Emotional Intelligent: Reflection, Mentoring Plan, and Report

This document discusses the concept of emotional intelligence and its application in the workplace. It includes a reflection on emotional strengths and weaknesses, a mentoring plan for improving emotional control, and a report on adopting culturally intelligent communication behaviors and conflict resolution strategies. The document also highlights the importance of flexible work practices and considering emotions in decision-making.

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EMOTIONAL INTELLIGENT
By (Student’s Name)
Professor’s Name
College
Course
Date

Emotional Intelligent 2
1. Reflection
Please indicate your role
at BizOps Enterprises
Customer service team leader
Identify five of your
emotional strengths
Trust, motivated, positive, sympathy and understanding
Identify five of your
emotional weaknesses
Inability to control my anger, irritable, never tranquil,
take retaliation, selfishness,
Identify two workplace
stressors that affect you
uncooperative teammates and unsupportive managers
Identify two triggers that
can initiate an emotional
response in the workplace
quarrels within team and anger with manager
How would you rate yourself on each of the following behaviours? Please provide
short examples to support your response.
I display emotional self-
awareness and use my
intuition to guide team
decisions
Always
✓
Sometimes Rarely Never
Example: I am often
checking with emotion of

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the group prior to
deciding any issue
I display a sound sense of
self-worth and confidence
in my role
Always
✓
Sometimes Rarely Never
Example: I am always
self-confident in
responsibilities and roles
I keep disruptive
emotions and impulses
under control
Always Sometimes Rarely Never
✓
Example: I am unable to
frequently control myself
I display honesty,
integrity and
trustworthiness
Always
✓
Sometimes Rarely Never
Example: I often truthful
as well as rarely offer
vindications

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I am flexible in adapting
to changing situations
Always
✓
Sometimes Rarely Never
Example: I attempt to
always acclimatize to
vicissitudes in our
organization
I am driven to improve
performance to meet my
inner standards of success
Always
✓
Sometimes Rarely Never
Example: Whenever I
can, I am always willing
and keen towards
improvement
I seize opportunities to
create better possibilities
for the organisation
Always
✓
Sometimes Rarely Never
Example: I always set
great goalmouths for the
triumph of our

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organization
I see others positively and
expect the best of them
Always Sometimes
✓
Rarely Never
Example: I attempt to
seek for better things in
our team
I sense the emotions of
others, understand their
perspectives and take
active interest in their
concerns
Always Sometimes
✓
Rarely Never
Example: I sometimes
overlook to recognize
teammates’ emotions
I get along with people of
diverse backgrounds
Always
✓
Sometimes Rarely Never
Example: I am working
within a highly diverse
workstation

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I read the currents,
decision networks and
detect crucial social
networks at the
organisational level
Always
✓
Sometimes Rarely Never
Example: I paying much
devotion to effective
interaction
2. Mentoring Plan:
Assist Anton Respond to Emotional States:
He needs to learn regarding emotional control as well as learn how he can respond to his
colleagues appropriately. This is because everyone has distinct emotional triggers and can be
extremely particular to the people like being named a disgusting nickname or even a member of
the executive management, often referring to you by incorrect names (Carson, Carson and
Birkenmeier 2016).
You have to take into considerations the most vital things (values and morals) to you which if
removed or threatened would lead to a very emotional response from you when identifying your
specific triggers. Through the identification and comprehension of the rationale for your given

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emotional reactions to stressors alongside own pressures, you make yourself increasingly
conscious of issues to acknowledge triggers and stop emotional response.
By applying a cogent comprehension of why response takes place, you permit yourself to
step away from issues as well as take stock of how you will be dealing with problems as well as
managing emotional reaction (Mayer, Caruso and Salovey 2016). You have already identified
stressors and pressures evoking such emotional response and the associated rationale. You
additionally recognized your emotional weaknesses alongside strengths (Van Deursen et al.
2015). You need to isolate your emotional strengths that are most suitable and appropriate to
address this issue when controlling your emotional reaction to working identified stressors. Steps
to address the emotional triggers include walking out from the condition, taking a deep breath,
thinking regarding the optimistic, realizing goals as well as not getting over-sensitive.
Cultural Expression of Emotions
A cultural display rule is dictating the kinds as well as incidences of emotional
exhibitions regarded tolerable inside a specific culture. Such rules might further direct how
individuals select the regulation of their own emotions, eventually swaying a person's emotional
know-how alongside resulting in wide cultural variations in expertise as well as emotional
displays (Serrat 2017). Some people from a diverse culture which incline to stress social unity
remain increasingly probable to suppress their emotional response to first evaluate what reactions
are most suitable provided the scenario. Anton came from Eastern Europe, where people do not
like jokes, unlike Australia. Thus, every culture has different rules that guide their interactions. A
manager must, therefore, be conscious of such cultural differences when dealing with diverse
staff.
Flexible work Practice:

