Importance of Employee Autonomy, Emotional Intelligence and Group Member Roles in Management

Running head: MANAGEMENT
MANAGEMENT
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MANAGEMENT1
Question 1.
In designing or structuring the organisation, the leaders and mangers focus on the
importance of the different factors which influence the growth of the organizations. In this
case, the importance of employees is unavoidable. This is due to the fact that the employees
are the human resources of the farm and is responsible for the production, operation and
marketing of the company. This is why the managers take very good care of the employee
empowerment in the policy making and bringing any changes in the organization. Hence the
one element for the organizational designing is the employee autonomy (Jaiswal and Dhar
2017). This is the ability of the employees to control their work situations.
Depending upon the industry in which the company is operating as well as of the
market, the factor of employee autonomy involve the choices in the selection of the projects,
clients and the job roles. In a local company where there are limited resources and client base,
the method of traditional organizational designing is maintained. Here the upper level
employees only get autonomy and empowered. This is the reason why the lower level
employees feel themselves disfranchised leading the organization face problems with
immoral activities of the employees and question of discrimination. In order to face this
situation, the managers need to offer choices like cross trainings, work spaces, positive
communication and work mates (Wheatley 2017). This process of allowing discretion make
the employees satisfied with their jobs and they contribute their own skills and talents to the
growth process of the company. The satisfied employees are more productive because their
innovative ideas are welcomed by the management through employee autonomy. Hence
developing a positive and strong corporate culture is easy to be built as employee autonomy
gives a sense of job security.
Question 2.

MANAGEMENT2
According to the psychologist like Daniel Goleman, emotional intelligence is an
essential part of the employee behaviour and skills (Goleman and Boyatzis 2017). It is the
ability of the people to recognise, understand and manage their own emotions as well as of
the others. It is the ability to be aware, control as well as express the emotions effectively and
positively so that the process of handling the relationships become empathetic and judicious.
This factor is important for the managers to judge at the time of recruitment as this can
facilitate the interpersonal behaviour between the employees in the organisations. This is why
the human resource manager judge the emotional intelligence of the applicants before they
recruit them. There are five factors of emotional intelligence which include self-awareness,
self-regulation, motivation, empathy and social skills.
High levels of emotional intelligence in the workplace is always desired because the
workplace is changing along with the diversity of the employees. The employees with high
emotional intelligence are able to find out their strengths and overcome their weaknesses
easily. There are more conflict and can motivate themselves without the help of their team
leaders or managers (Gutierrez, Conley and Young 2016). The compassion of the employees
help one employee with the other that leads to develop a positive working culture in the
organizations. These people genuinely care for the others that solve many impossible
problems with simple solutions innovatively.
In order to increase EQ I need to follow the steps like eliminating negative emotions,
increasing communication with the others, reflected my own emotions, listen to gain
knowledge about the problems of colleagues, practice empathy in the workplace and finally
learning from the adversity (Cartwright and Solloway 2017). All of these tactics can guide
me to develop high emotional intelligence and increase my value as an employee in the
organization.