University Assignment: Emotional Intelligence Reflection and Analysis

This assignment is a comprehensive reflection on emotional intelligence, focusing on self-awareness, self-regulation, and workplace behavior. The student begins with a personal SWOT analysis, identifying strengths like empathy and weaknesses such as a lack of confidence. The assignment then analyzes three instances of workplace stress, detailing the context, causes, and responses, including project deadlines, group meetings, and acting as a team leader. The student explores triggers for positive and negative emotions, particularly the impact of hard work and anger. The reflection further examines communication in the workplace, especially the impact of managerial behavior and cultural differences. Part B addresses a scenario involving a store manager's demotivating behavior and provides recommendations for conflict resolution, including encouraging employee involvement and understanding cultural differences. Part C outlines a coaching plan, detailing activities and questions to improve the employee's communication and confidence, with a focus on self-reflection, feedback, and emotional intelligence development. Finally, the assignment includes a bibliography of relevant academic sources.

Running head: MARKETING
Marketing
Name of the Student:
Name of the University:
Author’s Note:

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Part A: Self-Reflection
Answer1
a. personal SWOT analysis
o Strengths
 I think that my strength is my empathetic nature. This will always be very
helpful even in my future endeavors as I will be able to help and support each
other. I have always been able to support my friends and colleagues I a proper
manner.
o Weakness
 My weakness is my lack of confidence. I often suffer from the lack of
confidence to go forward and take up the stand or to speak in front of a large
group of people.
o Opportunity
 The opportunity is that I will be treading all the important materials from the
courses and try to implement them properly in my day to day experiences.

o Threat
 I think my threat is my decision making power problems and my
communication problems. As I often suffer from a low self confidence I fear to
take any decision myself. I think that I will not be able to communicate them
properly.

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Answer 2
 The 1st instance was when I was doing a project during peak season. As the
work load was huge, I felt that I am not going to finish them up within the
proper time. I thought that the deadlines were becoming too much and
somehow I had to finish up the work. Thus, I also made several mistakes in
order to somehow wrap up the work.
 The other one was during a group meeting. I felt that I would not be able to
speak properly. I was having a fear after I saw such a huge crowd.
 The third instance was during the absence of the team leader. I was acting as
the assistant team leader. I felt that this is really very challenging situation for
me. I feared the outcome of the decisions that I might take in haste.
Answer 3
The causes or the triggers are the handwork that I see in people and the anger issue.
This acts like a positive trigger and I feel that this is the key to success. Thus, I always
make in a point that I am helping the people who are trying their level best to get the
best output from their efforts. The other trigger is the anger issue. I really do not get
good vibes from people who show unnecessary anger over their subordinates.
Answer4
The Communication is one of the most essential modeling workplace behaviors that
trigger the strongest emotions within me. I have felt that whenever I am in some kinds
of trouble I feel highly motivated when my managers try to speak in a proper way.
Answer5
 I will be taking proper feedbacks from all my colleagues and friends

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 I will be moving forward in a step by step manner
 I will always make sure to rake breaks in between so that I do not lose my
calm.
Part B:
Q1
 I would ask all the employees to not lose their hope and also their self
confidence. However I will also make sure that I am bringing this to the store
manager’s notice that she has really behaved in a very bad way and this has
demotivated the employees.
 The store manager must have asked for the opinions of each of her sales
employees. It was her duty to involve them in the decision making process and
find out a solution in a peaceful and proper manner.
 The Store Manager’s behavior and store morale did not go hand in hand. This
is mainly because of the fact that her rude behave angered the employees. The
employees wanted to drop resignations and leave. However the manager must
have behaved politely and encourage her employees to work over the losses.
Q2
 Not making eye contact might make the other team members feel that the lady
is too proud.
 If the lady is not interacting much or not going into parties then the team
members might feel that they are being disliked by her.

