BIZ102 Module 2: Emotional Intelligence Reflective Report

This report is a reflective analysis of emotional intelligence, focusing on a self-assessment conducted as part of the BIZ102 course, 'Understanding People and Organisations.' The student's self-assessment results, including scores in self-awareness, self-management, social-awareness, and relationship management, are discussed. The student identifies discrepancies between interlinked quadrants and provides reasons for their disagreement. The report then delves into the learning gained from the self-assessment, highlighting the importance of feedback and alternative assessment methods for developing emotional intelligence. The student references Goleman's work on emotional intelligence to support their perspective and suggests strategies for improving self-management, empathy, and social-awareness. The report concludes with a discussion of how the student plans to improve their emotional intelligence using Goleman's suggestions for self-management, empathy, and social awareness, and how these improvements can be applied in a professional context. The appendix includes screenshots of the self-assessment test results.

Running Head: UNDERSTANDING PEOPLE AND ORGANISATIONS
Understanding People and Organisations
Name
Institutional Affiliation

UNDERSTANDING PEOPLE AND ORGANISATIONS
2
Understanding People and Organisations
Results of the self-assessment:
I do not completely agree with self-assessment results. The test score screenshots are
attached in the appendix. According to these scores and descriptions of quadrants, I think
self-awareness and self-management are not only interlinked but also directly proportional to
each other. My disagreement is because of this comprehension, and as I have a score of 7 in
self-awareness, I cannot have a score of 10 in self-management. The reason is, if I am not
aware of my emotions and their impact on the workplace, I cannot be able to manage them. I
will identify with self-awareness what I am deficient in, the team or the program. In this
respect, self-management will motivate me to take more steps to address the setback. With
improved self-management, I can pick the perfect dimension or action required for solving an
issue.
Moreover, I agree with the result of social-awareness and relationship management for
the same reasons. In my perspective, social-awareness and relationship management are
closely linked because after comprehending the interests of people around you at the
workplace, one can make a good leader out of him/her. In other words, if I have a score
higher in social-awareness, it means I can manage workplace relationships well.
Learning from the results of self-assessment:
First of all, I am not fully satisfied with the results because of the differences in scores
of interlinked quadrants. Then, I have learned that apart from these outcomes, I can self-
assess myself based on questions I have answered in this test. It is also clearly written on the
test that accuracy is not guaranteed because results are not scientifically validated. After
evaluating the scores based on the description of quadrants, I feel that I should use some
other methods for self-assessment like feedback. The reason is, it is necessary to build up
emotional intelligence and elements of self and relationship management.

UNDERSTANDING PEOPLE AND ORGANISATIONS
3
To support my perspective, in the book “Emotional Intelligence: Why it can Matter
More than IQ,” Goleman (1995) clarified that individuals with a strong degree of self-
awareness are “conscious of their emotions when they interact.” That implies reflecting on
the current moment – and how you sound. Moreover, hold a diary in which you pen about
and evaluate the day-to-day emotional experiences you encounter. To develop self-
awareness, you have to consider your abilities and limitations too. Do a specific SWOT
review, then ask the manager, buddies then respected peers for suggestions and figure out
whether you can make more changes (Bhoumick, 2018).
Insights from the self-assessment:
I will more likely to work on improving all the four characteristics of EI mentioned
here. For these improvements, I will again follow Goleman’s suggestions regarding these
three characteristics of emotional intelligence. About self-assessment, I have already
mentioned above his recommendations. For self-management, he says that when you feel
frustrated, sometimes, identify what is causing this emotion, and talk about why it occurs.
Using methods like deep breathing to relax and allow yourself time to calm down before
reacting to messages or inquiries so you do not do anything you will remorse afterwards. An
additional essential feature in self-management is accountability. Be responsible for your
decisions and attitudes to ensure that they fall under your morals.
According to Goleman, to improve empathy, only proceed with thinking about the
perspectives of other people. Envisage how they can feel, and employ good listening
techniques to better appreciate them while communicating their feelings to you. Seek not to
disrupt the discussion, or think about your thoughts. Check their body language also: their
expressions will show you a lot. If you follow someone and listen to them, you will soon get
accustomed to how they behave. This will improve social-awareness and relationship
management (Shaffer, 2020).

UNDERSTANDING PEOPLE AND ORGANISATIONS
4
References
Bhoumick, P. (2018). It’s Really Matter: Review of the book, Emotional Intelligence: Why it
can matter more than IQ’by Daniel Goleman. Research Journal of Humanities and
Social Sciences, 9(3), 639-644.
Shaffer, G. L. (2020). Emotional Intelligence: An Introduction Emotional Intelligence and
Critical Thinking for Library Leaders: Emerald Publishing Limited.

UNDERSTANDING PEOPLE AND ORGANISATIONS
5
Appendix

UNDERSTANDING PEOPLE AND ORGANISATIONS
6