Assessment: Emotional Intelligence in the Workplace

This is important because, this leads to understand the emotions of the others and act correctly avoiding any scope of conflict. This is important because, this leads to understand the emotions of the others and act correctly avoiding any scope of conflict. Emotional reasoning has been a cognitive process by which the persons conclude that his emotional reactions can prove something to be true without taking care of any observed evidences. This is due to the fact that people keep strong focus upon the reasoning while decision making.

Running head: ASSESSMENT
ASSESSMENT
Name of the student:
Name of the University:
Author Note:

1ASSESSMENT
Assessment 1: Written Questions
Question 1.
Emotional intelligence is the capability to identify one’s own emptions and that of the others1.
This leads to self-motivation and help in monitoring ad knowing how to monitor the emotions
and those of the persons around them.
Question 2.
Understanding emotional intelligence and its importance in the workplace is a necessity
as this helps employees to realise the factors affecting emotion and prevent immediate relation of
it. This is important because, this leads to understand the emotions of the others and act correctly
avoiding any scope of conflict.
Question 3.
Three personal stressors in the workplace are physical discomfort, interpersonal conflicts and
disorganisation.
Question 4.
Managers are set in such a position that remain in the focus of the employees and other
stakeholders. They keep watching each and every move, actions, and decisions and keep on
learning from their behaviours. Therefore the managers are to act according to the expiations of
their employees and maintain congruency between their words and actions.
1 Lee, Ye Hoon, and Packianathan Chelladurai. "Emotional intelligence, emotional labor, coach burnout, job satisfaction, and
turnover intention in sport leadership." European Sport Management Quarterly 18.4 (2018): 393-412.

2ASSESSMENT
Question 5.
I was given a constructive feedback from one of my colleagues about the gender biasness. I had a
bias regarding the ability of the female workers in the workplace. This was pointed out by one of
my colleagues and developing upon his feedback I have overcome that issue now.
Question 6.
There are various factors that contribute towards a healthy workplace. These are-
 Comfortable place
 Clean surroundings
 Organistion
 Great connection with the colleagues
 Minimum distraction
 Time away
 Work life balance2.
Question 7.
Emotions play an important role in the cross culture communication. The individualistic culture
impresses people to observe high arousal of emotions and they are valued. In the collective
culture like that of china, personal emotions are dominated by the team emotion.
Question 8.
2 Carson, Kerry D., Paula Phillips Carson, and Betty J. Birkenmeier. "Measuring emotional intelligence: Development and
validation of an instrument." Journal of Behavioral and applied Management 2.1 (2016): 810.

3ASSESSMENT
In working in the organistion I have come across different situations in which I have shown
emotional flexibility and adaptability in the workplace. I have controlled emotions at the tie of
conflicts and searched for alternative solutions to a critical problem. I have accepted surprise and
tremendous pressure of work and showed calm and confidence.
Question 9.
Emotional reasoning has been a cognitive process by which the persons conclude that his
emotional reactions can prove something to be true without taking care of any observed
evidences. Emotional reasoning amplifies effects of other cognitive distortions. Emotional
reasoning has close connection with the decision making process3. This is due to the fact that
people keep strong focus upon the reasoning while decision making. Emotional reasoning
prevents overreaction this reduce scope for conflicts.
Question 10.
Upward communication refers to the process of information flowing from the lower level
of hierarchy to the upper levels. This type of communication in the organisation is becoming
more popular because this is an effective way of reaching the employees by the managers. The
voice of the employee through the type of communication reaches more effectively to the
management level which gives scope for perfect handling of conflicts in the growund level.
Question 11.
3 Serrat, Olivier. "Understanding and developing emotional intelligence." Knowledge solutions. Springer, Singapore, 2017. 329-
339.

