Emotional Intelligence: Case Study Analysis and Personal EQ Assessment

Desklib provides past papers and solved assignments. This report analyzes Amadori's emotional intelligence initiative and includes a self-assessment.

Develop and Use Emotional Intelligence
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Table of Contents
Assessment Tasks............................................................................................................................3
Assessment Task 1:..........................................................................................................................3
Assessment Task 2:..........................................................................................................................8
Assessment Task 3.........................................................................................................................11
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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Assessment Tasks
Assessment Task 1:
Q1. What were the key goals of the emotional intelligence initiative at Amadori? Describe t
he methods used by the company to implement and monitor the initiative.
Emotional intelligence is the capacity to know the information, aware, control, and present the
emotions to maintain the interpersonal connection accordingly and understandingly. There are
various types of goals that relate to the emotional intelligence at Amadori. It is a poultry supplier
for McDonald’s. in the past internal analysis of the company by EI discuss firm six seconds
identify that Amadori wants to consider effective strategy towards the people.
Goals are: it wants that its organization will become learning firm. Develop a strategy for the
manager as a coach for the purpose of employees support.
1. Learning organization: These key goals were founded of emotional intelligence at poultry
supplier. It is needed for the organization to gain learn and enhance its capabilities, so the
business of the company become stronger and powerful.
2. Develop a strategy: This key goal is also applied by the supplier. It wants to make plans for its
managers to handle the employee’s queries by feedbacks and development plans.
Amadori applied the six-second; it conducts the training method, coaching, and distance learning
methods for its employees. Performance reviews help to gain the employee's effective works and
activities. The company applies this method to monitor and execute (Fitzpatrick, 2018).
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Q2. Analyse and describe how emotional intelligence influenced individual performance in
the company.
Emotional intelligence affects individual performance in the company. When analysis and
investigate the EI factor it shows that it affects the personal activities within the company. EI
identify personal activities, practices. In the investigation, it shows various aspects. 47% of the
fluctuation in performance is identifying by modification in emotional intelligence.
EI directly affect the person in various ways. Manager’s positive EI level shows help to connect
with the employees. It also influences the team members. It is analysis by the help of the sample
it shows that 76% of modification in connection is identifying by variation of manager emotional
intelligence. Sales manager’s involvement in EQ training, company makes plans for manager-
coach process. It helps to influence personal activities and employees performance. EI is
measured six seconds emotional intelligence appraisal is to support the individuals. It also helps
the organization. It is analysis that 63% reduce of personnel turnover of Amadori sales force
(Garris, 2018).
EQ score and performance score are investigated. These scores described that emotional
intelligence impacts on individual activities within the company. It is explained by the example
of Amadori manager’s survey. It shows that when the company conducts the performance score
measurement towards the management system with the help of 147 Amadori and middle
managers; it shows some results. Managers in the top 25% of EQ score higher in the company
performance system. Linear regression analysis helps to make the relationship between managers
EQ and outcomes scores. It helps the persons to identify the personal skills and enhance its
capabilities, and it directly affects to the company (Bekerman, 2018).
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Q3. Analyse and describe how emotional intelligence was used for employee engagement
and the results it produced.
Emotional intelligence used for employee engagement; when analysis the EI which used for the
employee connection it shows various types of results. To identify the relationship between
managers EQ and organizational connection, it applied the linear regression analysis. It is
predicted by the manager that 76% of employees show their interest. It is also an analysis that the
emotional intelligence of employees is more valuable as compared to IQ.
High emotional intelligence employees do their work in an effective manner. They maintain their
pressure, resolve the issues and conflicts. These employees take business decisions and handle
the situations(Garris, 2018).
EI used for organization employees to do work with systematic way, and take the right decisions
for business purposes. It is an analysis that employees were more emphasis and enthusiastic
when they get promotions and hire encouragement towards their works. EI helps to encourage
and support the employees. It is identified that 75% survey participants observed that when EI
comes it emphasis the persons to develop higher EI as compare to the high IQ (Rezvani, 2019).
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Q4. Did the emotional intelligence impact organisational performance for Amadori? Descri
be in detail and highlight key data and outcomes from the study to support your analysis.
Yes, emotional intelligence affects organizational performance. It provides various benefits for
the organization. Amdori applied EI to improving its business and encourage its employees to
provide better works. It helps to increase productivity, high connection, and engagement levels.
It reduces the risk of higher turnover, increases the market share.
Emotional intelligence directly affects the employees as well as the organization. It affects the
performance of the employees. It shows the EI helps the workers to do their works more
effectively. They contribute their efforts with high performances as compare to the average
performs workers. Internal analysis is applied which helps to concentrate on people management
and development.
Company HR department invests and contributes with extra charges for transformation.
Advanced skilled managers had maximized organizational connection. Plants with these factors
help to reach better and effective performance.
EI is measured by SSEI (six seconds emotional intelligence) appraisal and helps to the
organization activities. These outcomes show that EI and the organizational connection is the
major operator of performance.
