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BUSN2022 - Emotional Intelligence - Case Study

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University of the People

   

The Australian Economy (BUSN2022)

   

Added on  2020-03-04

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BUSN2022 - In this case study, here we are discussing:- Emotional Intelligence which includes elements to manage and rebuild the relationship within the store. Lack of emotional competencies in handling stress and optimism. This case study also includes the importance of cultural diversity.

BUSN2022 - Emotional Intelligence - Case Study

   

University of the People

   

The Australian Economy (BUSN2022)

   Added on 2020-03-04

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Running head: EMOTIONAL INTELLIGENCE 1Emotional Intelligence Case StudyName of StudentName of Institution
BUSN2022 - Emotional Intelligence - Case Study_1
EMOTIONAL INTELLIGENCE 2Emotional Intelligence Case StudyQuestion 1 A- Using empathy as an element of emotional intelligence, I would try to manage and rebuild relationships within the store. I would listen to all the store employees in order to understand their views and concerns. Using skills of conflict resolution, I would discourage those considering leaving employment and reinforce organizational loyalty.The model leadership behavior should be modeled on doing the work of change using emotional intelligence. Goals will be broken down into steps which are achievable and feedback will be encouraged from the staff (Morton, 2012). Staff support will be enhanced in the store in order to assist the staff achieve their goals. Question 1 B- The Store Manager did not demonstrate elements of managing relationships and managing her emotions. Yelling to the store staff shows the lack of control overher emotions. She did not manage the departmental managers by telling them to improve revenuewithout giving meaningful leadership.Question 1 C- The Store Manager should have used the competence of managing relationships to deliver the annual report with care to all managers. Inclusive participation to chart the way forward should have been encouraged by the Manager. Individual expectations of employees should have been adjusted with protocol in order to plan ahead for the store.Question 1 D- The lack of emotional competencies of handling stress and optimism have worked to dampen the staff morale at the store (Geddes, 2017). Her inability to posture confidence and optimism for the future has reduced staff morale and this will consequently negatively affect performance.Question 2 A- One misinterpretation is that of differences in social values that is based oncultural diversity. Being foreign-born, her social values differ and may be misinterpreted as
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EMOTIONAL INTELLIGENCE 3aloofness. Customs of her culture may also differ since she has been raised conservatively and this may also be misinterpreted wrongly within her sales team.Question 2 B- Cultural expressions may be misinterpreted on the basis of cultural intelligence and its understanding (Jyoti & Kour, 2017). Building on emotional intelligence, different workers may have differences in dressing, religious affiliation, customs, social values and non-verbal behavior based on the culture from which they come from.Question 2 C- The team should engage in understanding their individual Core and Flex within the parameters of cultural awareness (Livermore, 2010). Knowing the things that cannot change easily (core) and things that they can change and adapt (flex) will assist in promoting effective communication and resolving misinterpretations.Question 3 A- Drawing on the element of managing my emotions, I would self-regulate my impulses not to negatively judge the staff in question. I would also be adaptable and flexible to respond to the needs of this employee and give latitude of freedom when undertaking team exercises (Livermore, 2011). I would also do a self-assessment to know my strengths and weaknesses as the facilitator of team building in order to shift to a new paradigm.On the element of managing other people’s emotions, I would focus on trying to understand the perspective of the employee concerning team building activities. The feedback ontheir opinion and feelings will help me get clues and signals about the employee. Using empathy,I can tailor new team building activities that he can participate in comfortably in the future.Question 3 B- Knowledge of learning styles, personality and communication styles help in understanding employee behavior. Personality preferences such as extraverted/introverted, intuition and thinking will affect their learning styles (Brady, 2013). Focus on communication
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