Emotional Intelligence in a Diverse Workplace

   

Added on  2020-03-16

12 Pages2639 Words201 Views
Running head: EMOTIONAL INTELLIGENCE Emotional IntelligenceName of the Student:Name of the University:Author note:
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1EMOTIONAL INTELLIGENCETable of ContentsQuestion 1........................................................................................................................................2Response to the Staff Manager....................................................................................................2Principles of Emotional Intelligence Absent in the Manager......................................................2Manner in which the Store Manager Should Have Communicated............................................3Connection between the Store Manager’s Behaviour and Store Morale.....................................3Question 2........................................................................................................................................42 Possible Misinterpretations Arising in a Diverse Workplace...................................................4Teaching Cultural Awareness to the Employee who came to Complain....................................4Raising Cultural Awareness in the Sales Team...........................................................................5Question 3........................................................................................................................................5Identification of the Employee Feelings......................................................................................5Application of Knowledge of Personality Style or Communication Style in Understanding theSituation.......................................................................................................................................5Application of Awareness of my Feelings to Solve the Problem................................................6Question 4........................................................................................................................................6Relation between Emotionally Affective People and Goal Achievement...................................6Importance of Assessing Emotional Impact of Employees in the Decision-making System......7Decision-making Process Considering Emotional Impact on Employees..................................7Policies, Procedures, Legislation, and Safety Concerns to Manage Emotions at Workplace.....8
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2EMOTIONAL INTELLIGENCEReference List..................................................................................................................................9
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3EMOTIONAL INTELLIGENCEQuestion 1: Response to the Staff Manager: As the new General Operations Manager of the company, it is my responsibility to ensureemployee well-being by lifting employee morale. Since the Store Manager has unnecessarilyyelled at the managers, whose motivation level might have been affected, I would call the StoreManager to interact with me personally. I would request him to control his emotions of stress andanxiety at workplace, and would ask him to contact the Marketing and Distribution team fororganizing a meeting to formulate strategies to boost the store sales growth. Also, I would makehim understand that each business has its ups and down, but as a leader, the Store Manager’sduty is to retain and develop an optimistic outlook amongst its employees, and keep up theirmorale, instead of sounding too “bossy” to them. Further, in order to model positive leadership behaviour at workplace, I would arrange in-house training as well as external workshop training sessions for the leaders of the organizationso that they can learn to lea, control and motivate at the same time. I would hold a meeting withthe Team Leads and Managers proposing the implementation of the Transformational Leadershipstyle at workplace, so that the employees’ efforts do not get unrecognized and unrewardedduring the peak hours (Laschinger et al. 2014). In order to build an employee-leader rapport, theorganization will introduce its performance recognition policy, where the DepartmentalManagers will be asked to recognize the best talent in their department, and reward theemployees with their own hands, instead of the General Managers doing the same. Principles of Emotional Intelligence Absent in the Manager:
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