BSBLDR501 Develop and Use Emotional Intelligence

BSBLDR501 Develop and Use Emotional Intelligence

BSBLDR501 Develop and Use Emotional Intelligence


The emotional intelligence refers to the ability to manage the emotion to build relation with the other workers. It helps in determining the way you react to the people and interact with them. It also helps in evaluating own strength and weakness as the way it assist in improving the performance at the workplace. It also helps in determining the way you react to the stressful situation and keep emotion under control when the things doesn’t goes in the right way. It also helps in determining the way your actions affect others and the way other can deal with the effect. The assignment has helped in understanding the role of emotional intelligence and the way it affect the performance at the workplace.

BSBLDR501 Develop and Use Emotional Intelligence

Task1 identify the emotion of your emotions on other at the workplace

Emotion intelligence is the art of managing your own emotion in the positive way to communicate effectively, overcoming challenges, resolving conflicts; relieve stress to improve the outcome of work. It helps in determining our relationship at the workplace

1Ato attain the high performance at the workplace we needs to identify current strength and weakness and the way it affect positively and negatively the performance of the business (Pandita, 2012). One can use SWOT analyze to identify the current strength and weakness and the way it can be used to capture opportunity and avoid business threats.


I have creative skills which is helping in serving the customer in efficient way

My communication skills is helping in building good relation with the client and the customer

I have developed great skills and acquired knowledge which is increasing my performance at the workplace

I am highly committed towards the work which is increasing my value among the co-workers


 I often work quickly when having huge work in my cue which is affecting my quality of outcome

I often feel stressed when having lot of work in my cue

I have fear of public speaking which often makes me nervous at the time of presenting the ideas to the customer and co- workers (Siegling, et. al., 2014).


The current role performed by me has huge demand in the market so provides me huge opportunity to grow my career

My senior staff will be on leave which will provide me with the opportunity of developing my own skills

I am attending the training program which will help in acquiring more knowledge about my work


My one of the colleague is the strong speaker which may be obstacle in my growth

Due to shortage of staff there is huge burden on me which is affecting my quality of outcome (Vratskikh, et. al., 2016).

The current downfall in the economy may lead to loss of job

1BI have many of time felt stressed while performing my role the workplace which has also affected my quality of outcome. The three major instances from those are as follows-

The first instance was due to huge workload and unrealistic deadline which has caused stressed among all the co-workers. It has led to negative environment at the workplace and caused stress among many of the employees.  I positively responded to the situation because we need to make effort to grow the business of the company which will create opportunity for our career growth.

The second instance was due to weak and ineffective management which creates the sense of feeling among the employee that management don’t have sense of direction. It has affected the feeling of the employee as they feel undervalued and has affected their self esteem (Goleman, et. al., 2013).The issue was resolved by building effective communication with the management and discussing the issue which were affecting our performance.

The third instance was due to the concern about the lack of career opportunity, job security and the lack of pay which was creating the feeling of stress. I positively responded to the situation by discussing with the about my part of the work and my future with the company.

1Cthere are many triggers which causes stress among the employee and affecting their work. The two trigger which has affected my performance at the workplace was due to being asked to do something which is don’t want to do and having someone else controlling your time.  To manage the emotion I have kept the journal and placed me in the position of doing something which I s new and more constructive. I have future looked for the alternative way to overcome the issue and had made effort to identify my existing capacity (Goleman, et. al., 2013). Further I have devoted time for relaxation to avoid the stress which was affecting my working and make effort to live a healthy life. I have also built a strong network of people who care about me which has provided me with the courage of going forward. These major has helped me to effectively deal with the situation and helped me in overcoming the negative effect of stress.

1Dthe behavioural modelling helps the people to learn in the social setting by observing the behaviour of the others. It sets the tone and the culture of the organization and helps in implementing the action that is louder than the words (Siegling, et. al., 2014). The modelling expected behaviour on the job helps in serving and mentoring strategy for the success of the employee and provides the clear example of the employee expected behaviour. It helps in establishing teamwork and organization connectivity and envisions the better working environment. It provides the path of the upwards mobility within the organization and establish support for ethical workplace. It also assists in minimizing the office gossip and promote better problem solving ability.  The model helps in building good relation between the employees and provides corporate culture for new employees. 

