Emotional intelligence is the capability to understand, control and use one’s own emotions in helpful ways to overcome obstacles, improve communication, sympathize with others, diffuse conflict, and reduce stress. Emotional intelligence helps individuals promote more significant relationships, achieve success at and in school, and achieve their professional and personal objectives. For several years, common wisdom held that emotions have no place in the workplace and that the perfect leader addresses challenge objectively and unemotionally (Holmwood, 2019). Nevertheless, emotions are unavoidable when several people get together for an extended period working on challenging tasks. If managed correctly, a leader’s emotional reactions may be a positive rather than a drawback.
As I offer my idea and proposal on professional development training program, kindly keep the terms emotion and change in mind. There’s a clear need for our managers to adapt how they handle their respective teams. Culture is constantly evolving, and we currently have a very skilled set of supervisors and managers. If we are to keep expanding and integrating with other institutions, we must create this program to ensure that we do have a highly emotionally knowledgeable management staff.
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Emotional Intelligence and Motivation
Recent research shows that the top performers in organizations are individuals with higher emotional intelligence. The capability to inspire and motivate is a critical necessity for leaders. However, to be a good example, one must first encourage themselves. Once it is complete, you may attempt to inspire others through the skills of emotional intelligence. Emotional intelligence is composed of four building components in its most basic form. The first pillar is emotional self-awareness, or the ability to comprehend your individual distinct emotional internal workings (Holmwood, 2019). The second building block is the capacity to employ self-awareness to govern your response to your emotions. Third, you must be mindful of how your actions influence others. The fourth building element is your capacity to control your relations with others to achieve the best potential outcomes. Self-awareness is said to be the basis for the other aspects of emotional intelligence, and this block would influence the administration’s capability to improve members’ performance and job gratification. Being self-aware means knowing how you feel and be aware of your feelings.
Emotionally conscious individuals are best suited for managing their individual lives. Managers and employees should be in line with personal emotions to engage effectively and understand others emotionally. Highly self-aware individuals tend to trust inner “gut instincts” and recognize how these emotions give essential information while making tough choices (Issah, 2018). Team members need to rely on their instincts and impulses when some occur.
On theories of motivation, Maslow’s hierarchy of needs theory would influence the organization members to improve performance, foster teamwork, and improve personal relationships. Maslow emphasizes that some kinds of individual needs influence their behavior. These unique needs are physiological requirements, love, and belonging requirements, safety needs, esteem needs, and self-actualization needs. It implies that if a lower demand is not satisfied, more significant needs might be ignored. For example, suppose team members fear losing their jobs and seem fearful about being fired. In that case, they might be more worried regarding their economic stability and sustaining other smaller requirements like electricity bills, rents, and different smaller needs.
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Emotional Intelligence and Social Skills and Decision Making
Emotional intelligent leaders can handle various crises, small or big, easier than someone who lacks EI abilities, thus making it simple for managers to make decisions wisely. Emotional intelligence ideas may assist a leader in dealing with any situation with less burden, less emotional response, and fewer unexpected repercussions. Influential leaders hardly verbally abuse others, make rash or impulsive judgments, generalize individuals, or compromise their ideals (Issah, 2018). Emotional intelligence helps leaders maintain control and, therefore, enhance decision-making efficacy.
Managers who are self-driven work tirelessly pursuing their objectives, and they have outstandingly high prospects for the value of their jobs. Managers find it easy to improve self-motivation even when under pressure. Thus, it improves decision-making efficacy and helps managers choose the concepts that yield high performance in their work.
Different Individuals with varying qualities, capabilities, and perspectives make up teams. Recognizing what enables a group of individuals to perform successfully in a team and understanding how these members act is critical for anybody in charge of managing teams. The core attributes of an effective team are;
Shared goals refer to the typical desires of individuals and a sense of common purpose with others. Shared objectives are a driving factor that unites individuals and enables them to coordinate their endeavors and collaborate for mutual gain.
Clearly Defined Roles
Defining roles and responsibilities does more than only assist you in hiring the proper individual for the position. It also enhances employee satisfaction and increases your organization’s efficiency.
Shared Knowledge and Skills
This refers to exchanging employees’ information, abilities, and experiences. It guarantees that a company’s information is available to its workers whenever they need it, and its advantages include the retention of intellectual capital and increased productivity.
Effective Timely Communication
Communication must not only be valuable but also occur at an appropriate moment. People in organizations require knowledge as soon as possible to act. Timely communication ensures a smooth flow of information from managers to employees.
Being treated respectfully contributes to a healthy work environment where members feel contented, motivated, devoted, and encouraged to realize their maximum potential. Team members that do not appreciate each other are unethical and endanger the company’s health and profitability.
Group dynamics are important because they influence creativity, efficiency, and performance. Group work is crucial in organizations, and understanding group dynamics leads to improved job productions, service quality, and opportunities for improvement for business leaders. There are strategies I would implement to improve team dynamics. They include; conducting diagnoses and getting to know your team, resolving issues promptly, creating a team charter, enhancing team culture, creating communication and information flow, and always paying attention. Group dynamics may also increase members’ satisfaction and motivation while helping our groups meet their goals.
A reward system is any financial, non-financial, or psychological incentives that an organization delivers to its staff members in exchange for the services they give. Motivation factors and internal benefits may be included in reward programs. These platforms improve well-being and contentment and aid in cross-departmental cooperation and self-management. In our organization, I would propose the following recommendations be Included in our rewarding system;
Peer to Peer Recognition.
Employee-to-employee recognition is just as essential as manager-to-employee appreciation. When workers feel valued by their peers, their productivity increases, and profitability rises. This system also promotes organizational behavior and aligns behavior in the workplace with the employing organization.
It is a method of evaluating employee performance. A production-based compensation system is tied to how much employees provide to the organization, create value to it, and accomplish the objectives that have been allocated to them. Employees feel motivated and flourish in this atmosphere which increases productivity.
Employees should be compensated for their efforts using a point-based incentive system. Employees should gain points for accomplishing tasks and fulfilling targets, which may be redeemed for a reward, another perk, or a day off.
It is a method of non-monetary staff reward and recognition. Social acknowledgment may range from a casual “Thanks” to congratulatory praise at staff meetings. This system encourages employees and they feel valued for their efforts.
There are strategies that I would corporate in the company to help motivate our employees are increasing the organization’s production level. These may include;Establishing goals to generate purpose, celebrating big and little successes by acknowledging efforts, offering genuine feedback to our employees, encouraging problem-solving and learning by creating space for workers to have their concepts and solution, keeping commitments, and experimenting and learning.
As an organization competing with others, we should invest in emotional intelligence to improve our performance. Emotional intelligence is vital not only for our welfare but also for our professional achievement. Furthermore, there are certain things we can learn from emotion physiology that can help us increase our EQ and cultivate better emotional competencies to boost both work performance and professional success.
Holmwood, T. (2019). Greater emotional intelligence is your key to superior team performance. Governance Directions, 71(4), 215–218.
Issah, M. (2018). Change leadership: The role of emotional intelligence. Sage Open, 8(3), 2158244018800910.