Building an Emotionally Intelligent Workforce: A Business Priority Post-Covid

This article explores the importance of building an emotionally intelligent workforce in the post-Covid business landscape. It discusses the benefits of having emotionally intelligent employees, such as greater loyalty, better communication, and improved problem-solving. The article also provides insights on how employers can train their existing staff to develop emotional intelligence skills.

Why building an emotionally
intelligent workforce should be a
business priority post-Covid and How
employers can train for it in existing
staff?

Table of Contents
INTRODUCTION ..........................................................................................................................1
MAIN BODY...................................................................................................................................1
Background of company .............................................................................................................1
Insights of key models ................................................................................................................3
Application of model...................................................................................................................7
Critical evaluation of using model.............................................................................................10
Recommendation and Plan........................................................................................................13
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Emotional intelligence is described to the ability of a person to understand, utilise and
manage emotions positively for relieving stress addition to communicating effectively. In other
words, the word reflects towards potentiality of people to accredit their own and others feelings
for adapting environment or reaching one's objectives. It is combination of social and emotional
skills which encourage overall capability of people to deal effectively with pressure of work
addition to changing demands. Within Post- Covid workplace, skills including emotional
intelligence is highly demanded than earlier. It is because employees having high emotional
intelligence are more agile as well as much better positioned for survival of entity. In business,
having emotional intelligent workforce results in greater employee loyalty, stronger team
communication, better solving of pertaining problems, greater resilience, lower employee
turnover and higher self assertiveness (Amir, Bin and Bin Amir, 2020). High emotional
intelligence aid business to decrease situations of stress, improve relations, making better
identified decisions and overcoming challenges of pandemic in effective ways. With rise of
smart technology as well as Artificial Intelligence, it is crucial for businesses to recognise that
they require workforce for excelling in soft skills for jobs of coming years. The project is
prepared on Domino's Pizza UK which have headquarters in England, United Kingdom. It is UK
based master franchise of global fast food pizza delivery chain that holds momentous minority
interest within master franchisees for the company. Its main products are desserts, pizza, drinks
and sides.
The project explores concepts of emotional intelligence along with its relevance to the
company. It also covers understanding and application of emotional intelligence models along
with evaluation of theorists. It critically appraises significance of emotional intelligence together
with mindfulness in the organisation.
MAIN BODY
Background of company
Domino's Pizza UK is one of leading and popular pizza brand in England, UK. It opened
its premise in the country in the year 1985. Later, in 1999, the entity have partially floated its
shares in Alternative investment market of London and at the time, it have expanded its network
of more than 200 branches. In the expansion, main role is played by investors such as Colin
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Halpern as well as entrepreneur that is Nigel Wray. In the year 2005, Domino's Pizza UK have
opened around 400 stores in the country and was working to open various stores to satisfy people
with its products. Since its establishments, the business have opened around 1000 stores across
the nations and have nearby 3500 team members.
The aim of Domino's Pizza UK is to offer wide choices with multiple combinations on
menu so that customers have plenty of alternatives. At same time, the business works to attain
the purpose of feeding power of possibilities. The desire for never setting underpins spirit of the
entrepreneur of its franchisees, its dedication for innovation along with commitment for keeping
promises. Additionally, this drives the company for reaching towards the vision that is to become
top positioned pizza enterprise across the globe and in all neighbourhood.
The passion of Domino's Pizza UK is built on its values that are shared at Dominos. The
company believes in hard work, uncommon honesty, opportunities, embracing community,
winning together and inspiring solutions. To its team members, the business promises for making
disciplined decisions, celebrating success, be courageous, handle rush and championing
customers. As per Lock (2020), there are nearby 1126 Domino's Pizza Stores in UK. However,
United States as well as India are two countries that have greater number of stores than UK in
2019. Domino's Pizza UK have reported consolidated system sales of nearby 1.8 billion British
Pounds.
