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Being appointed as a business consultant, I have been assigned the role of delivering a professional development program to the CEO of Walmart in the United States according to the research done for emotional intelligence. It will also develop an incentive program based on the EI management approach required to promote effective communication, team working as well as create convenience for the managers to ensure successful business functioning and for the employees present in the bottom line too (Magnano, Craparo and Paolillo 2016).
The emotional intelligence of an individual is based on the emotional skills and competences possessed by an individual to create an impact on the human resource management as well as improve the performances of employees too.
The most important blocks that shape the emotions and perceptions about own and others include leadership, self-perception, self-awareness, self-actualisation and esteem. The emotional intelligence has allowed the organisational memebrs to become aware of the vision and goals of Walmart, furthermore understand their own image to facilitate leadership, which is critical to the success of leadership management.
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Positive perceptions and behaviours are managed, which influences the reinforcement of positivity and thus allow them to share their individual ideas and opinions and become satisfied with the roles and responsibilities delegated to them as well (Huggins et al. 2016). This could also keep them motivated and encouraged to perform to their potential, furthermore ensure greater satisfaction among them too. The empathy aspect has enabled individuals to communicate with others within the workplace while at the same time, created social networks with the management of social skills and behaviours.
Considering the use of motivation theory, positive reinforcement is possible when the management has aimed at developing competition among the staffs of the organisations and make them handle their responsibilities properly.
Various rewards and incentives could be provided for developing positive reinforcement, furthermore ensure performing to their potential. Negative perceptions often hinder successful handling of organisational duties and even fails to abide by the organizational law, policies and guidelines (Acha, Hargiss and Howard 2013). For example, the poor morale and motivation level among the staffs further contributed to the negative reinforcement and also made them feel stressed. Often negative perceptions hindered the successful management of performance, though it should create a learning opportunity for them to manage their own roles and responsibilities conveniently too. This would also allow for resolving the issues and ensure influence on behaviours to promote social wellbeing and satisfaction among employees too.
The social skills include communication and interpersonal skills, leadership skills, change management, influencing and collaborative working skills as well, which can not only improve the emotional intelligence of people working at Walmart, but will also will promote effective teamwork, collaboration and coordination at work. Emotional intelligence could enable individuals understand themselves and regulate their behaviours and attitudes to ensure working collaboratively and develop own skills and competences too (Schwarzer 2013). The leaders should play an important role in communicating the shared vision and goals, furthermore held the employees of Walmart accountable. The interpersonal skills should help in communicating with the other employees and establish rapport to create strong networks and connections, which are needed for collaborative working too. With the establishment of good team work, the performance of the team as well as the organisation develops, which further helped in gaining opportunities, obtain ideas, opinions and feedbacks. The sharing and exchange of ideas and opinions should also assist in better team work and ability of the management team to make decisions for the success of the business (Fern?ndez-Berrocal et al. 2014). With the formation of these skills, the emotional intelligence should be promoted and the employees at Walmart would be able to manage discussions among themselves, furthermore share their own opinions and ideas, as considered, to promote creativity, innovation and openness at the workplace (Singh 2013).
The core attributes of an effective team are to manage good communication among each other, prioritizing on the goals and objectives to be achieved, contribute to the good amount of share in terms of efforts put, ensure the formation of a diverse workforce and finally manage organized activities through support by effective leadership at Walmart, US. The leadership is a major attribute that has promoted effective communication as well as ensured providing helping hand and support to others when in need (Eubanks et al. 2016). The management of diversity could also be essential for making individuals from different backgrounds and cultures constitute the workforce and work together with a shared vision and goal. This should also promote innovation, creativity and openness to make decisions effectively as well. The leadership aspects are critical to guide the staffs in the right direction and at the same time, praise them for their efforts and provide necessary rewards and incentives for keeping them motivated all throughout. It could be beneficial for making everything run according to the plan, furthermore ensure accomplishment of business goal with the assigned time frame (Georgiadis 2014).
