Task 1: Meditate on your emotional intelligence
Collecting content
for, plan, write and transmit reflection on your own emotional intelligence in
accordance with the quality specifications:
1.
Use
at least one tool or method that is appropriate to identify your own emotional
strengths and weaknesses. Options include, for example:
a.
Personal
SWOT Analysis
Strength: Always optimistic, determined and tenacious
Weakness: Stubborn and careless
Opportunity: Having good English language skills in
spoken and written
Threat: Job vacancies can be filled by all the majors
b.
360
° evaluation workplace
the method of
assessment 3600 they met with men to discuss the feedback they received from
many quarters. Of course, the parties asked for input is limited to people who
are believed to be able to describe the performance of the employee.
c.
Emotional
intelligence test online
emotional intelligence is the ability to motivate
yourself and endure frustration, relying on impulse and not excessive in
pleasure, set the mood and keep free from stress, do not lose the ability to
think, empathize, and Pray .However, Cooper interpret it as an ability to feel,
understand effectively, applying power and emotional sensitivity as a source of
energy, information, connections and influence human
note: Keep the
evidence (eg, spreadsheets and screenshots) to submit to your reflection as
evidence.
2.
Identify
at least three cases in which you have to feel stressed or experiencing a state
of negative emotions in the workplace. For each example, consider the context
of the right, the cause and response.
Excessive workload: Busy from morning until time to leave the office in
the afternoon. There is no freedom for work. This type of work is high demand,
low control so as to make the psychological tension.
Frustration: Working furiously, but never received proper remuneration.
Sweat already incurred is not balanced with the salary brought home.
Consequently so stressful
Consumers who prosecutor: you deal with annoying customers while you are
required to always face them with a polite, quiet and friendly.
3.
Identify
at least two causes or triggers of your personal emotions in the workplace.
Identify how you can use triggers such awareness to control your responses and
achieve positive results, especially with respect to your impact on others and
their work performance.
·
The lack of a sense of
brotherhood: While working under the same roof, an employee may did not have
friends who are really sincere. This caused a lack of a sense of brotherhood
that could lead to conflict in the workplace, for example hostility among
employees.
·
Poor communication: Conflict in
the workplace, hereinafter the communication that occurs with every bad
employee. As it is known that the relationship between yourself and the other person
can not be separated with the name of communication. If communication is
happening not optimal or even tend to be bad, it could be the cause of
misunderstandings that lead to conflict in the workplace.
4.
Identifying
at least one instance of behavioral modeling work shows emotion management as
an example for others to follow.
Workers in this role rarely
have a clue about the management of emotions that are explicitly outlined in
the employee handbook or during training sessions. However, these people clearly
do deal with a lot of emotion on the job-good variety of "native" and
"successful". For example, a nurse must address the genuine emotions
(eg, sadness had a patient die) and express the emotions that he can not really
feel (for example, dealing with "difficult" patients by cheery or
professional).
5.
Identify
three actions you will take to improve your own emotional intelligence on the
basis of self-reflection or feedback from others. Reflecting the principles of
emotional intelligence and strategy to justify your actions proposed.
·
Recognizing Emotions
Perceived: Recognizing
emotions themselves is very important, because then you will be able to know
how the real feelings and recognize the characters themselves. Identifying what
is actually perceived helps to capture messages sent by yourself and also to
know what would you feel at the time - a certain time.
·
Viewing Changes Emotions: If you feel often experience
feelings that go up and down like a roller coaster then it can be minimized if
you learn to observe yourself. Any change in emotions, mood, and behavior can
be observed myself to learn to overcome the various problems that may arise.
You also can find out easily what factors make you feel it.
·
Managing Emotions: Basically, emotion is a way for people
to perform an action that will address the causes of the emergence of feelings.
The ability to manage emotions themselves will give a person certain advantages
in dealing with life. Being a person who has a very good self-control that can
control the situation around smoothly, as he control his emotions rather than
being controlled by emotion.