Domino's Pizza UK is largest restaurant which is based on transformational leadership
style in which leaders encourages and motivates their subordinates with clear vision as well as
empowers them for achievements. With this style, a leader serves to the company as role model
for employee's vision. It benefits Domino's Pizza UK to place high values on vision of the firm,
experiencing high employee morale, focusing more on relations and using motivation for gaining
support.
For achieving growth, Domino's Pizza UK is constantly innovation for the purpose of
enhancing its menu choices along with providing information so that customers require to enjoy
its offering as component of their balanced diet. In 2019, the company have made revenue of
approx £508.3 million, net income of nearby £2.8 million and operating income of £105.3
million. The company have fun, innovative and high emotional intelligent workforce that are
driven to achieve success. The operational approach adopted by the entity is JIT system that
primarily reduces time in production and delivery of products to its customer (Bruder, 2020). It
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preserves right to withdraw guarantee of service without any prior information. It follows the
mantra of “30 minutes of Free” that eliminates any unnecessary activities that takes time to
prepare and deliver pizza or other offerings to customers. Covid-19 have brought wider
challenges for the company over last couple of months. To deal with this, Domino's Pizza UK
have emphasised on 100% digital contactless delivery through which the managers have uses
digital channels for engaging and empowering employees together with customers.
Competition in food service industry is intense as there are numerous key players which
offer similar products in market and creates huge pressures on others for reducing prices or
impacting on their daily sales. In case with Domino's Pizza UK, its rivals are Starbucks, Dunkin
Donuts, Pizza Hut, KFC, Taco Bell and many more. Nevertheless, the company is betting that it
records profitability that enable it for fending off various new entrants and key players, among
which many are making loss.
Insights of key models
Goleman's model
The emotional intelligence model is working of Daniel Goleman in 1995 (Castro and
Zermeño, 2020). As per the author, emotional intelligence is cluster of competencies as well as
skills that are emphasised on capabilities including self-awareness, social awareness, relationship
management and self management which are defined below:
Self regulation: It encompasses potentials for thinking before action and suspending
emotional judgements on existence. Moreover, it includes having control on impulses, mood
swings and anger so not permitting them to disrupt quality of life of an individual. For example,
workforce of Domino's Pizza UK have control or redirect emotions of others and anticipates
consequences prior to acting on impulse. Trademark of self regulation comprises openness to
integrity, reliability, change and ease in acceptance of ambiguity.
Self awareness: People that have high level of emotional intelligence are generally
comfortable in self ideas, emotions, perspectives and understand the way they influences or
impacts others (Choi, Dutz and Usman, 2020). For instance, employees of Domino's Pizza UK
which are self aware generally understands the things or aspects that drives their behaviours,
attitudes and effect that they have on others. Common trademark of self awareness includes
realistic assessment of conduct of an individual, self deprecating humours along with healthy
dose related to self confidence.
3

Relationship management: The competency includes use of own awareness of emotions
and that of others for managing relations or interactions successfully. In an organisation, all
relationship occurs and working on relationship needs efforts, know how addition to efforts. For
example, when workforce of Domino's Pizza UK posses powerful social skills, their effortlessly
builds relationship with others such as peers together with manage them correctly. Team
leadership capabilities, persuasiveness along with managerial aptitudes are some trademarks of
relationship management.
Social awareness: The ability for recognising and understanding body language, posture,
facial expressions, etc in the effort for responding appropriately is concept of social awareness.
For an employee, having empathic traits do not view feeling sympathy for others rather
understanding emotional makeup as well as treating accordingly to reactions. For example,
employees of Domino's Pizza UK identifies social cues for determining the ways others feel by
talking perspectives of others and demonstrating empathy. Trademarks of the aspect are potential
for recruiting talent, consumer service skills addition to sensitivity for sociocultural factors like
sexual orientation, gender and ethnicity (Filimonau, Derqui and Matute, 2020).
