Develop and Use Emotional Intelligence

  1. Identify and Evaluate Your Emotional Strength and Weaknesses

Emotional strengths that I believe manifest from a personal point of view include patience, the ability to remain confident in my discourses, maintaining optimism and inherently being resilient. Patience is one of the most important virtues in terms of emotional strengths that is necessary in both personal and well as professional contexts to ensure that conflicts are reduced to a minimum (Dirican & Erdil, 2020). Regarding my emotional weaknesses, an excess of sentiment has always been a problem, especially when dealing with a large groups of people. Short temperedness and a vengeful attitude are also key emotional weaknesses that I have identified over the years. Despite my attempts to develop them and ensure that they do not reflect upon my professional obligations, there have been certain situations where the weaknesses have come into the picture.

  1. Reflect on The Personal Causes of Stress in Your Work Life and Explain how You Do Deal with Them

Personal causes of stress within my work life have primarily taken place due to the inability to balance my personal life and my professional life. A healthy work life balance is of paramount importance in the modern era to ensure that individuals remain engaged towards their professional commitments. While I have tried to engage with the same, the work pressure often becomes too much to handle in an effective manner. Additionally, the ability to manage time well is also a major shortcoming when speaking from a personal point of view. Time management is one of the key requirements to ensure professional success, especially when considering the growing levels of competition within market places and how they tend to affect organisations. In terms of the coping mechanisms, I mostly try and focus on the positive side of things to deal with the stress factors. I have also made it a habit to meditate frequently as it helps me in maintaining my cool and getting past my short temperedness (Williams, 2018).

  1. Identify, Analyse and Document Potential Emotional Triggers in Workplace Situations and Describe how To Determine Appropriate Emotional Responses

Potential emotional triggers in workplace situations can be extremely varying based on the perceptions and attitudes of different individuals. Personally speaking, scenarios and incidents of bullying and an unnecessarily condescending approach have been the biggest trigger in terms of an emotional response that can be negative by essence. However, I have always tried to maintain a positive attitude in this regard and tried to talk to the individuals engaging in the behaviour.. Rebukes and criticisms from my seniors have also led to certain instances that have led to emotional triggers, especially since I have tried to perform according to my best possible capabilities. However, the pressure has sometimes got the better of me, where I was unable to perform in a satisfactory manner. Despite the criticism from my seniors, I have tried to maintain an empathetic demeanour and learn from my mistakes through self reflection and continuous development (Owens et al., 2018).

  1. Describe Your Own Workplace Behaviours and Management of Emotions and Evaluate the Impact of Your Workplace Behaviours

My workplace behaviours are largely aligned with maintaining a strict professional outlook towards the various obligations and ensuring that I do not leave any scope for complaints. While it is certainly true that personal emotional triggers and behaviours can come up within a professional setting, I have always tried to maintain a boundary between the two. It is crucial to ensure that professional contexts are not allowed to encroach upon personal perceptions and ideas and vice versa (Animasahun, 2017). It inherently leads to a large scope for conflicts and disagreements along with limiting the scope for professional growth over time.

The impact of my workplace behaviours in terms of suppressing the negative emotions has been fairly positive, especially when considering the lack of disagreements and large scale conflicts. My ability to maintain an understanding outlook has allowed me to ensure that I obtain a clearer insight regarding the other person’s perspective over time.

  1. Determine Whether You Are You Open to Feedback from Others in Relation to Your Emotional Intelligence. Describe how You Would Go About Getting and Using It

I have always tried to keep an open mind, especially when it comes to receiving feedback and retaining the constructive parts of it to facilitate self development. Feedback, whether it is positive or negative can be extremely beneficial to improve one’s own capabilities and competencies over time (Wills, 2018). In the context of emotional intelligence, it is important to understand that constructive criticism can be substantially developing towards the individual if taken and absorbed in a correct manner.

Personally speaking, I try and obtain feedback from both my peers as well as my seniors at Australian Hardware. Informal communication and healthy interpersonal relationships are instrumental in this regard, and I always emphasise on the provision of honest and unfiltered feedback. In terms of using it, I always try and break down the feedback received into what is pertinent to my development and what is not. Subsequently, I try and incorporate the relevant areas into my daily professional discourses over time.

