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1. What are your emotional strengths and weaknesses?
I possess some strength and some weaknesses. I have assumed my strengths and weaknesses from previous experiences in work or through personal interactions. I have also considered others opinion in deciding my strengths and weaknesses. My strengths: I am resilient in nature hence adaptable to changes in the environment, I possess good communication skill which helps me to make friends, self-control is also one of my strong points I do not lose my temper quickly, I am a quick learner from technical point of view, I can adapt to technical changes as I am gadget savvy. In most businesses, technical improvisations happen often enough and from my previous experiences, I have been able to adapt to those changes faster than most of my colleagues. These are the key positive communication skills of my character. My Weakness: sometimes I am moody which is not professional, I often get too competitive in my workplace, I cannot take rest with work pending, as a result, I end up getting really tired at the end of the day. I tend to build personal relationships in my workplace that are most of my close friends are from various workplaces where I have been previously.
2. What are personal causes of stress in your work life and how do you deal with them?
I take responsibility for my family. My parents rely on me heavily for a lot of their work and as I have mentioned before that I am unable to shed responsibility, as a result, I get stressed. This sometimes impacts on my workplace. Changes in personal life that is a shift in places of residence can also affect my work. I have low pain toleration. Physical health also impacts my work performance; if I am not physically 100 per cent fit my work can get affected. I deal with such situations by trying to create a personal and work life balance. I keep myself aware of the leaves that I am entitled to in my workplace. I try to let my office know well in advance about taking a leave. I take leave in such ways that my office do not have to suffer because of my absence. I try to share responsibility in my household so that they can manage with my absence. I try to keep myself fit so that I do not have to take leave due to medical reasons. I try to plan my events in advance to match it with my free period. These are the policies adopted by me to keep personal life and work life balance.
3. What are your emotional triggers and how have you learnt to manage them?
The emotional trigger that impact me the most are, thinking about past failures, if a plan which I feel is a creative work of mine is rejected openly, a mean colleague who seem to dislike me from the first step, being criticized by a superior, if I say something rude to someone without intending to do so. These are the situation where I have seen my emotions trigger. The emotions of guilt, anger and fear are the emotions that are triggered by situations mentioned above. There can be other situation but these examples are taken from previous experiences. In situations like these when I feel any such emotion is triggering in me I recover myself by talking with people who are close to me, thinking of the worse possibility of the particular situation that is presented before me and constructs my life from that situation. When faced with such situation I try to listen to inspiring music, read stories of exemplary people who has been through similar situation. I also try not to keep my mind vacant, if I am not doing anything and revolving around the same thought again and again I try to exercise hard to keep unnecessary thoughts away from my mind.
4. What would you do to act as a role model to workers in your department in the management of emotions?
A departmental Manager should set an example for the workers of his/her department. I would try to maintain a friendly relation with all the member of my department. I would try not to show extreme emotion and any point of time. I would prefer to take extra responsibility to develop a sense of responsibility among my colleagues because I have learned from my experience that giving advice often do not impact others as much as actually leading by example does. I would give each employee no matter what post they hold an equal amount of respect. I would try my best to resolve any problem in my department among my colleagues. I will make sure that nobody in my department feels left out. I would give emotional support in case of a conflict among other employees. I will try my best to make two sides to resolve the conflict. I believe if anyone does this the rest of the team will follow the example and try to act likewise. One more thing that I think is most important and most important to demonstrate is to admit one’s own flaw and apologise. I will try my best to apologise in presence of everybody if I feel I have done something wrong.
5. Are you open to feedback from others in relation to your EI? How would you go about getting and using it?
Yes, I am open to getting feedback from my others about emotional intelligence. I will be open to any kind of advice until and unless it is delivered rudely or disrespectfully. Because according to me if someone listens to advice given with disrespect they often become the target of disrespect by others, as a result, one should be open to advice with keeping dignity intact. Sometimes even just out of ego people reject a proposal or advice just after hearing it, even before proper consideration is done in mind. It has happened to me in the past that just out of false ego I have politely rejected an advice just after hearing it without even considering it which I later felt was a wise advice. To deal with this I have made a resolution no to comment affirmatively or negatively just after listening to a proposal. Time should be taken to judge the pros and cons of the advice and should be positively followed if found effective. I will definitely use any advice if I find it effective.
