Report on Emotional Intelligence and Leadership in the Workplace

This report provides a comprehensive overview of emotional intelligence (EQ) within a leadership and management context. It begins by defining emotional intelligence and outlining the principles of self-regulation and self-awareness, emphasizing their importance in inspiring workers. The report explores how emotionally intelligent leaders can inspire workers, communicate effectively with a culturally diverse workforce, and build strong workplace relationships while managing stress and conflict. It also delves into the strengths and weaknesses of emotional intelligence, personal causes of stress, emotional triggers, and strategies for managing them. The report further examines how to act as a role model, seek feedback, foster self-reflection, and respond to various emotional situations in the workplace. Additionally, it addresses the importance of cultural expressions of emotions, adapting leadership styles, factoring emotions into decisions, providing opportunities for emotional expression, and creating a positive emotional climate. The report concludes by highlighting the significance of using workers' strengths to achieve workplace outcomes.

LEADERSHIP AND MANAGEMENT

Executive Summary
The report is quite an example for understanding Emotional intelligence and the principles
required for self Regulation and Awareness to inspire workers within an organisation. The
evaluation related to emotional triggers and managing them for effective work procedure is also
discussed in the following report making it an authentic file of information to the required
justification of emotional intelligence. The report have also provided with continuous
development of emotional intelligence along with the importance of cultural expression through
emotion within an organisation. Strengths and weaknesses that are to be considered for managing
workers in an organisation are also discuss with proper effectiveness.
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Table of Contents
Contents
Introduction......................................................................................................................................5
Explaining emotional intelligence and outline the principles of self-regulation and self-awareness
.........................................................................................................................................................5
Explaining how do emotionally intelligent leaders inspire workers...............................................5
Explaining how to communicate with a culturally diverse workforce............................................6
Explaining the use of emotional intelligence in the context of building workplace relationships
by managing stress/ conflict............................................................................................................6
Project 1...........................................................................................................................................7
Explaining emotional strengths and weaknesses.............................................................................7
Explaining what are personal causes of stress in your work life and how do you deal with them. 7
Explaining what are your emotional triggers and how have you learnt to manage them................8
Explaining what would you do to act as a role model to workers in your department in the
management of emotions.................................................................................................................9
Explaining on whether I am open to feedback from others in relation to my EQ and how would I
go about getting and using it............................................................................................................9
Explaining how does self-reflection factor into the continual development of your EQ................9
Explaining how would you respond to a worker who is:..............................................................10
Explaining how much knowledge do you have about the cultural expressions of emotions and
how would I use that knowledge...................................................................................................10
Explaining how would you adapt your leadership style to workers experiencing different
emotions.........................................................................................................................................10
Explaining how would you factor the emotions of workers into decisions that you make...........11
Explaining how would you provide opportunities for workers to express their feelings and
emotions.........................................................................................................................................11
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Explaining how would you make workers aware of how their emotions and behaviours affect
others and how would you encourage them to manage their emotions.........................................12
Explaining what would you do to encourage others to develop their EQ.....................................12
Explaining what would you do to create a positive emotional climate in your department..........13
Explaining how would you use the strengths of workers to achieve workplace outcomes...........13
Conclusion.....................................................................................................................................13
References......................................................................................................................................15
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Introduction
Emotional Intelligence is a capability of an individual to determine their emotions and of others
as well. In the current assessment there will be discussion over the same and over different
aspect which tend to affect one's emotions and emotional intelligence. It is important to consider
that through the use of effective model proposed by scholars’ evaluation of this prospect will be
done. This assessment will particularly focus on Emotion and how the following helps an
individual at workplace or affect their individual workplace activities. It can be said that
emotions are developed from one's personal experiences in life hence the assessment will also
discuss my individual experience over emotions and Emotional Intelligence.
Explaining emotional intelligence and outline the principles of self-regulation
and self-awareness
Emotional intelligence is known to be an ability to monitor or identify one's emotion. It also
allows one to understand the purpose of labelling work related activity in an evident manner.
There are various models which define Emotional intelligence. The aspects are known as ability
model, mixed model and trait model. Emotional intelligence also helps gaining knowledge over
intelligence, emotions and empathy which gives overview of different human interpersonal
dynamics. Self awareness and Self regulations are core elements of Emotional intelligence
(Collins and Cooper, 2014). The principle of self-awareness includes accepting of resistance,
positive thought that one can be wrong, becoming inner critic, Being responsible and, identifying
internal barriers. Critical element or principles included under self-regulation are self-control,
adaptability e, innovation coma trustworthiness and conscientiousness
Explaining how do emotionally intelligent leaders inspire workers
As stated above emotional intelligence is the ability which determines the emotional traits and
aspect of an individual, it is important to consider that Leader use Emotional intelligence to
identify the emotions of their subordinates or workers. Building and connecting with one's
emotion is the very first thing which positive leaders do (Mayer, Caruso and Salovey, 2016). In
the context examples in supporting and inspiring worker through emotionally intelligent leaders,
we have seen Steve Jobs, who critically understood the requirement of the employees and made
sure that they all were socially aware of the situation that drives the very requirement of
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innovation. He made clear that the employees in the organisation were self aware and regulated
to cope with general changes that occurred in everyday business life.
