Activities To Develop Emotional Intelligence At Workplace

Activity 1

1. Following are the three emotional strengths I have:

• Happiness
• Resiliency
• Compassion

Amongst all these strengths, resiliency is the one that should be there in the individual to be great leader. Resiliency means to get over quickly from the difficult situations. A leader has to deal with many situations and guide others as well, so being resilience is of utmost important for the leader (Goleman, Boyatzis McKee, 2013).

2. Following are the emotional weaknesses that I have:

• Moody
• Arrogant
• Mistrustful

Amongst all the weaknesses, mistrustful is the weakness that hinders the ability to be a good leader as it is required by the leader to trust his subordinates.

3. According to me, the best leader that I have met in my life is my manager. He is the one who has several strengths at emotional level (Joseph Newman, 2010).

Resiliency: Whenever he gets stuck in any of the situation, I found that he usually came out of it early and always try to support others at that time.

Happiness: I have observed that he always stick a smile on his face and tries to enjoy every moment he is living (Mayer, Salovey Caruso, 2008).

Playfulness: This is the major motional strength of my manager. He is around 50 years of age but he get along well with even the fresher in the organization who are 22 years of age.

Compassion: Whenever any of the employees in the organization gets emotionally weak, he is the one who always understand the situation and facilitate the employee with all he can do.

Spirituality: sometimes, I have observed that he believes in employee oriented organization than the task oriented organization. He tries to support humans in different situations and has a very good soul (Mayer, Roberts Barsade, 2008).

1. Personal stressors are:

• Family issues
• Maintaining the house
• Health issues
• Children issues
• Insomnia

(Nelis, Quoidbach, Mikolajczak Hansenne, 2009).

Work life stressors are:

• Long working hours
• Unsatisfied working environment
• Less pay scale
• Discrimination
• Work load

2.

3.

• Family issues: they can be eliminated by interacting with the members of the family and sorting out the issues they all are facing (Smith-Lovin, 2007).
• Children issues: these issues can be eliminated by giving enough time to the children so that they can talk about the problems they are facing.
• Maintain the house: this issue can be eliminated by reducing the expectation from the infrastructure of the house and investing some amount of money in renovating it.
• Health issues: These can be reduced by taking proper care of own self and by following proper diet plan (Fernandez, 2007).
• Insomnia: it can be reduced by relaxing the body
• Low pay scale: this can be reduced by earning incentives.
• Work load: It can be reduced by proper time management

1. Three emotional triggers:

• Physical and verbal aggression
• Disloyalty
• Lying

2. Once, one of my teammate has lied to me that he is ill and he wants me to complete his presentation. I did the same for him but later I realized that he was not ill but have gone for a party last night (Kirk, Schutte Hine, 2011).This was resulted in my outburst and anger as I cannot accept anybody lie to me for anything. I am a person of my words and I decided not to trust him the next time. It made me upset from me that I trusted him.

3. The lie that he told triggers the emotional response in anger because I never expected hm saying lie to me. I can help the person but if he is lying to me then he deserves my anger and not my support (Harms Cred 2010).

4. Instead of showing anger to him, I would have him used the more constructive approach in dealing the situation by telling him that this is not a professional behaviour that he is carrying with him and should have asked by manager to deal with the same (Khalili, 2012).

Activity 2

5. Being short tempered is the most inappropriate behaviour that can be shown by any leader. This is because leaders have to deal with many people of different thought process and thus it is important for him to deal with them by keeping patience (Brackett, Rivers Salovey, 2011).

1.

• What you feel when I greet you in the morning about me?
• How much efficient I am in resolving your queries?
• Do you think I am emotionally strong?
• What qualities you look in me that can make me a good leader?
• What are the emotional weaknesses do you find in me?
• How I behave with you when I am angry?
• Do you find me short tempered?
• Have I ever shouted on you unnecessarily?
• What are the positive emotional skills you have found in me?
• What feedback you can give me to improve my emotional intelligence?

2a. Strongest feeling: frustrated

b. Because of the pending work as I was on leave for two days

c. Unnecessarily behaving irritated to others.

d. No, the reaction was not appropriate as this was my mistake that my work was pending and not others.

1. As per the case given, there can be three situation that can happen in the organization with positive emotional climate:

• As the employees are felling emotional, the team leader or the manager helps the employees to understand the data that is creating the problem.
• The manager tries to lighten the atmosphere of the workplace by conducting any fun activity that helps in supporting the employees to give a fresh start to their work.
• The session has been conducted for the employees that help them in facing the project related problem.

2. As far as my own strengths are considered, I have observed that I am very much loyal to my organization. This helps me in doing the work delegated to me very effectively and thus it helps in brining positive workplace outcomes. I have the nature that I am very much resilience in nature. This characteristic of me helps me in getting out of the difficult very easily. Along with this, my playful nature helps me in making positive interactions with the other people. As I get over to the things easily, I also help others to come out of the difficult situations and thus create the positive environment at the workplace.

