Managing Workplace Behaviors: Emotions And Strategies.

Gather content for, plan, write and submit a reflection on your own emotional intelligence in accordance with quality specifications:

1.Use at least one appropriate tool or methods to identify your own emotional strengths and weaknesses. Options include, for example:

a.personal SWOT analysis
b.workplace 360° evaluation
c.online emotional intelligence test

2.Identify at least three instances where you have felt stressed or experienced a negative emotional state at work. For each instance, consider the precise context, causes and your response.

3.Identify at least two causes or triggers of your own personal emotional states at work. Identify how you can use awareness of such triggers to control your responses and achieve positive outcomes, especially with respect to your impact on others and their work performance.

4.Identify at least one instance of modelling workplace behaviors that demonstrate management of emotions as an example for others to follow.

?Describe what you think is the best way to respond to the Store Manager’s behavior. Describe how you would model positive leadership behavior.

?Describe how the Store Manager should have acted and communicated.

?Describe the connection between the Store Manager’s behavior and store morale. Describe what effect the Store Manager’s behavior could have on store performance.

You were expected to provide opportunities for Pat to express thoughts and feelings.

How did you do that?

What could you have done better?

You were expected to assist Pat to understand the effect of their behaviour and emotions on others.

How did you do that?

What could you have done better?

You were expected to encourage Pat to self-manage emotions.

How did you do that?

What could you have done better?

You were expected to encourage Pat to develop emotional intelligence and build productive relationships.

How did you do that?

What could you have done better?

You were expected to encourage a positive emotional climate in the workplace.

How did you do that?

What could you have done better?

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?

What could you have done better?

Answer1

1. personal SWOT analysis

• 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.
  • 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.
  • 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.
• • 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.

Answer 2

• The 1^stinstance 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
• 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.

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

• 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.

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 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.

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 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

 

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 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 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.

 

References

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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.