Explaining how to communicate with a culturally diverse workforce
People coming of different culture have different language, in this case there is a problem of
communicating between the employees. Hence usage of proper communication skills is very
important. In this case the cultural barrier of language affects communication at workplace.
Hence such diversity can be managed through creating an understanding of others emotions in
this way there can be establishment of communication between 2 parties (Karimi et al. 2014).
People coming from two different ideological background again creates barrier for
communication at workplace which often end in conflict hence there is a need of EQ for
developing effective communication which can be established between 2 parties.
Now in some case there are people from same culture, teaming up and forming groups creating
division barrier between the overall workplace environments. In such cases there is a need of
understanding which should be established between two groups in order create effective
communication channels for flow of information and knowledge (Petrides et al. 2016).
The team leader of our organisation clearly established a sense of respect through his extreme
knowledge in emotional intelligence through leadership act. Excellent usage of social awareness
by our leader made us understand the importance of having unity in diversity occasion resulting
in the harmonious walkthrough in organisation. The implementation of relationship management
as under the context of social competence in emotional intelligence by our leader also make sure
that none of the above-mentioned issues does really impact or happened in the organisational
workplaces.
Explaining the use of emotional intelligence in the context of building
workplace relationships by managing stress/ conflict
Emotional intelligence is known to be very useful when it comes to the building of workplace
relationships. Identification of emotions is very important in order to build relationship in a
professional manner. It can be said that EQ helps a individual to create better understanding with
the other individual. In this way, there is an open communication which is established between
two people helping to build effective relationship. It is important to consider that through the use
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of EQ better coordination and communication can be established which helps an individual to
build effective relationship with other individual (Murphy, 2014). Hence it can be said that EQ is
an useful capability through which professional relationship can be built in an eminent way.
Emotions derive stress and conflict at workplace. Hence it is important to consider that conflict
and stress can be managed with the help of EQ. Through the help of EQ the individual can
identify the emotions which are deriving stress and conflict which can be mitigated at the earliest
phase. Conflict between two person can occur but with the help of EQ one individual can
identify the emotion of the other based on which the the conflict can be solved easily (Van
Deursen et al. 2015).
The utilisation of emotional intelligence for minimising conflict and stress needs to be learned
from our mathematics teacher. She uses her experience touch over emotional intelligence by
understanding our requirement when we faced problems in tough sums. The stress that consumed
us, was minimised by her using her skills in Time management and assertiveness.
Project 1
Explaining emotional strengths and weaknesses
Emotional strengths and weakness have been found through the usage of a survey which was
conducted based on which the results have been given below:
Strengths: As seen in the result displayed above my strengths are Self as well as social
awareness. These two aspect are emotional strengths which I have. Self awareness is the self
determinations of one's emotions and awareness is of how one would manage or react in
different emotions. The results has also displayed that I am socially aware of different situations
which makes me emotionally strong (Di Fabio and Saklofske, 2014). However, I still feel that
my strength in social awareness needs to be more evaluated and constructive to encourage others
in a properly following rules and regulations and changing policies according to the requirement
of social boundaries.
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Weakness: As compared to other aspect I have seen that result shows that self management and
relationship management are my emotional weaknesses. Self management is the way I manage
my emotion in different situations and how I feel in different emotional situation on the other
hand relationship management indicate the way I handle and manage relationships be it
professional or personal in nature (Libbrecht et al. 2014). Anything valued less than 10 needs to
be identified as a weakness because emotional intelligence is an important factor for governing
people of the business properly. In order to ensure that my weaknesses like self-awareness, self-
management and relationship management are mitigated, I need to act and follow steps of
leaders and innovators like Steve Job, Bill Gates Mark Zuckerberg.
Explaining what are personal causes of stress in your work life and how do
you deal with them
There is personal life of every individual which affect their emotional mind in different ways,
resulting in stress. In my case I find stress in personal ways when I get discriminated in the basis
of my in disorder, language and culture. I have been to many places and have worked in many
sectors I felt lIke I have not been treated well in various situation due to my belonging from a
place which is different to that where I was working in (Coetzee and Harry, 2014). This brings
huge negative emotion in me and I feel dejected as well as low on confidence. Although I
manage such negative emotion by identifying root causes which derives my emotion and ignore
such negativity around me to make sure I am motivated and have positive emotions to perform
well at my workplace. I communicate frequently at workplace to make sure that there is evident
amount of understanding which I develop to settle down in any new workplace (Ang and Van
Dyne, 2015).
