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BCOM101 Business Communication
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BCOM101 Business Communication
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Course Code: BCOM101
University: Kent Institute Australia
MyAssignmentHelp.com is not sponsored or endorsed by this college or university
Country: Australia
Question:
Handling Big Data – Emotional Intelligence Scenario
You are the partners in a firm of recruitment consultants, Human Dimensions. Dr. Shaiful Ahmed, the CEO of Data Solutions, is one of your clients who has used your firm to assist in the recruitment of information technology professionals and managers for his business.
Data Solutions is a digital data management company which deals with big data. The data analysts work in teams managed by a team leader to analyse large sets of data supplied by client companies to identify patterns and insights that lead to better decisions and strategic business moves. To date Data Solutions has concentrated on the technical expertise of potential employees when selecting staff.
Shaiful recently attended a meeting of information technology executives and one of the attendees who is CEO of a similar organisation to Data Solutions was talking about his organisation’s using emotional intelligence as a criterion when recruiting and promoting staff.
Shaiful thought there might be something in this for Data Solutions.
He has asked your organisation to prepare a report for him on emotional intelligence and how he may use it to improve the performance of his organisation. He tells you that the meeting of executives was the first time he had heard the term emotional intelligence and knows nothing about emotional intelligence.
What you are to do:
Prepare a “Long Report” to be presented to Dr Ahmed outlining what emotional intelligence is, how it effects interpersonal relationships in the workplace and consequently the effectiveness of the organisation, and how it is developed and measured. You should also give him advice about the appropriateness of measuring emotional intelligence for the purposes of recruitment and promotion.
Answer:
Introduction
Emotional intelligence is an ability to perceive, understand, and manage the feelings and emotion of individual. In the “World’s Economic Forum’s list,” it was ranked sixth among the top ten skills that employee need in the workplace for better performance. In a report, it is mentioned that near 71% of the manager look EQ skills in an employee while hiring, promoting employees. (Skills You Need, 2018). In the first part of the report discussion is carried on the concept of emotional intelligence and how its effects interpersonal skills. Further, the discussion extends by discussing ways to measure as well as develop the emotional intelligence at workplace. While recruiting and promoting any employee, it becomes necessary to check the EQ level of a person. At the end of the report, pillars of emotional intelligence are highlighted while recruiting or promoting any employee in the organization.
Objectives
The research objective is:
To know the concept of emotional intelligence
To know the effect of emotional intelligence on interpersonal skills and its effectiveness in the workplace.
To learn the different ways to measure and develop emotional intelligence
To know the important of emotional intelligence for the purpose of recruitment and selection
Methodologies
For doing the assignment, data were collected through doing secondary research on the published articles by authors as well as qualitative data were used. This helped in collecting the different published articles on the use of emotional intelligence at workplace.
Information analysis
Emotional intelligence
It is the capability in individuals by which their own emotions as well as emotions of other are recognised. It is the monitoring of own and other emotions in order to discriminate between various emotions and after that labelling those appropriately. This definition was broken down and refined into the four abilities that is perceiving, using, understanding, as well as managing emotions. All these abilities are different from each other but still related. Positive emotional intelligence helps a person to properly react to different situations as well solving problem by creative thinking when confronted with any challenge in the organization. Barrow, (2015) considers that it is an ability of self-control, self-happiness, self-awareness, self-regulation, self-motivation, and social skills. Emotional intelligence is one such characteristic that give rise to leader in any organization. In this way, it plays an important role in the organization.
How it affects interpersonal relationships in the workplace and consequently the effectiveness of the organisation
Interpersonal skills are those skills that are used to interact with other people in the organization. It helps to communicate properly and helps in building stronger and meaningful relationship in the organizations (Adamen, 2015). It includes how people understand others as well as their emotions, behaviour, actions towards them. These skills also allow navigating the people that populate the world in such a manner that people become tuned to its needs and motivation. It is important to improve the interpersonal skills because its helps the people in enriching relationships with the people at workplace. It also assists in coping better at work as well as in social situations (Barczak, Lassk and Mulki, 2015). It is obvious that people who can control their impulses and emotions do not allow it to become too jealous or angry at workplace. It helps the people in communicating in a better way with different employees at the workplace. Interpersonal skills are a sort of comfort while communicating between individuals, subordinates, clients, superior, and stakeholders. It is necessary to manage emotions while communicating with others at workplace. Emotional intelligence states that social awareness, relationship-management, and self-management are requirement for effective application of interpersonal skills (Hodzic, 2018). It is true that individuals are required to first become self-managers before overcoming any barrier to interpersonal efficacy because self-management provides credibility to the individuals when they interact with others. These skills are necessary in the collaboration, networking, and teamwork (Michael Page, 2018).
