Contemporary Management Capabilities

This report provides recommendations on contemporary management capabilities and the importance of emotional intelligence in dealing with critical incidents in organizations. It discusses the assessment of situations using emotional intelligence and provides recommendations for the organization's board. The report emphasizes the need for self-awareness, self-management, social awareness, and social skills in effective management. The case study of sexual harassment allegations against the CEO is used to illustrate the application of emotional intelligence in decision-making. The report concludes with recommendations for evaluating the CEO's emotional intelligence and making a decision on recruitment or removal.

Running Head: Contemporary Management Capabilities
NAME:
MGT811: CONTEMPORARY MANAGEMENT
CAPABILITIES
EMOTIONAL INTELLIGENCE

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Contemporary Management Capabilities
Table of Contents
Introduction................................................................................................................................2
Assessing of situation using emotional intelligence..................................................................2
Recommendation........................................................................................................................4
Conclusion..................................................................................................................................5
References..................................................................................................................................7

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Introduction
In any organisation satisfaction and safety of employees needs to be on the top priority list.
Giving importance to the views, ideas and voice of the employees in an organisation have
received enough importance in recent days. The allegation of sexual harassment against the
previous COO, now the new CEO of the organisation has made a huge ripple in the
workplace. On the request of the Company board, keeping in mind the critical incident that
has come up, have made this report to be presented in urgent basis. The following report will
act as a recommendation to the company board, regarding the steps that they are to take in
order to ensure that the organisation retain its Goodwill in society. The report will be
providing a recommendation in alignment with emotional intelligence. It will act as a source
of fundamental knowledge regarding the aspect that a proper manager or chief executive
officer must have. The report will also act as a statement towards the requirement of
recruiting for replacing the chief executive officer. Proper leadership quality and theories
related to the management of the Organisation by supporting the organisational worker will
be covered in this report.
Assessing of situation using emotional intelligence
Emotional intelligence is a combination of two dimensions which includes intrapersonal
Intelligence and interpersonal intelligence (Gurbuz, Ergun & Teraman, 2016). In response to
interpersonal intelligence, one needs to be well equipped and intelligent in identifying the
feeling and thoughts of others and between others. Intrapersonal intelligence suggests that
one needs to be intelligent in identifying their own thoughts and feelings ensuring that they
are effective in dealing with management of critical situation related to their self-management
(Vohs & Baumeister, 2016).
The situation that has triggered quite a Buzz in the organisation needs to be understood with
better knowledge in the field of emotional intelligence. The introduction of emotional
intelligence in the current situation of the organisation would help the management and the
boards to evaluate the state of mind the CEO had and have. The emotional intelligence
represents the way an organisation must look forward in order to enable their success rate to a
new level. In a situation like sexual harassment, one must be clear of the opportunities and

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objectives that can be gained from the situation present (Ryan & Deci, 2017). For the current
scenario, proper understanding and interrelating of the self-awareness, self-management,
social awareness and social skills would prove beneficial.
Self Awareness: The state of identifying personal feelings and accurately defining those for
evaluating every sense of action is what self-awareness is all about (Sue, Sue, Neville &
Smith, 2019). Identifying and acknowledging every aspect of work related to one personal
feeling is called self-awareness. It is important because for achieving success at work one
needs to be clear of the necessities and luxuries. The opportunity that self-awareness bring is
the ability to understand any value with every sense of action that is needed to be taken
keeping in mind the capability present in oneself (Lancaster & Di Milia, 2015). Proper self-
awareness will always guide a litre or a manager in an organisation to believe in oneself and
to act for the greater good of the organisational worker. Response to the current situation of
sexual harassment a self our manager could not have done so and it must we check whether
the manager is at all self-aware of his requirement. It needs to be checked whether the CEO
can control his emotion related to the requirement and the competency level he possesses.
With proper self-awareness among oneself, he or she is easily able to welcome feedback and
analyse them for future development (Mittal & Dhar, 2015).
Self Management: The self-management state that the situation where one is able to
understand the feeling and emotion. Under self-management, a person is able to act according
to views and feelings. The objective of a manager when considering self-management is also
to ensure that the situation is made favourable. As per the view of McCauley-Smith,
Williams, Gillon & Braganza (2015), of self-management is important because it helps in
managing emotion and that result in doing better in life as well as in business organisation.
The importance of self-management does not only stay put in a point of making the people
control their action, but also helps in controlling their emotions to do better work from every
situation. When looking forward in this situation as mentioned in the case study, we get a
glimpse of the situation that such grave mistake can be done if a manager is not properly
coordinated with his emotions and interest. As per the objective of self-management, the
emotion and interest do not always get the better half of any person. When serving this case
study, the allegation regarding sexual harassment does not play out or does not come in a
simple line, when ignorance is shown by the CEO.

