Emotional Intelligence And Social Awareness Management
Emotional intelligence is used to depict the capacity, or self-perceived capability to recognize, evaluate and control ones emotion that of others and that of groups. According to, (Travis and Jean, 2009), varying representations have been proposed for describing emotional intelligence. Social Intelligence ahs been illustrated as the skill of identify with people and administering to people. Researchers have also portrayed both interpersonal intelligence (the ability to identify with the inspirations, wishes and intents of other people) and the intrapersonal intelligence (the ability to identify with and be pleased about one's feelings, worries and inspirations) as part of emotional intelligence.
Social awareness brings ethical inferences. In most cases, individuals with awakened
social awareness becomes publicly lively. Individuals who have developed social awareness
have a tendency of being empathetic towards others regardless, of their race, gender, class or ethnicity.Empathy is used to depict the ability to share another individual feelings and sentiments. Feeling and trust form he platform for effective understanding, communication and associations. The extent to which are openly discernible or mutually identified as such has significant social effects. Emotional intelligence, social awareness, self management and social skills. The appropriate role of empathy is in our dealings with others is solely dependent on the situations.
Self management is the course of persuading oneself to create self-direction and self-inspiration required for operation. Self leadership gives individuals the ability to guide themselves instead of relying on other people to offer sustenance and direction. George, (1995), the potential to lead ourselves even it times of difficulty is a significant skill in life and is an important constituent of effectual and authentic guidance. Self-guidance approach utilizes a mixture of practices to help people in setting and accomplishing their goals in a satisfying manner.
According to (Totterdell, 2000), the approach entails increase great insight into our
own philosophy and character and still seeking information and feedback form the environment
to develop our personal efficiency. Self leadership revolves about transform that comes from
inside. The system of self-leadership revolves about individuals contributing towards strategies
in order to gain approval from their work by challenging the notion of leadership. By
understanding what inspires them, and what builds their confidence, skills and knowledge
at every stage in the society can make rise to hit the highest point performance
Lynne is apart of the management of MMI which originally was known as Mailing Machines International. Lynnes had worked at MMI for 15years and she cared very much about her staff. According (Roche, 2003), MMI company is faced with a problem of downturn and there is imminent lay off of staff. Roche, (2003), maintain that the quarterly targets were not meet and the Lynne understood that there was a second round of employees layoff that was going to take place. Two employees form the unit managed by Lynne had been laid off and Lynne was more worried about more lay offs within her unit.
Lynne is witnessing organizational politics within an MMI and the politics is causing alienation and separation between the workmates (Hede, 2007). Max is suffering alienation from other workmates since he is a cool soft spoken and hardworking programmer. The main source of the problem is lack of good interpersonal skills between the workmates and lack of effectual guidance for the team. The team members are seen as not managing their sentiments as individuals and groups emotions. There is also lack of self-awareness among the team members with problems negative emotional tone in individual members.
Roche, (2003), depicts that Lynne understood she had a great team who she worked with to get the job done. In addition, Lynne understood that her workmates worked together to assist each other out and every one in the team appeared to relate well with other except Max. According to Lynne, Max was hardworking since he reported to office before she arrived and in the evenings she left him working. The only problem that worried Lynne was lack of good communication skills for Max that had made him has his post to be reviewed three years ago.
Lynne is informed by Max workmates that he is antisocial and very poor in interpersonal skills. Nicole a workmate of Max Dyer believes that Max is having a breakdown. Nicole informs her workmates her team that Max could be suffering form mental breakdown after she had found him in line to purchase some medicine. Max Dyer had developed a routine of being untidy and pilling food. Max Dyer anti social behavior worried the workmates and some like Nicole has raised an alarm to Lynne the manager so that she could intervene.
However, Derek believes that Max is a great programmer and cannot be retrenched in the impending layoffs that were to be implemented at MMI. According to (Roche, 2003), Lynne had been informed about all the evils regarding Max, but in her mind she knew that Max had a strong regarded for work and she could find any fault in him.
According to (Roche, 2003), Lynne's team of programmers wanted Max Dyer to be the one to be laid off and is the reason why they were spreading rumors about his change of behavior. From the narration, Max Dyer is described as a hardworking man who did not entertain any idle talks. Lynne had earlier noted Max Dyers weakness in interpersonal skills as a programmer while he was working with engineers and workers at production floor. The engineers and production workers at the floor had cited the poor communication skills and he did pay attention to the views during he would ignore them.
Lynne understood that Max was very awkward in his conversation based on a dialogue they had had together. According to (Roche, 2003), Lynne is fully convinced that Max Dyer was unable to control his emotions since he displayed noticeable nervousness and fidgeting while answering questions. Lynne was fully convinced that Max could not work in a team she was doing a job review she removed Max form a position where he didn't interacting much with production workers. Lynne understood there was a talent war in MMI IT industry and she replaced Max with Paige to work in the production floor while Max was given a job that did not involve much interaction with the production floor workers.
Lynne demonstrates her empathy by changing Max working environment to enhance him change his antisocial skills but it did not. According to (Roche, 2003), Lynne was more worried about maintaining the programming team focused and inspired. The group is not inspired since there are a lot of office talks that does not keep the group focused on work.
Max Dyer does not display emotional intelligence since he is not understanding and good at controlling emotions. Max is also poor in emotional intelligence since he is not socially agreeable and open minded. Max Dyer is a pessimist who believes Lynne never listens to him and he has therefore decided not to be talking to anyone.