1Ethe emotional intelligence plays a key role in the success of each level of your career and improve outcome of your work. One needs to effectively manage its emotion at the workplace to increase efficiency.  For this one needs to make effort to improve self awareness to interpret and understand your own mood and emotion and the way it affect the other people. Employees with the high level of self awareness are confident and have real assessment of own performance. For improving the self awareness one needs to notice how they feel throughout the day and identify the source of your emotion (Parrish, 2015).You need to identify the way your negative behaviour affect your co-workers.  The other way is to improve your self- regulation which is the ability to control and direct action which affects the growth and leadership of the employee. It helps in building strong self of self regulation and high level of integrity. To improve the self regulation one needs to try to stay uninvolved in politics, drama and conflict. You also need to find the way to release the stress outside the work through meditation, exercise and talking to friend and relatives.

Task 2 recognize and appreciate the emotion strength of others in the workplace

Solution 1To avoid the situation of conflict we needs to effectively communicate with the store manager to identify the way through which the revenue of the company can be increased. The store manager instead of showing anger on the department manager needs to concentrate on the problem as it is not the role of the department manager to stimulate company’s sale (Ramchunder and Martins, 2014).To avoid the situation the management needs to make effort to implement positive leadership behavior. To effectively implement the positive theory one needs to express joint rights and responsibility in the rule and minimize unnecessary embarrassment.  Also the effort needs to be made to promote the use of appropriate choice and maintain the appropriate discipline. The management also needs to communicate all the expectation of the employees in the positive way.  The key motive of the theory is building positive relationship and to effectively handle the conflict.

The manager inability to effectively handle the threat of the small business was the key reason for the decline of the revenue. The store manager of the company has not followed self regulation principle of emotional intelligence where he has verbally attack others and make rushed and emotional decision. The decision was not made under control thus created negative environment at the workplace. To avoid the problem management needs to have the clear idea and identify the most important value of the organization (Domitrovich, et. al., 2017). The management before blaming others needs to make commitment to accept your own mistake and also face its consequences. In the case of the challenging situation the management needs to stay calm and should be aware about the situation.  The store manager rather than shouting on the department manger would have discuss the issue and make effort to identify the way through which the issues can be resolved.  The behavior of the store manager will have negative effect on the behavior of the other employees and will create distrust towards the company among them.

Solution 2Most of the workplaces engage people from different part of the world and from diverse cultural background. The conflict at the workplace may arise due to different in custom as some culture avoid specific food and drink and also have the different ways through which food is prepared. Some of the culture has high family priority which may many of time causes conflict at the workplace and stress among the employee (Pool, 2017).The employee and workers needs to be considered difference of culture as positive reason of misbehavior at the workplace. It may be unlawful to treat the employee differently on the basis of the culture. The management needs to communicate with the employee that they needs to understand that change in behavior is due to culture and they needs to effectively coordinate with them. To resolve the issues the leaders needs to increase the awareness among the employee and increase communication with them. The workers during the free time need to make effort to increase culture knowledge to create understanding. Also you need to listen them and display positive behavior at the time of communication. It helps in identifying the way coworkers say things and ask question is anything is unclear.

Solution 3The management needs to follow the empathy where he needs to set aside his own emotion to understand the feeling of the employees. The leader with the empathy has the quality to put himself in someone else situation which helps in developing effective team. The management needs to be emphatic to build loyalty and trust of the team member. To implement the same the management needs to view the problem from the perception of the employee and use the appropriate technique for the purpose of doing same. Also the attention needs to be paid on the body language as it helps in understanding the situation. Also the management needs to respond to the feeling in the positive way. Every manager adopts different style of learning and makes the decision which passes to the employee and allow them to be the part of the decision. A good leader creates the working environment where employees succeed and recognize that workers learn and process information to attain success (Afshar and Rahimi, 2014).  At the time of training with others you need to identify the idea which helps in learning in the effective way. The increase in the awareness of the emotions helps in building good relation with the employee which increases their outcome. It assists the management in building good relation with the team members which helps in attaining the outcome as per the set standard.  Also it motivates the employee to work within the team and increase coordination with the other team members.

Solution 4the people who are emotionally effective build good relation with the other co-workers which helps the business in attaining its goals and objective. They effectively understand their part of work thus deliver quality outcome for their part of work. They avoid anger and rush which helps them in making quality decision as they analyze the complete situation before decision making and avoid biased situation (Thory, 2013).The manger needs to set the proper schedule and set priorities for each and every activity to guide the employee in relation to their part of work. There are certain laws which need to be followed at the workplace to create the supporting environment and culture in which the safety of the staff is priority and implementing health and safety policy. Also the information needed to support the staff and the efforts for working with the staff to handle potential stress needs to be made. The occupation health and safety legislation (OHS) helps in identifying the possible hazard at the workplace and the way risk arising from it needs to be controlled. It is mandatory for each of the organization to manage its risk regardless of their size and activity.