4ASSESSMENT
Making one realize the impact of his behaviour upon is essential because many people do
not comprehend others feelings. The reaction of one may affect negatively o the human
relationships. Making one understand to take a walk in someone else’s shoe can convince people
for controlling from reacting immediately and think before reacting.
Question 12.
Self-management is the process of taking responsibility for one’s own well-being and
behaviour. This is the process of developing mastery needed for self-control and controlling
one’s own actions like managing time, communication and work style. This process effectively
develop the capability of becoming more productive in the organization. Along with this,
resisting stress and problem solving skills get promoted that help the employees to be more
independence and motivated.
Question 13.
By helping others to build emotional intelligence can foster more productive relationships and
motivate to achieve better workplace results because not everyone can understand the
impoartance of emotional control or know their emotions4. Some of them do not feel that
understanding emotions of the others as well as the self are because for reducing conflicts and
prejudices. This when achieved in proper way, the threat for issues get mitigated.
Question 14.
Emotional wake is a particular situation when a person’s by reading, communicating or
doing anything suddenly feel the actual truth of the incident. This can be both positive and
4 Petrides, K. V., et al. "Developments in trait emotional intelligence research." Emotion Review 8.4 (2016): 335-341.

5ASSESSMENT
negative. It is the change of course at a sudden point of time from when the people start to
choose another path for thinking or doing anything. In the workplace, sudden emotional wake
can lead to negative reaction therefore controlling emotion becomes mandatory.
Question 15.
In a team framework utilising the strengths of the self along with the others are mandatory. This
is due to the fact it is not always possible to complete a task by oneself. In that case one needs to
depend upon the skills of the others to achieve the organisational goals.
Question 16.
Emotionally active people are capable to motivate others more effectively.
They understand the emotions of the others which develop a great relationship among the
employees and the management.
The emotionally active people are capable to develop a positive work culture through which the
employees feel engaged with their workplace.
Question 17.
Culturally diverse workplace has different types of people who have their own belief, values and
emotional understanding. This is the reason why the leaders need to keep an open mind without
any bias5. They need to have proper understanding of the cultural backgrounds with whom the
communication is taking place. They need to practice the process of active listening and maintain
nonverbal communication depending upon the people with whom they are communicating.
5 MacCann, Carolyn, et al. "Emotional intelligence predicts academic performance: A meta-analysis." Psychological
Bulletin 146.2 (2020): 150.

6ASSESSMENT
Question 18.
In building professional relationship emotional intelligence has been recognized to be a
valuable capability which helps to improve the communication process, management skills,
ability of problem-solving thus create a relationship build upon trust and dependence among the
employees within the workplace.
Assessment 2.
Emotional Intelligence Test has revealed that I have scored 6 in self-awareness, 8 in self-
management, 5 in social awareness and 5 in relationship management. These scores identify that
I have the capability having knowledge about my own emotion and I have good at handling. This
can enhance my capacity to develop myself as a leader. I have a low level of social awareness
which means I am not capable to realise the emotions of the others and have the weakness to
manage relationship very effectively.
2. In my life I have faced many issues in developing my ability to handle stress. For
instance, I faced the problem of job insecurity in my first job. This is due to the fat that the
company I was working with was suffering from low productivity. I was a new join there feet
that the company will go for lay off. In this case I first calm down myself without doing panic
then went to the HR manager and asked for detail situation.
In second instance, I felt the stress when the tasks were out of y expertise. I was trained in
HRM but I had to handle the finance operations for which I use to feel that will fail immediately
and this will affect the entire finance team in a negative way. I could not feel confident about my
work that caused tension in me.

7ASSESSMENT
Thirdly, I felt stress hen my co-workers left the company we were working with. We
were partners in job and communicated knowledge about the works that developed our skills
mutually. The situation when they were leaving the organisation I started to feel unconfident and
a tension to fail to meet the goals had been stressing me.
3. Two triggers of own personal emotional states at work leads either to my anger or fear.
Firstly, in one of my projects our team delayed in submitting the assessment. This triggered an
anger in me because one of the team members’ negligence had pushed us to do that. Secondly,
one of my female colleague came to me tang about sexual harassment that she had faced in the
workplace by another colleague of mine.
4. I can use awareness about the team management and employee rights in these cases. In
the first instance, I can enquire about the genuine cause of this negligence of the team members
so that this situation do not take in the future. Secondly, I will take the issue of sexual harassment
seriously and get informed at the policies of the company to get the accused punished for what
he has done.
5. The emotional behaviours of the leaders are followed by their subordinates. For example, they
accuse of ethical breach regarding flow of information to the third party can hamper the
reputation of the company. This is an instance of data breach that will create an anarchy within
the workplace. In that case, the reaction of the leader will be monitored and this will be reversed
in the employees. The leader if panics, this will lower the confidence of the employees. On the
contrary, if the leader takes time to react and keep the employees assured about the proper
investigation, they will not lose their confidence and the anarchic situation will not be created.