6.
Send
your reflection written and supporting documentation in accordance with the
specifications below.
There are no perfect people in this
world. Therefore closed employees like Pat should not be shunned. Precisely
embraced slowly can open and want to socialize. Very rarely strong employees in
the field of sales and marketing because it is an asset in the company.
Task 2: Respond to emotional case studies of intelligence
Appendix
1: Case Study - Australia Hardware
Hardware Australia
(business simulation) is hardware and household appliances large and expanding
retailer with approximately 140 stores located throughout Australia. In a
vision statement, Australia Hardware stated that they intend to 'leading
hardware and home improvement market in Australia within five years. In order
to realize this vision, the organization intends to:
●
Build
market share by focusing on the customer experience
●
Controlling
direct and indirect costs through efficient internal processes
●
Building
a reputation as the company's hardware Australia socially and environmentally
This is an
organization-wide strategic direction implemented from senior management down,
in the form of performance expectations for managers and employees at every
level of the organization.
Australia Hardware
realize that business success lies in its people. For this reason, the
organization asserts that managers build effective teams to respond to the
needs of employees. The needs include safety and security, fairness,
flexibility, skills development and self-actualization. Satisfying these needs
will allow employees to focus more effectively on work tasks and customer
needs. In addition, Australia Hardware encourages managers to take a flexible
approach to meet performance targets and set goals in close cooperation with
the employees.
To implement the
strategic direction and promote Australian values Hardware, managers are
expected to lead employees with, first of all, modelling positive behaviours
and attributes - those which they expect their employees to emulate and embody
it in turn. To lead and inspire people, managers must show a keen emotional
awareness and promote positive team-building behaviour on others.
You are the new
General Manager Operations of Wollongong, NSW, store and you're ready for a
challenge. You are directly responsible for managing the common sales and
checkout staff, administrative staff and human resources personnel. You report
to the Store Manager, who is responsible for all areas of responsibility stores
(Timber, Plumbing & Electrical, Gardens and housewares department and
general surgery).
For more
background of this assessment task, the simulation Australia Hardware business
information, including business and operational plans, financial information,
and policies and procedures, can be found online at:
<http://simulations.ibsa.org.au/>.
Appendix
2: Questions
For questions
based on the following case studies, put yourself in the position of general
manager of new operations and answer questions accordingly.
Question 1
|
Store Manager you have had a stressful months. This is the end of the
financial year and sales revenue in Wood and Plumbing and Electrical
Department dropped on the target, almost certainly due to increasing
competition from smaller rivals for business trade contractors.
Just this week, the Store Manager held a meeting in which he yelled at
all the department manager and told you and them to work out a way to
increase revenue. Obviously, the explosion does not make sense as a
department manager, such a big business, do not have the ability to raise a
lot of revenue directly. Marketing and distribution innovations that could
have an effect primarily the responsibility of the central office.
Woollongong store inability to counter the threat of small, more agile trade
suppliers has been the main reason for the income deficit.
Of course, the atmosphere around the shop and in the management team
are quiet and some managers had discussed leaving the organization; Other
managers have responded by encouraging the sale of unreasonable demands to
their sales staff.
You now feel the pressure to do something: to act contrary to planning
the budget and cut costs or to increase the pressure on others to offset the
poor performance in other areas.
In your opinion, leadership behaviour is disrespectful to all
managers, creating unnecessary worries about job security and undermine
trust. Has no flow-on effect of negative clear down through the shop, which
is now affecting people at a lower level. You justifiably angry at the
manager's behaviour and blamed him for making a bad situation worse by poor
leadership and poor emotional awareness.
|
In a written
response to the above scenario:
●
Explain
what you think is the best way to respond to the behavior of the Store Manager.
Explain how you will model the behavior of positive leadership.
Leadership
Bureaucracy
This leadership style is usually
applied in a company and will be effective if every employee to follow every
workflow procedures and perform routine daily responsibilities.
