Advanced Diploma of Project Management: Emotional Intelligence Report

This report provides a self-assessment of emotional intelligence, examining strengths and weaknesses in a workplace context. It explores the causes and management of stress, emotional triggers, and cultural expressions of emotions. The report delves into leadership styles, decision-making processes influenced by emotions, and strategies for assisting others in understanding the impact of their behavior. It also covers methods for encouraging employee expression, fostering a positive emotional environment, and leveraging team strengths to achieve outcomes. The report includes references to relevant literature and concludes with a summary of the key findings and the importance of emotional intelligence for effective project management and leadership.

Running head: USE OF EMOTIONAL INTELLIGENCE
USE OF EMOTIONAL INTELLIGENCE
Name of the Student
Name of the University
Author note

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Table of Contents
Introduction: 3
What are the emotional strengths and the weakness? 3
Reasons for stress in the workplace and how it is coped up: 4
Emotional triggers and how to control them: 4
Role model for management of the emotions: 5
Feedback from colleagues regarding emotional intelligence: 5
How feedback is obtained and how to use the feedback: 5
Responding to a stressed worker: 6
Responding to an angry worker 6
Responding to an depressed worker 6
Discuss what you know about cultural expression of emotions and how you use this
knowledge 6
Leadership style 7
When making decision regarding workers show examples of how the emotions of the
workers affect your decision makin 7
How do you assist other to realize the effect of their behavior on the workplace? 7
How have you provided opportunities for employees to express their feeling? 7
How have you previously encouraged your members of your team to develop their emotional
intelligence 8
How would you encourage a positive emotional workplace 8
How would you use the strengths in the workgroup to achieve outcomes? 8

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Conclusion: 8

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Introduction:
The report aims in describing the self assessment for a promotion that has been decided
within the workplace. The organization has considered the emotional intelligence to be a key
part of the skills to be assessed by the project managers. The ability or strengths of a person
to acquire and understand the knowledge of managing and handling their own feelings and
also the emotions related to the work place is known as the emotional intelligence. There are
basically five categories of emotional intelligence motivation, social development skills. The
emotional intelligence may also be utilized for the assessment of the potentiality of the
leadership style and also assesses the employees that are expecting a rise or a promotion in
the company.
What are the emotional strengths and the weakness?
The emotional strengths refer to the ability off a person on how that person can deal with
the working strategies in an organization. The ability of the worker to deal with the problems
and the challenges and reciprocating on the challenges to rescue him-self from the challenges
directly refers to as then emotional strengths. Whereas, the emotional weaknesses refers to
the hard and strong built emotions that is considered of no necessary by the employees of the
origination. The feelings like the soft heartedness, feebleness, meanness, excessive amount of
sentiments and anguish shows rye state of the min d of the employee to be emotionally weak
(Yadav, 2014). The emotional strengths and weakness such as being lot more patient and
having a diplomatic behavior and relationship in the organization and being an excellent
communicator with an enthusiastic nature in the team and for the work creates a lot more of
positive strengths that actually helps to receive the promotion that has been assessed and
decided by the mangers of the organization. The weaknesses are the time boundaries that are

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missed and being not directive to the team and talking too much and too much of expression
creates a negative impact.
Reasons for stress in the workplace and how it is coped up:
There are many strong reasons that are affecting the mental stability of a worker. The
stress is the very common factors that are found in the employee emotional background. The
reasons for the stress are the workloads that are highly and excessively impacted on the
employees. The deadlines that are allotted to the employees are very difficult to maintain as
the deadlines that has been given are very unrealistic. The rush that has been created due to
theses deadlines are creating havoc in the mental conditions of the employees. The pressure
that is felt due to this rush is very overwhelming. Sometimes the situations that are jus
opposite, which also create a disturbance in the emotional state of the employees. There are
times when there are insufficient amount of work load ate impacted on the employees and
hence this raises a conflict in the mind questioning self guilt on the skills. The reduction in
control over the work structure and activities also has created stress in the pace. Some
emotional effects like the bullying and belittling by other employees also makes disturbance
in the emotional intelligence of the worker (Branch, S., Murray, J., & Ramsay, S. (2012).). But the ways
like reacting less in the organization, taking deep breaths in work, reducing the interruptions,
scheduling and ,maintaining the schedule for each day, eating and sleeping for adequate
times, keeping a calm composure helps in eliminating the stress that are related to the
workplace.
Emotional triggers and how to control them:
If the brain considers somebody has removed against the employee or wants to take away
important matters, after which the thoughts and feelings will be triggered. Employees react
with anger or apprehension, after which the employees rationalize the behavior rapidly so it