1. As the worker busted into tears so I have to be patient and should listen to the reason that is making him to come late frequently. I should suggest him the way in which how can resolve the issue.

2. In this case, I should try to understand the situation of the person and should suggest him that he can inform me the day he is coming late to office and also tell him to ask the nurse for being professional.

1. In this case, the type of decision making should be autocracy because the leaders better know that which type of bonuses can motivate the employees. Also, it is not possible to consider the views of every employee in this case (Chin, Anantharaman Tong, 2011).

2. Democratic decision making approach should be used in this case because the team leaders have to deal with the employees and thus employees should have the right to choose their own leader.

3. Participative approach can be used to make the decision. This is because other employees can also suggest about the behaviour of the person.

4. In this case, the approach that can be used for decision making should be participative. The decision should be in the hand of the leaders along with the consideration of the employees.

5. This is the case in which the employees are greatly affected. Thus, including the employees by democratic way of taking decision is important.

1. I would mail the employee about the open door policy that the organization has. Even then if the employee is not taking advantage of the policy then I will call the meeting with him and try to ask him about the issues he is facing.

Activity 3

2. This will definitely hurt the emotions of the person. He may develop negative feeling about the management system of the company and rom the next time will not trust the management.

3. The leader should not be so straight with his words. Even if he has found the views irrelevant and silly, he should ask the employee calmly that these issues should not be discussed with the leaders as it consumes the time. He should suggest him that ways that how can that employee deal with such silly issues himself (Cartwright Pappas, 2008).

1. We were working in a team and one of my teammate who was also a friend to me went to the team leader and showed him the presentation that was made by me. He portrays it as if the presentation is made by him and took all the credit for that. This made me upset and angry at the same time.

2. The I messages that can be used for managing the emotions of the individual are:

• Different types of smileys that helps in showing different emotions
• Texting in caps shows the anger of the individual
• Using the pictures in text to show extra emotions to the other person

3.

• By relaxing my mind
• Distracting my mind by engaging in some other work
• By resolving the issue

1.

• Not having proper interaction
• Not being informal and only being in the conversation that is formal
• Not discussing any issues

2. First of all I would apologise with my colleague and ask him to forgive me for the action I made unintentionally. I would try to help him to the possible extent so that he can complete his work soon.

3. This behaviour cannot helps in making nay productive relationship because when this manipulation action came out in front of everyone then it may ruin the relationship between the colleagues (Antonakis, Ashkanasy Dasborough, 2009).

References:

Antonakis, J., Ashkanasy, N. M., Dasborough, M. T. (2009). Does leadership need emotional intelligence?. The leadership quarterly, 20(2), 247-261.

Brackett, M. A., Rivers, S. E., Salovey, P. (2011). Emotional intelligence: Implications for personal, social, academic, and workplace success. Social and Personality Psychology Compass, 5(1), 88-103.

Cartwright, S., Pappas, C. (2008). Emotional intelligence, its measurement and implications for the workplace. International Journal of Management Reviews, 10(2), 149-171.

Chin, S. T. S., Anantharaman, R. N., Tong, D. Y. K. (2011). The roles of emotional intelligence and spiritual intelligence at the workplace. Journal of Human Resources Management Research, 2011, b1-9.

Fernandez, C. S. (2007). Emotional intelligence in the workplace. Journal of Public Health Management and Practice, 13(1), 80-82.

Goleman, D., Boyatzis, R. E., McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Harms, P. D., Cred, M. (2010). Emotional intelligence and transformational and transactional leadership: A meta-analysis. Journal of Leadership Organizational Studies, 17(1), 5-17.

Joseph, D. L., Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model.

Khalili, A. (2012). The role of emotional intelligence in the workplace: A literature review. International Journal of Management, 29(3), 355.

Kirk, B. A., Schutte, N. S., Hine, D. W. (2011). The effect of an expressive?writing intervention for employees on emotional self?efficacy, emotional intelligence, affect, and workplace incivility. Journal of Applied Social Psychology, 41(1), 179-195.

Mayer, J. D., Roberts, R. D., Barsade, S. G. (2008). Human abilities: Emotional intelligence. Annu. Rev. Psychol., 59, 507-536.

Mayer, J. D., Salovey, P., Caruso, D. R. (2008). Emotional intelligence: new ability or eclectic traits?. American psychologist, 63(6), 503.

Nelis, D., Quoidbach, J., Mikolajczak, M., Hansenne, M. (2009). Increasing emotional intelligence:(How) is it possible?. Personality and Individual Differences, 47(1), 36-41.

Smith-Lovin, L. (2007). The strength of weak identities: Social structural sources of self, situation and emotional experience. Social Psychology Quarterly, 70(2), 106-124.

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