Still in this leadership style is no
space for members to innovate because everything is arranged in an order of the
procedures to be followed by each layer.
●
Explain
the principles of emotional intelligence that the Store Manager does not show.
Stress tolerance The ability to face unpleasant events and stressful
situations without falling apart by actively and positively coping with stress.
This capability is based on:
·
The ability to select action to deal with stress
(being resourceful and effective, able to find the right way, know what to do
and how to do it);
·
An optimistic attitude to face new experiences and
changes in general and optimistic in his own ability to overcome the problems
faced; and
·
The feeling that we can control or influence the
stressful situation to remain calm and in control. Stress tolerance has a
myriad of appropriate responses to stressful situations
●
Explain
how the Store Manager to act and communicated.
Store managers had to collect
the staff to do the meeting so that decisions agreed by all parties and none
were harmed.
●
Store
Manager describes the relationship between behaviour and moral shop. Explain
what the behavioural effects Store Manager can perform stores.
The manager and the management team
must always be a tool that is able to communicate well and empathetic, to be
able to manage the emotions of employees, and also educate employees emotion in
the face of the realities of work and private life, which may be unjust by
employees. Enlightenment continuously, and generate confidence in the hope seen
through the vision of light, would be an effective way to evoke positive
emotions employee. Let the frustration of employees in negative emotions will
only become unprofitable in order to achieve the company's performance. The
manager must have an adequate positive emotions to positive emotions can
motivate employees, so that employees can work more effectively to contribute
and do the work according to the company's expectations.
Question 2
|
An employee has come to you with problems involving co-workers. In
general, the sales team is sufficiently cohesive team, but now a relatively
new member of the team is rubbing people the wrong way.
He never participated in beverages or other social events outside of
work. He never involve itself in normal, everyday conversation about family,
movies or popular culture. The team began to form opinions that he was too
aloof and not like the other team members and quite angry about it. In the
sales team, it's really important to be able to feel a connection with the
other team members. When you feel this relationship, you know you can rely on
them - to relieve you when you need some private time, feeding you the
information you need and help you serve customers.
You happen to know that a member of the sales staff in question is a
valuable member of staff with good customer skills and knowledge products;
However, as a conservative, foreign-born women, religion, she has trouble
relating to other team members. Many team-bonding opportunities involve
activities that he was not able to participate in, such as out-of-hours
party, alcohol or confusing cultural references. He is in a bind because he
wanted to be accepted as a member of the team, but when all the way to a
team-bonding closed, he felt stigma and perceived by others as people who are
not friendly.
|
In a written
response to the above scenario:
●
Provide
at least two examples of possible misinterpretation of expression or behaviour
that might arise in the context of a diverse workforce.
Misconception that allows
drinking alcohol while culturally not justified and those who never
participated in social events make this relationship becomes awkward
●
Explain
how you would explain to employees who come to you with a problem of how
cultural expressions could be misunderstood - and has been in this case.
Only
action which are instinctive course that is not a culture, but a very small
percentage of such behaviour. The cultural study due to lack of action in the
form of culture accustomed to the way of learning. There are some cultural
learning process which is a process of internalization, socialization and
enculturation
●
Discuss
how the team could improve their awareness of cultural expression and promoting
effective communication to avoid misunderstanding in order to resolve
differences.
Determine
the relevant motivation in a culture, characteristic of the behaviour, the
field of cultural values which are relevant to this product and its
characteristic shape in making decisions.
Questions 3
|
An employee that you manage really gets on
your nerves.
This does not mean that their performance
is all that bad. For example, employees always do what is required of them in
terms of professionalism, administrative tasks and dress appropriately. They
meet sales targets and customer service rank them on their performance
scorecard either.