EI maximize productivity; it comes when the employees of the company will do their work in an
effective manner and their high morale. Managers predict that there are large numbers of
employees show their involvement due to emotional intelligence factor. This tool helps to gain
the chances to engage with employees and create a positive relationship (Prati, 2018).
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Q5. Based on your analysis, would you consider EI to be critical to organisational dynamics
(e.g. team performance) and organisational performance? Make appropriate recommendat
ions based on your understanding of EI and the case example.
By the investigation and whole analysis, it is suggested that emotional intelligence is important
not only for the employees but also help the organization and its performance. It provides various
benefits for individuals and the firm. It increases organizational engagement. It helps to
maximize the chances to achieve better line outcomes. It supports the organization and its team
members internally as well as outer environment. Other recommendations are:
When a company applies the emotional intelligence, it helps to enhance the employee’s skills,
their knowledge, abilities and provide the guidelines to take right decisions. It helps to boost the
career, entrepreneurial strengths, health, relationship fulfilment, happiness, and leadership skills.
It provides many profits to predict the employee’s perceptions. So the company will apply this
factor into its business plans (Garris, 2018).
Example: Some companies apply this concept and gain success in the future. PepsiCo Company
used EI for selection criteria towards managers and identify based on EI capabilities were 10%
increase productive. It also shows that 87% reduction in executive turnover (Lopez, 2018).
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Assessment Task 2:
Introduction
In this report, it shows the emotional intelligence importance, its measurement tools, and its own
EQ test. EI methods help to manage their own emotions and other perceptions. It explains the
measurement of EQ scorecard and describes its results. In this report, it also defines a person
own strengths and weakness.
Emotional intelligence used by the peoples in their own thoughts and perceptions. This tool helps
solve people's emotional issues and develop verbal skills. It is a personal characteristic which
includes self-confidence, self, and self-motivation. It is a set of skills, abilities; it supports to
understand the reasons, utilize the emotions in thoughts and actions.
Background/Problem
In this report, it describes various problems which arise in many reasons. To identify the issues,
it follows Goleman’s four quadrants emotional intelligence competency model. The
physiological test helps to identify the issue and also suggest the solutions to improve it. The
problems are lack of communication, coordination and team management. Scorecard describes
the actual scenario of the intelligence of the emotions. Problems affect this factor, and it creates
barriers to the individuals.
Main content
1) Evaluate the test score and the profile generated and describe what they tell about you;
When evaluating the test score and the profile which is generated it tells that all the answers
show some factors needs for improvements. In relationship management, it wants to need
improvement. In the relationship management factor, there are more needs for improvements.
The global EI test results identify their own perceptions and behaviour. It is defined that the
score in social awareness is increased as compared to the self-awareness and self-management. It
wants to improve the efficiency in the relationship management factor which supports the skills
of others by their feedbacks and instructions. It also tells that some improvements are needed in
the self-awareness factor.
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2) Express if the score/profile closely resembles or identifies your emotional state and
tendencies.
Explain if it does or does not;
The score identifies the emotional factor and trends. It does not provide the standard results. This
test helps to understand the self-analysis. Emotional intelligence scorecard shows the actual
perception and observations towards self-awareness, self-management, social awareness, and
relationship management. It describes that in the self-awareness factor it wants to improve the
skills of emotions and also check its effects towards the work performance. It also shows the
realistic investigation of self-strengths and weakness. In the self-management factor, it shows the
average score, but in the relationship management factor, it gives a few numbers, so it is
essential to improve these factors (Wood, 2018).
3) Keeping the score/profile in context, provide a detailed example of an emotional/stressful
situation in a workplace that highlights your personal stressors and emotional responses
based on the above two evaluations;
When providing the example of emotional situations in a workplace which emphasis on personal
stress and emotional which responses to the past evaluations.
An example is: On the workplace, the stressful environment is arising due to the higher pressure
of the board. A situation is workers makes costly mistakes during works. It creates the group
difference and starts negativity in the environment. It makes a stressful atmosphere which
pressuring the mindset in the workplace. It makes the personal stress and emotions. It also affects
the relationship management. In this situation, it wants to need improvement so the conditions
will manage and maintain.
Communication problems: This problem arises in the workplace due to unclear and barriers. By
this situation, it creates problems, issues in the workplace. It misguides and passes the wrong
information which creates big issues(Wood, 2018).
Coordination’s problems: This problem is arising when team members did not coordinate with
their managers. It creates a stressful environment and affects the emotional and social factor.
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Poor management: Key stressors and emotional triggers are in the workplace which is lack of
coordination of the employees. It creates big problems, and it also affects the overall
environment of the firm. These issues make the reasons for stressful situations in the workplace.
When examining the self-analysis, it shows the actual data of various sectors it includes self-
awareness, self-management, social awareness, and relationship management. It is important in
self-analysis to identify the factors that directly affect individual emotions. Self-control and
flexibility skills help to reduce the risk of personal stress and emotional responses (Garris, 2018).
