Emotional intelligence Essay Example
Leadership responsibilities should be handled with care always. When dealing with different people in an organization, it is important for one to understand there capabilities. The behavior of the leaders is an important virtue when it comes to the success of any organization. For this case the store manager yelled at the other managers due to pressure. However, it was not the best choice for him to do that since this could inflict fear among the junior managers something that could result into poor performance.
On my side the response to the behavior of the manager could be just understanding what he needed. Come up with possible ways that we could improve the general performance within the organization. I will encourage most of the managers to study the markets in which they are in charge and ensure that everything is done according to customer expectations. However, the manager will need to control the anger and instead concentrate on understanding various challenges that they are facing hence making them to perform poorly. Through this they will feel involved and have a positive leadership behavior within the organization.
Some of the emotional principles that the manager lacked include lack of self-awareness. This can be seen in the case where the emotions rose to a point that he yelled at others. She could not practice self-control. This was seen when she yelled at the other managers. This is not a good show from the side of leaders. The store manager did not practice adaptability. She could not understand that things change hence she had also to see what changed over time. She did not observe the principle of empathy. She could not observe things from others perspective. She did not practice the principle of conflict management. This was seen by not understanding what the other managers were going through. She has not even able to convince the other managers to stay in the organization and lay down methods they will use in cropping a positive revenue collection in the organization.
In the part of communication it was best for the manager to use dialogue. Sit on a round table have one on one talk with the other managers and understand what they were going through. They could have come with different methods to assist in ensuring that positive impact is felt within the organization. It could be important for the manager to ensure that any answers that were being given to junior employees was polite. Understanding was very important as it will ensure all communication channels are understood by those involved.
The behavior of the store manager could discourage most of the employees as they will feel they are not up to the task. These could lead to a lowered morale as they will always work under pressure. The fact that the manager shouts at them without trying to know the root cause of the poor performance is a discouragement. Hence, the relationship that will exist between employee performance and the manager behavior will be negative to the organization (Murphy et al, 2006).
There can be different expressions that can lead towards having different opinions in an organization. Some can be as a result of the misinterpretation or being dissatisfied in the way things are taking place. An example of misinterpretation is where an employee may see new actions that are being undertaken within the organization as a threat to their jobs. However, all those actions that are being undertaken are due to the well-being of the organization. If for the case of the Australian Hardware the manger could have ensured that the employees understand the actions that were to be undertaken in ensuring that everything is moving towards the right direction. When the employees do not understand the reason as to why they are being pressured they may think that managers are unfair. They may think that they do not understand what they are undergoing through in the daily functions of the organization. Therefore, there is need to ensure that the employees understand different reasons why given actions are being undertaken within the organization. Another example is where the employees are being pressured to achieve given goals. If the employees are not made to understand how things are being undertaken then they may not be aware of different areas of the organization. Hence, they may be dissatisfied in the way activities are taking place.
Culture misinterpretation may be an issue within an organization hence, there may be constant misinterpretation of how things are being run if there is no proper understanding. It is important for various organizations to undertake. An example is where the manager yells at the other employees something that is not normal in the organization. This leads to many managers feeling the pressure and preferring to quit from the organization. This will lead to a reduced performance of the organization. It is important for the manager to understand how to handle the employees in the organization without necessarily using methods that are harsh and one that can be perceived as pressuring mechanisms towards employees the dialogue method can be the best used to cover all actions.
When carrying out team building activities it is important the whole group be made aware of the diversity that can exist within them. It is important for them to learn the different types of people that they can meet in an organization. This will ensure that they interact differently within the organization and avoid conflicts. The communication that is done within the organization should be search that each and every person understands it in the organization. Cultural expressions within the organization should be known by each every employee within the organization. The manager should understand those actions that may lead the organizations towards better performance and in fact make them a daily practice within the organization. Therefore the manager of Australian Hardware should always make employees be aware of different actions that can cause misinterpretations and make them understand the different actions that are being undertaken (Matthews et al, 2007).
To be effective in ensuring that the employee’s emotions are well understood, it would be important that we have a one on one session to understand several issue about the employee. This will assist in a great deal to ensure that the right way of boosting his morale is found. However, with other employees it would be important to ensure that all those who are within the organization understand the different character within the organization something that will lead towards better relations within the organization. This will be achieved through ensuring that I practice the following self-awareness, self-control, adaptability, empathy, and conflict management. Without them it will be difficult to understand what the employee is undergoing through.
Learning styles, personality types and communication styles is always important when it comes to handling a diverse employee team. This will make you understand how to deal with employees who have different characters. They will ensure that the level of conflicts within the organization is drastically reduced something that will lead towards having a better relation within the organization. The three factors are key when it comes to ensuring that management of conflict within the organization is done in the right manner.
My needs and those of the group can be achieved through ensuring that I am adjustable and able to adopt different environments and changes that occur within the organization. Emotional needs, need for team cohesiveness, need to meet performance standards will all be achieved through ensuring that all those functions that need to be undertaken are as required. Also understanding the level to which others can interfere with my personal life style can also be important.
Employee needs within the organization can be achieved through understanding there emotional needs, need to develop and perform within a team environment. This will ensure that they do not have setbacks that are experienced within the organization. All these can be achieved through ensuring that self-awareness, self-control, adaptability, empathy, and conflict management is practiced in the organization (Kerr et al, 2006).
Always where people are emotionally attached with what they are doing, their performance will be positive hence easily they can achieve the business objectives. Hence, the relationship between emotionally attached people to the attainment of the business goals is always positive.
Emotionally considered decisions will always ensure that each and every person within the organization is well represented. This lead to better informed decisions being taken in the organization. Considering different people ensure that all are involved in different undertaking in decisions which will be accepted by all people.
The possible process that will lead to a better informed decision include the following;
Classifying the different categories of people within the organization
Identifying there needs
To ensure that policies within an organization that will lead to better emotional decision making include the following;
Consultation with all the parties that are involved within the organization
Making proposals about what need to be undertaken
Taking decisions that are generally accepted
Ensuring that all are catered for.
OHS/WHS legislation assist managers with a clear way of implementing and taking decision within an organization hence reducing the conflict level (Meyer et al, 2008).
Kerr, R., Garvin, J., & Heaton, N. 2006. Emotional intelligence and leadership effectiveness. Leadership & Organization Development Journal.
Matthews, G., Zeidner, M., & Roberts, R. D. 2007. Emotional intelligence: Knowns and unknowns. Oxford, England: Oxford University Press.
Mayer, J. D. 2006. A new field guide to emotional intelligence. In J. Ciarrochi, J. P. Forgas, & J. D. Mayer (Eds.), Emotional intelligence in everyday life (2nd ed., pp. 3–26). New York: Psychology Press.
Mayer, J. D. 2007. Personality function and personality change. In J. Ciarrochi & J. D. Mayer (Eds.), Applying emotional intelligence (pp.125–143). New York: Psychology Press.
Mayer, J. D., Roberts, R. D., & Barsade, S. G. 2008. Human abilities: Emotional intelligence. Annual Review of Psychology, 59, 507–536.
Murphy, K. R., & Sideman, L. 2006. The fadification of emotional intelligence. In K. R. Murphy (Ed.), A critique of emotional intelligence: What are the problems and how can they be fixed (pp. 283–299). Mahwah, NJ: Erlbaum.
More Important Things