On the other hand, employees do not really
respond to the team's training sessions and team-building that you start and
that has proven very effective in maintaining team spirit and driving others
to succeed. Other team members seem to thrive on, and draw energy from, this
team sessions, while these employees, if any, appeared emotionally drained
from interacting with their peers. They say that they prefer to work
individually and that all things strangle team. You're really trying hard to
build a culture of team work and it feels like a slap in the face.
|
In a written
response to the above scenario:
●
Explain
how you will set aside your own emotions to focus on and identify how employees
(probably) tasted. Referring to the relevant principles of emotional
intelligence.
As a leader,
to be able to keep any feelings of others while you are among them. Emotions
owned must be managed as well - good, that what is spoken is not to hurt the
other person. Everyone does have different emotions and be able to control your
emotions when dealing with other people, but a leader must possess more than it
●
Explain
how knowledge, for example, style, personality type or style of learning
communication, might be able to help you connect with and understand employees
better and adapt your response.
Along with the development of the
times, communication is also progressing one of them by electronic mail media
are used as a way to interact with fellow employees or client. Yes, although it
is very practical way, but this can cause a problem if the employees are not
proficient in either letter. Of course it will cause great problems for the
delivery of information difficult to understand by readers and are often misunderstood.
●
Explain
how you can use your awareness of your own feelings and employees to adapt your
response so that the following requirements are satisfied:
○ Your needs (Emotional need, need for teamwork, must
meet the standards of performance): Develop effective communication skills. The
foundation of a relationship is communication. Your communication with others
to bring positive results, such as self-disclosure, assertiveness, a dynamic
process hearing, criticism, problem solving and team communication.
○ employee needs (Emotional need, need to develop and
perform in a team environment)
Employees who continue to see the conditions and
manage their own emotions in the company, the employee may try to not feel
angry or frustrated when events happen to him. Employees can try to make
another motivation on weekdays. Surpass self-management behaviours desired
emotional displays in certain situations on employees within the company. the
ability to manage emotions in oneself, includes the generation or suppress emotions
on employees within the company
Referring to the
relevant principles of emotional intelligence where applicable.
question 4
|
This is the end of the financial year and sales revenue in Wollongong
store in Wood and Plumbing and Electrical Department dropped on the target.
This problem is almost certainly due to increasing competition from smaller
rivals for business trade contractors; but some action must be taken by
management to reduce the effects of this problem in the store as a whole.
As a result of managerial discussions, it has been decided that some
employees will increase performance targets where capacity exists and some
programs, such as training, will be delayed. These measures will have the
effect of potentially increasing revenue and reducing costs to offset poor
overall performance than expected in stores Wollongong.
Each manager will have the responsibility to implement the decisions
of this group in a particular area of their responsibility. It will be
important to consider the emotional impact on the staff and any impacts on
health, safety and well-being as well as their impact on performance and
achievement of organizational goals.
|
In a written
response to the above scenario:
●
Describing
the relationship between people emotionally effective and achieving business
objectives.
○ Learn from mistakes. When we see that emotions do not
fit happens to us, then we need to change it
○ Learn to distinguish things around us that can
influence and that does not give effect so as to obtain a better inner harmony
○ Learning to take responsibility for any action to be
able to control emotions
●
Explain
how to remember the emotional impact of decision-making can lead to better
decision-making (in connection with business goals).
Things that are tangible and intangible, emotional and rational needs to
be taken into account in decision-making;
Each decision will have to be used as material to achieve organizational
goals;
Every decision must not orient toward personal interests, pay attention
to the interests of others;
●
Explain
what the decision-making process that takes into account the possibility of an
emotional impact could account looks like. The decision in this regard include,
for example, set specific performance targets, or choose what can be delayed
program.
Time taken to make a decision
relatively short. For Those problems that limited his influence,
decision-making will provide satisfaction in general.
Decision-making capacity of the decision makers is very instrumental, and it needs to be put to good use,
Decision-making capacity of the decision makers is very instrumental, and it needs to be put to good use,
●
Identify
policies, procedures or laws that need to be adhered to in order to meet
internal and external requirements associated with managing emotions in the
workplace.