Further, it is argued that the four capabilities form basis for 12 subscales of emotional
intelligence that are adaptability, positive outlook, emotional self awareness, empathy, conflict
management, emotional self control, coaching and mentoring, inspirational leadership,
teamwork, influence, achievement orientation and conflict management.
The Mayer-Salovey model
Emotional social intelligence is element of personality psychologist that is John S. Mayer
with integration to social psychologist that is Peter Salovey during early 1990s (Gregory, 2020).
In 1997, Mayer and Salovey defined the concept as emotional intelligence refers to an ability for
perceiving emotions, accessing along with generating emotions for the purpose of assisting
thoughts, emotional knowledge together with reflecting regulate emotions for promotion of
intellectual growth. In accordance to the theorists, for an individual to be classified as
emotionally intelligent, it is necessary for them to have basic abilities that are perception (ability
to perceive emotions of self, others along with environment), facilitation (ability to use emotions
for the purpose of interpreting world together with changes in multiple ways), understanding
(conceptualising knowledge, language and signals of emotions together with the impacts ) and
4

management (potential to steer out emotions of self addition to peers). In this theory, all the
ability have four different stages that are as follows:
Stage 1: Correct emotional expression as well as perception: In this stage, emotional
intelligence skills is determining emotions of own and that of other people (Hawkins, 2020). For
instance, at fist, employees of Domino's Pizza UK should be able to understanding their won
feelings that comprises thoughts and emotions expressed through component of artwork. Then,
they acquire potential for accurately expressing emotions and learns to communication about
requirement, choices and needs. Further, they gains capacity to differentiate among correct or
incorrect expressions of emotions.
Stage 2: Emotional facilitation of thinking: Herein, emotions assist people to direct
their thoughts to most significant information. At first, people lacks ability for taking their own
emotions into consideration. In the second phase, emotions of a person initiates to intensify so
that people are able to recognise them. For example, workforce of Domino's Pizza UK focus on
their feelings so that they can utilise them for making reasonable decisions. Moreover, Salovey
and Meyer states that emotions affects the mood and makes an individual able to consider
various points on specific subject. The stage also helps in making better decision with creative
thinking.
Stage 3: Understanding emotions: In this stage, an individual acquire potential for
distinguishing among basic emotions to that of learning for utilising right terms for description
purpose (Hughes and Smith, 2020). Further, it takes them a step ahead for becoming potential to
place emotions and feelings in their own state of being emotional. This makes them able for
interpreting critical feelings and detecting transitions among thoughts. For example, staff
members of Domino's Pizza UK are able to understand their conversion from emotional arousal
to misfortune to surprise of joy.
Stage 4: Emotional regulation for emotional along with intellectual growth: In
beginning, capacity of a person needs their willingness for not limiting important roles which
emotions have already. For an individual, it is more easy to attain positive feelings or thoughts
than that of negative emotions. In this stage, a person let themselves select what emotion type
they have choices to determine as per their usefulness. It happens in accordance to the ways
influential, reasonable and clearing them. For example, workforce of Domino's Pizza UK gains
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ability for regulating their and others emotions through moderating negative ones addition to
enhancing positive ones.
The Bar-on model
Reuven Bar-On is an Israeli Psychologist, who outlined the emotional intelligence model
(Kabahizi, 2020). As per the theorist, emotional intelligence embodies cross section of
interrelated social along with emotional abilities, facilitators and competencies which influence
intelligent behaviours. Bar on includes five main markers of the intelligence that are named and
defined as below:
Interpersonal: It is concerned with relationship among people. The factor is said to
ability of an individual for devising and maintaining mutually satisfying relations with others.
Being adaptable for interpersonal relationship is featured through giving desirability to cultivate
friendly relations with people in the surroundings. For instance, within Domino's Pizza UK, all
people establishes and manages relationship with each other with meaningful social interactions
which are rewarding addition to enjoyable for all involved ones.