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Social Awareness: Social awareness considers the situation where a person is will be
acknowledged of every situation in the organisational workplace and have proper knowledge
of the concern, feeling and needs of the employees around him or her (Belt, 2017). The
ability to appropriately recognise and respond to the feeling and emotion of other colleagues
in an organisation also indicate the presence of social awareness within a leader or a manager.
The objective of social awareness includes service orientation, empathy and organisational
awareness (Megheirkouni, 2016). The presence of all three aspects as mentioned above
allows one to understand the need and requirement to be fulfilled. This is in order to maintain
his or her image as a socially aware person.
Empathy is nothing similar to just showing sympathy to colleagues in the organisation.
Empathy is doing something by understanding the requirement of others and supporting them
with sensitivity and compassion (Davis, 2018). The current case scenario as presented in the
case study seems to be lagging in showing the sense of empathy as the accused manager is
well ignorant being called a sexual harasser. The activity of just denying the fact being raised
regarding sexual harassment does prove that there is a very negligible response to social
development within the organisation by the chief executive officer.
Social Skills: The social skill may sometime be like influencing people’s emotion effectively
(Wronka-Pośpiech, 2016). However, the context of social skill is broader than just
influencing the people's thought, as it refers to the skills of understanding the context of voice
being presented by the peers. The situation that has come up includes the aspect of persuasion
and skills of influencing. The very objective of social skill under emotional intelligence is to
ensure that the skill is not used for manipulation but for the better utilisation of the
opportunity for the greater good. The allegation of sexual harassment also brings up the
concept of building bonds. Building bonds refer to social skill in a broader concept. The very
reason behind such allegation may have been due to the improper rapport with the colleagues.
Recommendation
A former COO, now CEO of a company when charged with allegations of sexual harassment
by former co-workers, should not be punished before considering and verifying certain facts.
There is certain emotional intelligence competencies that should be taken into account or

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verification based on which the person has acted, the situation he was in or any external or
internal factors that made him vulnerable to the situation.
The board managers need to observe the self awareness level of the so we should help them
to understand his ability for accurate self assessment it and code dimensional development
option. This should also lead towards the better understanding of his action that could have
brought forward the allegation on him.
Social awareness is an important factor and emotional intelligence competencies and it must
be evaluated in effective manner to understand the empathy level of the CEO on who the
allegation is charged. The organisational awareness and the service awareness from the CEO
need to be evaluated to understand the empathy and care toward his Organisational workers
and colleagues.
The ability of self-control and adaptability must with horror leave observe when the so to
understand his considerable action. The sense of transparency would prove beneficial in order
to understand action of the leader.
The above recommendation could certainly help in understanding the required factors that are
to be checked in order to decide whether to recruit or remove the present CEO.
Conclusion
From the above report, it can be justified the importance of emotional intelligence in the field
of organisational development is quite necessary. Every aspect of Intelligence related to
emotional factor must be well evaluated in order to ensure that harmony and coordination
prevail. The above case scenario of sexual harassment and allegation on the present chief
executive officer has been evaluated and critically analyse through the emotional intelligence
theory. Every evaluation of the recommendation seems to be well connected to the very fact
of making real decision on recruiting or removing CEO. Every required skills that have been

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discussed in the above report, is well in relation to the emotional intelligence that was
basically used for justifying the very situation of allegation of sexual harassment on the CEO.

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References
Belt, V. (2017). Capitalising on femininity: Gender and the utilisation of social skills in
telephone call centres. In Re-organising service work: Call centres in Germany and
Britain(pp. 137-159). Routledge. London
Davis, M. H. (2018). Empathy: A social psychological approach. Routledge. London
Gurbuz, G., Ergun, H. S., & Teraman, S. B. S. (2016). Mediating role of emotional self-
efficacy between emotional intelligence and creativity: empirical study on University
undergrads. The Business & Management Review, 7(3), 326.
Lancaster, S., & Di Milia, L. (2015). Developing a supportive learning environment in a
newly formed organisation. Journal of Workplace Learning, 27(6), 442-456.
McCauley-Smith, C., Williams, S. J., Gillon, A. C., & Braganza, A. (2015). Making sense of
leadership development: developing a community of education leaders. Studies in
Higher Education, 40(2), 311-328
Megheirkouni, M. (2016). Leadership development methods and activities: content, purposes,
and implementation. Journal of Management Development, 35(2), 237-260.
Mittal, S., & Dhar, R. L. (2015). Transformational leadership and employee creativity:
mediating role of creative self-efficacy and moderating role of knowledge
sharing. Management Decision, 53(5), 894-910.
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in
motivation, development, and wellness. Guilford Publications
Sue, D. W., Sue, D., Neville, H. A., & Smith, L. (2019). Counseling the culturally diverse:
Theory and practice. Wiley.

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Vohs, K. D., & Baumeister, R. F. (Eds.). (2016). Handbook of self-regulation: Research,
theory, and applications. Guilford Publications
Wronka-Pośpiech, M. (2016). The identification of skills and competencies for effective
management in social enterprises. A managerial perspective. Management, 20(1), 40-
57.