The policies
involved is Emotional Intelligence -phrase increasingly familiar in psychology
and education repertoire now ranging widely discussed also in the business
circle.
Behind emotional intelligence in the workplace is nothing but belief in the existence of the employees treat emotions as valuable data in directing the situation, confirms that according to research, people who have positive emotions tend to perform better in the workplace.
It is said, positive people who were cognitively proceed more effectively. When in a positive mood, people will be more open to absorbing information and could handle it effectively. We do not need to change the colleagues work together are negative, but simply refuses to "catch" their negative mood.
Behind emotional intelligence in the workplace is nothing but belief in the existence of the employees treat emotions as valuable data in directing the situation, confirms that according to research, people who have positive emotions tend to perform better in the workplace.
It is said, positive people who were cognitively proceed more effectively. When in a positive mood, people will be more open to absorbing information and could handle it effectively. We do not need to change the colleagues work together are negative, but simply refuses to "catch" their negative mood.
●
Explain
how legislation OHS / WHS relevant to how managers implement business
decisions.
Because it has something to do
with the conditions and factors that influence or can affect the health and
safety of employees or visitors or other people in the work location. Even the
Organization can be exposed to legal requirements regarding the health and
safety of people outside the direct workplace, or who are affected and
activities at work.
Task 3: coach emotional intelligence
Appendix
1: Scenario Role-play
Background
Hardware Australia
(business simulation) is hardware and household appliances large and expanding
retailer with approximately 140 stores located throughout Australia. In a
vision statement, Australia Hardware stated that they intend to 'leading
hardware and home improvement market in Australia within five years. In order
to realize this vision, the organization intends to:
●
Build
market share by focusing on the customer experience
●
Controlling
direct and indirect costs through efficient internal processes
●
Building
a reputation as the company's hardware Australia socially and environmentally
This is an
organization-wide strategic direction implemented from senior management down,
in the form of performance expectations for managers and employees at every
level of the organization.
Australia Hardware
realise that business success lies in its people. For this reason, the
organization asserts that managers build effective teams to respond to the
needs of employees. The needs include safety and security, fairness,
flexibility, skills development and self-actualization. Satisfying these needs
will allow employees to focus more effectively on work tasks and customer
needs. In addition, Australia Hardware encourages managers to take a flexible
approach to meet performance targets and set goals in close cooperation with
the employees.
To implement the
strategic direction and promote Australian values Hardware, managers are
expected to lead employees with, first of all, modelling positive behaviours
and attributes - those which they expect their employees to emulate and embody
it in turn. To lead and inspire people, managers must show a keen emotional
awareness and promote positive team-building behaviour on others.
You are the new
General Manager Operations of Wollongong, NSW, store and you're ready for a
challenge. You are directly responsible for managing the common sales and
checkout staff, administrative staff and human resources personnel. You report
to the Store Manager, who is responsible for all areas of responsibility stores
(Timber, Plumbing & Electrical, Gardens and housewares department and
general surgery).
For more
background of this assessment task, the simulation Australia Hardware business
information, including business and operational plans, financial information,
and policies and procedures, can be found online at: <http://simulations.ibsa.org.au/>.
Scenario
You have
performance problems with Pat, one of your star employees on the sales team.
Although Pat consistently achieve sales targets and have a rating of excellent
customer service, recently Pat has been a drag on overall team performance. The
reason is that the team has not been able to rely on Pat's expertise when
needed to help serve customers.
Pat had a cold
once and busy with something. This situation seriously affects the ability of
other employees to focus on customers effectively and, perhaps worse,
negatively affecting the working climate. Pat has been looked as a model
employee and informal leaders. Now, new employees begin to feel that they
personally disliked and not respected; that teamwork not the values promoted by
the team; that they can not rely on the senior staff of experts; and that,
effectively, their own. This situation can only hurt the overall performance of
the sales team into the future - as well as performance on other metrics.
