University Leadership and Management: Emotional Intelligence Report

This report delves into the realm of leadership and management, with a specific focus on emotional intelligence and its practical application in the workplace. The assignment explores the student's emotional strengths and weaknesses, offering insights into self-awareness and emotional control. It addresses personal and work-related stressors, providing strategies for managing them effectively. The report further examines emotional triggers, conflict resolution, and the importance of role modeling in fostering a positive work environment. It emphasizes the significance of cultural context in emotional expression, adapting leadership styles to diverse team dynamics, and incorporating employee emotions into decision-making processes. Furthermore, it covers strategies for promoting emotional intelligence, creating a positive emotional climate, and leveraging employee strengths to achieve organizational goals. The report concludes by emphasizing the importance of open communication and providing employees with opportunities to express their feelings and emotions, fostering a supportive and productive work environment.

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student:
Name of the University:
Author Note:

1LEADERSHIP AND MANAGEMENT
Answer 1
The emotional strengths and weakness are as follows:
Strengths include:
 Confidence
 Emotional Self Control
 Empathetic
 Inspiring Others
 Managing and Resolving Conflicts
Weaknesses include:
 Tendency of Multitasking
 Dependency on Snap Decision
 Sometimes become a Self Critic
 The inability to Delegate enough
Answer 2
The personal causes of stress in work life include:
 Getting Married
 Increase in the financial obligations
To deal with personal stress, I adopted the circuit breaker mode and try to get the mind
out of the problem1. For instance, I tried practicing yoga for dealing with stress and also
avoid caffeine since it acts as a stimulant in increasing the adrenaline of the body.
Answer 3
1 BL Seaward, Managing Stress :Principles And Strategies For Health And Well Being (9th edn, 2017).

2LEADERSHIP AND MANAGEMENT
The emotional triggers and steps adopted for managing them are as follows:
Emotional Trigger Managing the Situation
1. When a worker shows up in the office for
a performance review
2. When the workers within the team are
unable to meet a deadline.
3. Choosing a particular worker for
promotion from a group of the qualified
workers
1. I have usually managed such a situation
by maintaining a warm smile and a relaxed
expression
2. In such a situation, I try to pinpoint the
problem without placing blames on anyone.
3. I handle such a situation by acknowledging
the efforts of each and every employee and
deciding on a particular individual has been a
real tough job.
Answer 4
The steps of acting as a role model to the workers by managing emotions include2:
 By knowing how and when to share
 By sticking on to what is considered right than what is popular
 By trusting mu own intuition
 By routinely fighting inertia, apathy and procrastination
 By looking for resolution than blaming someone
Answer 5
Yes, I am open to feedback from the others regarding my emotional intelligence. I can
use emotional intelligence in understanding and managing my emotions in a positive
2 Yacov Y. Haimes, Risk Modeling, Assessment, And Management (4th edn, Wiley Publisher 2015).

3LEADERSHIP AND MANAGEMENT
manner3. For instance, I can use it for relieving the stress, undertaking effective
communication, empathizing with the others, overcoming the challenges and diffusing the
conflict.
However, I can use emotional intelligence for the following:
 Focusing more on the ‘we’ time and less on the ‘me’ time
 Making use of more personal forms of the communication
 Through intensification of the attention
 Through the increase of empathy
 By putting the other person’s need ahead of mine
Answer 6
The self reflection factor leads to the continual development of my emotional
intelligence through creation of an enhanced knowledge of my emotions4. The factor thus
provides an insight into the impacts on my behaviour and performance in workplace. For
example, self reflection helps me in better evaluating the outcomes and the situations and
decides on an ideal course of the action.
Answer 7
a. Responding to an Extremely Angry Worker
3 Daniel Goleman, Richard Boyatzis and Annie McKee, 'Primal Leadership: Unleashing The Power Of
Emotional Intelligence' (2013).
4 Christopher S Collins and Joanne E. Cooper [2014] Emotional Intelligence and the Qualitative Researcher.

4LEADERSHIP AND MANAGEMENT
I would respond to an extremely angry worker by first thanking them for the feedback
provided. Then, I would empathize for their frustration and ask for the details that triggered
the agitation. The next step would involve taking action with necessary follow up
b. Responding to an Extremely Stressed Worker
To deal with an extremely stressed employee, I would first listen to his or her
situation and be empathetic. By talking to the worker, I will also try to find out the root cause
of the problem. Lastly, I would suggest certain tactics for minimizing the impacts of the
stress busters.
c. Responding to an Extremely Upset Worker
I would listen to an upset worker by remaining calm and composed. For instance, I
would be personal but at the same time also maintain the professional aspect. I would be
empathetic and not remind him/her of any policies that was violated. To calm the employee, I
will try to focus on the positives and assure him/her in keeping the matter a secret.
Answer 8
Culture profoundly impacts the manner by which the people perceive, display and
experience the emotions5. The context of the culture acts as cue when people try to express
the emotion. People belonging to the different cultural backgrounds interpret the similar
social context in different manner. For instance, a man belonging to United States can be
indirectly or directly ostracized for shedding tears while for the Utku population of Eskimos
expression of anger leads to social ostracism.
The knowledge of the concept can be used for:
 Learning how source culture might receive communications
 Providing training to the international employees.
5 Cultural Psychology (3rd edn, 2018).

