Emotional Intelligence: Self-Reflection and Workplace Impact

This assignment delves into emotional intelligence through a series of questions and self-reflective exercises centered around workplace scenarios. It begins by exploring personal strengths related to emotional intelligence and then examines instances where emotional control was either lost or successfully managed in the workplace. The assignment includes a detailed self-reflection on a specific incident, incorporating feedback from colleagues to evaluate the development of emotional intelligence. Key areas of reflection include the individual's feelings, emotional responses, and the impact on themselves and others, as well as considering alternative responses and future actions. The assignment also touches on sources of frustration in the workplace, the challenges of leadership, and the importance of open communication and ongoing training to foster a positive and emotionally intelligent work environment. References to relevant research on managing emotions, workplace stress, organizational learning, and leadership theory are included.

Running head: EMOTIONAL INTELLIGENCE 1
Emotional intelligence
Name
Institution

EMOTIONAL INTELLIGENCE 2
Emotional intelligence
Assessment 2
1. I know how to identify the challenges I have and how to change them for good. My past
experiences build my strengths for good.
2. Isabel made a mistake in a document she was processing. The supervisor started to insult her
in the presence of everyone else. Isabel, walked out of the workplace and everyone else
walked out with her. The organization was brought to a standstill the whole day.
I felt betrayed by the people who I was really sacrificing to assist.
I had given myself too much to the task but nobody appreciated.
It was psychological. I was deeply depressed.
The situation was not affected in any way.
I suffered psychological harm.
Most of my colleagues with whom we struggled were demoralized.
I could have been happier that my efforts had made an impact in the
company anyway.
I am on my feet and working as within my schedule.
I have learned to live with my situations
Letting the company understand the need for appreciating the workers for
the sacrifices they make.
I need the support of all the colleagues to ensure that the organization can
implement the policies on workers’ welfare.
4. Most workers experience frustration. There are several demands which the society, the
organization and individual concerns put on us. Frustration results from the lack of resources
necessary to the task we are mandated to do resulting in poor performance. In addition to

EMOTIONAL INTELLIGENCE 3
inadequate resources, the underperformance of other employees undermine the efforts we are
making (Beehr 2014).
5. Being a leader is a challenging task. All decisions lie on you. All the achievements and
failures are attributed to the leader. However, being a leader gives you an opportunity to
decide what the best way to go to ensure success is achieved. It would be most difficult for me
if I should be adopted as the leader (Van Wart 2013).
6. We operate on an open office system, which allows the managers to interact with other
workers freely. I see this as an opportunity which the workers can have easy contact with the
manager. Quarterly valuation of performance on every individual makes it easy for the
workers to express themselves regarding any concern within the organization (Ross and
Ressia 2015).
7. It is a process to develop emotional intelligence. However, the decisions made are highly
focusing on the future achievements. We plan and have organized operations at the start of the
day. However, there are some plans which are not executed because of fatigue among some of
the workers who have not adopted the changes.
8. I organize meetings and provide avenues for multiple pieces of training and workshops.
Moreover, I have a long conversation with each worker about how he or she feels about the
job, the needed motivations and the proposed rewards and benefits (Ashkanasy, Zerbe and
Hartel 2016).
9. Felix has shown a significant improvement in how he handles work. He still needs a little
training. However, Brian makes some mistakes and is yet to be acquainted with some roles. I
have made them work together so that Brian can be motivated by the progress that Felix
makes. Since Felix learns from other experienced workers and me, it is possible to make all of
them perfect in their duties (Dixon 2017).

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References
Ashkanasy, N. M., W. J. Zerbe, and C. E. Hartel. 2016. Managing emotions in the workplace.
Routledge.
Beehr, T. A. 2014. Psychological stress in the workplace (psychology revivals). Routledge.
Dixon, N. M. 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Ross, P., and S. Ressia. 2015. "Neither office nor home: Coworking as an emerging workplace
choice." Employment Relations Record 15 (1): 42.
Van Wart, M. 2013. "Lessons from leadership theory and the contemporary challenges of
leaders." Public Administration Review 73 (4): 553-565.