Emotional Intelligence Case Study Free-Samples for Students

Questions: 1.Describe what you think is the best way to respond to the Store Managers behaviour. Describe how you would Model Positive leadership behaviour. 2.Provide at least two examples of possible Misinterpretations of expressions or behaviour that may arise in the context of a diverse Workforce. 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. 4.Describe the relationship between Emotionally Effective People and the attainment of Business Objectives. Answers: 1.The public image of any business is very deterministic to a number of customers consuming their products and the profit margin in general (Casemore, 2016). When sales volume decreases, there are many factors which may have affected the market. The factors include; change of taste by customers, availability of better and quality products in the market which are substitutes of products you may be dealing with (Bloomfield, 2014). A weak economy which may affect cash flow in the market making money unavailable, poor customer contact hence losing customers to competitors who give customers good contact and address issues raised by customers in time and many others. The principle of emotional intelligence that the manager lacked is action-based emotional intelligence; he did not see himself in the failure, hence excluded himself by blaming others (Bloomfield, 2014). I think and feel that the manager acted in a rude manner since the fall in sales is not the failure of departmental manager s but all players in the hardware where the manager is inclusive. Instead of harassing the members of management, he should have called for a meeting before the end of the financial year to raise concerns about the decreasing volume of sales, and forge the way forward for the better (Bloomfield, 2014). The pressure he is imposing on the department manager will kill their job morale and even worsen the situation. The confidence is destroyed since the manager is intimidating employees at the end of the financial year. The employees will internalize that their efforts and hard work were all in vain as the manager is blaming them for the poor performance wherein the real sense he could be the one who has failed the store. The store manager used dictatorship to correct the mess of low sales. The morale of workers will significantly reduce. No one enjoys working under such harsh conditions which the staff is subjected to raise amount of sales. Its self-evident that the performance will fa ll or even the store may collapse since some of departmental managers have decided to quit. Though quitting managers may be replaced, their successors lack the experience they have thus poor store performance. 2.All human being are not equal, and each has their traits which are distinct from the other (Collins O'Rourke, 2009). They should, therefore, appreciate each other the way they are. We are never civilized till that time when we will learn to co-exist with others irrespective of their culture, race, ethnic background, physical appearance and level of education (Collins O'Rourke, 2009). Some of the possible misinterpretations that workers may perceive from people from difference cultures include pride, social status, work styles, education or disability. I will explain to the employee that there is no superior culture over another and to avoid conflict grounded on culture; we should first appreciate our diversity and think beyond our cultural limitations (Collins O'Rourke, 2009). By so doing, we would have overcome our backward retrogressive disputes and live in harmony. Cultural awareness can be done through helping employees learn other culture and by doing away with any negative pr econceived ideas about a given culture to give room to discover about their colleagues culture. 3.Indeed its embarrassing when you pump all your efforts to help someone yet they fail to appreciate it. As a manager, you believe that by motivating your staff through events like team building activities and workshops, the output will significantly improve (Casemore, 2016). In such a case where an employee willingly fails to attend such events but his scorecards are good, then I have to put aside my fury against him to investigate why hes declining to participate (Trevithick, 2016). Since I know that sometimes force does not work, I will let reason prevail. I will opt to have dinner with him in a serene environment then after eating to our satisfaction; I will jokingly and indirectly ask him why he does not consider attending those events. I think by so doing I would have gathered all necessary information which I would not get if I do it forcefully. Human dignity is something as a manager I will accord utmost importance (Salvendy, 2016). I will ensure that I understand the strengt hs and weaknesses of each employee such that when assigning them duties, they dont feel suppressed for I will assign them where they are best in. I will also seek their views on how they feel certain areas should be handled such that I can accommodate them when reviewing different structures in the business. 4.Success in any business enterprise is the sum of all efforts from the junior most employee to the senior most employee hence they all command respect from colleagues (Trevithick, 2016). When there is respect for others opinions at the workplace, workers can bond, and this will breed a working environment in which workers help each other in performing their duties hence the productive capacity of the store will increase. On the contrary, when opinions of worker are not respected then their morale is killed and may resign or work recklessly a matter which will spoil the image of the business. In accommodating the views of workers in implementing ideas in the firm, employees will feel part of the firm and hence work as if they own the business (Bloomfield, 2014). In setting up and making decisions for instance targets which should be met by employees, the probability of attaining the target should be considered. This is because in case the target is unattainable then workers may perceive this as a strategy of sending them away rather than increasing the sales of the store. Thus decision making should be reasonable and fair to employees. Some of the policies that need to be considered for the smooth running of any business organization include; consulting with staff members before implementing new policies, management should support their staff and help them settle whenever they have issues, clearly defining and stating terms and policies of the business. All these policies should be under the guidelines of Occupational Health Safety guidelines where any hazards and risks in the work environment should be accessed, and necessary measures are taken to avoid accidents and contracting infections at the workplace (Salvendy, 2016). References Salvendy, G. (2016).Handbook of industrial engineering: Technology and operations management. New York, NY [u.a.: Wiley. (Mayhew, 2017) (Freedman, 2017) Trevithick, P. (2016).Social work skills: A practice handbook. Maidenhead: Open University Press. Bloomfield, D. (2014).Reconciliation after violent conflict: A handbook. Stockholm: Int. IDEA. Gordon, I. (2012).Beat the competition: How to use competitive intelligence to developwinning business strategies. Oxford, UK: B. Blackwell. Casemore, S. (2016).Operational empowerment: Collaborate, innovate, and engage to beatthe competition. Collins, S. D., O'Rourke, J. S. (2009).Managing conflict and workplace relationships. Mason, OH: South-Western Cengage Learning. Freedman, J. (2017, 04 29). Six Seconds. Retrieved from The Emotional Inteligency Network: https://www.6seconds.org/author/joshua-freedman/ Mayhew, R. (2017, 04 29). Chron. Retrieved from Small Business: https://smallbusiness.chron.com/examples-cultural-differences-workplace-11494.html