Emotional Intelligence Program

Question: Discuss about theEmotional Intelligence Program. Answer: Introduction Emotional intelligence (EI) which in other times is referred emotional quotient to as (EQ) is that part of an individual that dictates how he responds or handles situations in his day-to-day life(Behnam et al, 2015). Emotional intelligence is being able to handle personal emotions as well as relationships empathically and judiciously. Emotional intelligence helps to guide thinking and adjust emotions to suit the environment to achieve personal and organizational goals(Goleman, 1998). Before the meeting, it is wise to prepare the points beforehand. Ares to be covered include. Purpose of the Meeting The need for championing emotional intelligence during meetings in my team is to ensure that the team improves its productivity at a personal level as well as organizational level. Emotional Quotient (EQ) plays a fundamental role in promoting personal as well as the organizational success compared to intelligence quotient (IQ). Personal emotion control is fundamental as it enables one to align their emotion towards achieving particular set of goals (Mortiboys, 2005). The ability to control personal emotions translates to healthy relationships, which foster team growth as well as the entire organization. The meeting will deliver a lot on knowledge of how to control their emotions, as stress reduction, better commination and conflict resolution. Some of the challenges that may hinder the success of the meeting may include; in attendance of the members, poor listening skills, non-cooperation by members, dogmas and individual believe time may not be enough to cover all the required way such that the members get all the information required. Organization Performance Organization performance relies on the healthy working relationships within the organization as well as stakeholders relationships. The relationship is a result of personal emotional control by each involved with the organization. To understand how emotion intelligence contributes to the better performance of the organization, we will break the discussion into levels and tackle each at a time(Behnam et al, 2015). Level one will involve emotional intelligence at individual level This level contains self-awareness, self-management, self-regulation and self-motivation. Level two is emotional intelligence at a relationship level This level contains empathy Level three is where the emotional intelligence and organizational performance mesh. The discussions will also include shared stories. Participation The training will consider individuals who have high formal authority in the organization The individuals are human resource manager, operations manager and departmental heads. Their participation will create a good reputation for embracing the emotional intelligence training. Though these might seem practical, the mentioned individuals may fail to take part in the program and prefer to employ the old tactics of management due to the fear of contempt by the juniors. Though this might happen, the main aim of the training is to streamline such areas and eliminate the "thing mindset" that treats employees as things rather as human beings. Evaluations of Goals After presenting challenging situations to the team members, and entrusting them with the responsibility of solving the puzzles, evaluation is conducted, and where the puzzles are not solved, we consider several options of solving them including, compromise consensus and cooperation to practically build on emotional intelligence. Conflict Resolution Methods Principles Principles of Negotiation A good negotiation requires that the following principles be observed. Diligently gather all the required information. For a god negotiation to take place, the parties involved should take it upon themselves to gather information concerning each others, backgrounds, life interests and hobbies. This helps to generate a rapport with the other party. Build relationships The main agenda of building relationships is to gain each other's trust. To build a healthy relationship both parties need to identify a common background and interests that they share. Finally, emotional intelligence sets in just in time to close the deal (Jayawardena, 2014). Know your opponents limits as well as yours This limit helps to structure the next move if parties fail to agree during negotiations. This way the parties can establish the zone of a possible agreement in the negotiations. Listen The best strategy in a negotiation is learning how to listen. Most parties focus on planning what to say which at times leads to unresolved conflicts. As Stephen said, Seek first to understand then to be understood, so is the message of this principle. Manage your target A target is what you hope to achieve at the end of the negotiation. The principle dictates that never reveal the target at the beginning of the negotiation (Murphy, 2006). For this reason, management of first offers and concessions is required to drive the negotiations toward the zone of potential agreement. Principles of Mediation Confidentiality This principle requires that none that of the said or written statements during mediation proceedings is later used in a possible court of law. The mediator agrees to dig into the root of the conflict only when the parties promise that all that is discussed in the proceedings remains in the confines of the mediation. Impartiality The principle requires that the mediator remains neutral during the mediation process to attain a sound mediation. Willingness Mediation will only proceed when both parties have agreed that they need a mediation proceeding to resolve a conflict. Inexpensiveness The objective of mediation is to cut cost on courts proceedings. The inexpensive principle requires that the mediation proceedings hold few meetings possible and involve no experts not unless on exceptional cases(Jayawardena, 2014).. Conflict resolution principles Think before reacting Consider the consequences of your actions Listen actively Get the main concerns of each party by listening Assure affair process Shoe impartiality on the conflict Attack the problem Focus on the problem not the parties Accept responsibility Own the mistake as a party if the load stops on you. The only principle of incident de-escalation is to take measure that reduces the effect of the incident or the incident itself. Advantages of Emotional Intelligence The intelligence is easy to learn and anyone can learn as opposed to inherited trait. By tapping to our emotions and those of others, we are able to reduce bullying. The intelligence improves a person effectiveness by helping an individual to relate with others at core level and draw people closer to them. Helps reduce the tendency of self-destructive activities such as illicit drug use. Emotional intelligence helps make decisions faster since one is able to reshape self-emotions to focus on the task. Disadvantages of Emotional Intelligence Those who have higher emotional intelligence may use emotional intelligence to manipulate people by forcing them to do thing forcefully through playing about with their emotions. Emotional intelligence limits the use of critical thinking as one uses the intelligence to drive the point home emotionally. The intelligence can lead to person being more open and agreeable to situations, which are even morally questionable so long as there is a chance of social contact. Conclusion After the meeting, I gave the four-member team a test to see whether they understood the training. The feedback was so encouraging through continuous training is required to ensure that the members maintain the emotional intelligence buildup tend. References Behnam, B., Esmaeili, F. and Ramazani, A. 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