Emotional Intelligence and Motivation Essay

Introduction

Emotional intelligence has always been a significant factor in maintaining proper sanity, especially in a workplace. It involves the capability of an individual to recognize and be aware of the own feelings also with those of others. With the use of emotional intelligence, it helps discern between the different feelings and emotions that individuals portray and appropriately label them through guided thinking. Hence, delivers a significant impact to the quality of performance in a workplace. However, these skills of individuals that compose of their emotional intelligence capability are known as emotional building blocks (Vratskikh & Maqableh, 2016).

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Emotional building blocks are critical in management's ability to promote performance and also improve job satisfaction. The essential blocks of building enhancing job satisfaction and promoting employee performance include; emotional self-awareness, self-regard, self-actualization, and self-perception. Self-regards involves the ability of a person to recognize and accept their strengths and weaknesses. On the other hand, leadership and self-perception entail the self-understanding ability to be aware and understanding the individual's self-image along with the leadership capability. As for the emotional self-awareness, it includes the ability to be mindful of emotion and feelings along with the impacts they may render. Self-actualization is the capacity of a person to develop on the emotional intelligence and build more on pursuing more critical objectives and goals. The emotional building blocks are essential in every work environment as they advocate for job satisfaction along with improved performance which fosters more productivity and output (Stein, 2017).

Reinforcement involves both positive and negative reinforcements which may be utilized to influence the members of an organization and resolve any arising issues. Positive reinforcement works by presenting a motivating stimulus after the achievement of the desired behavior, which increases the chance of the act occurring more often. For example, when an employee is awarded bonuses for completing a given project on time, this may gain consideration as a positive reinforcement as the management can use it to foster competition among employees. Correspondingly, negative reinforcement as a motivation tool is a penalty for doing something poorly or not as required. Management may utilize this in cases where employees are under-performing to foster higher performance which may also include compulsory duties in a workplace (Stein, 2017). An example of negative reinforcement may consist of a penalty or action when employees arrive late for work.

Emotional Intelligence, Social Skills, and Decision Making

With the involvement of social skills in emotional intelligence, they elaborate on the required skills to handle and influence other individual's emotions. The core concepts of emotional intelligence, therefore, may be used to foster social skills in management and also enhance sound decision making which is fundamental in promoting performance and enhance more productivity. The necessary social skills requirements for both the managers and leaders consist of; communication skills, team-work skills, conflict management skills, rapport skills, influence and leadership skills, among others.

Communication skill is critical to the success of every organization in overseeing the activities. Since communication may be divided differently according to the sender and receiver, understanding the different levels is critical. With these skills, they play a significant role in emotional intelligence by enhancing the social ability and decision making. Along with the communication skills, rapport skills are also fundamental. It is useful for the management to build proper relation with the employees which in return promotes interaction that leads to collective decision making and the best of the organization.

Similarly, the core concepts of conflict management influence and leadership enhance social skills and decision making. Influence and leadership skills entail the ability guide, oversee and also inspire others. The management can use this concept to ensure that the employees are guided in every activity and acquire the motivation they need. It seeks to help them understand the impact of their operations on the progress of the company. Also, the management needs to inspire the employees to work harder towards the goals and objective of the organization which seeks proper decision making. Conflict management involves the ability to diffuse hard occurrences and situation using negotiation and persuasion. Within every organization, cases of conflict may arise here and there; however, with appropriate conflict management skills by the management, there are high chances to avoid poor performance and maintain job satisfaction.

Effective Teams

In striving to build a competent team, it is essential to understand the importance of active teams in an organization. Active groups help foster collaboration and increase overall organizational output; however, building a competent team is not a walk in the park. There are various core attributes I would implement to develop team dynamics that will benefit the organization. These core attributes and strategies include; clear vision, effective communication, inspiring leadership, and team cooperation.

