Understanding People and Organizations in Hospitality Management

This paper discusses the significance of emotional intelligence and self-awareness in Hospitality Management. It analyzes the impact on professional competencies and provides strategies for effective communication and personal development. The paper also examines the strengths and weaknesses of team members and includes a team-building activity.

Understanding People and
organizations

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Executive Summary
To understand the people related to Hospitality Management professionalism, it is important to
know the various factors that demonstrate the self-awareness and emotional intelligence of a
person. Emotional intelligence defines the reaction of a person to deal with emotions in respect
to a certain condition. Therefore, to work under a team, it is necessary to know the emotional
intelligence as well as its self-awareness of a person in concerning to a certain situation. Hence,
the primary purpose of the paper is to evaluate the self-awareness and emotional intelligence of a
person within a Hospitality Management team. In addition, it reflects my view regarding the
strategies that should be used to communicate with team members in a professional context.
Besides this, recognizing my strengths and weakness while working in a team, it is easier for me
to demonstrate the opportunities for both self-improvement and personal development.
Moreover, the team building activity that demonstrates the emotional intelligence and self-
awareness will also be further discussed in this paper.

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Table of Contents
Introduction.................................................................................................................................................3
Team allocation and initial assessment........................................................................................................3
Team-Building............................................................................................................................................4
Analysis and Reflection...............................................................................................................................5
Conclusion...................................................................................................................................................7
References...................................................................................................................................................8
Appendices..................................................................................................................................................9

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Introduction
The paper reflects upon the significance of emotional intelligence and self-awareness
within the team. It also provides with the analysis of the impact on the professional
competencies. It discusses the strategies integrated to communicate with individuals in the huge
professional context effectively. It reflects and identifies personal strengths and their impact on
the business. It also focuses on providing a reflection that recognizes opportunities for
professional development and self-improvement. Thus, it provides with the issues of Clifton’s,
LPA and EI strengths and weaknesses of the team members. Also, it demonstrates a team
building activity that reflects upon the strengths of the team members while executing their work
effectively.
Team allocation and initial assessment
In order to understand people and organization Hospitality Management professionals
comprise the following factors such as achiever, learner, restorative, positivity and futuristic
(Allameh, Pool, Kazemi & Mostafavi, 2015). An individual is examined based on his emotional
intelligence (EI) that helps in identifying and dealing with some emotions in any situation. This
particular information has proved to be beneficial in understanding an individual’s way of
tackling and perceiving with different situations in the workplace as per Laureate Professional
Assessment (LPA) (Atkinson, Smith & Singh, 2016). As per the survey of Clifton Strengths and
group coaching session, my coach helped me to gather information about a few lessons that
recognizes the talents and strengths of my team members. The concept based on Maslow’s
hierarchy of needs provides with a better idea related to the requirements of the employees and
general issues present in volatile, uncertain, complex and ambiguous (VUCA) world (Spano-
Szekely, Griffin, Clavelle & Fitzpatrick, 2016).
In the world of VUCA, there is an increasing competition that requires its people to
follow the concepts. As per the current theory, while playing a particular part in the professional
field, an employee needs to take care of a few of the points. This theory generally shows the bar
that begins from their fundamental needs, emotional belongings, security and safety, a balance
between all the prior maintained requirements and a need to maintain a respectable post (Barbuto
Gottfredson & Searle, 2014). Thus, I got to know that the team is capable of maintaining the
needs of an individual in the VUCA world. Whereas, in the present assessment all the criteria's

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listed have got the lowest score that puts a negative impression of the team members. In this
VUCA world, the team members are required to adopt an efficient and flexible working to make
appropriate decisions. As per the results, the qualities seem to have missing within the team.
Moreover, based on the concept of Emotional Intelligence (EI), it explained that the fact
that it has a good team networking and working skills. Also, it possesses a team which comprises
90% of required skills for implementing a career development plan. EI is defined as the
capability of a person to identify and realize his or her own emotions by managing them
effectively in different situations (Green, 2018). Thus, the special assessment highly helped me
to recognize the strengths of the team based on emotional intelligence. All the four factors of EI
includes relationship management, social awareness, and self-management that comprised of a
high score (Guy & Lee, 2015). I come to know that the team could hold its emotions effectively
and successfully manage it in any situations hence I agree with the score of self-awareness. From
the results, I recognized that the team could criticize the emotions that help them to gather
relevant knowledge based on the significance of emotional intelligence. Moreover, it is observed
from the results that the team members to give more efforts on improving relationship
management and self-management.
On the other hand, Clifton strengths help in identifying my talents, characters, and
strengths. The strengths involve confidence, sharing talents, feel care and kindness and any more
(Matson & Robison, 2017). Strengths effectively help others to find out his or her potentials. I
gathered knowledge that the team members have positivity and have the spirit to enhance to
become a motivational speaker. From the results, it can be seen that the team members comprise
of good skills and knowledge that helps them to execute their work effectively. I observed the
team members are overstepped while achieving their goal. Also, the team members have a fear
of failure that is considered to be the biggest challenge that needs to be solved with the help of
applying positivity strengths that will help the team members to overcome this fear (Mayer,
Caruso & Salovey, 2016).
Team-Building
A team has been assigned to create a car with the help of available parts such as
cartwheels, duct tape, boxes and other materials provided by the organization (Siddiq, Baloch,
Nadeem, Ahmad & Jan, 2015). On a predetermined day, the cars would be raced. Determine to