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The team can learn regarding the culture of Anton to understand more why he is
behaving in that manner. Consequently, with time, Anton shall learn regarding Australian culture
as he solely relocated to Australia recently. It shall take Anton some time to learn regarding
cultural variations. Certain cultures are group-centered instead of individual-centric. In such
scenarios, praising a person for their efforts, instead of acknowledging the whole team, might
create conflict amongst the teammates alongside embarrassment for a person, hence, declining
the performance of the worker instead of boosting. Similarly, giving a person adversarial
feedback publicly, even when it is never severe, might hurt the workers from some cultures.
Being subtle to as well as conscious of the distinct cultural variations of your workers shall assist
you in determining areas you should change your managerial practices or styles.
Opportunities for Anton
If we demonstrate an honest and an open willingness to learn as well as adjust our
practice of management, our workers shall mostly show us how we can effectively cater to their
specific cultural requirements upon request. Thus, we need to side-track a worker when he starts
to exhibit fickle emotions and provide him a duty which inherently demands him to physically
shift to a different setting (Lievens and Chan 2017). Such a workout shall help clear the
employee's mind as well as frees his body of an adversarial surplus of adrenaline, which is
generated when his feelings hit an extraordinary pitch. Offering the worker support or assistance
program where possible is effective. This accords the employee the option to obtain counseling
from qualified experts. This will assist the employee control his emotions, individually when
issues beyond his work contribute to emotional instability on his job. Job Access of government
of Australia endorses that such workers should be offered opportunities by their employers to
take expanded leave were necessary to get expert help needed.

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Assist Anton Understand the effects of his behavior and emotion on others
Workstation emotions are playing a significant part in how the whole business
communicates internally as well as externally. Effects of emotional states in workstation, both
attitudinally and behaviourally, have considerable importance for groups, individual and society.
Positive emotions in workstation assist workers obtain excellent results, including job
enrichment, achievement, as well as an outstanding quality social setting. Negative emotions like
hostility, stress, fear, anger, sadness as well as guilt, nonetheless, augment obviousness of
nonconformity at the workstation, and how the external world perceives a firm. Emotional
contagion holds, and as unconstructiveness widens, it draws energy from the group alongside
organization at large. Adverse emotions tentatively overwhelm the capacity of assessing facts at
hand. Anger at a worker, for instance, shall culminate in irrational behavior, including explosive
outburst or even threatening to, or vacating a person's job (Vito-Thomas et al. 2018).
Encourage Anton to Self-Manage:
Specific steps which can be taken to self-manage your emotion for Aton are explained
below. The first one is to halt and assess by asking yourself reasons you are feeling irritated and
writing it down, being exact. Subsequently, you should contemplate one positive thing regarding
your present state. The second step is to the discovery of something constructive regarding the
present case by thinking regarding a particular positive element of your condition, which usually
ensures you view things from a diverse perspective. Such a trivial alter in your thinking will
boost your mood. When it is individuals who are triggering your frustrations, there are likely not
intentionally doing it to annoy you. The next step is to remember the previous instance you felt
unsatisfied about a thing, or state likely went well afterward, correct? Your feelings of irritation

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or frustration probably never did much to resolve your issue then, which mechanism they are
never currently working.
3. Report
Adopt Culturally Intelligent Communication Behaviors
Culturally intelligent is vital for all organizations now. Employees with elevated cultural
intelligence are playing a critical role in spanning the disparity as well as knowledge divide in
the firm: educating their colleagues regarding diverse cultures; transmitting such acquaintance
between otherwise incongruent teams; assisting construct interpersonal links as well as
smoothing relational courses in a diverse staff. Culturally intelligent workers further own the
perspective of driving up ingenuity as well as innovations due to their aptitude to incorporate
various resources as well as assist businesses to make the best utilization of different viewpoints
that a diverse staff offer to the workstation. We can establish cultural intelligence communiqué
via the development of various skills. The first one is a relational skill which looks at whether
one enjoys talking as well as networking with individuals from diverse cultures. Broad-
mindedness of uncertainty deals with whether one can tolerate uncertainties, ambiguities as well
as unanticipated alterations in intercultural interactions. The third skill is adaptability, which
involves whether one can alter his behaviors based on cultural demands. Empathy looks at
whether one can place oneself in a culturally diverse individual's shows as well as imagine the
scenario from his viewpoint. Perceptual acuity skills deal with whether you comprehend other
individuals' feelings as well as subtle connotations during the intercultural interactions.
Develop Conflict Resolution
Understanding is never agreeing and seeking clarification before a response where
needed. Applying listening skills as we receive the message is necessary. Self-evaluating for how