Most importantly by utilising the concept of self-management and relationship management
under emotional intelligence, I make my issue clear to my superior as well as the person who
make me feel dejected. This certainly provides a logical explanation to my discomfort and allows
me to think of an effective and productive way to tackle the odd situation
Explaining what are your emotional triggers and how have you learnt to
manage them
Emotions are often triggered by external environment hence such emotional connections with the
external world can trigger internal emotions and reaction over different situations..There are
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some emotional triggers which derive different kind of emotions in my life. Some of them are
given below:
1. Acceptance
2. Safety
3. Attention
4. Understanding
5. Fair treatment
6. Valued and liked
7. Loved
8. Comfort
For example If I am treated well I will react it in an happy manner whereas vice versa of such
situation can develop a rage emotion within me. Through the help of Emotional intelligence I
have understood that identifying emotions is the way in which one can manage them. If I am
raging I can identify its cause and mitigate it to make sure that I am not in anger emotion which
will have detrimental health effects over me (Miao, Humphrey and Qian, 2017).
Explaining what would you do to act as a role model to workers in your
department in the management of emotions
In order to act as a role model, the first step which is required to be performed is, I have make
the workers believe in me by the usage of motivational techniques. After they believe in Me I
have to make them understand their individual as well as collective emotions through Emotional
intelligence. After knowing their different emotional level, I will have to make sure that I am
able to connect with them emotionally with the use there emotional intelligence methods and
model. In this way I will become their role model as they will be able to connect with me and
will believe in my ideas about emotions. In this way through the management of emotions with
the help of Emotional Intelligence I will be able to act as Role model for my department workers
(Murphy, 2014).
Explaining on whether I am open to feedback from others in relation to my
EQ and how would I go about getting and using it
Feedbacks are very important in order to know about oneself by the views of other in this way
development can be made. I am very open to my colleagues and workers to give me feedback on
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my EQ. In this way I will be able to recognize drawbacks within my capabilities and use the
following as an indication to develop my abilities in EQ. Collection of feedbacks from workers
will be done in order to know my withdrawals in EQ with the help of this problems and issues
will be known. I will use this to plan their development and to make sure that I am able to
develop my capabilities and am better at EQ (Joseph et al. 2015).
Explaining how does self-reflection factor into the continual development of
your EQ
Self reflection is a process in which an Individual is reflective on their own capabilities and
abilities. Hence Self reflecting is way through which one can identify problems and issues within
one's ability individually. This helps self evaluation which can be used as source of information
to develop EQ (Peña-Sarrionandia, Mikolajczak and Gross, 2015). Self reflection factor can be
used by an individual to effectively ensure that the problems are identified be themselves only. In
this way I will be able to develop my skills in an faster manner. Self evaluation and self
reflection will help in continuous development of EO as the issues and ways of development will
be formulated on an continuous manner (Guy and Lee, 2015).
Explaining how would you respond to a worker who is:
Extremely angry: In case any worker is extremely angry, the person will be calmed down by
knowing the reason of anger and by understanding emotions which derive such anger through
Emotional inteligence.
Extremely stressed: I will be used as a ability to know the factors which have effect the
emotions of an individual deriving stress. By knowing this the ways in which such stress can be
mitigated will be determined.
Extremely upset: The reason for which the individual worker is upset will be known by the help
of Emotional Intelligence after which the ways in such emotions can be controlled will be
determined to make sure that the worker is not upset in future (Côté, 2014).
Explaining how much knowledge do you have about the cultural expressions
of emotions and how would I use that knowledge
The culture provides knowledge and information about different caste and religions. The culture
gives shape to people by forming their personality. The culture is related to emotions as emotions
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are a feeling of anger, sadness, happiness, depression etc. The culture of a particular place affects
the emotions of a person directly or indirectly. For instance, if a person who belongs from a
particular religion example Christianity then that person will follow the cultural norms of that
religion emotionally (Fridenson-Hayo et al. 2016). The culture of particular place or religion
helps to understand the basic norms and regulations, guidelines etc. which is expressed
emotionally to people. The culture also includes the architecture and language of a place where
people appreciate the culture emotionally.
Explaining how would you adapt your leadership style to workers
experiencing different emotions
Leadership style is something which makes the leaders unique and different from others. In order
to adapt a better style of leadership a leader at first has to learn about the emotional feelings of
their workers. In order to become a good leader and adapt a good leadership style the leader has
to be available and open for its workers whenever they need. This will help the leader and the
worker to experience each other’s emotional feelings (Holten and Brenner 2015). It is also
important to motivate the workers and create a positive environment in the workplace so that the
workers can work without any problem or hesitation.