Decision making: In simple meaning, decision making is delineated to the activity of
selecting among two or more alternatives of action to a problem (Kane, 2020). In emotional
intelligence, decision making ability guides people to use emotions for the purpose of improving
viewing, thinking and devising solid decision even in toughest emotions such as anger,
happiness, etc. For instance, managers and administrators of Domino's Pizza UK makes uses of
their and others emotions while devising any decision about employees, workings and
organisation as whole.
Self expression: This is very crucial emotional intelligence factor that refers to the
potentiality to constructively expressing ourselves and feelings in general. This relies on
straightforwardness, boldness along with self confidence. For example, employees of Domino's
Pizza UK have ability to get their point across the managers without generating disruptive
disturbances at the time of interacting with others.
Self participation: The emotional intelligent factor is portrayed as ability to involve self
and others for taking part ore engaging with organised activities despite of being selected by
others (Kapecki, 2020). It could be manifested through lifelong effect as well as enthusiastic
commitment for long term objectives. For example, workforce of Domino's Pizza UK generally
participate themselves in activities to attain objectives of business.
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Stress management: The emotional intelligence factor is described to the potentiality for
constructively and effectively managing or tolerating stress level. Moreover, stress management
is competence of a person to withstand or deal with adverse occasions without getting
overwhelmed through coping with stress in positive and active manner. For example, stress
management is seen in leaders of Domino's Pizza UK as they effectively cope with demands of
changing business environment and performs working actively to improve immediate
circumstances.
The five factors of emotional intelligence are further categorised into various
representative subdivisions. Moreover, Reuven Bar-On have outlines a technique to quantify
along with measure emotional social intelligence that is Emotional Quotient Inventory which
aims to determine and predict all emotional social intelligence markers together with their
influences on managerial aptitudes (Kingston, 2020).
Application of model
In Domino's Pizza UK, application of Goleman's model promotes social along with
learning across the workplace from workers to higher management level. As per Goleman,
disciplinary problem, abuses, discrimination and many others are reduces at organisation with
high emotional intelligent workforce as it improves performances, behaviours and efficiency of
employees towards attaining set objectives. Through application of the model, all workforce of
the company are able to recognise their and others emotions that are influences from situation
that is Covid-19 pandemic (Kohl, 2020). In case with Domino's Pizza UK, administrators have
analysed improvement in emotional intelligence as it improves communication, management of
relationship and solving issues. It allows people to have control on their self emotions and that of
others so that healthier environment is build and workforce are more likely to be aware about
emotions of self and peers in order to act accordingly. The importance to develop emotional
intelligence at workplace are as follows:
Dealing with change: Change is said to general transition to other state situation. In an
organisation, change is important to deal with critical situations. However, not many employees
like change. With application of Goleman's model, emotional intelligence of people improves
and it makes them open to change as well as innovative. The model gives tools and techniques
that are requires for the entity to deal with any type of change which comes in the path of success
(Koss, 2020). For example, in Domino's Pizza UK, due to Covid-19 pandemic, people faces
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change with negative attitudes along with crosses arms. In this, developing emotional intelligent
inspires workforce to become positive and encourages them to understand emotions of
customers so that effective experiences are provided to them in terms of high quality pizza or its
other product. People having high emotional intelligence skill helps in managing change and
anxiety so to grab opportunities for growth.
Leadership capabilities: It is a way to think, feel, behave and act subsequently. It is the
capability to devise vision, strategies and en example to inspire, engage and teach others (Lester,
Brock Baskin and Clinton, 2020). Capable and great leaders understand emotions of others as
they are aware about other workings, ways to influence and inspire them. Business keeps
leadership capabilities on top priority as leaders with emotional intelligence makes wider
differences in productivity as well as profitability on company. With application of Goleman's
model, it makes sense that organisational owners seeks talent that have high emotional
intelligence. Moreover, these workforce have empathy for adverse situations and feeling of
others. For instance, developing emotional intelligence among leaders of Domino's Pizza UK
motivates, influences and inspires employees for performing with best to overcome from impacts
of post-Covid. Furthermore, leaders having the quality makes positive impacts on culture,
business environment and relationship at workplace.