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I would explain that there is some cultural difference. Some cultures do not allow
women to talk to men much or go out for social gatherings.
The team can undergo a thorough learning about the cultural difference and make sure
that they are helping the lady. They have to support her in all the possible efforts
rather than getting angry on her.
Q3
 I will try to keep my anger aside and then interact with the employee in a
proper manner. I will try to call the employee for some meeting and ask him
that what are the issues that he is facing in the office. As the employee is
introvert I will try to give him the more amounts of group related activities and
make sure that he is taking part in the group activities.
 In order to understand the employee better I will always talk with him and take
feedbacks in order to provide all the possible support.
 I am aware of my empathetic nature. Thus I will be using the same in order to
support all the needs of that employee.
Q4
 The managers have to take care of the employees that are emotion all effective.
It is the duty of the managers to create a positive work ambience and make
sure that they are taking care of all the needs and demands of their employees.
 The targets can be met only of the employees are getting a very happy
environment. This will help the company to flourish in the market and also

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take care of the emotional needs of their employees. This will surely be a good
move for the company.
 The targets must be set in such a way that the employees are getting adequate
time and training to meet the same. The managers have to collaborate with the
employees so that they can actually include them in the decision -making
procedures.
Part C: Caching planner and Self-Reflection (Filling in the blanks)
Coaching phase Activities/questions
Introduction Summarise the reasons for the coaching session from your point
of view:
● This will help Pat to work over his confidence
● Clarity in communication
Goal Ask questions to establish Pat’s understanding of performance
expectations, personal goals and aspirations:
● Ask Pat if he knows what is expected of him
●
Reality Ask questions to establish understanding of:
● the real gap between Pat’s performance and expectations/
performance goals:
○ The speaking skills that would help him to work over

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his sales performances
○
● potential obstacles to achievement, such as Pat’s EI skills
and personal or work situation:
○
○
Options/
opportunities
Ask questions to help Pat generate options or opportunities to
help achieve goals and close performance gaps:
● Opportunities like taking part in communication calsses
●
Will Ask questions to establish Pat’s willingness to agree to concrete
and time-bound measures to improve performance:
● Quizzes and mind games
●
Self-reflection
Consider your own performance as a mentor and respond honestly to the following
questions.
You were expected to provide opportunities for Pat to express thoughts and
feelings.
How did you do that?
I asked Pat to take part in many group activities and speak with people

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What could you have done better?
I could have asked Pat to go for social gatherings
You were expected to assist Pat to understand the effect of their behaviour and
emotions on others.
How did you do that?
Take feedbacks from colleagues
What could you have done better?
This test went well. It would have been good had I met Pat earlier
You were expected to encourage Pat to self-manage emotions.
How did you do that?
Undertake the self analysis tests
What could you have done better?
Take regular feedback and ratings from friends
You were expected to encourage Pat to develop emotional intelligence and
build productive relationships.
How did you do that?
Talj to friends and colleagues. to keep his mind at a organized and calm state
What could you have done better?
Made a time table
You were expected to encourage a positive emotional climate in the workplace.
How did you do that?
Ask all the employees to talk to each other for 10 minutes each day before
commencing work

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What could you have done better?
By giving them some extra weekly offs
You were expected to use Pat’s strengths to get both Pat’s and the team’s
performance back on track.
How did you do that?
Giving them time for refreshments and also asking them to interact with each other.
What could you have done better?
Allowing some monetary benefits and rewards.

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Bibliography
Climie, E. and Henley, L., 2016. A renewed focus on strengths‐based assessment in
schools. British Journal of Special Education, 43(2), pp.108-121.
Dominici, G., 2017. Systems Thinking Research in the Twenty-First Century: A
SWOT Analysis. International Journal of Systems and Society (IJSS), 4(1), pp.10-18.
Johnson, K.M., 2017. The importance of personal branding in social media: educating
students to create and manage their personal brand. Int. J. Educ. Soc. Sci, 4(1).
Madsen, D., 2016. SWOT Analysis: A Management Fashion Perspective.
Nash, M., 2015. Personal development planning: a voyage of discovery. Dental
Nursing, 11(2), pp.104-108.
Phadermrod, B., Crowder, R.M. and Wills, G.B., 2019. Importance-performance
analysis based SWOT analysis. International Journal of Information Management, 44,
pp.194-203.
Shealy, C.N., 2017. Knowing a way toward professional child and youth care: The
therapeutic home parent model. In Professionalization and Participation in Child and
Youth Care (pp. 103-122). Routledge.
Soria, K.M. and Stubblefield, R., 2015. Knowing me, knowing you: Building
strengths awareness, belonging, and persistence in higher education. Journal of
College Student Retention: Research, Theory & Practice, 17(3), pp.351-372.