emotional intelligence ,cultural intelligence and diversity

SUBJECT NAME :- Emotional Intelligence, Cultural Intelligence and Diversity

ASSESMENT TITLE :- INDIVIDUAL REFLECTION 1

SUBJECT CODE :- MBA 502

STUDENT NAME :- SAI PRANEETH.N

STUDENT ID :- 136548

SCHOOL :- KAPLAN BUSINESS SCHOOL

Emotional Intelligence, Cultural Intelligence and Diversity reflection 1

The initial workshop introduces us to the aspect of globalization and ourselves as individual. Globalization refers to the process of integration of technologies, economies and knowledge as a whole without consideration of borders. There are different impacts that globalization has. In as far as ICT is concerned, the development of technology has ensured that there is the unlimited sharing of information and practices over media platforms that has enabled the successful and cheap acquisition of knowledge and practices. This has also resulted in the diversified knowledge from different locations in the whole world.

Economic globalization is a s a result of the integration of markets from the whole world. With products and service lines being traded in different parts of the world, most of the businesses have developed to a larger scale with even small firms being in a position to compete at an internationals scale. Also, with the development In transport systems, the products have been able to reach wider foreign markets and thus resulting in the increased profit. With this, comes the process of multicultural diversity. Because these businesses and educational systems are sought after, there will be the immigration into and migration from foreign countries either by business people, students or expatriates.

All of these people come from different places and different cultures. This thus results in integration of different cultures in the workplace and overall marketplace. The result of this is the introduction of a new concept called global citizens. These are the people who view themselves as belonging to the world and encouraging globalization. The aspect of globalization is important to us in the business world because the integration of people from different cultures with their different practices calls for the understanding of how to operate with such people and how to operate effectively in such environments to ensure that the overall goals of the business have been met.

With the understanding of this, comes the understanding of the need for emotional and cultural intelligence. Business managers and employees alike require emotional intelligence to deal with the4 day to day activities in the work place. Emotional intelligence entails the process of understanding the emotions of oneself and that of others and their resulting influence on the business. In the case that one is aware of how emotions can affect them and their colleagues, they are in a position to either correct the emotion or deal with it accordingly.

Also, cultural intelligence refers to the ability to operate efficiently under different cultural contexts. This mostly applies to managers and expatriates. Because different cultures have different practices altogether, it is required that one is in a position to know what, when and how effectively to carry themselves out in management duties with colleagues and subordinates from different cultures and thus ensure that the business goals are met and the maximum output from the business is achieved. Cultural intelligence could range from metacognitive, cognitive, behavioral and emotional intelligence.

Understanding emotional intelligence is much more deeply responsible for the success of a business and the completion of tasks in the workforce both for the employee and the managers. Self-awareness in as much as emotions are concerned refers to being aware of your feelings and how it affects your wok. This is because feelings affect the work performance. It has been found that happiness can result into good performance, and poor performance is as a result of negative attitudes. This gives a significance on the need for emotional self-awareness. The positive affect explains how positive attitudes and feelings affect the performance in the workplace. It could result in motivation and thus a positive effect or make other people take advantage of the situation and result in not being in a position to recognize mistakes or avoid conflicts and thus negatively impact the work.

On the other hand, the negative affect results into things like paranoia, contempt, mistrust and fear. This will result in a negative effect in the workplace a s a result of low productivity by could also have positive impact like few errors in the work place resulting from the fear of consequences that follow. Because of mistrust, there will also be instances of less gullibility. All of these and many others are examples of how a negative affect could have a positive effect in the workplace.

Intrinsic motivation is the motivation that comes from within to compel one to be in a position to be the best version of themselves in the work they do. The potential causes of this include curiosity, challenge, cooperation, recognition, control, fantasy and competition. Because of either of these reasons, the internal motivation is one of the leading reasons for successful work execution. With the emotional intelligence, one is better position ed to understand themselves and thus be in a position to improve on their work behavior for the better.

Leaders are supposed to be emotionally intelligent in order to successfully manage the workforce. Attitudes, emotions and behavior of leaders determine the success of the workforce. This is in the sense that, emotions result in the formation of attitudes towards a person, an object or an event. The resulting consequence of an attitude is a behavior. In the case of positive attitudes, there will be good behavior in terms of work and the converse is trust. The leaders thus have the responsibility to ensure that their actions and their emotions are those which ensure that the workplace is geared towards success.

