Week 2 – Discussion 1
Respond to at least two of your peers for this posting with suggestions that might work for them within their daily lives.
Post 1.
E.N.
Today’s leader must have some level of emotional intelligence in order to be successful. Reuven Bar-On defined emotional intelligence as “an array of non-cognitive capabilities, competencies, and skills that influence one’s ability to succeed in coping with environmental demands and pressures” (Prins et al., 2018, p. 8). Given the amount of demands employees are faced with in business, it is only fair that managers are educated on emotional intelligence to better support and care for their employees in the most effective cognitive method possible. Baack (2017) breaks down emotional intelligence into five dimensions: self-awareness, self-management, persistence, empathy, and social skills. Self-awareness, empathy, and social skills fall under the cognitive abilities category, while self-management and persistence are non-cognitive abilities. While many leaders may have mastered some of these skills, true emotional intelligence requires a leader to have firm control of each of the five dimensions to truly understand and connect with subordinates to give them the correct help they need.
Emotional intelligence is always useful when switching jobs. As a new employee, one of the first things members do is look to find where they fit in to an organization. Persistence and self-management will be the easier methods in which a new employee can show their self-worth and value they bring to a company. Having social skills, self-awareness of their own actions or ideas or body language, and having empathy for how people are responding to their personality are all difficult hurdles for new employees. Managers of new employees are most likely the first people to get to know them and maybe they even sat through an interview with them. Therefore, it is a manager’s job to get to know newcomers enough through their words, actions, and emotions to help place them with similar employees and get them integrated into the team quickly as possible. Being a new employee is stressful, but emotional intelligent managers can help alleviate some of that cognitive stress and set those employees up for success.
References:
Baack, D. (2017). Organizational Communication (2nd ed.). Zovio.
Prins, A., Niekerk, E. van, & Weyers, A. (2018). Emotional Intelligence: Tipping Point in Workplace Excellence. KR Publishing.
Post 2
L.J.
Having the appropriate emotional intelligence in any situation as a manager can go a long way in building trust with employees. According to Baack (2017), “emotional intelligence reflects a person’s ability to detect and manage emotional cues and information.” Not only dealing with the emotions of everyone at work but dealing with your own emotions and making sure not to show any cues that upset anyone. According to Baack (2017), “emotional intelligence consists of five: self-awareness, self-management, self-motivation, empathy, and social skills.” Having the emotional intelligence of self-awareness and being aware of others’ personal feelings and emotions not to upset them. Empathy towards others and their feelings and needs and showing emotions can help show that you care for them, which allows an employee to trust and respect you.
Being in the military and being on deployment, a member can go through all different life changes while being overseas and away from family. Having emotional intelligence and realizing when someone might be going through a difficult time being deployed. Remaining understanding of their needs and having the social skills to help cope with their emotions. Having empathy with the situation going on back home and checking on them to ensure they will get through the hard times of deployment. Building the bond on deployment and having emotional intelligence will play an essential role in getting through things together.
Baack, D. (2017). Organizational Communication (2nd ed.). Zovio.
Week 2 – Discussion 2
Respond to at least two of your peers for this posting.
Post 1.
D.B.
Abraham Maslow’s hierarchy of needs theory suggests “people are essentially good and they seek to improve throughout life” (Baack, 2017). The theory goes on to posit the needs people attempt to satisfy are physiological, safety, social, esteem and self-actualization with physiological and safety being the low hanging fruit necessary for basic functions in a physical capacity . The other three require a more psychological effort to successfully achieve.
ERG Theory is a more simplistic alternative derived from the hierarchy of needs. Clayton Alderfer proposes instead of five needs there are three: existence, relatedness and growth. ERG pairs Maslow’s concepts as opposed to viewing them as separate entities that are interdependent and cannot be reached without first attaining the previous goal.
Although there are key factors that are unaccounted for in Maslow’s hierarchy I’d say my life is more aligned with this motivational concept. I do the work that I do to provide myself and my family the fundamentals necessary for survival. My home, workplace and children’s school are all safe places where each of us is able to grow and flourish. My family, friends and even coworkers satisfy the social needs and sense of belonging. My efforts as a mother, wife and employee are appreciated and recognized. Despite the long hours and occasional stressors/challenges I do what I love in my home and in the office. That work is important, serves a purpose and is not only helpful but necessary.
Baack, D. (2017). Organizational Communication (2nd ed.). Zovio
Post 2.
S.J.
The Maslow’s Hierarchy Theory, developed by Abraham Maslow, states how human motivation is driven by five basic needs which include physical, security, social, ego and self-actualization (Baack, 2017). The ERG Theory came to fruition through Clayton P. Alderfer studying Maslow’s theory and redefining it. Instead of five levels of needs originally stated in Maslow’s Theory, the ERG Theory consists for three levels which include existence, relatedness, and growth. The similarities that both theories have is that they are both base around the concept that a person’s needs will drive that person’s actions. Both theories also consist of levels of need with the basic needs listed at the bottom and more complex needs listed at the top. One difference between both theories is that the ERG theory has three levels and Maslow’s have five. Another difference between the theories is that Alderfer believed that more then one need can be fulfilled at one time while Maslow believed that only one need can be fulfilled at a time.
Out of the two theories I believe I relate the most to the ERG Theory, especially in my professional life. At my previous position, I felt unfulfilled in the areas of existence, relatedness and growth. I had just received my bachelor’s degree and the pay I was receiving at this position seemed low. It was also a remote position which had its benefits but it was unable to fill my need for social interactions. The opportunity for growth within that organization and my position was limited as well which led me to search for other opportunities that would meet all of my needs.
Reference:
Baack, D. (2017). Organizational Communication (2nd ed.). Zovio.