6. How does self-reflection factor into the continual development of your EI?
Self-reflectionis a prominent part in the development of emotional intelligence. A person who reflects on his/her own behaviour is capable of changing it. It is important to realise our own mistake to rectify it. Most people don’t get to realise where they have gone wrong and hence is incapable of bringing about a change. It is important for everyone to put themselves in the other person’s shoes while judging their reaction. Many a time our own behaviour is the reason that others are rude to us or we might have done something to offend others in the first place. If we reflect on our behaviour we will be able to realise those intricate detail. We have to judge our behaviour toward others on the parameter that whether that behaviour if done to us would have seemed just. This age old parameter often helps us to see our fault. Not only is it important to understand our behaviour it is also important to admit our strengths, weaknesses and fears at least to our self, it is very important. If someone else tells us about our fault we are often more busy to justify us but if we could establish our own faults we will be able to bring change in us. That is why it is important to self-reflect on developing our emotional intelligence.
7. How would you respond to a worker who is:
a. Extremely angry:I would listen to the employee closely. It is important to let an angry person know that their outburst is not being ignored. If an angry person is ignored it impacts negatively. If a person is allowed to vent out the anger within they can be easily inspired. It has to be observed that whether the anger is a recurrent issue with the person. If it is then I will advise the person to take anger management classes.
b. Extremely stressed worker:I will try to recognise the stress factors early. It is important to approach a stressed worker. I will take initiative to talk to the person. I will try to comfort the person. If the stress is due to work pressure then I will try to give assistance to the person.
c. Extremely upset worker:I will make sure that a crowd is not surrounded by an extremely upset person. An extremely upset person feels uncomfortable in presence of a crowd. And it is the tendency of people to surround around an extremely upset person and stare. An extremely upset worker can make all the employees upset which can impact the entire level of production. It is important to make sure that the upset worker is isolated and counselled till he/she is back to normal mood.
8.How much knowledge do you have about the cultural expressions of emotions? How would you use that knowledge?
There are 7 emotions that are recognised worldwide, these are called the 7 universal emotions. Each of the emotion can be marked by a certain expression of the face. The seven basic emotions that exist are more or less same for most of the people but there are complex emotions among people. These emotions develop differently in different cultures. This distinctness of the complex according to culture is called the cultural expression of emotion.
This understanding about the difference in cultural expression of emotion can be utilised to understand different employees. Most of the workplaces have a cosmopolitan workforce. Various workers belong to various backgrounds of culture. To manage these people it is important to understand them and understanding each of the employees according to their cultural background it is important to understand the various cultural expression of emotion. Thus the study of the cultural expression of emotion is of vital importance.
9.How would you adapt your leadership style to workers experiencing different emotions?
Leadership is important to get the best production out of the workers of an organisation. Different workers react better to a different style of leadership. It is important to provide them with the right kind of leadership to get the best of them. It is important to take out the best possible from each employee for the profit of the organisation. There are prominently 3 types of leadership autocratic, democratic and leissez faire. The employees with high level of self respect and skill respond well with the democratic or leissez faire way of leadership whereas those employees who have a tendency to slag may respond well to the autocratic style of leadership. A natural leader often adjusts automatically to employees and their nature. Again various moods of an employee may seek for the leader to behave differently. A leader cannot be autocratic or dominating to an employee who is upset or depressed. Such behaviour can have a negative impact. As mentioned before the adjustment of the leadership style is automatic in case of a natural born leader but the rest can practice and adjust to such styles of leadership. Detail understanding of the emotions of the employees has to be understood to make the required adjustment.
10.How would you factor the emotions of workers into decisions that you make?
It is important to adapt to the employees and their emotions. A leader should not be afraid to take a decision in the favour of the company because of the employees. At the same time, a leader should not be insensitive to the needs of the employee. A leader should adapt to the nature of the employees not to please them but to take the best out of them. The employees are the most important part of the organisation and that is the very reason that the employee’s emotion should always be considered before taking a decision. It’s the job of a leader to make a bridge of convenience and communication between the company and the employees. The emotions of the employee have to be considered. If a particular decision is a cause of anger and trouble for the employee either the leader have to modify the decision to the convenience of the employees or make the employee understand the stand of the company and its benefit to the employees or make both the sides compromise to come to an agreement. The negative emotions of the employee impact the business as well and that is the reason it is important to consider the emotions of the employees.