5LEADERSHIP AND MANAGEMENT
 Carefully practicing the open door communication
 Judging the need for the mentors
Answer 9
Depending on the different emotions of the workers, I can adapt my leadership style by
adopting the following approaches6:
 For leading a team with introverted team members, I would send the meeting agenda
ahead of the time; try to avoid brainstorming sessions and offer closed door and quite
places for inner reflection
 For leading a team of extroverts, I would opt for face to face communication,
introduce activities of team building into the routine and provide opportunities for a
brainstorming session
 For leading a team of Ambiverts, I would try to remain flexible and thereby mix up
things for providing them with equal opportunities.
Answer 10
I would factor the emotions of the workers in the process of decision making by
adopting the following means:
 By remaining calm, aware and in control of the others
 Through enhancing my emotional intelligence by being a close observer, being
empathetic, by possessing the courage to be wrong, listening to the colleagues and
accepting their suggestions and by acknowledging the hard work of the employees.
Answer 11
6 DuBois Melissa and others, 'Leadership Styles Of Effective Project Managers: Techniques And Traits To Lead
High Performance Teams' (2015) 1 Journal of Economic Development, Management, I T, Finance, and
Marketing.

6LEADERSHIP AND MANAGEMENT
I would ensure providing opportunities the workers for expressing their feeling and emotions
by adopting the following means:
 Through creation of an open environment where the workers can come up with the
issues
 Through creation of a separate department where the employees can approach to deal
with the problems
Answer 12
I would make the employees aware by showing them through examples how their
emotions or behaviour impact others in a positive as well as negative manner7. For instance, I
will try to show them how a smile and a pleasant comment can act as an inspiration while a
nasty remark toward a colleague can lead to a bad mood thereby hampering productivity.
Thus, would encourage them in managing their emotions by the following means:
 Trying to distract employees the moment they exhibit volatile solutions
 By attempting to provide conflict resolution training to all the employees
 Ensure providing an assistance programs to the entire employee
Answer 13
I would mention the following points for encouraging others to develop their
emotional intelligence. These include8:
 Communication of the benefits of emotional intelligence
 Development of the importance of self awareness
7 Dave Bouckenooghe, Usman Raja and Arif Nazir Butt, 'Combined Effects Of Positive And Negative
Affectivity And Job Satisfaction On Job Performance And Turnover Intentions' [2013] Journal of Psychology.
8 Joseph Ciarrochi and John D Mayer, Applying Emotional Intelligence: A Practitioner's Guide(Psychology
Press 2013).

7LEADERSHIP AND MANAGEMENT
 Building of optimism
 Encouragement of healthy conflict
Answer 14
To promote a positive emotional climate in a department, I would adopt the following
means9:
 By providing a positive reinforcement
 By spreading happiness
 By motivating others
 By celebrating the wins
 Through the encouragement of positive thinking
Answer 15
I would use the strength of the workers for achieving the outcomes of the workplace
by adopting the following means10:
 First rather than assuming that the employees knows their strengths, I would
undertake a strength assessment that would act as the starting point for building
strengths
 Apply the strengths for achieving the common goals.
 Deepening the strength approach and assigning team projects based on the strength of
the employees
 Enable employees in setting the goals based on strength
References:
9 Hakan Ozcelik, Nancy Langton and Howard Aldrich, 'Doing Well And Doing Good: The Relationship
Between Leadership Practices That Facilitate A Positive Emotional Climate And Organizational Performance'
(2013) 23 Journal of Managerial Psychology.
10 Charles C Manz and Henry P. Sims, 'Leading Workers To Lead Themselves: The External Leadership Of
Self- Managing Work Teams' (2013) Vol. 32 Administrative Science Quarterly.

8LEADERSHIP AND MANAGEMENT
Bouckenooghe D, U RajaA Nazir Butt, 'Combined Effects Of Positive And Negative
Affectivity And Job Satisfaction On Job Performance And Turnover Intentions' [2013]
Journal of Psychology
Ciarrochi J Mayer, Applying Emotional Intelligence: A Practitioner's Guide(Psychology
Press 2013)
Collins CJ Cooper [2014] Emotional Intelligence and the Qualitative Researcher
Cultural Psychology (3rd edn, 2018)
Goleman D, R BoyatzisA McKee, 'Primal Leadership: Unleashing The Power Of Emotional
Intelligence' (2013)
Haimes Y, Risk Modeling, Assessment, And Management (4th edn, Wiley Publisher 2015)
Manz CH Sims, 'Leading Workers To Lead Themselves: The External Leadership Of Self-
Managing Work Teams' (2013) Vol. 32 Administrative Science Quarterly
Melissa D and others, 'Leadership Styles Of Effective Project Managers: Techniques And
Traits To Lead High Performance Teams' (2015) 1 Journal of Economic Development,
Management, I T, Finance, and Marketing
Ozcelik H, N LangtonH Aldrich, 'Doing Well And Doing Good: The Relationship Between
Leadership Practices That Facilitate A Positive Emotional Climate And Organizational
Performance' (2013) 23 Journal of Managerial Psychology
Seaward B, Managing Stress: Principles and Strategies For Health And Well Being (9th edn,
2017)