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Emotional intelligence model deals with the ability of influencing ones emotions and your own emotions. However, the model of emotional intelligence has been described by using various other concepts such as ability model, mixed model, trait model and many more. This paper focuses on the feelings of Mark a sales person, as he has been receiving bad feedback from his colleagues and juniors because of his bad sudden bad performance (Schutte, & Loi, 2014). The paper also evaluates about the strength and weakness that Mark posses while analysing his emotional intelligence. Further, it will analyse Mark’s performance gap through fuel model.
Mark has been dealing with a lot of bad and weird treatment from his co-employees and juniors because of his changing contribution to the company. This changing behaviour of Mark is due to something personal issues he is facing. However, he is not receiving a lot of adverse impact from such behaviour from his juniors as it is affecting the sales team of the company and the values of teamwork. Team cohesiveness is essential for a sales team to perform well. According to Mark, he is losing on the team cohesiveness and feels that his team members no longer believe any support from him. They have lost all interest on him as they failed to receive any support when they actually needed it. This makes him feel that he is not receiving the proper satisfaction from his job as he used to get and feels that his job is under danger. This is because the owner of the company might not like to keep an employee that is not giving full amount of productivity to the business. Moreover, the co-employees might complain about the behaviour that they are receiving from Mark. All these factors have reduced this job security and future growth prospect.
The emotional intelligence framework shows the abilities and disabilities of Mark that he holds for the company, his co-employees and for his own self-control. Emotional intelligence shows the ability of the person in maintaining good and strong relationship with others in a group and outside. People higher in emotional intelligence will have strong ability to understand others and own state of psychology (Druskat, Mount, & Sala, 2013).
Mark is self aware the mistake he has done and the fluctuations of mood he experiences in different situations
· He is also aware that his mood has put an negative effect on the company as well as on his colleagues
Mark understands the emotions of his sales staff team and was also good at understanding the need of his customers
· However, he does not treat his juniors and fellow employees effectively
Mark lacks in his self management skills as he treats his colleagues badly for his own personal issues
· He does not think before taking an actions in a situation
· Mark lacks in building relationships with his co-employees
· However, he was good at managing team and customer relationship previously
Source: (Qualter et. al., 2017)
From the explanation analysis on the emotional intelligence abilities of Mark, it can be seen clearly that mark does not score high in the emotional intelligence. His score is medium in this prospect because is good in some field while lack in others (Martin-Raugh, Kell, & Motowidlo, 2016). He has strength that he has the ability to recognition that his actions have a bad impact on other people working with him and on the performance of the company. However, he lacks the ability to control his emotions that is required in a particular situation. The reason of him being upset does not mean that his fellow employees will suffer from it. This makes it impossible for Mark to develop relationship in his busies environment or outside (Sheldon, Dunning & Ames, 2014). However, his strength of self-realisation can prove to be a benefit as it might help him to overcome his weaknesses. The realisation that he has about the impact of his reaction on others can be used to develop self-control and react according to the situation. It will help him behave nicely and professionally with his juniors and offer his responsibility wisely. This will help Mark to increase his score on emotional intelligence (Ciarrochi, & Mayer, 2013).
Fuel model will help to design a future framework for mask depending on his present situation (Neacsu, 2016).
Frame of the conversation
In the present situation, it is shown that Mark a successful sales man has always been an inspiring employee of the company he is working. However, presently he has been losing interest on his job because of some preoccupied situation. This is putting a negative impact on his performance and on his behaviour for his fellow employees and juniors.
The situation that Marks is facing has put his job under problem. He is of the opinion that the performance he gave in the past few years has increased the insecurity of his job. His colleagues and juniors have also lost trust in him and do not rely on him for any help.
Mark has the opportunity to gain back the trust of his employees and of his company by managing his professional and personal life separately. This will also allow him to save his job from being taken away by some other well performing employee.
Layout for further success
He needs to plan his personal and professional life. Accordingly, he should devote time in his work and at that time, he should not think much about his family or problems. This will help him to lead a balanced life. Moreover, he should go up to his colleagues and juniors and should assure that he will help them and try his best to give a good performance in future. This will help him to gain their trust again (Wang, 2013).
Mark is facing a severe situation in his work because of his behaviour and lack of management skills. The emotional intelligence model displayed his strength and weaknesses of managing his emotions. He can use his strength and overcome his weakness in future by strong interaction with his colleagues and developing skill development.
Ciarrochi, J., & Mayer, J. D. (2013). Applying emotional intelligence: A practitioner's guide. Psychology Press.
Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.
Martin-Raugh, M. P., Kell, H. J., & Motowidlo, S. J. (2016). Prosocial knowledge mediates effects of agreeableness and emotional intelligence on prosocial behavior. Personality and Individual Differences, 90, 41-49.
Neacsu, M. (2016). COACHING MODELS APPLIED IN STUDENTS’TEACHING PRACTICE PLACEMENTS. Journal Plus Education, 14(2), 34-43.
Qualter, P., Gardner, K. J., Pope, D. J., Hutchinson, J. M., & Whiteley, H. E. (2017). Corrigendum to “Ability emotional intelligence, trait emotional intelligence, and academic success in British secondary schools: A 5year longitudinal study”[Learning and Individual Differences 22 (2012) 83–91]. Learning and Individual Differences.
Schutte, N. S., & Loi, N. M. (2014). Connections between emotional intelligence and workplace flourishing. Personality and Individual Differences, 66, 134-139.
Sheldon, O. J., Dunning, D., & Ames, D. R. (2014). Emotionally unskilled, unaware, and uninterested in learning more: Reactions to feedback about deficits in emotional intelligence. Journal of Applied Psychology, 99(1), 125.
Wang, Q. (2013). Towards a systems model of coaching for learning: empirical lessons from the secondary classroom context. Int Coach Psychol Rev, 8, 35-53.
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