Better communication: Communication involves channels as well as forms of
exchanging meaningful messages, ideas and information among all people that are part of
company (National Academies of Sciences, Engineering, and Medicine, 2020). The situation of
Covid-19 have made various customers angry and multiple workforce upset in which difficult
conversations stir up all kinds of emotions. Through applying Goleman's model, company is able
to have right skills that can handle conversations by connecting emotionally with others prior
finding effective resolution. For instance, people in Domino's Pizza UK will have high emotional
intelligence workforce by executing the model so that they express themselves clearly. With this,
employees earn respect as well as build better communication network. Development of
emotional intelligence is also significant for solving issues by staying calm and influencing
others with the behaviours. This leads to having peaceful environment for company and
becoming successful in limited time frame.
More self awareness: The term self awareness is the way a person consciously knows
addition to understands their own motives, characters, desires and feelings (Parker, 2020).
8

Through application of the emotional intelligence model of Goleman's, an organisation is able to
help employees in understanding their own weaknesses and benefits. For example, emotional
intelligent employees of Domino's Pizza UK posses ability for taking feedbacks from customers
about its services in post Covid situation and uses them positively for improvising facilities and
achieving growth. When emotional intelligence manpower are aware about their abilities to
accomplish something in limited time, it results in success of company as main priority.
Development of emotional intelligence at workplace assist in becoming aware about abilities and
learning from constructive criticism.
Compassion: It is the emotion which occurs at the time when an individual confronts
with sufferings of others and feels encourages for relieving than suffering (Patel and Choudhury,
2020). Often, it is regarded as possessing sensitivity that is emotional context to suffering.
Through application of Golman's emotional intelligence model, an organisation is able to
develop compassion within the company along within one's life. It permits people to get
connected with others on emotional level. For example, by developing emotional intelligence in
Domino's Pizza UK, employees are able to get connected with fellows and customer in posit
Covid situation and sharing the emotions with clients. Through displaying compassion,
manpower at workplace assist to connect, improve motivation as well as overall organisational
reputation.
Relationships between EI, effective management communication and business advantage
Emotional intelligence, management communication and business advantage have direct
relationship at workplace. The concept of emotional intelligence refers to capability for being
aware, control along with expressing emotions together with handling interpersonal relations in
empathetical and judicious manner (Patil and Chowdhury 2020). At same time, effective
management communication is said to impelling flow of information as well as knowledge
among managerial positions in desired form. It involves sending and receiving information
among managers in effective manner. Likewise, business advantage is the factor which permit
the organisation to produce products and services in more cost effective manner than the
competitors. It allows productive company to make huge sales with superior margins in
comparison to rivals in industry.
Emotional intelligence in workplace of Domino's Pizza UK helps management to
communicate with each other and with others effectively so to exchange necessary information
9

that guides workforce to contribute in productivity to gain business advantage in the competition.
At same time, emotional intelligence when combined with effective management communication
enables improvements of relationship and interactions with subordinates addition to superiors
within the company (Pattnaik and Jena, 2020). The competence of understanding and controlling
emotions of self and others helps managerial positions to make necessary improvement in
communication that inspires people to work smartly, creatively and more productively to
overcome from consequences of post- Covid. With this, Domino's Pizza UK gain business
advantage as emotional intelligent workforce shares innovative thoughts and enables
management to communicate effectively for attaining sustainable business advantage in the food
service industry.
Critical evaluation of using model
Goleman's model is effective for workforce of Domino's Pizza UK as it comprises set of
emotional abilities which are not personality characteristics along with innate talents, rather are
capabilities that are learned addition to developed with the view of attaining new performance
level. It is very popular within executives addition to corporate offices which uses emotional
intelligence for maximising human resources (Portuguez Castro and Gómez Zermeño). The
model states that people are born wit specific abilities within cognitive function and features
which are aspects of individual personality. By using the model, Domino's Pizza UK enjoys
various benefits and faces limitations that are as mentioned:
Advantages of Goleman's model:
 Goleman's model is used in corporate and other related professional setting for the
purpose of training addition to evaluate potential and skill of management and
employees. In Domino's Pizza UK, the model enables workforce to improve their skills
and potential to understand and control emotions of own and that of others.