8ASSESSMENT
6. The impact of workplace behaviour I had shown in the situation when I was chairing a
meeting and two of subordinated started an argument and turn heated. I could have reacted
negatively and take a punitive measure against them but I did not rather I asked them to calm
down and shared their point of view to the entire team to solve the problem.
7. Action 1. I try to boss my colleagues
Action 2. I act stubborn to change
Action 3. I am hard to please because I am a perfectionist
The emotional intelligence principles allow me to strategize that I need to increase sail awareness
to reduce my dominating mentality. I will start to motivate the others to grow skills so that they
care for perfection. I will give time to the team members to understand one another and increase
personal communication more.
Assessment 3: case study
Scenario 1:
1. I think the best way was to ask the ground level employees for feedback on their issues
regarding poor performance. They might need some trainings which they cannot share.
2. Her social awareness level has to be increased as she is not intended to listen to the others.
3. She would have asked the managers to enquire about the issues and what they need to improve
the revenue of the store rather questioning their incapability.
4. The store manager’s behaviour has demotivated the mangers in a great way which is
demotivating the employees indirectly. The workplace stress have increased and managers are
pushing their team members immorally.

9ASSESSMENT
Scenario 2:
1.
Two interpretations about the new female employees from other cultural background include-
A. She is a prejudiced and stubborn woman who has need developing hatred about the other
employees of the team.
B. she might be leaving this job within few days as their team members are not from her own
culture.
2.
The employee needs to understand that emotional intelligence level are not same of all people in
team. The team members must acknowledge this and try to gel with her. They must be
overcoming their own prejudice and embrace this type of issues to find perfect solution.
3.
The team needs to arrange a pot luck with the members where all of them will bring their own
food signature of their cultural background.
Scenario 3:
1. I shall arrange a team meeting as well as the individual meeting. I will clam myself and
listen to them both personally as well as collectively. I will be increasing the social
awareness and get more understanding of the individual values and work styles.
2. The communication style marked by positivity and my learning style will help me in
understanding the emotions of the others I will find out why the people are asking to set
aside and what issues are pressing them to do so.

10ASSESSMENT
3. My emotional needs include the attainment of goals and create motivate team where the
members will have perfect bonding among themselves and thus ascribe the objectives.
The employee needs also aligns with me where a positive working culture will keep them
motivated to face any challenge.
Scenario 4:
1. The emotionally active people understanding the reasons of stress and they can handle
the pressures. They attain the business objectives and do not panic with any sudden
changes in the organistion.
2. The emotional connection with the decision making make people to take ethical steps to
attain goals. They think of the others’ emotions and align the task flow accordingly.
3. Setting performance strategies to the senior employees who do not need training can be
acceptable but delaying programs can increase stress among the new or junior employees.
They will not have proper resources to face this changes.
Assessment 4: practical demonstration
Part A:
Planning for promoting emotional intelligence among the leader and employees.
opportunities objectives who will
participate
when they will be
implemented
Training will be
given to meet the
skill gap.
Getting out of the
comfort zone.
Increased self-
management
Sales and market
team leaders
Within three months

11ASSESSMENT
Employees will
develop new skills
Provide frequent and
positive feedback.
Make suggestions
about the colleagues
and team leaders if
they are increasing
workplace stress.
Increase self-
awareness of the
employees as this
will enable them to
judge themselves
more effectively.
Find out workplace
stressors
All employees of all
departments
Every third Monday
of each month
Getting trainings
about cultural values
and emotions of the
team members
Increase social
awareness and
increased interest of
the diverse culture.
All employees of all
departments
Within three months
Help employees
maintain emotional
balance.
Empathising with
their professional as
well as personal
concerns
Encouraging the
employees to calm
Getting the angry or
demotivated
employees in a one to
one session.
Increased listening
skill
More problem
solving
Team leaders of
every team
Each week

12ASSESSMENT
down and increase
emotional control.
Engaging in walk in
their shoes activity.
Increased team
activity outside the
office
Encouraging
employees to be
accessible and
supporting to the new
comers.
Engaging in positive
confrontation both
collectively as well as
individually.
Lowering of conflicts
and increased
diversity
management.
The team members of
sales team
Within two months
Part B: Coaching emotional intelligence (in appendix)
Role play:
Manager: good morning Pat. Nice to meet you.
Pat: Good morning sir. Good to meet you too.
Manager: I hope you know why we have met.
Pat: yes sir. Due to my consistent under performance.

