Develop And Use Emotional Intelligence-Btechnd
Emotional intelligence (EI) refers to the ability to be conscious about the control and expression of own emotions. The focus of EI is to handle the interpersonal relationship with sensibly and thoughtfully. For this assignment, I have chosen the VINCI construction company for the development and use of Emotional intelligence (Vinci Construction.co.uk. 2016).
Emotional Intelligence competencies using a self-reflection
As a manager of the VINCI construction company, I would like to develop an emotional intelligence in the workplace. The development of emotional intelligence communication will help me in understanding the cultural intelligence, in which an ability by an individual to successfully adopt new cultural environment from its existing one. Cultural intelligence helps me to understand other people with different culture. Therefore, working in abroad and leading a diverse cultural team provides a difference between success and failure, and difference between solving problems and creating them.
People with high cultural intelligence help them to develop a rapport with a new team, and it help in adjusting with a new department. As mentioned by Troth (2009, p.120), cultural intelligence also help people to work better with a cross-functional team (it includes representatives from different departments such as finance, operations, accounting, human resource, and legal). EI help me to develop conflict resolution skills within a team, in which I can ensure that the working relationships are balanced, and me and my team must manage the emotions of the other team members. For example, unrestrained anger in the place of work can bring negative blow on relationships, mainly if the anger is communicated to definite individuals.
Adoption of cultural intelligent communication behaviors is appropriate in response to a diverse workforce
According to Ang et al. (2007, p.370), cultural intelligence refers to an ability by an individual to successfully adopt new cultural environment from its existing one. Cultural intelligence is connected to emotional intelligence; however, it is one-step ahead to emotional intelligence. People attaining high cultural intelligence .are regulated with the values, attitudes, beliefs, and body language of individuals from various cultures. Therefore, by attaining the cultural intelligence knowledge, I can interact with other cultural people with understanding and sympathy. However, people with higher cultural intelligence were not proficient with every cultural; rather they read people and situations with their observation, intelligence, and empathy. Cultural intelligence helps me to understand other people with different culture. Therefore, working in abroad and leading a diverse cultural team provides a difference between success and failure, and difference between solving problems and creating them. High cultural intelligence helps me to develop a rapport with a new team, and it help in adjusting with a new department.
Cultural intelligence also helps me to work better with a cross-functional team (it includes representatives from different departments such as finance, operations, accounting, human resource, and legal). Therefore, adoption of cultural intelligent communication behaviours to respond to a diverse workforce helps an individual with strong job performance in a new culture. Thus, for an effective cultural intelligence, I must access four things; Drive, Knowledge, Strategy, and Action. With the help of drive, they must motivate themselves to learn about and accept the different cultures. With the help of cultural knowledge, people learn about culture, in which they are interested. Strategy includes planning for executing the awareness of the learned culture. Action, it is the last step, which helps an individual to think on one’s feet in complicated situations.
Emotionally intelligent communication management practices develop conflict resolution skills within a team
As mentioned by Koss and Ham (2013, p.50), there are four branches of Emotional Intelligence (EI) which help teams in resolving their conflict. Awareness of own and other’s emotions is one of them, in this I get in touch with their own feelings and emotions, and provide emotions while dealing with other people. Found that the capacity of a team to be aware of teammates’ emotions considerably and optimistically prejudiced their team performance roughly one year later. The advanced levels of emotional understanding will be helpful in both instituting optimistic team conflict standards and in dealing with more composite circumstances where standards are less expected to be adhered too.
Knowledge of emotional cycles and patterns, I must select relevant behaviours for resolving conflict; I must be alert about the emotional cycles and outlines that can materialize through conflict. Teams are emotional backgrounds and the appearance of emotions from disturbance to anger, enjoyment to joy, and anxiety to fear are usual disparity within a team. (Refer to: Appendix)
Emotional Facilitation, Emotional facilitation refers in selecting the right emotional situation to expand the finest out of a circumstances or the capability to lay down the right emotional attitude for the task to be concluded. For example, during a difficult problem-solving task, team members may select a situation in expressions of time or place to aid a more productive solution to the problems the team is tackling. EI may allow the team to identify that a more comfortable situation in a public space may be more favourable to a combined conclusion than outstanding in a conference room.
Management of own and others’ emotions, in a high performance team, it is a very important skill for resolving conflict. Therefore, to ensure that the working relationships are balanced, I must manage the emotions of the other team members. For example, unrestrained anger in the place of work can bring negative blow on relationships, mainly if the anger is communicated to definite individuals. On this origin, supervision own and other team members’ emotions may be the key to evade these negative penalties throughout a conflict experience (Tran, 2004, p.70).
Emotional intelligent management practices play in offering flexible work practices and family-friendly initiative
As mentioned by Hohnen and Hasle (2011, p.1000), emotionally intelligent management practices play in offering flexible work practices and family-friendly initiative. Workplace flexibility refers to a mutual beneficial agreement between the employees and the employer, in this both the parties agreed on how, when, and where the employees are going to work, in order to meet the organisation’s objectives. Workforce flexibility must be approved by the HR policies. Thus, I must do an emotional intelligent management practices before developing the policies. Therefore, to ensure that the working relationships are balanced, the management must manage the emotions of the other team members. The policies must include; the time, schedule, and their working location; alternative work arrangements, it include policies such as part time work, flexitime, leaves, and timework which a whole unit or subgroup of employees applies; I must include mobile working, like working in client’s workplace. All these amendments in the policies by me, helps the organisations to attract quality employees, eventually increases the cost savings, and reduced the employee turnover. In contrary, it also helps employees to get control over their work and improve their well-being. However, the flexible work practices and family-friendly initiative increases the productivity and reduce the chances of workplace accidents.Order Now