It places an important role in the organization as self-motivation proves to be best tool at the workplace. Employees who can manage their emotion at workplace likely to give more productivity at the workplace. In today’s fast changing environment, various changes occur in an organization that requires the employees to effectively deal with those situations (Cummings and Worley, 2014). Whenever any employees can identify and control its emotions, it become able to solve the problems without getting too much stress. As a result, organization is also able to generate more output even in complex situations (Schutte and Loi, 2014).
Ways to measure and develop emotional intelligence at workplace
Relationship factor is a first factor through which emotional intelligence can be measured at workplace. It is associated with various positive outcomes such as less stress and happiness. There are several opportunities in order to form social relationship with the co-workers. It helps in getting team spirit among the employees. In order to develop the relationship among employees, mentoring is great way to help. It is important to pass on social relationships. Social relationships are an important determinant in an organization to build relationship between an organization and its suppliers, distributors, customers as well as with other relevant group.
Besides the relationship factor, adaptability factor is also one such factor through which emotional intelligence can be measure. Adaptability is the flexibility to adapt in situations that are changing and in overcoming obstacles. Employees generally with high level of adaptability respond to unforeseen changes in a better way. Employees who can adapt the new changes in organization are more likely to control emotions at workplace. These types of employees find various opportunities to improve services and have a better chance to survive at workplace. It can be develop by helping employees to provide training whenever any new change occurs in the organization. The training program can assist to become emotional intelligence by cooperating with the challenges that are coming on their way (Murphy, 2014). Among all the discussed factors, leadership factor is also an important factor to measure the emotional intelligence in a person. Usually good leaders are always made nit born. If a person has willpower and desire, it can become that. Leaders are developed through a never-ending process of education, training, self-study, and experience. It is process by which person influences other to achieve their goals. In the leadership qualities of a person, its ability to control its emotions as well as other is essential. It can be develop by continuous working and learning. Some persons are better in relating and respecting other are those persons who have more emotional intelligence than others (Chignell, 2018).
Initiate of the employees- it is a best way to find emotional intelligence in the employees. It is the ability, power to begin with energy any task or plan. Many employees treat initiative as their necessary trait for their every position. Validating initiative is a most powerful skill for bridging the gap between the average, intelligent, star worker and super productive worker. In any organization, when employees start working, he is judged based on its initiative. It is seen whether the employee is going beyond the assigned responsibilities or not. When employees become an integral part of any organization, it develops a sense of responsibility. It is not only the responsibility of management to achieve the objectives its organization but also of employees to work towards it and enable themselves to participate in identifying hazards and making problem-solving efforts. “Involvement of employees is a key to making them work.”
Today’s business environment is becoming too complex that requires a person to handle stress in those situations too. Organizations are required to cope up with the rising demands of customers, short falling in products, changes in technological requirement as well as pressure of high cost. For gaining competitive advantage, companies have to concentrate on the core competencies that come from the knowledge and skills of its employees. Therefore, it is measured by seeing that how much an employee is willing to sacrifice itself for the accomplishment of goals. These skills can be developed by kinking the rewards with performance of employees.
Measuring emotional intelligence for the purpose of recruitment and promotion
It is clear that emotional intelligence plays a great role in the organization. Therefore, landing a job does not only base on the IQ score and qualification of person, but also employee personality and ability to fit with the team is an important factor. In a job of data solution, emotional intelligence is too necessary for the employees (Serrat, 2017). It should develop a set of questions such as:
How you will solve the dispute between the two persons?
If someone will criticize your work, how will you respond in that situation?
If a customer will complain about the quality and price of your service, how will you handle?
For recruiting and promoting candidates, some pillars should be seen in a candidate:
Self-awareness- it is the first element that must be found a person for doing job of data solutions. If a person is self-aware, it will understand the strength and weakness as well as know the actions that will affect others. Therefore, while recruiting a person, this quality is mandatory to check as self-awareness is better to learn and handle criticism in the organization.
Motivation- emotional intelligence people are mostly self-motivated. These types of employees not only motivated by title or just money. They are optimistic and resilient when they face any disappointment. It is necessary for the recruiter to see the motivation qualities in a person so that it can easily fit in the organization culture with its inner ambition (Carson, Carson and Birkenmeier, 2016).