According to Roche, (2003), Lynne is described a person of low emotional intelligence since she describes her programming team as hardworking and working as a team, while in actual fact the programmers are more involved in idle talks. Lynne's lack of emotional intelligence is illustrated by her concern about team's performance without being concerned about individual performance of every member of the team. Lynne believes Max is destroying the strong team Lynne ahs built.Lynne is also displayed as a person of high emotional intelligence after the meeting with Max when she informed about him slamming the phone, after the meeting Lynne gets convinced that the other programmers had been talking ill of Max so that he would be laid off.
According to Roche, (2003), Max is portrayed and a man with no emotional intelligence and this can be illustrated by the following instances. He lacks self-management which is displayed by his lack of concern on his dressing as depicted on his untrimmed beards, his untucked shirts, coffee stains in his pants and dirt on his eye glass lenses. Max lack of emotional intelligence is also illustrated when he finds Nicole and Derek talking and does not even look at them.
Max has also lost his self-leadership when he is noted lurking around the kitchen waiting to scavenge for leftovers left in the meeting room immediately after a meeting. Max can also
described as a person of low intelligence reality of team which is illustrated by his working
whereby he arrived earlier than Lynne the manager and was left in work office when Lynne left
in the evening. Max lack of emotional intelligence is also evidenced by his lack of concern for
idle office talk. In addition, Max is depicted as a person of terrible interpersonal skills. Max got a
demotion three years ago due to his lack of emotional intelligent and lack of good
communication skills with his co-workers. Lack of emotional intelligence in Max is also
displayed when he slams a phone as described by Paige.
Max Dyer can also be described as a person who has self leadership skills since he maintains his focus on his job always without entertaining discussions about imminent layoffs. He also has a strong regard work works and ensures he reports to work early and leaves late. Max self-leadership skills is also displayed when he informs Lynne during a meeting the her the other programmers feared the looming layoffs and that they were not as good performing as he
was. Max is described as lacking positive emotions by lack of concern of hid other team
members and lack of participation within activities that build the team.
Max Dyer was suffering from a problem of managing his emotions and the best method I
would suggest to him to handle the problem is by developing good interpersonal skills through
interpersonal interaction with his team members. This can involve training him on emotional
self-realization, self assertiveness and having self regard. The training should ensure that the
individual attains self realization and independence in decision making. In addition, Max would
require training on compassion for other workmates, social responsibility and interpersonal
In addition, I would train the team on the benefits of self-management whereby every
individual manages his old his/her own and takes responsibility for his or activities. I would encourage the team members to develop trustworthiness among themselves, preciseness when commenting about any problem regarding a member of their team. I would also encourage each team member to be set goals and for each member the achievement of the goals to be assessed from time to time, then the team should be reporting to the unit leaders the hindrances that cause them not to achieve their targets. As an emotional intelligent manger I would call a meting where I would encourage free and open dialogue to which I would anticipate participation from all team leaders in order to built trust among the team members.
In addition, I would encourage the team to learn to develop others through open
discussions and personal influence on issues related to workplace. I would also encourage and institute conflict management discussions between the members where every member is given a chance to voice his/her concerns, and then allow members to give suggestion on the best way forward for dispute resolution.
In addition, I would demonstrate to the team the advantages of visionary leadership and
self management in ensuring achievement of organization goals. I would further illustrate to the team why changes are important in a work environment and why everyone should be ready and
prepared to manage change. I would also encourage team members to develop and nurture the
bonds holding them together as a team instead of breaking them whereby the team views a
members problem as a group's problem. Jordan, & Troth, (2004), suggest the there is
need to emphasize the need for teamwork and cooperation in the workplace and elaborate the
synergy in pursuing collective goals. Finally, I would train members on stress management since
stress is depicted as a factor affecting individuals and team performance.
I would also encourage the team members to understand the importance of emotional
intelligence for individual and professional growth so they each of the members can have the
capacity to recognize and manage certain touching reactions which can hinder performance,
advance and creativity. I would in particular encourages individuals to develop self
consciousness, concern for other peoples feelings and emotions and social skills for optimum
individual development. In addition I would help individuals to focus on a vision for every
individual and give them an opportunity to achieve their dreams and career aspirations. I would
also encourage every individual to at lead put in towards the formation of an emotionally
intelligent society in the organization for the company.
As an emotionally intelligent leader, I would first get to understand the emotional truth and custom and culture within the organization, then use it as a basis to create a ideal vision for the team which in order to hold your interest should be in line with each individuals personal vision. I would give the team motivation so that each member would feel the obligation to fulfill the vision of their lives. According to Koman, & Wolff, (2008), offering proper motivation to the members, their dream provides them liveliness and dedication to transform their character.
As an emotional intelligent leader I would ensure creation of self awareness in the team where every team member feels free of sharing his/her moods. In such a situation I would I set up a self-awareness team that would be attuned to handle the distressing undercurrents of personalities and of the group as a whole. The work of the self-awareness team would be to offer empathy for each member and to provide norms of support and promote mutual understanding within the group.
As an emotional intelligent leader I would encourage a culture of empathic confrontation with team member's sentiments to be discussed as a group. Totterdell,(2000), the caring attitude would ensure to development of a feeling of trust and belonging among the individuals and will give emphasis to the shared objective. I would also encourage a culture of listening to everyone perspective including ideas from a lone nonconformist before making any final decision. The other mechanism would be identifying a situation when a teammate feels uncomfortable in understanding a task and getting onboard to provide support.
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