My leadership style of having a democratic nature generally does not create issues with people
and workers having a different emotion. If there are problems related to dissimilarity in emotion
I would certainly have background check over the issue faced by the workers and ensure that
specific decisions and policies are formulated to mitigate their issues.
Explaining how would you factor the emotions of workers into decisions that
you make
It is important to take decisions when it comes for the betterment and achievement of a company.
The decisions made by the seniors of the company can affect the employees and their feelings. In
order to take a right decision and that will be acceptable for the workers it is important to
discuss. Before taking any decision for the company by the seniors it is important to discuss that
with the other employees (Carson, Carson and BirkenmEQer, 2016). While discussing the
problem or suggestion the emotions of the workers will be taken under considerations before
announcing the final judgement.
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Explaining how would you provide opportunities for workers to express their
feelings and emotions
In a workplace it is very common that employees gets frustrated, angry, low feeling, or
heartbroken. It is very important to understand the emotions of the employees in every
workplace. The daily basis work changes the mood and temper of the workers and sometimes
pressure from work can destroy the mood of employees. It is important to provide some
opportunities for employees where they can express their feelings or emotions. In a workplace a
free space is very much helpful where the employees can visit and take out some time for them
and fix their mood. Opportunities like providing training on the basis of conflict resolution will
help the workers to take control on their mood and anger (Rosenthal and Fox 2017). It is general
that sometimes the work pressure creates a mood swings for the workers and conflict arises. So
providing conflict management training will help them to deal with the issues properly. Creating
a kind of open environment for the employees of a company is also important through which the
workers can express their feeling to the managers. In every workplace psychiatrist is essential so
that on every month basis the workers can consult with the psychiatrist for their emotions.
Explaining how would you make workers aware of how their emotions and
behaviours affect others and how would you encourage them to manage their
emotions
In order to resolve the workers emotional problem it is important to understand the cause of their
emotions which includes anger, frustration or violent behaviour. Once the reason is understood
then it will be easier to motivate the works and encourage them for the work and to handle their
emotions. Organising seminars and competition is one of the helpful methods to encourage the
workers to manage their emotions. By participating into seminars or any other co-curricular
activities will help the workers to increase their level of confidence and to fight with their inner
frustration. In order to make the workers aware of their emotions and how their emotions are
affecting others it is essential to arrange a counselling session for the workers of a company
(Ling and Yumashev 2018). A personal meeting with every individual worker will help the
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company to understand the problem of the workers. The counselling session will aware and
inform every individual workers that their emotions are affecting others and also harming them.
It is also important to organise some kind of sports or gaming programmes quarterly where all
the employees can participate. This will encourage the workers and they will be able to gain
more confidence regarding any kind of work.
Explaining what would you do to encourage others to develop their EQ
In order to encourage other to develop their emotional intelligence it is important to embrace our
own emotions. I would be Judging that will also help to develop the emotional intelligence of the
others. Sometimes blaming others for some mistake discourage people to stop developing their
emotional intelligence (Pilch and Turska, 2015). So it is important to stop blaming people for
their simple mistakes so that they can develop their emotional intelligence.
Explaining what would you do to create a positive emotional climate in your
department
In order to create a positive environment in a workplace area showing gratitude to employees is
very important. If a person completes the work thanking them creates a positive environment in
the place. Motivating the employees for their work is another important thing which can be done
in order to spread positive vibe in the workplace. Celebration is another important way to spread
happiness and positivity. If the company achieve its goal or success then celebrating that with the
employees will create positivity and happiness (O’Connor and Grant 2018). Helping any
employee in their work is another thing which will create a positive impact on the company and
its workers.
Explaining how would you use the strengths of workers to achieve workplace
outcomes
The strength of the employees helps the company to achieve its target and goal. It is important to
utilize the strength of the workers in right place in order to reach the goal of the company.
Providing credits or reward to the employees after their hard task will boost the confidence level
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of the employees. The reward can be bonus or any kind of facility. Once the employee gets the
reward for the work that he or she has done they will do the work sincerely even in the next time.
Another way to utilize the employee strength is increment (Lomas et al. 2017). Once the
employees complete their work providing increments and incentives will motivate them to work
more aggressively.
Conclusion
From the above report we can evaluate and justify that the importance of emotional intelligence
in everyday life and in organisation is quite inseparable. Important decision undertaken by
leaders and managers are somehow related to the advantages of emotional intelligence provides.
We have understood, action continuous development and self evaluation is certainly from
understanding of emotional intelligence in workplace and in organisation. RecEQving of
feedback and acting in that for positive result needs to be an important aspect and needs to be in
every step of life, be it professional or personal
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