13ASSESSMENT
Manager: that is not the only reason you know? And we are not willing to make you the only
responsible person for this situation. This because we have found that this is only a recent
situation when you are changing yourself.
Pat: I am sorry sir.
Manager: we have undergone several enqury behind this under perfuming nature of yours. Here
we have found out situations created against you many time. We have explored your skills many
time and we do not have any issue to share questioning your responsible nature or for that matter
your capabilities. The management has full understanding how skilled you are regarding your
field of expertise. Now we have some questions to understand the situation.
Pat: yes sir. I do not have anything to share.
Manager: see Pat, I know I have been rude to you many times by not acknowledging your
contribution in the team development and the growth of revenue indirectly. Now I have
understood this is a contributing factor in your demotivation. However, I cannot just let it go
because you are a prised employee for our organistion. I am willing to listen to your voice and
your points of view so that this sudden change in you do not bother me or your other team
members.
Pat: sir, I have been feeling demotivated because the recognition need is not fulfilled. I have been
supporting the new employees in the team by detailing all the necessary tips I know. I have been
meeting the skill gaps from the part of all my team members. They used to see me as one their
team leaders informally. All of them used to come to me for any solving any problem. I similarly
helped them as much as possible.

14ASSESSMENT
Manager: what is the problem in this Pat? Why have you set yourself aloof from the crowd?
Pat: because I do not want to be a crowd. I have these capabilities that allow others to access me
and get the problems solved this clarifies my role in the team. Hence I need proper identity. I
have performed over expectations of yours but I have ever gained proper recognition until I set
myself aloof. Have any manager or team leader asked me what I need? I might have needed
more trainings, more knowledge and information to serve my role but you never came to me nor
asked me about it. I have utilised my own resources to get to know things and I have applied in
the achievement of my personal goal.
Manager: why did not you come to us any way?
Pat: Sir, with due respect, I want to point out that our organisation does not have any proper way
of collecting feedback from the employees. There is no mention or process of upward
communication. Therefore even if we employees want to share out points of view the upper
hierarchy it is not possible. Our voices rumble within the lower hierarchy and do not reach any of
you. Therefore we do have the clarity to reach you any way.
Manager: that is our mistake and I promise you this type of issue will be solved within three
months. Do you expect the company will be changing policies to acknowledge senior
employees?
Pat: yes of course I want that. I have been performing for years and achieved an identity for my
exceptional knowledge and problems solving capacity. I expect that the company will
acknowledge the expertise of the senior team members like me.
Manager: Where do you see yourself within two years?

15ASSESSMENT
Pat: I possess all the skills needed in sustaining in the team. I have the communication skill,
interpersonal skills, high emotional intelligence to understand the self as well as the personality
of the others. The team members of my tem see me to be an unconditional team leader. This is
the reason why I want to see myself as the team leader within next year and the manager of the
sales team within the two years.
Manager: I agree with out completely but you know Pat, there are some steps which we need to
follow for acknowledging the employee demands. As you are demanding indirectly, I can
understand the points you want to establish but you also need to understand the positions of ours.
You can clear up some of the misunderstandings between us.
Pat: I am willing to do that but you need to understand my position also. Many of the team
members especially the new joins are keeping on visiting me to ask about tasks. I have my
personal goals t achieve. Now I cannot always help me as this will hamper my targets to be
achieved.
Manager: alright. Now I understand why some of your junior team members are referring you to
be rude and disliking. I empathise with you and promise that I will tae initiative as early as
possible regarding this. Now tell me why do you think the genius employee like you will score
low in terms of performance?
Pat: sir, all that I have shared with you is affecting my motivation. As I am not getting what
exactly I want and how much I am feeling exploited in this workplace is creating barriers to
achieve my growth.

