Emotional Intelligence and Job Satisfaction
Week 3 Discussion – Emotional Intelligence and Job Satisfaction
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Daniel Goleman, a psychologist, was the first to popularize the trait of emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person\\\’s capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
- Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
- Self-management: This is your ability to control or regulate your emotions and act with integrity.
- Social-awareness: This gives you the ability to understand the needs of others and show empathy towards them.
- Relationship management: This is your ability to communicate clearly and convincingly, reduce conflict, and build strong bonds.
Respond to the following:
- How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships?
- Choose one of the components of EI and explain how it contributes to job satisfaction.
Respond to a Peer
Read a post by one of your peers and respond, making sure to extend the conversation by asking questions, offering rich ideas, or sharing personal connections.
All discussion responses can be video or written submissions.
CLASSMATE POST:Hello Class and Professor,
Hope all is well –
My emotional intelligence has had a huge impact on how I manage both my professional and personal relationships. When I am self-aware and can effectively manage my emotions, I am able to communicate more clearly and concisely, resolve issues with understanding, and establish trust in those around me. In my professional life, this enables me to cooperate effectively, lead with empathy, and build a healthy workplace culture. On the other side, if I struggle to control my emotions, I may react rashly, misinterpret others\\\’ intentions, or create unnecessary tension, which can harm relationships and impede teamwork. Being aware of my emotional intelligence allows me to establish connections, preserve respect, and participate in healthy interactions in many facets of my life.
Personally for me how the component of Self Awareness (EI) has contributed to job satisfaction overall by allowing me to identify my strengths, weaknesses, and emotional triggers. When I understand how my emotions affect my work and relationships, I can make intentional attempts to remain cheerful, seek constructive feedback, and improve my performance. This self-awareness also enables me to integrate my job with my values and ambitions, resulting in a deeper sense of purpose and passion in my employment.
Week 4 Discussion – Motivation Methods
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Motivation is the psychological process that arouses and directs behavior. There are six important theories that will help us understand the motivation of employees in the workplace:
- Goal-setting theory suggests behavior can be motivated with specific, challenging goals that are obtainable. The key to goal-setting theory is ensuring employees understand what is expected and accept the goals.
- Self-efficacy is the belief in one\\\’s personal ability to do a task. There is a lot to be said about scoring high in this trait. People who are confident about their abilities tend to succeed, whereas those who doubt their abilities tend to fail.
- Intrinsic motivation is the positive satisfaction and contentment from good performance on a challenging interesting task. Extrinsic motivation is linked to external inducements such as pay, bonuses, punishment, or benefits.
- Lawrence and Nohria’s model of motivation consists of four needs, the drive to acquire-to obtain physical and psychological gratification, the drive to bond-to connect with other people individually and in groups, the drive to comprehend- to understand things and gain a sense of mastery, and the drive to defend- to be protected from threats and injustice.
- Manifest Needs Theory which consists of the need for achievement the desire for success and accomplishment with an interest in how work gets done, the need for affiliation the desire to establish and maintain friendly, warm, and pleasant relationships with others, and the need for power characterized by a desire for status, visibility, and having an impact on others.
- Reinforcement theory explains how behavior can be altered by administering positive or negative consequences to the actions of employees. Behavior with positive consequences tends to be repeated, and behavior with negative consequences tends not to be repeated.
Respond to the following:
- Take a moment to think about what it would take to motivate you to achieve your goals at work; which theory would you use and why?
- Reflect on an experience you had with a person at work or with a family or friend that needed to be motivated. How would you motivate them to achieve their goals? Which motivational theory would you use and why?
Respond to a Peer
Read a post by one of your peers and respond, making sure to extend the conversation by asking questions, offering rich ideas, or sharing personal connections.
All discussion responses can be video or written submissions.
CLASSMATE POST:Hello!
What motivates me at work? I have thought about this all week and it is really important to me that I enjoy what I’m doing. I find I put off tasks I don’t enjoy and tackle the ones I do like first. Intrinsic motivation, feeling accomplished and feeling successful, gets me to accomplish something. I want to do something productive and interesting and feel good about it once complete.
My good friend was feeling overwhelmed and doubting herself. When she contacted me feeling distraught and discouraged, I did what I could to help her. I brought to her attention her previous achievements and personal experiences to help her increase her self-efficacy. Eventually, she had more confidence about what she was facing and began to see herself as I see her. I felt good about helping her.
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