thus
resulting in happier employees and reduced rate of turnover of employees too (Samnani and
Singh 2014). It could also keep them productive and at the same time, engage more
employees towards shared decision making and thus should enhance the level of trust and
loyalty too.
The motivation system could be designed as an internal factor to praise the
performances of workers and facilitating greater autonomy, power and handling
responsibilities more fluently while the external factors could contribute to the value creation
as well as influence individual behaviours through bonuses, incentives, pay increase and
other perks. A major effective strategy could be the classical conditioning, where the
employees’ behaviours should be influenced through motivation and encouragement. It could

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be possible with the conducting of surveys and by monitoring their performances, which
could also engage them together and make them feel value to the organisation during the
management of effective decision making process (Njoroge and Yazdanifard 2014). It could
also favour the positive outlook of business by promoting good emotional intelligence at
Walmart. Thus, it could lead to better management of social skills, communication,
interpersonal skills and effective decision making capability for higher revenue generation
and increased competitiveness in too.
Therefore, it could be concluded that the reward systems should promote positive
perceptions among the employees, ensure management of personal behaviours and emotions,
furthermore influence own self and social behaviours too, required for the maintenance of
high level of emotional intelligence efficiently (Fallon et al. 2014).

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References
Acha, V., Hargiss, K.M. and Howard, C., 2013. The relationship between emotional
intelligence of a leader and employee motivation to job performance. International Journal
of Strategic Information Technology and Applications (IJSITA), 4(4), pp.80-103.
Eubanks, D.L., Palanski, M., Olabisi, J., Joinson, A. and Dove, J., 2016. Team dynamics in
virtual, partially distributed teams: Optimal role fulfillment. Computers in human
behavior, 61, pp.556-568.
Fallon, C.K., Panganiban, A.R., Wohleber, R., Matthews, G., Kustubayeva, A.M. and
Roberts, R., 2014. Emotional intelligence, cognitive ability and information search in tactical
decision-making. Personality and Individual Differences, 65, pp.24-29.
Fernández-Berrocal, P., Extremera, N., Lopes, P.N. and Ruiz-Aranda, D., 2014. When to
cooperate and when to compete: emotional intelligence in interpersonal decision-
making. Journal of Research in Personality, 49, pp.21-24.
Georgiadis, G., 2014. Projects and team dynamics. The Review of Economic Studies, 82(1),
pp.187-218.
Huggins, K.A., White, D.W. and Stahl, J., 2016. Antecedents to sales force job motivation
and performance: The critical role of emotional intelligence and affect-based trust in retailing
managers. International Journal of Sales, Retailing and Marketing, 5(1), pp.27-37.

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Magnano, P., Craparo, G. and Paolillo, A., 2016. Resilience and Emotional Intelligence:
which role in achievement motivation. International Journal of Psychological
Research, 9(1), pp.9-20.
Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on
employee motivation in a multigenerational workplace. Global Journal of Management And
Business Research.
Samnani, A.K. and Singh, P., 2014. Performance-enhancing compensation practices and
employee productivity: The role of workplace bullying. Human Resource Management
Review, 24(1), pp.5-16.
Schwarzer, R. ed., 2013. Self-related cognitions in anxiety and motivation. Psychology Press.
Singh, P., 2013. A collegial approach in understanding leadership as a social skill. The
International Business & Economics Research Journal (Online), 12(5), p.489.