Constructive communication is critical is every team since teams are always a work in progress. Successful teams are open to feedback and deliver a significant level of encouragement promoting effective and constructive communication. Effective teams in the workplace often check with each other and enquire for new ideas throughout the projects. As a result, the attribute displays the ability of the team characters to respect the opinions of each other and strive to incorporate significant measure to deliver a strong drive to the organization development. Along with effective communication, team cooperation is an attribute of a capable team that helps create growth. Collaboration does not only seek to develop the team but also provide an overall production of the teams at an individual level. It increases the effectiveness of the team benefiting the organization.

Moreover, active teams consider the creation of a clear vision highly. A clear vision helps include every member of the team in making a difference that counts by having them participate towards the goals and mission. A clear vision motivates teams to work as they are driven by the company's mission and need to meet their monthly, quarterly or yearly goals. More importantly, each team member understands their value and the personal contribution which builds more successful teams. At the same time, inspiring leadership is a core attribute of an active organization. When a team leader is focused and motivated, it applies to the team members too. Inspirational leadership means the ability of leaders to communicate the vision of the organization, lead humbly, and also open to criticism and feedback. The guidance allows developments which help develop team dynamics.

Selecting the best team leaders and leaders that are capable of identifying the strengths and weakness of the team is a strategy that would foster a high benefit to the team. Also, another approach that would help promote development is creating groups based on different capabilities to encourage diversity which helps create new and different ideas that are critical for every team (Katzenbach & Smith, 2015).

Reward Systems

Since reward systems play a significant role towards the performance of an organization, it should incorporate both positive and negative reinforcement. The reward systems do not look to make employees feel compelled to work but look at making them feel appreciated and considered as a primary part of the organization. However, in creating an effective reward system, the gold star system and end of year bonus rewards and an effective reward system.In the first reward system (end of year bonuses), the awards are given on a yearly basis whereby the bonuses are a share of the company's net income. For instance, a given portion of the accrued net income that the company managed to acquire is shared among the employees based on their performance and achievements. In the second reward system (the gold star system), the employees are given a rating each time they accomplish a particular task more than expected. Each star owns a specific monetary value which is awarded after a given period or at the end of a financial year as the employees receive their salaries. It helps foster higher performance and motivation to the employees.

Executive Summary

Organizational performance advocates for the ability of an organization to realize its mission, vision, and goals which may be affected by different aspects of an organization. In maintaining proper and effective organizational performance, various factors need consideration. Emotional intelligence and motivation, social skills and decision making, capable teams, and rewards systems are amongst the aspects impacting organizational performance and job satisfaction.

Emotional intelligence helps bridge the gap between the interacting between management and employees as enhances developments. The emotional intelligence building blocks help create a proper organization with significant understanding and relation. Each organization must ensure that it inspires employees into undertaking and learning the relevant attributes (such as emotional-awareness, self-actualization, self-regard, and self-perception) tied to emotional intelligence to maintain performance and job satisfaction.

Emotional intelligence and social skills and decision are another critical factors for management. The concepts of emotional intelligence enhance the social ability and decision making efficacy of the management by overseeing various measures. These social skills (such as communication skills, conflict management skills, rapport skills, and influence and leadership skills) provide significant motivation to the employees and provide a proper environment of interaction for organizational performance. Furthermore, active teams are another critical aspect of the performance of an organization. In the event of active teams, various attributes enable the realization of the overall team outcome. The core attributes of a capable team (such as clear vision, effective communication, inspiring leadership, and team cooperation) help build and develop dynamics that help in improving organizational performance.

Conclusion

To sum everything up, setting up an effective reward system aims at ensuring the less motivated employees feel motivated and ensure the already motivated employees remain motivated. These rewards are an essential factor in job satisfaction and organizational performance which work for both the management and the subordinates towards the realization of the organization goal and productivity.

References

Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press.

Stein, S. J. (2017). The EQ leader: instilling passion, creating shared goals, and building meaningful organizations through emotional intelligence.

John Wiley & Sons.Vratskikh, I., Al-Lozi, M., & Maqableh, M. (2016). The impact of emotional intelligence on job performance via the mediating role of job satisfaction. International Journal of Business and Management, 11(2), 69.