Task 3 promote the development of the emotional intelligence in other

The employees are the key resources of the company so their emotion needs to be effectively managed through effective training and motivational programPat is one of the most efficient staff of the company so needs to be promoted so that he can guide the other team member in the right direction to serve the customer in the better way. Pat has the ability to put himself in someone else situation to understand their emotion and challenge those who are acting unfairly.  The pat is also having good communication skill which has helped him in building good relation with the other employee of the company and to serve the customer in the better way. The emotional intelligence of Pat has helped in identifying the current strength and weakness to serve the customer in the better way (Espinoza, 2016).The strength of Pat was of strong knowledge of the existing product and good relation with the customer. He was also having good internal communication and successful marketing strategy which was helping him in attaining his desired target. This strength has helped Pat in effectively handling the high work pressure and serves the customer in the best possible way.

Coaching phase



  The training is being conducted to provide the learning to the other staff of the company through the experience of Pat. This will help in attaining the similar outcome in the absence of Pat and creating the feeling of motivation among the other employee. The balance scorecard has provided us information that although Pat has effectively met his target but was not able to attain the desired result through sales assists. Also after conducting 360° analyze it was identified that Pat was not able to make effective relation with is co-workers and this was causing conflict between the employees. Also due to huge burden Pat was not able to give more time to the training program which was also creating negative environment at the workplace. During the training Pat has discuss about the issues which he as facing at the workplace and the way he has handled those issues to deliver quality outcome to the company (Schutte, et. al., 2013).


The current goal of Pat is to get promoted as the team leader within the next two year. The goal set by pat meets the SMART criteria which represent specific, measurable, attainable, and relevant and time bound. Pat already has the prior experience in the relevant field and also has carrier aspiration and team mission.


Pat needs to look at the current reality as he has he has effectively attained the desired target and has the required skills to be as the team leader.  To attain the managerial position he needs to make the effort to develop the skills for effectively handling the team.


The Pat is having the option to effectively lead the team or the opportunity of handling overseas customer.


The pat needs to work on the small team with the small business project to test his skills.  His role can be increased if he performs well with the current team and needs to continuously review his performance.


So it can be concluded from the above study that the emotional intelligence plays a key role in stimulating the performance at the workplace. It helps in building good relation with the other employees which helps in developing career opportunity. The assignment has provided us knowledge that the effective leader must have the good understanding of the way emotion affect the performance of the other co-workers.


Pandita, D., 2012, “Emotional Intelligence for Workplace Leaders”,  SAMVAD, 5, pp.63-73.

Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Siegling, A.B., Nielsen, C. and Petrides, K.V., 2014, “Trait emotional intelligence and leadership in a European multinational company”,  Personality and Individual Differences, 65, pp.65-68.

Parrish, D.R., 2015, “The relevance of emotional intelligence for leadership in a higher education context”, Studies in Higher Education, 40(5), pp.821-837.

Ramchunder, Y. and Martins, N., 2014, “The role of self-efficacy, emotional intelligence and leadership style as attributes of leadership effectiveness”,  SA Journal of Industrial Psychology, 40(1), pp.01-11.

Espinoza, L., 2016, “An exploratory study of the ways in which elementary school principals use their emotional intelligence to address conflict in their educational organizations” (Doctoral dissertation, UNIVERSITY OF LA VERNE).

Schutte, N.S., Malouff, J.M. and Thorsteinsson, E.B., 2013, “Increasing emotional intelligence through training: Current status and future directions”, International Journal of Emotional Education, 5(1), p.56.

Thory, K., 2013, “A gendered analysis of emotional intelligence in the workplace: Issues and concerns for human resource development”, Human Resource Development Review, 12(2), pp.221-244.

Domitrovich, C.E., Durlak, J.A., Staley, K.C. and Weissberg, R.P., 2017, “Social?Emotional Competence: An Essential Factor for Promoting Positive Adjustment and Reducing Risk in School Children”, Child Development.

Afshar, H.S. and Rahimi, M., 2014, “The relationship among critical thinking, emotional intelligence, and speaking abilities of Iranian EFL learners”,  Procedia-Social and Behavioral Sciences, 136, pp.75-79.

Pool, L.D., 2017, “Developing Graduate Employability: The CareerEDGE Model and the Importance of Emotional Intelligence”, In Graduate Employability in Context (pp. 317-338). Palgrave Macmillan UK.

Vratskikh, I., Al-Lozi, M. and Maqableh, M., 2016, “The impact of Emotional Intelligence on Job Performance via the mediating role of Job Satisfaction”,  International Journal of Business and Management, 11(2), p.69.