Mark's Performance and Emotional Intelligence

This assignment analyzes the situation of Mark, a successful salesman facing declining performance due to personal issues. His behavior negatively affects his colleagues and job security. The analysis focuses on identifying opportunities for Mark to regain trust by managing his professional and personal life effectively. Strategies for balancing work and personal commitments are discussed, along with ways to rebuild relationships with colleagues and demonstrate commitment to improved performance.

Running head: DEVELOP AND USE EMOTIONAL INTELLIGENCE
Develop and use emotional intelligence
Name of the Student:
Name of the University:
Author note:

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Executive summary
The objective of the paper is to design an emotional intelligence model for Mark to understand
his strength and weaknesses. Depending on this model, a fuel model has been drawn to help
mark deal with his weaknesses. Mark lacks in controlling his emotions and this has created a
severe problem in his workplace. Thus, he needs to realise his emotions and balance it between
work and personal life.

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Introduction
Emotional intelligence model deals with the ability of influencing ones emotions and
your own emotions. However, the model of emotional intelligence has been described by using
various other concepts such as ability model, mixed model, trait model and many more. This
paper focuses on the feelings of Mark a sales person, as he has been receiving bad feedback from
his colleagues and juniors because of his bad sudden bad performance (Schutte, & Loi, 2014).
The paper also evaluates about the strength and weakness that Mark posses while analysing his
emotional intelligence. Further, it will analyse Mark’s performance gap through fuel model.
Feelings of Mark related to his job
Mark has been dealing with a lot of bad and weird treatment from his co-employees and
juniors because of his changing contribution to the company. This changing behaviour of Mark
is due to something personal issues he is facing. However, he is not receiving a lot of adverse
impact from such behaviour from his juniors as it is affecting the sales team of the company and
the values of teamwork. Team cohesiveness is essential for a sales team to perform well.
According to Mark, he is losing on the team cohesiveness and feels that his team members no
longer believe any support from him. They have lost all interest on him as they failed to receive
any support when they actually needed it. This makes him feel that he is not receiving the proper
satisfaction from his job as he used to get and feels that his job is under danger. This is because
the owner of the company might not like to keep an employee that is not giving full amount of
productivity to the business. Moreover, the co-employees might complain about the behaviour
that they are receiving from Mark. All these factors have reduced this job security and future
growth prospect.

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Emotional intelligence model
The emotional intelligence framework shows the abilities and disabilities of Mark that he
holds for the company, his co-employees and for his own self-control. Emotional intelligence
shows the ability of the person in maintaining good and strong relationship with others in a group
and outside. People higher in emotional intelligence will have strong ability to understand others
and own state of psychology (Druskat, Mount, & Sala, 2013).
 Mark is self aware the mistake he has
done and the fluctuations of mood he
experiences in different situations
 He is also aware that his mood has
put an negative effect on the
company as well as on his colleagues
 Mark understands the emotions of
his sales staff team and was also
good at understanding the need of
his customers
 However, he does not treat his
juniors and fellow employees
effectively
 Mark lacks in his self management
skills as he treats his colleagues badly
for his own personal issues
 He does not think before taking an
actions in a situation
 Mark lacks in building
relationships with his co-
employees
 However, he was good at
managing team and customer
relationship previously
Source: (Qualter et. al., 2017)
SELF SOCIALRECOGNITION
REGULATION

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Strength and weaknesses of mark
From the explanation analysis on the emotional intelligence abilities of Mark, it can be seen
clearly that mark does not score high in the emotional intelligence. His score is medium in this
prospect because is good in some field while lack in others (Martin-Raugh, Kell, & Motowidlo,
2016). He has strength that he has the ability to recognition that his actions have a bad impact on
other people working with him and on the performance of the company. However, he lacks the
ability to control his emotions that is required in a particular situation. The reason of him being
upset does not mean that his fellow employees will suffer from it. This makes it impossible for
Mark to develop relationship in his busies environment or outside (Sheldon, Dunning & Ames,
2014). However, his strength of self-realisation can prove to be a benefit as it might help him to
overcome his weaknesses. The realisation that he has about the impact of his reaction on others
can be used to develop self-control and react according to the situation. It will help him behave
nicely and professionally with his juniors and offer his responsibility wisely. This will help Mark
to increase his score on emotional intelligence (Ciarrochi, & Mayer, 2013).
Goal and performance gap of Mark (Fuel model)
Fuel model will help to design a future framework for mask depending on his present
situation (Neacsu, 2016).
Frame of the conversation
In the present situation, it is shown that Mark a successful sales man has always been an
inspiring employee of the company he is working. However, presently he has been losing interest
on his job because of some preoccupied situation. This is putting a negative impact on his
performance and on his behaviour for his fellow employees and juniors.

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
Current state
The situation that Marks is facing has put his job under problem. He is of the opinion that
the performance he gave in the past few years has increased the insecurity of his job. His
colleagues and juniors have also lost trust in him and do not rely on him for any help.
Future opportunities
Mark has the opportunity to gain back the trust of his employees and of his company by
managing his professional and personal life separately. This will also allow him to save his job
from being taken away by some other well performing employee.
Layout for further success
He needs to plan his personal and professional life. Accordingly, he should devote time in
his work and at that time, he should not think much about his family or problems. This will help
him to lead a balanced life. Moreover, he should go up to his colleagues and juniors and should
assure that he will help them and try his best to give a good performance in future. This will help
him to gain their trust again (Wang, 2013).
Conclusion
Mark is facing a severe situation in his work because of his behaviour and lack of
management skills. The emotional intelligence model displayed his strength and weaknesses of
managing his emotions. He can use his strength and overcome his weakness in future by strong
interaction with his colleagues and developing skill development.

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DEVELOP AND USE EMOTIONAL INTELLIGENCE
References
Ciarrochi, J., & Mayer, J. D. (2013). Applying emotional intelligence: A practitioner's guide.
Psychology Press.
Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at
work: Current research evidence with individuals and groups. Psychology Press.
Martin-Raugh, M. P., Kell, H. J., & Motowidlo, S. J. (2016). Prosocial knowledge mediates
effects of agreeableness and emotional intelligence on prosocial behavior. Personality
and Individual Differences, 90, 41-49.
Neacsu, M. (2016). COACHING MODELS APPLIED IN STUDENTS’TEACHING
PRACTICE PLACEMENTS. Journal Plus Education, 14(2), 34-43.
Qualter, P., Gardner, K. J., Pope, D. J., Hutchinson, J. M., & Whiteley, H. E. (2017).
Corrigendum to “Ability emotional intelligence, trait emotional intelligence, and
academic success in British secondary schools: A 5year longitudinal study”[Learning and
Individual Differences 22 (2012) 83–91]. Learning and Individual Differences.
Schutte, N. S., & Loi, N. M. (2014). Connections between emotional intelligence and workplace
flourishing. Personality and Individual Differences, 66, 134-139.
Sheldon, O. J., Dunning, D., & Ames, D. R. (2014). Emotionally unskilled, unaware, and
uninterested in learning more: Reactions to feedback about deficits in emotional
intelligence. Journal of Applied Psychology, 99(1), 125.