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well one listened at the closure of any chat is required. The tautness of properly managed conflict
permits groups to effectively challenge differences via vigorous deliberations as well as enhance
decisions made. This culminates in higher efficiency of the group as well as efficacy.
Successfully handling conflict permits the groups to remain attentive on own goals (Sánchez-
Álvarez, Extremera and Fernández-Berrocal 2016). Rapid as well as effective management
culminates on a broader comprehension of the issue, vigorous, diverse ideas and or alternatives'
countenance as well as creating excitement from positive involvement as well as interactions that
assist team via periods of transition as well as on to significant performance levels. As teams get
more responsible for independent management, it is imperative for firms to assist them via the
identification of skills, abilities, and knowledge needed to address conflict. They are
subsequently developing plans for transferring such capabilities and skills over to groups. Since
conflict is unavoidable in groups, the emphasis must be on its management. The conflict which is
handled ill generates the atmosphere of avoidance and fear of the matter, whereas an adequately
managed conflict leads to education, growth, alongside creativity.
Offer Flexible Work Practice
This is achieved by accessing yearly leaves in one or part-day eras and taking time off
rather than overtime payment. Working extra times for making up for time take off as well as
accessing accumulated rostered periods off in part-times or increased flexibility are effective.
Further, enabling kids to access workstation (when innocuous), giving a carer's rooms and
childcare's facilities, as well as info regarding areas parents can access such facilities nearby
workstations, is useful. Part-time working and part-time work opportunities' creation are also
necessary. Arrangements for job-share as well as telecommunication or home-oriented work also
effective.

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Consider Emotions
You need to request feedback from other stakeholders or affected by decisions. Taking
into account their feelings as well as actively seeking their impact shall make workers feel
appreciated as well as showcase your deference for workers as human beings, rather than as
staffs. It is such procedures that assist in building excellent relations within the workstation
between subordinates and management, thereby fostering loyalty as well as retention of quality
staff. Where decision made will affect the team, you have to ask employees often first since they
might never be excited and begin to quit or protest.
Encourage Self-Reflection
Whereas certain traits of effective leadership are essential like being an individual of
integrity as well as intuitively assisting other people to succeed, more concrete qualities
alongside actions exits which boost leaders' effectiveness (Cabello et al. 2016). Such specific
qualities and behaviors make leaders respected by employees who always wish to continue
working with them and giving their best inputs. Qualities of self-awareness require self-
reflection by providing some time per day to silently and decently examine oneself, initially as
an individual and subsequently as leaders. Like most effective conducts, practice alongside
commitment lead to improvement. These questions are effective:

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Provide safe and Inclusive Environment
This is achieved by providing and maintaining a setting free from hazards to H&S. Also,
providing and maintaining safe structures and plants and secure work systems. Safe utilization,
handling, and storing of materials, and structures is required (Petrides et al. 2016). The adequate
provision of facilities for employees’ wellbeing and information, training, instruction, and
supervision essential for protecting all stakeholders to their H&S emerging from work.
Use of Strengths of team members
A manager needs to acknowledge emotional weaknesses alongside the strengths of the
team, alongside their generated emotional states (Andrei et al. 2016). An emotional state has two
concepts. A state determines our view of something happening to us or around us that leads to
emotions being felt towards it, whereas emotion felt to one stimulus might get entirely dissimilar
based on a given state.

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Cabello, R., Sorrel, M.A., Fernández-Pinto, I., Extremera, N. and Fernández-Berrocal, P., 2016.
Age and gender differences in ability emotional intelligence in adults: a cross-sectional
study. Developmental psychology, 52(9), p.1486.
Carson, K.D., Carson, P.P. and Birkenmeier, B.J., 2016. Measuring emotional intelligence:
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Management, 2(1), p.810.
Lievens, F.R.O. and Chan, D., 2017. Practical intelligence, emotional intelligence, and social
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solutions (pp. 329-339). Springer, Singapore.

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