  1. Describe how Self-Reflection Factor Gets Into the Continual Development of Your Emotional Intelligence

Self reflection is arguably one of the most crucial tools that allows for a comprehensive development of one’s emotional intelligence. It allows for an extensive identification of the areas of weaknesses and enables the individual to focus on the strategies that could be implemented to mitigate the shortcomings. Self reflection also allows individuals to think more critically, thereby enhancing its relevance to a continual approach towards developing the competencies (Knapp, Gottlieb & Handelsman, 2017). Furthermore, leadership skills and the ability to lead a group from the front are also relevant to the aspect of reflecting on one’s performances and outlooks in a regular manner.

  1. Describe how You Would Respond to A Worker Who Is:

a. Extremely angry?

In terms of responding to a worker who is angry, I would initially develop a sense of trust within the worker where he or she is able to share the reasons behind the anger in an unrestricted manner. Going into altercations can only enhance the feeling of being angry, due to which it is important that the worker is given a reasonable amount of space and time.

b. Extremely stressed?

The development of interpersonal relationships would be an important aspect of dealing with a worker who is stressed. It has to be understood that stress is a mere symptom of an underlying factor or a group of factors. It would be necessary to understand the root causes behind the stress and how I could be assistive towards mitigating the factor or factors when dealing with a worker that is stressed.

c. Extremely upset?

Empathy would be the key strategy that could be relied upon when dealing with a worker who is evidently upset. Ensuring that the employee feels comfortable in sharing the reasons as to why he or she is upset would be important along with motivation towards the positive aspects of the situation.

  1. Explain how Much Knowledge You Have About the Cultural Expressions of Emotions and How You Would Use that Knowledge

Cultural expression of emotions is a diverse subject in terms of discussion, especially when considering the various types of cultures that are associated within a professional setting. Broadly, cultural expression can be divided into cognitive culture and the emotional culture. The key area of differentiation relates to the thinking as compared to feeling. Emotional culture is essentially aligned with understanding the feelings of the person and the feelings behind a specific action or behaviour (Donnan, 2017). Another key fundamental in terms of how cultural expression of emotions takes place is the non verbal nature of their manifestations. While cognitive culture takes place through verbal communication and interactions, emotional culture can be identified through demeanours, body languages and facial expressions.

It would be important to use the knowledge when dealing with a crisis situations or a situation of complexity involving the particular worker. The cultural expression of emotions could be utilised to convey the solution in a manner that is more effective and absorbent.

  1. Describe how You Would Adapt Your Leadership Style to Workers Experiencing Different Emotions

The leadership style is another important aspect in terms of adapting to workers experiencing different kinds of emotions. A transformational approach would be of a paramount importance, especially when attempting to engage the workers and establish the causal factors behind their emotions. It is extremely important to ensure that the workers feel comfortable when within the proximity of the leader to allow them to maintain transparent channels of communication (Hooch et al., 2018). Furthermore, a transformation approach towards carrying out leadership functions would also allow the workers to remain enthusiastic while simultaneously focusing on their individual objectives and how they could go about achieving them.

  1. Describe how You Would Factor the Emotions of Workers Into Decisions that You Make

It would be crucial to factor in the emotions of the workers while making decisions, especially when the implications of the decisions tend to affect them in a direct manner. One of the key strategies in this regard would be to discuss the decision prior to its implementation with the workers. It is aligned with participative style of leadership, whereby the opinions, voices and the emotions of the workers are collectively factored in when undertaking business decisions (Bouwmans et al., 2017). Emotions, whether negative or positive, can affect both the nature of the decision as well as the speed at which it is taken. Furthermore, it is important to identify the resultant outcomes of a decision on the workers as they are the most important asset for an organisation like Australia Hardware. A participatory approach, therefore, would be the most important measure through which the emotions of the workers can be factored in to the decision making process.

  1. Describe how You Would Provide Opportunities to Utilise Emotional Intelligence to Increase Team Performance in Line with Organisational Objectives

A clear identification of the strengths and the weaknesses of the workers would be the most important step when attempting to provide opportunities to utilise emotional intelligence toward s improving the team performance. Grouping the workers into teams and focusing on group dynamics through team building strategies could be a beneficial way in which emotional intelligence may be utilised to maintain both the organisational objectives as well as the individual performances of the team members. Furthermore, as stated by Fitzpatrick, Shete & Richards (2018), it would also lead to an improved sense of communication within the team, which is inherently linked to the concept of emotional intelligence, thus allowing them to improve the same over time.

Interactive sessions where the team members are left to autonomously manage their tasks and obligations could also be beneficial when attempting to improve their team performance. It would lead to a greater sense of entitlement and belonging within the employees along with providing them with a sense of value. It is extremely important that the employees feel valued within their organisations to ensure a holistic approach towards development and growth.

