Managing Emotions In The Workplace: Strategies For Emotional Intelligence

Why Emotional Intelligence is Important in the Workplace

• Describe what you think is the best way to respond to the Store Manager’s behaviour. Describe how you would model positive leadership behaviour that demonstrates the management of emotions.

The employees must react in a balanced way so that there is no harsh implications, they can send a complain mail to the higher authority without directly arguing with the manager.

I would personally model positive leadership behavior by advising the higher management to properly be sensitized about the emotional intelligence of other people so the work culture within the organization is based on rather than orders and dictatorial behavior (Gita and Thenmozhi 2015).

• Describe the principles of emotional intelligence that the Store Manager did not demonstrate.

In this particular case the Store Managers behavior was abrupt and unexpected. Therefore it was not easily accepted by the other mangers and the employees. They felt insulted and the morale of the people went down. The reason behind the sudden outburst of the behavior of the store manager is because of the lower revenue of sales. The principle that the store manager did not demonstrate was empathy and cooperation.

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

The store manager should have been polite and professional.

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

The bad behavior of the store manager towards the employees is not at all acceptable in a healthy work environment, especially in the situation where it is established that the employees did not have any faults and the marketing mainly depends on the central office of the company. Misbehaving with the employees will only result in problems and attrition of the employees.

Question 2

• Provide at least two examples of possible misinterpretations of expressions or behavior that may arise in the context of a diverse workforce.

In a situation where there is a lack of understanding of the culture of a particular employee or group of employees it is seen that many misconceptions are aroused in the mind of the rest of the employees which include perceiving that employee as unsocial, and unfriendly. Another misconception is that the employee lacks interpersonal skills.

• Describe how you would explain to the employee who came to you with the issue how cultural expressions may be misinterpreted – and have been in this case.

I would try to explain to the employee that there are different cultural background for each person. What one person may perceive as normal may not be normal for another person from a different cultural background. Suppose in some parts of the world eating insects is deemed to be natural and in some parts it is held as unnatural. Therefore it can be stated that the cultural expressions may vary and in organizations it is necessary for the employees to accept each other as they are.

• Discuss how the team can raise their awareness of cultural expression and promote effective communication to avoid misunderstandings in order to resolve the differences.

The team must be trained well so that they can understand the importance of organizational diversity. If someone is not interested in consuming alcohol that is their personal choice. Therefore the other team members must cooperate and help the employee in feeling comfortable instead of going further away from her and making things more difficult.

Question 3

• Describe how you would set aside your own emotions to focus on and identify how the employee (probably) feels. Refer to relevant principles of emotional intelligence.

The various ways in which I will identify and communicate with the other employee and their emotional intelligence is through active listening, and nonverbal communication of bodily gestures of sympathy and similar methods. Nonverbal communication, active listening and communication styles are some principles of nonverbal communication. The managers and seniors must set aside their own feelings so that they can empathize with the employees, otherwise the employees will be completely uninterested to continue with their job.

• Describe how knowledge of, for example, learning styles, personality types or communication styles, might be able to help you relate to and understand the employee better and adapt your response.

There are various types of people each with unique traits of personality and learning abilities therefore it will be useful for the supervisors to understand the nature of the employees to make it more convenient for them to assess the employees. Therefore to understand the nature of each employee’s there might be a test of personality, like big 5 personality test. From the test the personality of the employee can be gauged which will make it easier for the management to deal with them.

•  Describe how you could use your awareness of your own feelings and those of the employee to adapt your response so that the following needs are satisfied.  Refer to relevant principles of emotional intelligence where applicable.
• My own emotional needs are secondary in the organisational context but the needs of my colleagues are more important to me. Emotional needs are to be supported by emotional support from the colleagues or family members, which includes empathy and understanding. Team cohesiveness comes from mutual cooperation and respecting each other. For me the pressure to meet deadlines and performance standards are part of my regular job routine.
• The employees are more vulnerable than the managers because they feel to be dominated by the managers and supervisors, so for their emotional needs they need to be supported and encouraged by the managers.

Question 4

• Describe the relationship between emotionally effective people and the attainment of business objectives.

Emotionally effective people can manage other people better also they can understand other people better, therefore handling both the customers and the employees are easier for these people, this helps in making the business successful.

• Describe how considering the emotional impact of decision-making could lead to better decision-making (with respect to business objectives).

Decision making involves the process of emotionally understanding a situation with the help of intelligence and then deciding on the next plan of action. Therefore an emotionally balanced logical decision making lead to better business success.

• Describe what a possible process of decision-making that takes into account emotional impact could look like. Decisions in this case include, for example, setting particular performance targets, or selecting what programs can be delayed.

Setting up inhuman targets for the employees will only make the issue worse and the employees will lose the motivation to work efficiently and productively because they would know that anyhow their target would not be fulfilled. Decision making in this case supported by emotional impact will set deadlines which are achievable (Murphy 2014).

• Identify policies, procedures, or legislation that will need to be adhered to in order to satisfy internal and external requirements related to managing emotions in the workplace.

The policy to be followed for managing emotions in workplace include workplace diversity, equality and mutual respect. If these norms are followed properly then it will be easier to manage emotions in workplace.

• Describe how WHS legislation is relevant to how managers implement business decisions.

Work Health and Safety legislations exist for protection of the medical rights and good health of the employees at the workplace. These implementations impose certain obligations on the managers so that they may be careful while taking any decision so that these may not hamper the rights of the employees. (880)

Task 5

Reference:

Gita, P.C. and Thenmozhi, R., 2015. Emotional intelligence at workplace. International.

Murphy, K.R. ed., 2014. A critique of emotional intelligence: What are the problems and how can they be fixed?. Psychology Press.

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