Cultural Demographic of the Work Team
In the Constellations Café store, there are several workers who often conflict with each other due to some issues that hurt their emotional sentiments. Due to the poor emotional environment in the store, the workers are growing dissatisfied and are producing poor quality work.
This report addresses some issues that have grown from the emotional outbursts of the workers and looks to find suitable solutions for the problems highlighted.
The work team is composed of two permanent members and four temporary workers of whom, one is changed within a period of three to six months. Generally there is no specific emphasis on appointing people with the same cultural background. Two of the current four temporary members are from a different cultural background and are from non-English speaking countries. Hence, the work team has mixed cultural demographics.
Currently, the team members generally have conflicts over trivial or bigger matters and the work is disrupted. Also, there are certain discriminations that are having negative impacts on the non-English speaking workers. Thus, it is clear that the workers need more emotional support from the authority as well as from the team members in order to avoid conflict and increase overall team harmony.
As a leader, it is important to understand the emotional expressions and needs of the workers working for the company. Lack of emotional backing and no proper communication between the team members often lead to conflicts and misunderstandings. The team leader needs to identify the issues that result in the conflicts and take proper steps to stop the conflicts. In order to do so, the leader has to monitor the emotional expressions of each of the workers and talk to them separately based on their emotional needs.
When dealing with conflicts and stress periods at work, it is important to deal with the workers with flexibility as well as adaptability. One recommended action is to call a personal meeting (of maximum 10 minutes length) where the leader can have a chat with the conflicting worker and understand the reason behind the conflict. Based on the input given by the worker, the leader can suggest a suitable measure without hurting the emotional requirement of the worker but will also have to emphasize on increasing the adaptability of the worker in the work environment.
Development of emotional intelligence in work team members is important to reduce the numerous work hour conflicts and also hurting the emotional sentiments of the workers. However, it is also required for the workers to develop self-control, self-awareness and self-management skills so that every time during conflict, intervention of the management team will not be necessary. In order to achieve the goal, special training sessions can be conducted on free days (holidays, off days) where the workers will be provided with self-enhancement training to develop more control and awareness over themselves.
Current Emotional Needs of the Team Members
Often team members may feel shy or not confident enough to express their thoughts and feelings in appropriate manner. In order to encourage them to be more expressive, there can be some interactive sessions held during free hours where the team members will sit together and talk to each other regarding various matters without any pressure. Recess time recreations like a game or a friendly competition of chess will reduce the stress of the workers and they will be much more comfortable and expressive.
Based on the current situation and a scale of 1 to 5, the emotional climate of the work team can be rated as 1 (very poor). The main reason behind this rating is that there is no team chemistry among the workers and they often conflict on very trivial matters. Moreover, there are also clear signs of discrimination as the non-English speaking workers often face inferior treatment as they cannot speak English.
As per the current situation, it is very much important to improve the emotional climate so that it does not hamper the work environment any more. For that purpose, it is important that the workers are more self-aware and are not easily emotionally hurt by others’ comments. Interactive fun sessions or occasional team games during off days may help to grow team chemistry and improve the emotional climate of the organization.
While there are mostly negative points regarding the emotional conditions of the workers in the café, there are also some strong points that can be utilized for the improvement of the work culture in the store. The emotional strengths can be identified by monitoring the process that a worker follows to use his emotion as a key tool to enhance the quality of his work. For example, one worker may be emotionally affected by someone else’s comments but at the same time, he is very much confident on his emotional instincts and thus always produces high quality work.
The most practical way to model designed emotional intelligence skills is to emphasize on developing self-management skills of the workers but at the same time, ensure their emotional needs are not hurt based on difference in culture, linguistics and others. Judgement based on work output rather than race, mother tongue and other trivial factors must be started as well.
Conclusion:
Finally, it can be concluded that development of emotional intelligence is necessary in order to maintain a friendly, ethical and professional environment in the work place. The workers must understand that the service is much more important than conflict with other workers simply on the basis of emotional sentiments.
The recommendations are as follows.
- There should be friendly interactive fun and games sessions for the workers to improve team chemistry.
- The workers should be encouraged such that they are more expressive and do not react to trivial matters that hurt their emotional sentiments.
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