 Goleman's model states that people who adopts characteristics gives them wider chances
for becoming successful than other do not (GSipior, 2020). With this model, employees
of Domino's Pizza UK work with synergy and their development shows outcomes in
form of exponential returns.
 Working of the areas mentioned in Goleman's model helps people to reach at great
heights. In relevance to the entity, the model benefits employees to gain excel in working
in coming couple of years.
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Disadvantage of Goleman's model:
 There are various scholars that finds the emotional intelligence model less scientifically
proven as well as more akin for popping psychology.
 The results of Goleman's model are devised on assumptions which always do not provide
adequate outcomes. It is generally inappropriate as well as misuses legitimate
psychological theory.
Other than Goleman's model, there are various models of emotional intelligence whose
pros and cons are underneath:
The Bar-on model
Advantages of Bar On Model are below:
 It defines an array of interrelated social along with emotional competencies which helps
in identifying how individual reaches at understanding and expressing self and coping
with challenges faced in day to day life.
 Bar On Model helps in analysing human effectiveness from perspectives of society and
strengthens intelligence among people.
 It puts forward the working that emotional intelligence is interconnected behaviours
which occurs from various competencies that influences behaviour and performance of
an individual.
 It is an effective technique to solve basic problems and achieving intermediate level
outcomes (Tomé, Gromova and Hatch, 2020).
Limitation of Bar On Model:
Cons of Bar On Model that can be faced by Domino's Pizza UK are as follows:
 For high performing business such as Domino's Pizza UK, the model is not helpful to
develop required level of emotional intelligence.
 Depending more on the model makes it critical for the company and results in burden for
managers.
 Over relying on Bar On Model of emotional intelligence have wider possibilities for
employees and managers to develop or improve innovative addition to creative thinking.
The Mayer-Salovey model
Pros of Mayer-Salovey model are as follows:
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 Mayer-Salovey model helps in improving emotional intelligence through analysing
signals of important environmental changes, different kinds of reasoning addition to
perceiving situations in various manner.
 It assist participants to judge emotional content related to diverse stimuli that includes
designs, colours and faces.
Cons of Mayer-Salovey model when applied in Domino's Pizza UK are as evaluated:
 Drawing assumptions about development of capabilities or emotional intelligence among
workforce of Domino's Pizza UK is not adequate as results are devised in the basis of
assumptions. Application of Mayer-Salovey model in the workplace is a lengthy process as it
consumes huge time and efforts to reach end results.
What development needs of people are required to be developed
Development needs are said to those areas that require improvements to excel in future.
In context to managers of Domino's Pizza UK, mentioned below are some of development needs
that are required for further development on professional context:
 Decision making: For managers, development in area that is decision making is
important as it is the action for making choices via recognising a judgment, collecting
information as well as assessing alternative options. In Domino's Pizza UK, there are
requirement of developing decision making in order to make thoughtful, deliberate and
organise decision that benefits them and the whole company.
 Delegation of work: Delegation is said to shifting authority along with responsibility for
specific tasks, decisions and functions from one individual to another (Upadhyay,
Khandelwal and Iyengar, 2020). In association to managers of Domino's Pizza UK,
development of delegation of work requires improvement as to properly assign roles and
functions to people as per their area of interest so to handle the diverse impacts of post-
Covid.
 Intellectual skills: It is termed to the way in which a person evaluates together with
organise information. For managers of the company, development of intellectual skill is
required for the purpose of managing workload, thinking critically, focusing in depth on
various areas and making informed judgements to manage business in critical situation of
post- Covid pandemic.