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offer prizes like achievement certificates. It is because such type of project needs various skills to
assure success. The activity would make use of strengths of each of the members.
Analysis and Reflection
Based on the concept of LPA I would rather disagree with the results of EI. As per the
case, it states the fact I would not be able to overcome with my emotions. According to the
previous achievements there comprise of great difference with the results of the present
assessment. The self-assessment could not provide me with the actual facts based on the
assumptions. Based on the previous results and survey the results presents a higher score in the
self-evaluation (Sheehan, Grant & Garavan, 2018). According to the results of the present
assessment in all the categories, I have got the lowest score. In the VUCA world, the results of
the current assessment have helped me to work and understand the key skills that would keep me
updated with the VUCA world. The provided analysis based on adaptation to change, self-
development, achieving objectives, professional compatibility, and problem-solving guided me
to understand the chapters in the world of VUCA.
Further, the results present the fact that I undertook the test honestly. I believe that in
difficult situations I never lose confidence and could handle the challenges without being
emotional. Thus, I believe with the results of the test of social awareness as I am compassionate
to most of the people. I also believe that I could maintain a social relationship with others. My
previous achievements state the fact that I am capable of persuading others that have been
presented by the assessment based on EI.
The self-assessment possess vital as it provides strong support to the assumptions of an
individual (Vasudevan, Mahadi & Robert, 2017). I have acknowledged that while making a
decision, EI plays a vital role. According to the results, my abilities of social awareness and self-
management are high as compared to the abilities of relationship management and self-
awareness. Hence, as per the test results, I could manage my emotions skillfully as well as it
reveals my qualities such as honesty, integrity, and dignity. Another quality that has been
observed is my sense of responsibility where I give special values to social relations. From the
assessment results, I acknowledge that I must put efforts to improve relationship management
and self-management where both the scores have little difference. Relationship management is
something that comprises of skills that persuades and encourages others (Sharma, Dhar & Tyagi,

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2016). Moreover, the test results demonstrate the fact that I could develop innovative ideas and
enhance individuals to move toward efficiency. Thus, I will apply certain plan and graph to
develop my professional practice through academic skills, lecturer suggestions, professional
experience, online learning hub, financial reviews magazines, newspapers, and peer-reviewed
journal, case study, and research.
Based on the concept of Clifton I discovered myself as a positive person where my
primary goal is to help others. I could easily inspire and motivate people in their everyday
activities. The therapeutic concept helps in solving the problems of others. Hence from the test
results, I come to know that I possess the quality of restorative where I like to help and solve the
problems of others. I have recognized that based on different topics I could motivate, teach and
talk to the people. Gaining knowledge about the strengths helps to improve and develop the
professional skills. It is believed that by simply investing and focusing on the strengths and less
on the weaknesses success could be achieved. As I am a learner, this would help me in dealing
with the challenges of achieving the goals. Usually, most of the people possess some specific
goals that help them to encourage them to enhance their ability to do work — the significant
weakness is the training within the organization that works along with the carrier development
plan.

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Conclusion
The paper concluded by demonstrating the importance of emotional intelligence and self-
awareness. It provided with the analysis of the impact on professional competencies. It discussed
the expected weaknesses and strengths of the particular group within the team. The paper aimed
to discuss the issues related to the Clifton, EI and LPA strengths as well as the weaknesses of the
team members while executing the work. Furthermore, it focused on providing with a team-
building activity that reflects upon the strengths of each team member. Therefore, the assessment
provided with the analysis and reflection of the overall work of the team members.

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References
Allameh, S. M., Pool, J. K., Kazemi, R. V., & Mostafavi, M. (2015). The impact of emotional
intelligence on transformational leadership and leader effectiveness. Latin American
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Atkinson, G., Smith, B., & Singh, D. K. (2016). Emotional Intelligence: What is Your EQ?.
International Journal of Psychology, 2(1), 55-67.
Barbuto Jr, J. E., Gottfredson, R. K., & Searle, T. P. (2014). An examination of emotional
intelligence as an antecedent of servant leadership. Journal of Leadership &
Organizational Studies, 21(3), 315-323.
Green, M. A. (2018). The psychological secrets behind improving work performance: the
individual and cumulative effects of employees pursuing intrinsic and extrinsic
goals. Development and Learning in Organizations: An International Journal, 32(5), 26-
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Guy, M. E., & Lee, H. J. (2015). How emotional intelligence mediates emotional labor in public
service jobs. Review of Public Personnel Administration, 35(3), 261-277.
Matson, T., & Robison, J. (2017). The Rewarding Work of Turning Talents Into
Strengths. Retrieved from http://news.gallup.com/businessjournal/202526/hard-work-
turningtalentsstrengths.aspx?
g_source=CLIFTON_STRENGTHS&g_medium=topic&g_campaign=tiles
Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The ability model of emotional intelligence:
Principles and updates. Emotion Review, 8(4), 290-300.
Sharma, J., Dhar, R. L., & Tyagi, A. (2016). Stress as a mediator between work-family conflict
and psychological health among the nursing staff: the Moderating role of emotional
intelligence — Applied Nursing Research, 30, 268-275.
Sheehan, M., Grant, K., & Garavan, T. (2018). Strategic talent management: A macro and
microanalysis of current issues in hospitality and tourism. Worldwide Hospitality and
Tourism Themes, 10(1), 28-41.

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Siddiq, A., Baloch, Q. B., Nadeem, A., Ahmad, S., & Jan, M. F. (2015). Emotional Intelligence:
A Driving Force towards Organizational Development. Journal of Management
Research (JMR), 1(2), 86-104.
Spano-Szekely, L., Griffin, M. T. Q., Clavelle, J., & Fitzpatrick, J. J. (2016). Emotional
intelligence and transformational leadership in nurse managers. Journal of Nursing
Administration, 46(2), 101-108.
Vasudevan, L., Mahadi, N., & Robert, F. A. (2017). A review of managers' emotional
intelligence and citizenship behavior in today's workplace: Bridging challenges and
contribution. International Journal of Human Capital in Urban Management, 2(4), 319-
334.

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Appendices