The development of team dynamics would increase the level of engagement of employees and lift their morale to make decisions efficiently, furthermore improve own skills as well as enhance the organisational performance largely. It is important to known the team members properly and make sure to address the concerns of employees, which might arise due to poor leadership skills, lack of engagement and lower morale, etc. There should be a strong focus for the team members to thrive and this could be possible with the management of good leadership and by delegating tasks, roles and responsibilities properly to the employees (Fallon et al. 2014). This could improve the corporate culture and improve the communication process efficiency, furthermore contribute to the enhanced workforce efficiency and creating convenience for the organisation to sustain within the competitive business environment.
The rewards systems are managed to provide various benefits, which can be both monetary and non-monetary rewards and benefits to the employees who have put their efforts to bring organisational excellence. The reward systems often have influenced positive behaviours and emotions among the employees as well as allowed them to get encouraged to perform to their potential. The rewards and recognition programs at Walmart have also been integrated into the corporate culture to ensure driving the employee performance and thus resulting in happier employees and reduced rate of turnover of employees too (Samnani and Singh 2014). It could also keep them productive and at the same time, engage more employees towards shared decision making and thus should enhance the level of trust and loyalty too.
The motivation system could be designed as an internal factor to praise the performances of workers and facilitating greater autonomy, power and handling responsibilities more fluently while the external factors could contribute to the value creation as well as influence individual behaviors through bonuses, incentives, pay increase and other perks. A major effective strategy could be the classical conditioning, where the employees' behaviors should be influenced through motivation and encouragement. It could be possible with the conducting of surveys and by monitoring their performances, which could also engage them together and make them feel value to the organization during the management of effective decision-making processes (Njoroge and Yazdanifard 2014). It could also favour the positive outlook of business by promoting good emotional intelligence at Walmart. Thus, it could lead to better management of social skills, communication, interpersonal skills and effective decision-making capability for higher revenue generation and increased competitiveness in too.
Therefore, it could be concluded that the reward systems should promote positive perceptions among the employees, ensure management of personal behaviors and emotions, furthermore influence their own self and social behaviors too, required for the maintenance of the high level of emotional intelligence efficiently (Fallon et al. 2014).
Acha, V., Hargiss, K.M. and Howard, C., 2013. The relationship between emotional intelligence of a leader and employee motivation to job performance. International Journal of Strategic Information Technology and Applications (IJSITA), 4(4), pp.80-103.
Eubanks, D.L., Palanski, M., Olabisi, J., Joinson, A. and Dove, J., 2016. Team dynamics in virtual, partially distributed teams: Optimal role fulfillment. Computers in human behavior, 61, pp.556-568.
Fallon, C.K., Panganiban, A.R., Wohleber, R., Matthews, G., Kustubayeva, A.M. and Roberts, R., 2014. Emotional intelligence, cognitive ability and information search in tactical decision-making. Personality and Individual Differences, 65, pp.24-29.
Fern?ndez-Berrocal, P., Extremera, N., Lopes, P.N. and Ruiz-Aranda, D., 2014. When to cooperate and when to compete: emotional intelligence in interpersonal decision-making. Journal of Research in Personality, 49, pp.21-24.
Georgiadis, G., 2014. Projects and team dynamics. The Review of Economic Studies, 82(1), pp.187-218.
Huggins, K.A., White, D.W. and Stahl, J., 2016. Antecedents to sales force job motivation and performance: The critical role of emotional intelligence and affect-based trust in retailing managers. International Journal of Sales, Retailing and Marketing, 5(1), pp.27-37.
Magnano, P., Craparo, G. and Paolillo, A., 2016. Resilience and Emotional Intelligence: which role in achievement motivation. International Journal of Psychological Research, 9(1), pp.9-20.
Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. Global Journal of Management And Business Research.
Samnani, A.K. and Singh, P., 2014. Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), pp.5-16.
Schwarzer, R. ed., 2013. Self-related cognitions in anxiety and motivation. Psychology Press.
Singh, P., 2013. A collegial approach in understanding leadership as a social skill. The International Business & Economics Research Journal (Online), 12(5), p.489.
The Emotionally Intelligent Way to Engage Employees. (2019, Dec 16). Retrieved from https://studymoose.com/the-emotionally-intelligent-way-to-engage-employees-essay
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