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At same time, there are certain development areas for employees of Domino's Pizza UK
that required necessary developments among employees which are defined below:
 Creativity: It involves using imaginations together with original ideas for the purpose of
creating something innovative. Being creative benefits to all role in workplace. In context
to employees of Domino's Pizza UK, developing creativity is necessary so to find
solutions for problems in post-Covid situation.
 Adaptability: It refers to potential to manage diverse assignments at a time and working
flexibly in all changing situations. For employees of Domino's Pizza UK, development of
adaptability is essential as being able to adapt in changing work environment is big
advantage for them in the post- Covid situation so that they are able to make effective
career.
Recommendation and Plan
Criteria Differences Comments
Existing behaviour Post Covid Behaviour
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Communication At present, employees and
managers in Domino's Pizza
UK are communicating
through the followings:
 Face to face
interactions: In this,
managers and
employees have face
to face interactions
for discussion some
topics, issues and
working to reach
objectives.
 Short gathering:
Through this,
management team
and employees of the
company gathers at
one place to
exchange ways to
tackle situations or
attracting larger
customers on weekly
basis.
Some of recommendation
through which managers and
employees of Domino's Pizza
UK can adopt in post Covid
situation:
 Intranet: It is
communication means
in which a network
within organisational
premise is set for
communication about
ways to handle the
situation and managing
practices within having
personal contacts
(Amir, Bin and Bin
Amir, 2020).
 Video conferencing:
With this, employees
and managers of
Domino's Pizza UK
will be able to have
interaction through
technologies at different
locations to share ways
to deal with post-Covid
situation.
By adapting
the
recommendati
ons, managers
of the
company will
be able to
enhance
communicatio
n with
employees
and customers
effectively.
Motivation Presently, employees of
Domino's Pizza UK are
motivated by managers
Some of recommendation to
managers of Domino's Pizza
UK to motivate workforce are
With the
recommendati
ons, it will
become easy
14

through the following:
 Rewarding: In the
company, employees
are motivated through
various monetary
rewards so that they
target and satisfy
wider customers for
their offerings.
 Promotions and
transfer: At present,
employees are
motivated through
providing them
transfers and
promotion that they
are expecting form
the management
(Craig, 2020).
as follows:
 Enabling collaboration:
Managers of Domino's
Pizza UK can use
various digital tools to
get employees working
collectively for solving
issues that are arising
from Covid situation.
 Flexible culture:
Managers of Domino's
Pizza UK can motivate
its employees through
creating flexible work
environment in which
employees are allowed
complete allotted tasks
through their own way
for dealing with post-
Covid.
for
management
of the
company to
motivate and
retain its
employees to
work with it
in post-Covid
situation
(Kabahizi,
2020).
CONCLUSION
From the discussion, it is concluded that fro an organisation, it is main priority to build
emotional intelligence so to understand and manage emotions of self and others at workplace.
Emotional intelligence assist in predicting reactions of others related to some negative news,
providing effective communication along with being prepared to tackle issues. At workplace,
emotional intelligence leads to making easier adjustments, better organisational culture, fosters
teamwork, greater self awareness and self control. The key models associated with emotional
intelligence includes Bar On- model, Goleman's model and Mayer-Salovey model. As per
Goleman's model, emotional intelligence is cluster of abilities, competences and skills that
15

emphasis more towards relationship management, self awareness, social awareness and self
regulation. Likewise, Mayer-Salovey model suggests that information or data which is perceived
from understanding of feelings, thoughts and emotions, with management of all are used to
facilitate creativity, thinking addition to guides solid decision making. Similarly, Bar On- model
puts the suggestion that emotional intelligence is a system that interconnects behaviours arising
from various consequences. It includes certain scales that are self expression, decision making,
stress management, interpersonal and self perception. The importance for development of
emotional intelligence at workplace comprises dealing with change, leadership capabilities,
better communication, more self awareness and compassion. For employers and managers of
company, there are certain development needs that are required to be developed with time. Some
of them, includes Decision making, Delegation of work, Intellectual skills, Creativity and
Adaptability.
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