Part of the
problem could be that you are not pro-active in understanding Pat motivation
and strength and provide leadership development opportunities. Perhaps you have
taken for granted Pat. It's quite easy to do, if you have another, perhaps more
serious, personnel issues to handle. You know that Pat could use some emotional
intelligence training in the areas of weakness, such as self-awareness and
empathy. You also know that Pat, who are committed and goal-driven, has the
potential to become future leaders in the organization.
Balanced Scorecard
Australia Hardware
using the balanced scorecard system to integrate the performance of the entire
organization and align the work of each employee with the strategic objectives
of the business. Pat has a personal balanced scorecard following information.
Underperformance is thick.
|
Pat
balanced scorecard
|
|||
|
Perspective
|
KPI
|
Target
|
result
|
|
finance
|
Revenue
generated by the sale of personal
|
$ 15,000
|
$ 16,000
|
|
The revenue
generated through the sales assists
|
$ 15,000
|
$ 10,000
|
|
|
customer focus
|
360 ° evauation:
|
|
|
|
● evaluation managers, rating / 10
|
8/10 = 80%
|
80%
|
|
|
● customer evaluation, rating / 10
|
8/10 = 80%
|
90%
|
|
|
● peer evaluation, rating / 10
|
8/10 = 80%
|
50%
|
|
|
internal process
|
Completion of
the sale and the related expense reporting
|
completion
|
completion
|
|
employee
|
hours of
training / personal development
|
100 hours
|
7 hours
|
|
Evaluation of
360 °:
|
|
|
|
|
● Managers and colleagues combined evaluation, rating
/ 10
(Contributions to the climate of high performance
and employee satisfaction)
|
8/10 = 80%
|
60%
|
|
Task
You need to
intervene effectively to solve this performance problem. You will need to plan
and conduct training sessions with Pat to get both Pat and the performance of
the team back on track.
In session make
sure you:
●
Introduce
a positive session to establish why this happened and ask coaching Pat to
enter:
○ Ask Pat to describe the performance of their own,
personal situation, the barriers to, the feeling of performance and job
satisfaction.
○ Emotional intelligence model through empathy and
listening skills.
●
Build
awareness of emotional intelligence Pat weaknesses and strengths - make sure
you focus on the strengths Pat.
●
Using
the GROW models, establish goals and performance gaps Pat (reality):
○ Build awareness Pat performance deficiencies and how emotional
self-awareness and empathy can help identify personal barriers to success with
Pat purpose, peer relationships and helps the entire team and organization to
succeed.
●
Continuing
with the model GROW, build and discuss a sensible option:
○ Allow Pat to give most of the options to achieve
personal goals, professional and team.
●
Continuing
with the model GROW, building Pat willingness to do (and increase EI) in ways
that are scalable and can be observed:
○ Building a strong commitment from Pat to improve performance
and help build a better team climate.
Role Play
Strategies.
William stronghold
here acts as HRD manager who wants to open Pat's closed nature and find it
difficult to cooperate with others even though the results of his sales have
always been stellar and seem unmatched. Here William is written as letter A and
Pat is written as Letter B.
A: "Pat, how
are you?"
B: "Yes boss.
What is wrong?"
A: "I heard
your sales are the best? Congratulations".
B: "Yes,
thank you. I don't like being praised, O Lord Manager
A: "but I
heard your co-worker doesn't like you"
B: "I don't
need their attention, Mr. Manager"
A: "Why,
don't be so. It's not funny if you just work alone "
B: "I work
alone is fun"
A: "at least
try to be friends. It's nice to hear other people's suggestions "
B: "before
me, that's not what I need"
A: "Will you
insist like that forever in this company?"
B: "maybe,
and it seems like that".
A: "You are
really good at selling. But friendship with co workers should not be released ”
B: "I just
tried to achieve sales targets. Only that"
A: "Your
obstacles are difficult to socialize with people. But I'm sure you can change.