  1. Explain how You Would Make Workers Aware of How Their Emotions and Behaviors Affect Others and How You Would Encourage Them to Manage Their Emotions

The provision of regular feedback to the workers would be important to ensure that they are aware of their emotions and behaviours. Workshops and emotional management classes could also be engaged in to facilitate a learning environment where the workers are taught about the various strategies that could be relied upon to manage emotions in a positive manner (Hubscher-Davidson, 2019). Ranging from maintaining daily logs to focusing on the aspect of self reflection, emotional management is extremely important for the modern day business environment.

  1. Describe What You Would Do to Encourage Others to Develop Their Emotional Intelligence

In terms of encouraging other to develop their emotional awareness, the emphasis would have to be placed on the concept of self awareness and the ability to take criticism in a positive manner. An assertive style of communication could be beneficial in this regard, especially when dealing with workers that depict negative emotions over time (Maloney & Moore, 2020). Assisting in developing empathy and a calm mindset would be important to ensure that the worker is able to understand the importance of emotional intelligence along with its benefits within a professional setting. Discussion and active listening are extremely important to ensure that the other person is aware of the implications of how emotional intelligence can be beneficial in a mutual manner.

  1. Describe how You Would Do to Create a Positive Emotional Climate in Your Department

Improving the quality of communication between the department members and ensuring that the transparency within the channels is maintained would be the foremost requirement when striving to create a positive emotional climate. Listening to what everyone has to say along with discussing the pros and cons in a collective manner would also be important. Equitable treatment of all the employees without any presence of favouritism and selective attitude would be crucial for the emotional climate to remain positive on the whole (Hughes, 2018). Another important strategy in this regard would be the recognition of the contributions that individual members make and acknowledging them in a public manner. It works as an intrinsic motivator and is significant towards developing the working environment cumulatively over time.

  1. Describe how You Would Use the Strengths of Workgroup Members to Achieve Workplace Outcomes

The strengths of the workgroup members in the context of Australian Hardware could be utilised towards achieving the workplace outcomes by setting examples to the other members involved within the department. Obtaining inspiration from peers and counterparts has often been proven to be impactful in the long run, especially when considering its relevance to a professional perspective. The strengths would have to be aligned with how they benefit the organisation and how the workgroup members are contributing towards the development of the organisation in a collective manner. Furthermore, the strengths could also be set as a model for the new recruits as to how they would ideally have to carry themselves and what are the skill sets and competencies that they should strive to develop (Caruso & Rees, 2019).

References for Develop and Use Emotional Intelligence

Animasahun, R. A. (2017). Emotional intelligence in the work place.

Bouwmans, M., Runhaar, P., Wesselink, R., & Mulder, M. (2017). Fostering teachers' team learning: An interplay between transformational leadership and participative decision-making?. Teaching and Teacher Education65, 71-80.

Caruso, D., & Rees, L. (2019). Developing Leaders of Character with Emotional Intelligence. The Journal of Character & Leadership Development6(1), 43-51.

Dirican, A. H., & Erdil, O. (2020). The influence of ability-based emotional intelligence on discretionary workplace behaviors. Journal of Human Behavior in the Social Environment30(3), 369-382.

Donnan, G. L. J. (2017). An investigation of cultural variations in emotion experience, regulation and expression in two Scottish settings (Doctoral dissertation, University of Aberdeen).

Fitzpatrick, L., Shete, R., & Richards, R. (2018). Emotional Intelligence and Leadership.

Hoch, J. E., Bommer, W. H., Dulebohn, J. H., & Wu, D. (2018). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management44(2), 501-529.

Hubscher-Davidson, S. (2019). Emotional Intelligence and professional translation.

Hughes, C. (2018). Conclusion: Diversity intelligence as a core of diversity training and leadership development. Advances in Developing Human Resources20(3), 370-378.

Knapp, S., Gottlieb, M. C., & Handelsman, M. M. (2017). Enhancing professionalism through self-reflection. Professional Psychology: Research and Practice48(3), 167.

Maloney, M. E., & Moore, P. (2020). From aggressive to assertive. International Journal of Women's Dermatology6(1), 46.

Owens, E. S., McPharlin, F. W., Brooks, N., & Fritzon, K. (2018). The effects of empathy, emotional intelligence and psychopathy on interpersonal interactions. Psychiatry, Psychology and Law25(1), 1-18.

Williams, W. (2018). The Effortless Mind: Meditation for the Modern World. Simon and Schuster.

Wills, A. (2018). Emotional and Spiritual Intelligence in the Workplace inRelation to Organizational Citizenship Behavior.

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