At the time of recruitment, recruiter can see the reactions and body language when the person will present its answer. It will help in checking the emotional capabilities of the recruitment. Recruitment by checking this can make quick decision whether it is eligible for handling the situation or not in organization. It is necessary to recruit emotional intelligence people, as they know how to handle the circumstances when everything goes wrong in the organization. It is true that people who are not emotionally intelligent creates conflict in the organization. Therefore, a recruiter should use those tactics that will help it in getting best and talented employees at workplace (Krishnakumar, Hopkins, Szmerekovsky and Robinson, 2016).
It is also a key to make do fast promotion in an organization. While promoting a person on higher position in an organization, it is required by the employee to handle more complex situation at higher level. Those employees should be promoted who have better mental wellbeing. By checking the records of the organization, person’s emotional intelligence ability can be checked and based on that it become easy to promote.
Empathy- At the time of taking interview, recruitment must check the nature of person that is necessary to build relations in the organization. It allows a person to connect with other people on a level of emotion. It allows a person to deliver best services and responds in a genuine way to others (Horton International, 2017). Therefore, while recruiting emotional intelligence in terms of human skills are checked.
People skills- People who are emotionally intelligent are able to build trust with others in team members. These people enjoy working with other people and give respect to other team member. In every organization, this skill is necessary to achieve the goals with effectiveness. However, a recruiter must check the skills in a person so that it can effectively work among the team members and builds positive relationship among those.
Findings
Emotional intelligence is a greater tool in controlling the individual emotion as well as emotion of others.
It is a most essential component that is required by employees to work and communicate in a better manner.
There are several parameters thorough which emotional intelligence of a person is measured at workplace. If a personal has maintained positive relationship with other as well as it has quality of flexibility to adapt complex situation, is likely to have emotional intelligence.
Interpersonal skills are those skills that are used by a person while communicating with other people. Therefore, communicating with other people, emotional intelligence is essential as it directly affect the other person.
Recommendations
Emotional intelligence can also be developed by taking several measures. It can be increase by developing emotional stability by ensuring the good mental and physical health of the employees. It is also ensured by the effective utilization of work force. Organizations can also provide adequate recreational facilities that will help the subordinate and superior relationship which in turn reduce the job stress.
References
Adamen, J. (2015) Interpersonal Skills & Emotional Intelligence. [online] Available from: https://www.linkedin.com/pulse/interpersonal-skills-emotional-intelligence-julie-adamen [accessed 1/10/2018].
Barczak, G., Lassk, F. and Mulki, J. (2015) Emotional Intelligence and Creativity in New Product Development Teams. In Marketing in Transition: Scarcity, Globalism, & Sustainability (pp. 36-36). Springer, Cham.
Barrow, R. (2015) Understanding skills: Thinking, feeling, and caring. United Kingdom: Routledge.
Carson, K.D., Carson, P.P. and Birkenmeier, B.J. (2016) Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and applied Management, 2(1), p.810.
Chignell, B. (2018) The importance of emotional intelligence in the workplace. [online] Available from: https://www.ciphr.com/features/emotional-intelligence/ [accessed 1/10/2018].
Cummings, T.G. and Worley, C.G. (2014) Organization development and change. Cengage learning.
Hodzic, S., Scharfen, J., Ripoll, P., Holling, H. and Zenasni, F. (2018) How efficient are emotional intelligence trainings: a meta-analysis. Emotion Review, 10(2), pp.138-148.
Horton International. (2017) Emotional Intelligence And Its Importance for Hiring & Promotion Decisions. [online] Available from: https://www.hortoninternational.com/news/emotional-intelligence-and-its-importance-for-hiring-promotion-decisions [accessed 1/10/2018].
Krishnakumar, S., Hopkins, K., G. Szmerekovsky, J. and Robinson, M.D. (2016) Assessing workplace emotional intelligence: Development and validation of an ability-based measure. The Journal of psychology, 150(3), pp.371-404.
Michael Page. (2018) The Importance of Emotional Intelligence in the Work Place. [online] Available from: https://www.michaelpage.com/advice/management-advice/development-and-retention/importance-emotional-intelligence-work-place [accessed 1/10/2018].
Murphy, K.R. ed. (2014) A critique of emotional intelligence: What are the problems and how can they be fixed?. Psychology Press.
Schutte, N.S. and Loi, N.M. (2014). Connections between emotional intelligence and workplace flourishing. Personality and Individual Differences, 66, pp.134-139.
Serrat, O. (2017) Understanding and developing emotional intelligence. In Knowledge Solutions (pp. 329-339). Springer, Singapore.
Skills You Need. (2018) Emotional Intelligence. [online] Available from: https://www.skillsyouneed.com/general/emotional-intelligence.html [accessed 1/10/2018].
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