B: "if yes,
would you give me an award, O Mr. Manager, William?"
A: "of course
because you are an asset to our company"
B: "Thank you
very much Mr. William"
Appendix
2: Training Planner (GROW model)
|
construction phase
|
Activities / questions
|
|
introduction
|
Summarizing the reasons for a training session from your perspective:
●
improve the skills of these employees in
accordance with the change, progress and development of existing technologies
●
improve the quality of work that is every company
wants to have employees who have the ability and quality performance
Pat ask for input, to describe his own perspective:
●
Cold and too busy in work
●
Difficult to work together in teams
|
|
Aim
|
Asking questions to build understanding Pat performance expectations,
personal goals and aspirations:
●
To complete a task or job one must have a degree
of willingness and a certain level of ability.
●
Performance refers to the level of success in
implementing the tasks and the ability to achieve the goals set.
|
|
Reality
|
Asking questions to build an understanding of:
●
real gap between performance and expectation /
performance goals Pat:
·
The gap is due to lack of precise translation
company management perceptions on the expectations of the company's customers
in the form of service quality benchmarks.
·
The gap created by the company was not able to fulfil
his promise join-communicated externally through various forms of promotion.
●
potential barriers to achievement, such as Pat EI
skills and personal situation or work:
·
Weak capacity. Behavioural
traits: Has an unsolved problem to solve using techniques that are less
precise and unsystematic approach
·
Personal value is not clear.
Behavioural traits: No question the value, acts differently on shared values,
take a passive attitude toward life.
|
|
Options / opportunities
|
Asking questions to help Pat generate options or opportunities to help
achieve the goal and close the performance gap:
●
How to provide
opportunities for employees to discuss the wishes and aspirations?
●
Is there a way checking
the implementation and development plan in accordance with the training
needs?
|
|
Will
|
Asking questions to build the willingness and Pat agreed to concrete
measures to improve the performance of time-bound:
●
How do I keep the office
performance is maintained or even increased with gratitude. Such an attitude
of gratitude helps you focus on the positive value of a job or a career?
●
Does it ever make room
for the failure to defeat you?
|
Appendix
3: Reflection
Consider your own performance as a
mentor and respond honestly to the following questions.
|
You are expected to provide an opportunity for Pat to express their
thoughts and feelings.
How do you do it? Convince him to open his heart to avoid being
personally closed
What can you do better? I'm sure because by being with an open heart
hearts hidden all problems can be solved.
|
|
You are expected to help Pat to understand the effects of their
behaviour and emotions in others.
How do you do? Make Pat understand the feelings of others who were
upset by making Pat understanding. Although Pat was always being cold and
busy about something.
What can you do better? Of course as with any other person understood
little resentment or anger at Pat it will create better communication goes.
|
|
You are expected to manage their own emotions propel Pat.
How do you do it? Told him to remember the negative impact if it is
not able to control emotions in yourself.
What can you do better? Emotions overflowing
concerned usually makes dark eye. If it is so, he will hit, scream, curse, or
damage the goods there. Well, to avoid this situation, keep in mind the
negative impact that would occur if you can not resist the emotions.
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You are expected to drive Pat to develop emotional intelligence and
build productive relationships.
What can you do better? Certainly for developing emotional
intelligence requires a process related to the nature especially Pat who tend
to be cold. Will certainly take a long time to change.
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You are expected to encourage positive emotional climate in the
workplace.
How do you do it? Make Work
environment that provides security, comfort, cleanliness and completeness of
infrastructure.
What can you do better? With a perfect working environment then it
will automatically give a positive climate in the workplace
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You are expected to use force to get both Pat and performance of the
team back on track.
How do you do it? Make more expressing Pat expression was not only
being cold and indifferent
What can you do better? Is likely to occur because of the warmth of
communication occurs when based on mutual openness.
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