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will be significant. Employees may lose confidence in the individual person or current
situation. Removing attention from the situation that has been created by the person which is
creating the emotional triggers is the most easy and effective way of responding to the
triggers.
Role model for management of the emotions:
The use of strategies like Compartmentalization where the emotions that are negative in
nature arise in the home and affect the well being of the work. Taking deep breaths and
relaxation techniques helps in managing the emotions in the workplace. Clarifying the doubts
or miscommunication whenever and where every aroused impacts in a positive way to avoid
emotions in the workplace. Meditation and exercises lowers the anger level and knowing the
self trigger on emotions are also very essential to be a roler model for the management of the
emotions.
Feedback from colleagues regarding emotional intelligence:
Choosing to stay calm and handle the situations diplomatically in the workplace is the best
option and way for maintaining the balance in the relationship with the colleagues. Reacting
in a very gentle manner on getting feedbacks from them regarding the emotional intelligence
is the way to prove them attainment of the real emotional intelligence in a positive way.
How feedback is obtained and how to use the feedback:
Using the method of direct verbal communication to establish a good relationship among
the co workers in the workplace helps to receive the feedback on self assessment from the co
workers.
If the feedback is not the triggers or humiliations then applying the feedbacks for
correction of the behavior helps to achieve sustainability in the workplace.

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Responding to a stressed worker:
The first and foremost act of responding to a stressed workers is being calm to the attitude
of the worker knowing the vulnerability that has been working on him and acknowledging the
worker’s stress. Secondly no one should dictate the feelings of the worker. whenever stress
causes people apparently to become more and more disorganized, it may be needed to carry it
on their own to assist divert the conversation the way It is needed. Offering some help will
reduce the stress over the person
Responding to an angry worker
Responding tom the angry workers can be done by empathizing thre frustration they are
suffering from. Asking them the reason for their anger and taking action upon their feedback.
Responding to an depressed worker
Recognizing and identifying the reason of the depression of the workers and then showing
them the care and concern with a nice counseling are the most effective ways of responding
to a depressed worker.
Discuss what you know about cultural expression of emotions and how you
use this knowledge
Several emotions are standardized and encountered in completely different ways as a
response to similar incidents throughout all cultural groups; certain emotional reactions
demonstrate significant cultural differences in their previous events, how they are
experienced, the reactions they induce and how they have been viewed by the society around
them.

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Leadership style
The leadership style that is followed is Democratic leadership style. The technique of
democratic leadership will be more collaborative in that the leader entails members of the
team while making important decisions
When making decision regarding workers show examples of how the
emotions of the workers affect your decision making
We all understand our decisions are significantly impacted by our emotions. Indeed, it
is found that we have become largely ineffective in making decisions without emotions.
Emotions also affect the work of the team. A little emotion is good when it comes to decision
making, even though the emotional reactions inherently seem unpleasant or inefficient.
How do you assist other to realize the effect of their behavior on the
workplace?
Assisting others by letting them know about the real situation that they are unaware off is
the most effective way of letting them know and make aware of their behavior on the
workplace and communicating with them to let them know about the consequences will help
them to be more aware.
How have you provided opportunities for employees to express their
feeling?
Workers of the organizations that feel comfortable and secure to express their thoughts
emotions appear to become more efficient, creative and innovative. The opportunities like
creating the relationship performance, productivity, creativity, reliability allows to
communicate well the leaders of the groups (Asnawi, Yunus & Razak, 2014). This hence
enables to express the feelings.

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How have you previously encouraged your members of your team to
develop their emotional intelligence
The team members were encouraged highly to be emotionally intelligent as it takes much
efficient efforts for changing the habits in human interaction and gaining self control over the
emotion. The four steps were implied that comprised of preparation, training, transfer and
evaluation.
How would you encourage a positive emotional workplace
Positive emotional workplace is maintained by delivering simple form of gratitude
towards each other in the organization. This creates and encourages workplaces to be more
positive. Hence it is encouraged by positive implications, gratitude, spreading of happiness,
motivating others, celebrating the achievements, encouraging thinking that are positive in
manner.
How would you use the strengths in the workgroup to achieve outcomes?
The fact that the strengths if used in correct positions will deliver the greatest returns to
the company. Categorizing the strengths and making different groups according to the
similarities in the strengths in the workgroup will help to achieve perfect results.
Conclusion:
It can be concluded by this report that the assessment of the employees on the matter of
emotional intelligence is essential to know and evaluate their thinking on the team and the
company. This report has answered all the questions that have been asked by the manager for
the emotional intelligence assessment.

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References:
Asnawi, N. H., Yunus, N. H., & Razak, N. A. (2014). Assessing emotional intelligence
factors and commitment towards organizational change. International Journal of Social
Science and Humanity, 4(1), 5.
Yadav, S. (2014). The role of emotional intelligence in organization development. IUP
Journal of Knowledge Management, 12(4), 49.