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Emotional Intelligence, Cultural Intelligence and Diversity

   

Added on  2019-09-30

21 Pages1705 Words299 Views
EMOTIONAL INTELLIGENCE,CULTURAL INTELLIGENCE ANDDIVERSITY

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY..................................................................................................................................1Part 1 critically comparing my own result with the viewpoint of my friends about myself.......1Part 2: analyzing own strengths and weaknesses........................................................................2Part 3: Reflecting on own competencies which I would like to develop.....................................2CONCLUSION................................................................................................................................3REFERENCES................................................................................................................................4

INTRODUCTIONTo analyze one and their emotions a type of intelligence is used namely emotionalintelligence (Davies et al, 1998). To make this report, I used my own evaluation to make theintelligence test (Goleman, 1995). The analysis is done by awarding scores. Based on thisevaluation, I can observe the strength and weakness to know about myself. MAIN BODYPart 1 critically comparing my own result with the viewpoint of my friends about myselfTo examine this scenario I have considered myself for the evaluation. Two differentemotional tests are carried out. Also I had a support from two of my friends to do my evaluation.In this test, my score was 65. But my friends score was 55 and 58. This scores show that we I amenough intelligence in terms of emotional intelligence. This result also illustrates, this score isenough for maintaining the enough relationship between the other people or with colleagues. Forexamining the emotional intelligence in detail, my friends had used johari window forevaluation. There are four various quadrants in this window, they are open area, blind area,hidden area and unknown area. The feedback after the self-evaluation of open area is impatienceand positive. I can say that I don’t have any believes in terms of age, caste or gender etc. so Iconfirm that I have an positive approach about society and I don’t like to judge the people indiscrimination of age, case or gender etc. however there is an advantage on positive there is andisadvantage regarding impatience. The feedbacks from the blind area that I got from my friends are that I am selfish and I alwayshave motivation on getting success in any of the job. I totally granted with their feedback that Ialways aim on success because it adds the energy for aiming the great thing. When I achievesuccess it motivates to attempt many task to achieve success. But I disagree with the feedbackthat I am selfish. Even though I am selfish in achieving success of one task, it doesn’t matter tome. Anyway I will try to improve in the attitude of selfish. An individual should not have thisquality because it will spoil the relationship between the friends. When I concentrate on this itwill add the score in emotional intelligence test. The third quadrant in johari window is hidden area. In this test, we all have samefeedback from everyone. The feedbacks for me from my friends are emotional and resilient1

person. I have spent few minutes to know about myself where it helps to emotionally attach toother people. This method works in the organization where I expect to work in the future. Myfriends gave me a feedback that I am resilient which means that I easily recover myself indifficult situation (Leung and Alicia, 2005). Finally the last quadrant in johari window is unknown area. My friends and i have noidea about this area. In this phase we have found that I am a sensitive and spiritual person. Thisis a correct result because if I am not a sensitive person then I cannot score high in emotionalintelligence test. Only sensitive person knows how to react at the bad situation or feeling of otherpeople (Zadel and Aleksander, 2008). Part 2: analyzing own strengths and weaknessesBased on various evaluation like open area, blind area, hidden area and unknown area Ihave observed my own strength and weakness. In this evaluation my friends gave me a feedbackabout the strength and weakness. My greatest strength is I am very positive person and I won’tget tension for all the problems which are going to happen in the future. In addition to this Ialways react positively without any discrimination among the people. I am focused on success asthis gives more strength to the further success. So I am sure that I am very clear about the goalwhich is yet to achieve in my life. I consider this would be the effective approach that will helpme to provide best services to the organization where I will work in the future. If an individual iswithout any goals then more mistakes will be made by them. If an individual is with the properlydefined goals then there will be better future. Overall these advantages the final one is I am veryemotional so I can easily understand the others feelings. This quality will help me to become agreat person (Shipper et al, 2003).Moreover I have weakness also which I have to get better. My friends said that I am an impatientperson since during some critical situations I may take incorrect decisions which results indanger. Also I am too sensitive. Sometimes it may be good and most of the people have the samesensitive issue. So it is necessary to improve these two weaknesses. Being the kinesthetic person,I can improve my weakness by learning through training and development programs. I like togain knowledge by the physical experience. So I like to join training classes to learn by physicaltask. Thus it is the solution for improving my weakness in an efficient way. 2

Part 3: Reflecting on own competencies which I would like to develop There are various competencies observed that I would like to develop with an aim tofunction as a global citizen. Consider cultural competency that I would like to develop. It is oneof the types of competency which helps to develop the knowledge in the field of cultures ofdifferent persons that helps me how to behave in the work environment. For example, for pasttwo years, I am working in the position of marketing manager in a retail firm. In recent times, Iand my team had decided to expand our firm and we have decided to open a new branch incountry like India. According to the Indian culture if an individual eats beef they consider thatthey had done wrong and they should be punished for such kind of activities because in Indianculture cows are worshipped as a god. I did not know about these cultures so I had framed theadvertisement which shows that different beef meat will be offered by our retail firm. At thispoint I realized that I should update my knowledge and understanding regarding the culturesbecause this is the only way to provide my services as best to the firm.Other than this, recently I and my team has faced with the big issue. The orders whichwere taken by our company have been transferred to some other firm due to somemiscommunication between the team. At this situation, as a manager I felt very weak and Icannot understand how to react to the situation. So I realized that in case of working globally Iwant to learn problem solving competency (Ilangovan et al, 2007). CONCLUSIONIt is necessary that every individual should perform their own analysis. Through thisanalysis we can know about our strength and weakness. By identifying them we can know aboutour self and we can overcome the weakness. When I focus on improving my weakness then itwill help me to maintain the relationship between other types of person with the differentattitude. So overcoming the weakness will efficiently provide the better result for upcomingfuture environment. 3

REFERENCESDavies, Michaela,. Lazar. Stankov, and Richard D. Roberts, 1998. “Emotional Intelligence: Insearch of an Elusive Construct,” Journal of Personality and Social Psychology”, Volume75:4, 989-1015. Goleman, D.P., 1995. Emotional intelligence: Why it can matter more than IQ for character,health and lifelong achievement.Ilangovan, A., Scroggins, W.A. and Rozell, E.J., 2007. Managerial perspectives on emotionalintelligence differences between India and the United States: The development of researchpropositions. International Journal of Management, 24(3), p.541. Leung, Alicia S.M., 2005. “Emotional Intelligence or Emotional Blackmail: A Study of aChinese Professional-Service Firm,” International Journal of Cross Cultural Management,Volume 5:2, 181-196. Shipper, Frank, Joel Kincaid, Denise M. Rotondo, and Richard C. Hoffman IV., 2003. “A Cross-Cultural Exploratory Study of the Linkage between Emotional Intelligence and ManagerialEffectiveness,” International Journal of Organizational Analysis, Volume 11:3, 171-191.Zadel, Aleksander., 2008. “Do Emotionally Intelligent Leaders Have More SatisfiedEmployees?” International Journal of Management and Enterprise Development, Volume5:5, 590-608AppendixEmotional Intelligence Scores (https://www.mindtools.com/pages/article/ei-quiz.htm):My Score and Sheet4

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