BSBLDR511- Develop And Use Emotional Intelligence & Diploma of Leadership And Management - Management Assignment Help

Assignment Task -                 
 

Part 1: Short answer questions

Read the question carefully. The word count is a general guide and is provided to ensure you write enough detail to adequately answer the question. Answers must include Harvard in-text referencing where appropriate, as well as a reference list at the end of the document. Information on using Harvard referencing can be found here: There are three valid and reliable emotional intelligence (EI) models and three assessment instruments that have risen above others. Critically analyze one emotional intelligence model and one assessment instrument. Your response should be approximately 150-200 words.

Mayer, Salovey, Castro, Emotional Intelligence Test (MSCEIT) is a tool designed to complete the assessment and measurement of emotional intelligence. It is an ability-based tool that tends to how people can perform specific tasks associated with emotional intelligence.

The responses from the MSCEIT usually indicate the actual ability of an individual to solve problems through the application of emotional and cognitive factors while dealing with different occurrences. The MSCEIT is used to measure four different emotional intelligence branches, namely, using emotions effectively to facilitate thinking, interpreting emotions in individuals accurately, problem-solving and creativity, understanding, and managing oneself and others' emotions.

The main features of MSCEIT include assessing the performance of a person's overall emotional intelligence above 17 years, psychometric development history, and user-friendly scoring and reports. MSCEIT can be applied in the following work-based context; candidate assessment during recruitment and selection, employee development, self-awareness for career planning, talent management, and performance management.

The DISC assessment tool is a personal assessment instrument that deepens your understanding of yourself and others. The assessment tool is globally accepted and commonly used to improve teamwork, communication, and workplace productivity. DISC assesses and questions individuals' behavior and beliefs while categorizing them based on the four personality traits, which include dominance, influence, steadiness, and conscientiousness.

The tool will indicate how each individual reacts to certain situations in their daily encounters in the workplace. The results of the DISC assessment will communicate the general expectations about general behaviors. Notably, the assessment is not norm-referenced and ipsative since its results cannot be compared, and individual responses stand-alone. The DISC assessment cannot predict future behaviors but emphasize testing the potential strengths and weaknesses in an individual. 

attainment of business objectives. Your response should be approximately 100-150 words.

An emotionally effective leader is one that possesses active listening skills, listens to workers (both their content and feeling behind works spoken) and is able to appropriately respond. Leaders and managers with emotional intelligence are able to sympathize with their team members, are able to pick up on issues with the employee if they are struggling, can offer assistance to employees, are able to identify employee strengths and weaknesses and allocate work accordingly as well as help the employee to turn weaknesses into strengths.

A leader with emotional intelligence is also able to influence their workers to work as a team and can resolve conflicts between members of the team by analyzing a problem before jumping to a conclusion or judgment. A leader needs to also have great communication skills as they will be more likely to influence their employees and way of work. Indeed, when a decision needs to be made within the team, the leader can encourage workers to back them. Finally, emotionally intelligent leaders are able to use their strengths and abilities to create a great workplace in order to keep suitable employees and increase output.

Scenario: Imagine that you have just hired a new team member to work on an important project. Layla was an outstanding employee in her last organization, and now she's joined your team. Unfortunately, she is having a hard time learning some of the new skills she needs. In her previous position, Layla could perform her job perfectly. In her new position, she is experiencing some frustration as she has to start from the ground up, something she is not used to doing The rest of the team feels resentment towards Layla because she was the ‘star’ recruit and feel they should not have to help her.

Scenario: Steve, a manager you work with, considers the purpose of his team is to provide him with a service – not the other way around.  He sees the focus of his role should be working with senior management and not with day to day team operations. As a result, he is rarely available to the team members.  

Steve is lucky in the quality of his team members. This is due to the HR Manager, who used a range of EI principles when selecting employees. Several team members are becoming bored with their work as they are given tasks that are not challenging, and they feel they are not empowered to expand their roles.  They discuss this at a team meeting (Steve is absent yet again).  The consensus is that there is “nowhere to go” in the job.  

One of the team members who is more outgoing than the others decides to contact Steve and discuss this.  When they approach Steve, he says that he doesn’t have time to discuss things right now as he goes to another meeting. 

As a result, several team members begin to look for a new job.  At the same time, they take less interest in their work and become apathetic, resulting in a loss in productivity. 

Critique Steve’s management, leadership, and emotional intelligence to identify where he is doing poorly. Evaluate the impact this will have on workplace behavior. Your response should be approximately 100-150 words.

First, he thinks being a manager is about being served instead of serving and empowering those under him. Using emotional intelligence, Steve is not being empathetic and he is very distant physically and psychologically from the people that work under him.

Second, Steve does not stir up potential and the employees feel monotony as there is nothing challenging about their responsibilities. While he should be led by example, he has failed by being too busy for higher management meetings instead of focusing on his team to enable them to unleash their full potential.

Steve as a manager is not even available to attend to the issues raised by his team members. He is too conceited to give a listening ear to his juniors. This is a huge challenge as it demolishes the very foundation of seeking solutions to the problems that the team faces. 

Scenario: You have observed that Sala (originally from Fiji) in your Customer Service Team is avoiding Tina. In fact, Sala was quite upset when she had to sit next to Tina in a meeting. You decide to speak to the employees separately.

You find out from Tina that the only unusual interaction she has had with Sala is when she touched Sala’s curly hair and told her how nice and soft it felt. She intended to show friendship.

You find out from Sala that in Fijian culture, it is inappropriate to touch someone’s hair as it is seen as disrespectful and even insulting. 

1. Evaluate Sala’s reaction in terms of the concept of emotional triggers. Your response should be approximately 50-100 words.

2. Evaluate whether cultural behaviors and beliefs impact workplace interactions. Your response should be approximately 50-100 words.

3. As a manager, develop a plan to respond appropriately to this scenario considering the emotions of both Sala and Tina when making a decision. Your response should be approximately 100-150 words.

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