4) Summarise your emotional strengths and weaknesses in the context of the above
analyses.
Own strengths and weakness in the given context describe various types of aspects. It describes
that in the social awareness factor shows a higher score as compared to the other factors. In self-
awareness factor and self-management factors score to describe the average score which wants to
improve the capabilities.
Strengths are: Own strengths are identified with the help of identifying the abilities, appreciate
own efforts and reflects on values, and by examining the responses. It is identified that emotional
intelligence is higher and show positive results in social awareness factor. Increase the skills in
social awareness helps to create transparency, honesty and managing the responsibilities. It
shows the potential strength which helps to reduce the risk of stress.
Weaknesses are: Relationship management wants improvements which show the weakness.
Conflicts, pressure and decision making skills need to improve. It is difficult to read the
emotions and self-examine own self. It also creates problems. Lack of self-confidence is another
weakness, and it affects the other team members (Bakotić, 2016).
Conclusion
It recognizes the emotions, facilitates the emotions, understands it and manages it. In this report,
it explains the help of emotional intelligence measurement and shows the actual thoughts of
individuals. Key stressors and emotional triggers are in the workplace which is lack of
coordination of the employees. It creates big problems, and it also affects the overall
environment of the firm.
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Assessment Task 3.
Scenrio2
Management has decided to bring another team member in the team because of some other
motive, but they are saying that this step is required to take because of gender equality. Now,
team members not think that this is the necessary or correct step taken by the management. In
such cases, in the company Amadori, Artificial Intelligence is needed because it will help in
managing such problems. In this company among the teams, this advance intelligence can stop
such kind of unnecessary management actions. These kinds of unnecessary management actions
can hinder the performance of the team, and the focus of the team directs towards such an issue.
For example, when management announces that new team member will be introduced soon
because they want to make a gender balance but deep inside both (management and team
members) know that this is not the exact reason. So, this kind of issue takes the attention of all
the team players (El Yamamni, et al., 2017).
Artificial Intelligence can help in minimising such issue and can provide great help to the team
members and department. Once the team is completely away from such tension and start
working in a stress zone, then their productivity starts increasing day by day. They can perform
better jobs in the production department, distribution channel, etc. The overall performance of an
organisation will increase soon. Many groceries store use this technology to help their
consumers. They put these machines and offer consumers self-check-out mode. This saves the
times and efforts of the consumer as well as for an organisation. Many companies started to
prefer this technology in their administration wherever possible as this technology is reliable and
loyal to the company. Initial and maintenance cost of this is very high, but this is very loyal
technology towards the department heads (Wheelen, et al., 2017).
In Amadori, Artificial intelligence can be a very critical step for the department heads and team
members because this machine language has the ability to replicate the primary functions of
humans. It has a great ability to learn things, techniques, process, methods, rules, and regulation
of the company or the department. These are bots which only require coding (orders) from the
management to conduct the particular work or event. They have the ability to understand the
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requirement of the management of Amadori and provide them with the appropriate solution. In
Amadori, the work pressure of team leads and members will be reduced than before.
Issues which are facing by the team members like the imposed decision, loss of team changes,
unwanted members or resources, tension, stress, loss of independence, politics by the
management, quarrels, loyalty, arguments, willingness to not to do the task, etc. will be resolved.
As these bots do not have their own intelligence or feelings, they don’t take the pressure off
unwanted decisions or political issues running in the company. All they do is their work
effectively and efficiently without any compliance. And what management needs to do is provide
the proper maintenance and servicing because these machines are very critical one little virus or
damage can harm the company in enormous ways. For example, in Amadori if management
wants the bots of the production department to pack the food items, but they upload incorrect
coding in the bots. Instead of making packing the food item, bots start to destroy the boxes. In
such cases, management of Amadori will incur a huge loss. So, it’s very crucial to understand
that these bots only require correct coding, maintenance, and service to work well in the
company, any little negligence or ignorance can cause the huge financial loss (Levy, et al.,
2015).
In Amadori, management should start implementing the process of this intelligence as this
technology will eventually help them in the long term. Once their cost will surely increase, but in
the long run, they can take enormous benefits from this technology. This increase the costing of
the Amadori but it’s will also increase the revenue, customer satisfaction, employee satisfaction
and increase reputation in the market. The company saves their precious hours and money by
automating daily process and task because it will increase the productivity and operational
efficiencies. Not only is this will avoid the little human mistakes or human error. Sometimes,
human forget something due to their ignorance in training or due to their not willing to do work
but in the process of artificial intelligence, these bots never forget what they have been taught
(Russell, et al., 2016).
Team members will no more have to face such issues like unwanted decisions or office politics.
The effect of this is harmful not only to the particular team but for the whole Amadori because
the productivity level of the employee goes down and their complete focus transforms on these
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