11. How would you provide opportunities for workers to express their feelings and emotions?
Most of the emotions of the employees may it be of anger, frustration; depression can be fought by having a conversation. So it is important to have a conversation with the employees regarding their issues. The person who is the leader or the manager is responsible for problem-solving in a conflict situation. Conflicts arise due to anger, frustration, depression or any other such emotion. As conflict resolution is the job of a manager, the manager should make a conversation with the employees to resolve the conflict. Most of the employees will be satisfied if the proper conversation is made with them also when dealing with unhappy employees it is ideal to isolate the employee and have a conversation with them. Even during a conflict that has arisen due to a group discontent among the employees, it is important for the manager to isolate the few who can be considered the cause of the trouble and then the conversation should be made to resolve the conflict. I would try to maintain a pleasant personality who seems approachable to all. I will also make conversation with all the workers so that they feel comfort to make a conversation with me.
12. How would you make workers aware of how their emotions and behaviours affect others and how would you encourage them to manage their emotions?
There are prominently two methods by which the workers can be made aware of the affect of their emotions and behaviour on others. The first method is to lead by example I will try to maintain a balanced behaviour which will help the employees to work easily with me so that in the case of an uneasy behaviour of others can bring a positive comparison in the minds of the employees which can help them to bring change in their own behaviour positively. The second method is through thought provoking conversation, it is important during the time of conflict between employees to individually make each party aware of the effect of the conflict on the other party and on the office environment. I will also encourage them to behave positively towards others to maintain a balanced environment in the office. Encouragement can be given by verbal communication as well as body language. A culture of positive body language can be developed in the office by setting an example. Some time should be spent by employees among themselves other than the time when they are working. Lunch time can be shared between employees when the conversation can be encouraged to develop friendship among the employees so that the employees become capable of managing their behaviour towards others.
13.What would you do to encourage others to develop their EI?
First of all, it’s important to have a conversation between the employers and the employees about emotional intelligence, its importance and the fact that it can be improved. The employees should be made aware that the manager will try to develop the emotional intelligence through various methods. First of all trainers and motivational speakers can be invited to take sessions to make the employees aware of emotions and their effect on our behaviour in detail, second the emotional intelligence capacity of each of the employees has to be identified, thirdly regular feedback has to be given so that the employees can work on it to excel themselves. Fourthly it is important to have a wider perspective and adopt various strategies to handle the emotions of others; this makes the leader more efficient in his/her job. It is important for a leader to develop their emotional perception which can help the leader to read the emotion of the other employees with more clarity. Fifthly if the above plans don’t help the employees to develop methods to improve the EI of the employees an EI trainer can be employed to train the employees.
14.What would you do to create a positive emotional climate in your department?
I will allot some time each day to develop a positive working atmosphere in my office. If I can sense a negative atmosphere developing in the office I would take immediate action to resolve it. I will make individual discussion with each of the employees. Maintain an approachable personality so that everyone feels comfortable to strike up a conversation with me. I will discuss the office policy with all the employees of the department and take the majority view. If I can sense that there is a general discontent then I will evaluate the justification of the demand, and if the demand seems just and fair I will have a conversation with the reporting authority about the situation and try to solve their problem. If the demand seems unfair then I will try to adopt a conflict resolution technique to resolve the problem. I will encourage positive practices in the workplace among the employees to maintain a positive environment. I will encourage friendship among employees and make sure that employees spend some personal time with each other. That is how positive atmosphere can be created in the workplace.
15.How would you use the strengths of workers to achieve workplace outcomes?
The employees are the wheel of the company. The company runs on them. Efficient employee management is the only way by which a company can run successfully. The more efficiently the company manages its employees, the chances of the development of the company depends on the employees. If the strength of the employee is managed efficiently the company will inevitably be more profited. Employee management is the most complex responsibility given to the manager of the respective departments. There are various problems with the employees that are to be resolved by the managers. The emotional problems are one of the most important things that are to be dealt with the managers. Various emotions of an employee are expressed in the workplace. The origin of the emotions can be due to the conflict in the office or it can originate in the personal life of the employees. This can be dealt by the manager by using various methods to encourage the strength of the workers. It is important to create a positive workplace environment to inspire the employees. An inspired employee gives their best in their work. That is how the strengths of the workers can be used to achieve a positive outcome in the workplace.
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