Recent diversification of organizational changes has led to plans evaluation in the trial to attain the best working processes and inturn benefits to companies and workers at large. Emotional intelligence (EI) is one of the fundamental solutions. The simple definition of EI is, the ability to manage self emotions or influence the feeling of other persons in question (Goel & Hussain, 2015). This proposal paper discusses various ways that companies should use to face the emotional challenges of workers, society, and global teams by applying the psychological intelligence method. Concrete examples provided gives a better understanding of EI theories.
Application of EI Motivation Theories
The need-based theory of motivation focuses on drive-by employees to satisfy their needs through working. Need range from basic to survival. Managers are essential to determine whether the worker's salaries meet their basic needs. If workers' wages are not fulfilling their budget needs, they will tend to be unmotivated to create stable social environments, accomplish goals, and innovate (Goel & Hussain, 2015). The relationship between psychological theory and motivation is that the psychology of employees boosts the aim of high performance. It is a primary role of the managerial to create psychology within the employees that will motivate their organizational behavior. Psychological frameworks base on modern research and understanding of management strategies and considerations. Equity theory is the most motivation strategy that should be applied in team working. Equity theory explains the cognitive process where employees evaluate the balance between the efforts and outcomes anticipated in the relationship between workers and administrators. Equivalent reimbursement of valuations and the creation of affordable working equality ethics. Managers are therefore advised to access the job objectivity and portray time, efforts, benefits, and job satisfaction to all employees before work onset.
EI Social Skills, Decision Making, and Motivation
EI principles constitute five core concepts in social skills and choices; these criteria include; self-awareness, self-regulation, motivation, empathy, and social skills. Motivation is the ability of a company to move through while facing challenges and drawbacks. Big companies like Gaylord hotel, motivation includes the strife to improve regardless of experienced failures gradually (Wang, 2014). Skinner's work on human behaviors is the source of the need for emotional intelligence. The researcher proposed that internal forces are essential in the delivery reinforcement. Organizations should ensure ample opportunities are available to handle repeated behaviors by workers. Skinner's reinforcement work is a popular culture that companies should consider.
Reinforcement can be a positive or negative imposture to workers in a company. The two methods are necessary to maintain working speed and following of business ethics. Positive reinforcement is also a motivation device. Companies should exercise acts of accords like issuing of medals, providing month parking space for employee promotions, increased authority in jobs, excellent performance rating (Wang, 2014). Best workers should get an automatic five-star rating, congratulatory communication from a big boss like the CEO, and participation of high-level discussions with workers.
Negative reinforcement is not a condemnation but a motivational tool too. Generally, negative reinforcement has two approaches that a company should enroll complementarily. The first approach is the identification of good workers and polish them by removing unprofessional values in them and replacing it with providing a new positive ideology in their performances. An example of a practical application of this theory is a case in which new employee in a company, works wrong, but sincerely. The management should access the worker through rectifying his mistakes and exposing him/her to an experienced professional who will guide the worker.
The second application of theoretical negative reinforcement is the punishment of workers. There should be consequences directed to the worker or leader for any assumed unprofessional engagement(Wang, 2014). Discipline ensures undesirable performances become less frequent. Methods of punishment include financial penalties- fines and salary cutoffs, demotion from positions, probation from working, filling of weak performance reports, and public or private scolding. However, in punishment, termination of a contract is not acceptable as workers have rights, and this cannot change the general performance behaviors.
Companies' humanistic social approaches should recognize the diversity of human needs. The decision on social influence should be critical, observing the broad-based benefits that the company gets from society (Goel & Hussain, 2015). Social welfare should be vital during resource allocation. Services determine the referrals and satisfaction rate among customers- having onsite gyms, bicycle racks, and meditation rooms are among the essential facilities.
Organizational teamwork is an approach that has brought the need for companies to strategize on the best environment for easy team works. The first core attribute that the CEO of Gaylord hotel should ensure is a high level of communication for team success, the flow of information among workers and to managers must be excellent. Good communication evaluates the progress of the company and ensures a smooth implementation of ideas. Employees also feel free to give their views, need, and complaints, and through a free will, the managers tackle the requests in the betterment of effective teamwork.
Excellent team leadership is an attribute that CEOs in companies like Gaylord should ensure. Top teams are those that have the best leaders. Good team leaders are respected and trusted by their team followers (Goel & Hussain, 2015). Leaders act as a glue, binding all followers together through their mutual planning and setting of teams' objectives and determining the pace of team performance. The CEO of Gaylord, for example, can identify employees' capabilities before assigning tasks in the group. Best leadership in an organizational group setting is dynamically essential to practice teamwork and enhancing team cooperation (Wang, 2014). All members in a particular service group in hotel management, for example, should dedicate themselves to the different task taking. Having every member concentrate on their duties, the entire team is successful. Success comes through vision evaluations, and ambitions of every teamwork included in teams' goals. Team workers need to come up with a mission and values of cooperation as their gearing motives in working.
A reward system of an organization includes both intrinsic and extrinsic rewards. Accompanying the essential components that every worker is entitled to, an excellent rewarding system will give a bonus based on workers' performances (Wang, 2014). Under intrinsic awards, workers receive rewards by the provision of suitable working environments such as flexible working conditions- timetables should be favorable. Job rotation and enrichment accompanied by breaks and off-days are good practices a rewarding system can do to employees. The extrusive reward of employees is the offers that a company will give outside the practical issues. These are offers considered as welfare practices.
Profit-sharing, as a form of reward, involves the company creating pools of monies for her workers' utilities. The pools can be disbursed to employees' accounts as commissions after budget closure of the company (Goel & Hussain, 2015). Stock options rewards are a unique favor for a company to her employees. Workers can be part of stakeholders in the company while still working there, and the company should not set a minimum share limit for workers' stock options. Variable pay and bonuses should be part of extrinsic reward, which are indirect but contributes a good percentage of workers motivation. Gaylord hotel should be interested in a permanent rewarding system to be experts in rewarding.Short-term rewarding systems may interfere with profit margins and working environments. Suppose for a quick team reward; the company fails to deliver rewards in time; workers will argue the companies promises as a scam and therefore get demotivated to work. A long-term rewarding system is advantageous as more profit will have been gained to fund the rewarding, besides workers will work hard for the big rewards compared to less but numerous awards (Goel & Hussain, 2015). Therefore, the best option for big companies like Gaylord lies in long-term rewarding systems.
In the current business world, human outlook and views to various theoretical and practical issues are a day to day schedule of comprehensive discussion. The phenomenon ranges from personal history to working life- in short, individuals' challenges affect the entire engagement of such persons (Wang, 2014). Companies may have all financial resources, machinery, and assets but fail due to a lack of proper employee management and motivation. The Emotional intelligence of workers is the most appropriate strategy that leaders and managers should possess. Using EI, an organization can have a capable team that works towards objectives and goals achievements. Workers should also be cooperative in the implementation of Emotional intelligence strategy.
Wang, S. C. (2014). Emotional Intelligence and Team Performance: The Moderating Role of Cognitive Diversity. Academy of Management Proceedings, 2014(1), 13875. doi: 10.5465/ambpp.2014.13875abstract
Goel, T., & Hussein, T. (2015). Impact of Emotional Intelligence on Performance of Employees in Service Industry. Global Journal of Enterprise Information System, 7(3).
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