16ASSESSMENT
Manager: Are you undergoing any personal stress that is demotivating you to value your own
emotions?
Pat: thank you sir for your concern. However I am not undergoing any personal problem in my
home. I am only demotivated with my workplace.
Manager: as you have mentioned previously about the need of trainings in this workplace
scenario. Would you like to include trainings to meet the skill gaps of your team members?
Pat: this is also a factor that the management needs to focus more rather than pushing us for
meeting target. If the employes do not have proper knowledge but the operation of the firms and
thy do not know how they will meet the demands of the customers. How will they perform best?
I have been utilising my personal resources for this but now I will not. Why should I use own
invested knowledge to your company that does not recognise my hard work and efficiency.
Manager: Do you feel exploited by your organistion and not acknowledging your skills?
Pat: yes. To some extend I feel exploited by my team leader as he sends new members to me for
problem solving which is his responsibility. He keeps on demotivating me by accusing for not
achieve monthly target.
Manager: Can you help us to identify measure we need to take to convince you to regain your
motivation?
Pat: Sir, I have tried to restore myself many time. This is not the incident taking place for two to
three months but has been happening for more than eight months. You are feeling threatened
because this is hampering your revenue now but I have been handling this for months and
nothing can motivate me any way other than meeting all of my needs.

17ASSESSMENT
Manager: alright I have understood your issue compactly. Do you need time and resources to
come back like you were previously? Is not it?
Pat: firstly I need people to understand my emotions for which they need training, you need to
strategize to increase emotional intelligence of your employees otherwise these issues will keep
on growing and attrition rate will be growing sharply in the organistion.
Manager: Pat I want you to perform more efficiently that you have been performing in these
years. I am acknowledging my own fault of taking you granted and not acknowledging you in a
proper manner. Yu would have leave this company as you have all the capabilities and
knowledge about the operation of this company. But you have not. This clarifies that you have
proper engagement with this organisation and the management from now on will be taking this
very seriously. I as a high level manager promise you the issues that you have pointed out will be
solved within few months and you will get all the resources for performing better in the near
future. Are you happy now?
Pat: yes sir. I am happy about this meeting as you have listen property to me and understood my
point of view regarding this problem.
Manager: come to me for any assistance in future.
Pat: yes certainly sir.
GROW model:

18ASSESSMENT
Coaching
phase
Activities/questions
Introduction Summarise the reasons for the coaching session from your point of view:
● Pat is becoming demotivated himself
● His behaviour is creating negative impact upon the new
members in the team.
Ask Pat for input, to describe own perspective:
● Why do you think you are feeling demotivated
● What are your organization needs
Goal Ask questions to establish Pat’s understanding of performance expectations,
personal goals and aspirations:
● Do you expect the company will be changing policies to
acknowledge senior employees?
● Where do you see yourself within two years?
Reality Ask questions to establish understanding of:
● the real gap between Pat’s performance and
expectations/performance goals:
○ Why do you think the genius employee like you will score
low in terms of performance?
● potential obstacles to achievement, such as Pat’s EI skills and
personal/work situation:
○ Are you undergoing any personal stress that is
demotivating you to value your own emotions?
Options/
opportunities
Ask questions to help Pat generate options or opportunities to help achieve
goals and close performance gaps:
● Would you like to include trainings to meet the skill gaps of your
team members?
● Do you fee exploited by your organistion and not acknowledging
your skills?
Will Ask questions to establish Pat’s willingness to agree to concrete and time-

19ASSESSMENT
bound measures to improve performance:
● Can you help us to identify measure we need to take to
convince you to regain your motivation?
● Do you need time and resources to come back like you were
previously?

20ASSESSMENT
References:
Carson, Kerry D., Paula Phillips Carson, and Betty J. Birkenmeier. "Measuring emotional
intelligence: Development and validation of an instrument." Journal of Behavioral and applied
Management 2.1 (2016): 810.
Lee, Ye Hoon, and Packianathan Chelladurai. "Emotional intelligence, emotional labor, coach
burnout, job satisfaction, and turnover intention in sport leadership." European Sport
Management Quarterly 18.4 (2018): 393-412.
MacCann, Carolyn, et al. "Emotional intelligence predicts academic performance: A meta-
analysis." Psychological Bulletin 146.2 (2020): 150.
Petrides, K. V., et al. "Developments in trait emotional intelligence research." Emotion
Review 8.4 (2016): 335-341.
Serrat, Olivier. "Understanding and developing emotional intelligence." Knowledge solutions.
Springer, Singapore, 2017. 329-339.

21ASSESSMENT
Appndix: