- Your own emotional strengths and weaknesses
Emotions can either be instantaneous or unconscious and they are mostly used to give a sign that something is wrong (Collins & Cooper, 2014). My emotional weaknesses include pessimism, indifference, and irrational behavior which may reduce my ability to concentrate, make decisions, and plan. Some of my emotional strengths include not giving in to people’s taunting, commitment, calm and reusable when under pressure, and optimism.
- Your personal stressors and emotional states related to the workplace
Identifying my personal stressors and emotional states facilitate me to care for my colleagues emotionally and physically (Joseph, Jin, Newman & O'boyle, 2015). Personal stressors that I experience in the workplace include budgets, timeframes for completing work, and the workload. Some of the emotional states that are related to the workplace are frustration, confident, and affection.
- Your emotional triggers in relation to these personal stressors
In relation to my personal triggers, there are things which lead to triggering emotions and they include stress and anxiety.
- Your workplace behaviors that demonstrate the management of your emotions
I have modeled workplace behaviors that set the tone and standard of behavior among the rest of the team. Additionally, I have set measures for dealing with inappropriate behaviors among the subordinates and complaints from customers hence exhibiting heightened emotions.
- How you have developed your emotional intelligence.
I have developed my emotional intelligence in a number of ways. First I have enhanced my ability to reduce negative emotions by reducing negative personalization and gained the ability to stay cool and manage stress.
- Responded to an emotional state of a co-worker by assessing emotional cues
As a manager, I have a strong accent thus making my subordinates to tease me in a good-natured way. I have realized that this is one way that my team interacts with each other (Karimi, Leggat, Donohue, Farrell & Couper, 2014). I pay attention to my team’s jokes by understanding their cues such as body language and words used to understand what the team feels. This has been facilitated by my ability to read emotional cues and signals, understand employees’ emotional triggers, and transforming the issue.
- Responded to an emotional state of a co-worker by recognizing varying cultural emotional cues
In my organization, I noticed that workload resulted in stress among the staff. As such, I have learned to study the expressions from different employees who practice different cultures. This has helped me understand their feelings. This is because people have distinct emotional reactions depending on their culture.
- Demonstrated flexibility and adaptability in dealing with a co-worker
Language and cultural barriers call on me to demonstrate flexibility and adaptability in dealing with my subordinates. To deal with the issue, I tried to accommodate some of the staff’s cultural differences such as their willingness to confront their manager (Crowne, 2013). I did this by slightly altering their expectations or changing the situation’s circumstances and encourage the co-worker to think creatively and embrace ambiguity.
- Taken into account the emotions of others when making a decision.
As a manager, I have had an experience with several emotions. At my workplace for instance, when making a decision regarding the employee’s working hours, I had to consider their emotions regarding working late hours.
Question 3
- Provided opportunities for others to express their thoughts and feelings
I have enhanced expression of free thoughts and feelings by promoting cultural differences’ appreciation, enhancing interpretation and understanding scopes of communication within the organization, and understanding the clients’ nature and culture.
- Assisted others to understand the effect their behavior and emotions have on others in the workplace
I have learned to give individuals the chance to express their thoughts as well as share other things that are not related to the workplace. (Van Deursen, Bolle, Hegner & Kommers, 2015). Once the employees were motivated and happy, it created a workplace’s situation where everyone would feel the same thus understand the effect of their emotions in the workplace.
- Encouraged the self-management of emotions in others
I have encouraged self-management of emotions by developing conflict resolution skills in the workplace and by offering flexible work practices as well as family-friendly initiatives. This has been achieved by educating the staff how to control their emotions.
- Encouraged others to build productive relationships to maximize workplace outcomes.
To enhance productive relationship, I have developed a process to facilitate effective communication. This thus has driven understanding, outcome, and alignment with teams and the individuals by acquiring more understanding of their behavior style.
Question 4
Striving to have a positive emotional climate helps lower stress thus boosting the employees’ well-being. Additionally, a positive climate enhances motivation among the staff. This means that they would be committed to resourcefully utilize energy, time as well as the other members’ intelligence. Curiosity and excitement regarding team possibilities facilitate a positive emotional climate, as such a manager should demonstrate to the staff what it feels like to feel motivated. I have attained this by modeling behaviors that enhance determination and enthusiasm in the workplace. Nonetheless, a positive emotional climate enhances communication in the workplace. Communication is used by employees to connect with each other as well as facilitate the satisfaction of individual needs and attainment of the team objectives. I have facilitated this by having an open communication policy including developing of active listening skills among the staff.
Question 5
Through emotional intelligence development of my workforce, productivity has been achieved. Naturally, some emotions naturally result in increased productivity (Shooshtarian, Ameli & Amini, 2013). This is because employees that embrace positive attitude and emotions are capable of processing information effectively as well as work more efficiently thus resulting in increased productivity and business benefits. Employees with high emotional intelligence are able to reveal and control their own emotions and they are motivated by a larger internal ambition meaning that whenever they are disappointed in an outcome, they have the ability to be resilient and optimistic. As a result, this has resulted in the attainment of organizational objectives and goals since the employees are optimistic about achieving their overall objective.
References
Collins, C. S., & Cooper, J. E. (2014). Emotional intelligence and the qualitative researcher. International Journal of Qualitative Methods, 13(1), 88-103.
Crowne, K. A. (2013). Cultural exposure, emotional intelligence, and cultural intelligence: An exploratory study. International Journal of Cross Cultural Management, 13(1), 5-22.
Joseph, D. L., Jin, J., Newman, D. A., & O'boyle, E. H. (2015). Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI. Journal of Applied Psychology, 100(2), 298.
Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., & Couper, G. E. (2014). Emotional rescue: The role of emotional intelligence and emotional labour on well?being and job?stress among community nurses. Journal of advanced nursing, 70(1), 176-186.
Shooshtarian, Z., Ameli, F., & Amini Lari, M. (2013). The effect of labor's emotional intelligence on their job satisfaction, job performance and commitment. Iranian Journal of Management Studies, 6(1), 27-43.
Van Deursen, A. J., Bolle, C. L., Hegner, S. M., & Kommers, P. A. (2015). Modeling habitual and addictive smartphone behavior: The role of smartphone usage types, emotional intelligence, social stress, self-regulation, age, and gender. Computers in human behavior, 45, 411-420.
