Case Study: Improving Performance Through Emotional Intelligence

This case study delves into the application of emotional intelligence within a workplace setting, specifically addressing a scenario where an employee, Mr. Arthur, exhibits poor performance and struggles with teamwork. The assignment explores the manager's role in guiding and motivating the employee, emphasizing the importance of direct communication, understanding the impact of poor performance on the organization, and establishing clear expectations. The solution highlights the necessity of self-awareness for the employee and suggests strategies such as providing feedback, offering training, and implementing disciplinary measures if necessary. Additionally, the case study identifies five non-verbal communication techniques that a manager can utilize to influence the employee's behavior and improve their performance. These techniques include facial expressions, anger, regular interactions, and eye contact, all aimed at conveying the manager's expectations and concerns effectively.

Emotional Intelligence
Case Study Answer
System04104
8/17/2019

Answer-1
It is the responsibility of a manager to guide and motivate employees in the right direction. A
manager should personally talk about the issues with Mr Arthur. As Arthur is not able to
work in a team and avoid his responsibility of work in the organisation, the manager should
ask them to understand the consequences of poor work performance on the organisation and
on the job career of Arthur. The manager needs to talk with the Arthur and ask him to make
coordination with the working schedule and office timings. Self-awareness is the key of
achieving great thing in life. As Arthur, cannot explain others about their issue, it is essential
for a manager to discover his problems and try to solve it. Apart from this, manager can also
ask the clarification or planning report that how Arthur can improve his performance in
future. Here it is necessary for Arthur to understand the poor effect of his bad performance on
the organisation. Manager can also arrange the training for Arthur to learn about the
cooperation with the team members. However, the manager can also apply a threat of
punishment for Arthur for his poor performance if he continuously performs in such manner.
The manager can also ask the feedback from the Arthur to analyse his own performance
based on the organisational standards and give him result that how he can improve his
performance in the organisation and cooperate other people at the workplace .
Answer-2
The five non-verbal communications that can be used in this case are as follow:
1. Facial Expression from the manager can indicate the mood of manager that can force
the Arthur to think about his performance.
2. Anger that can realize Mr Arthur that he is not doing right things in the organisation
and avoiding his responsibility and accountability. Anger is necessary when the
employee ignores their roles and responsibility. It can create fear among the employee
to being punish on extremely bad performance.
3. Regular interaction of manager at the arrival time of Arthur encourages him to came
office at right time and work and behave in appropriate manner in the organisation.
4. Facial expression can show the dissatisfaction of manager from the work approach of
Arthur.

5. The regular eye contact of manager with Arthur and a small interaction may help the
Arthur to realise his responsibility towards the organisation and realizes him that he is
being observed by the boss.