Leaders who are emotionally competent have self-awareness, they regulate themselves emotionally, have empathy, have social skills and provide motivation to the workforce. These traits ensure that the workforce is better positioned to work towards success. On the other hand, emotionally toxic leaders intentionally hurt subordinates, they are incompetent in the management, exhibit infidelity, insensitivity and intrusion. The organization could also be emotionally toxic in institutional forms and inevitable policies. The understanding of these emotional toxicity ensures that managers are better positioned to provide solutions to mitigate them when they show up or avoid going in that direction. This is because it will result in low productivity in the workforce.

The running and the execution of business requires a full understanding of human behavior because human beings are the major agents in the business execution process. With a better understanding of oneself and other human agents in the business, a manager is better positioned to manage the workforce to ensure maximum output in the business. Because of the diverse workforce brought about by globalization, there are people from different diversities all with different practices and styles of living and behavior. Emotional intelligence and cultural intelligence are very crucial in the management of human agents in the workforce.

To begin with, one of the tenants of conscious capitalism is the Stakeholder orientation. Emotional intelligence plays a very major role in ensuring the satisfaction of all of the stakeholders in the business (Anderson, 2015). A business which is more oriented towards serving the stakeholders and fulfilling their needs, including that of the employees, the shareholders, vendors and customers will be much better positioned to gain maximum profitability from the business.

With emotional intelligence, the first thing that will be important as a leader is self-awareness. Self-awareness has a wide scope of range from self-knowledge to emotional stability. Self-knowledge refers to the knowledge of one’s personality and also the knowledge of how others perceive one. Emotional self-awareness refers to the knowledge of how one’s emotions affect themselves and others. When a manager is self-aware of themselves, both through perspective of themselves and others and emotionally, they are better positioned in both interpersonal and intrapersonal relationships. Through the exploration of one’s strengths and weakness, and consideration of both positive and negative affect, one knows the best way to deal with their emotions and also build relationships with others.

Managers who are aware of themselves and the impact of their emotions will at all times work to ensure that they direct their emotions in such a way that the workforce and the stakeholders build trust in them, and put maximum input in their work. Also, through social awareness, the leaders will be better positioned to serve the needs of their customers. With emotional competence, leaders are better positioned to have empathy on the employees, build better social relationships with them and motivate them regularly. Through self-regulation, they are in a position to know how to act before their employees under different situations and thus elicit positive reactions from them. with great emotional intelligence, the management of all stakeholders will be in place to ensure that the business is stakeholder oriented and thus result in better profit gains.

Considering a Higher Purpose, a business that is more than just making profits serves more needs of all its stakeholders and is more geared towards success (Anderson, 2015). Emotional and cultural competence and intelligence among leaders and employees also play a crucial role in ensuring that the business serves a higher purpose. Leaders who have cultural intelligence have the advantage of being in a position to work from different cultural contexts to maintain the best practices and reach business goals. in the case where globalization has resulted into global identities, leaders who are in a position to operate in different cultural contexts will serve a greater purpose by tending to needs of all their stakeholders in the business without not focusing entirely on the profit. Which works to instill loyalty among the stakeholders towards this type of leadership that in turn makes the business very successful.

Emotional intelligence comes in in the management of the workforce which is consistent of diverse cultures. With emotional competence among leaders, they are better positioned to ensure that they meet the needs of the employees right from recruitment. Through the understanding of the different forms of intelligence, employees can be recruited in areas that best suit their areas of intelligence without discrimination. Through emotional intelligence, the leaders get a better understanding of how both their emotions and those of their subordinates will affect the goals of the business. To serve a greater purpose, the managers may be in a position to empathize with the employees through understanding of their needs. They will instill trust by positively building special relationships with their employees and ensure that they constantly motivate them in the work place. The result of this is a workplace where all the employees are better treated and the output of the organization is one which focuses not only on achieving profits but also to tend to the needs of all their stakeholders.

To move from an old ideology to a new one requires in depth thinking. For emotionally competent leaders, when in the process of for example, of implementing new structures in the organization, they will be considerate of all other employees while making decisions. During the first step of the U theory, while suspending, the leader will observe the critical actions ion the company. this will also include listening to their employees for their needs and noting down those that need to be addressed (Sobejano, n.d.). An emotionally competent leader will make sure that are concerned with the development of other colleagues who are subordinates. They will undergo this process of suspending while considering this in mind.

After the process, while coming up with a new idea and prototyping, an emotionally intelligent leader still considers the colleagues (Sobejano, n.d.). Through this process of experimentation, the leader will ensure not to instigate emotional toxicity of any kind. Through the process of building intrapersonal relationships with the workforce employees, the leader might have to reconsider changes in the case that they are affecting the employees in one way or another. Through this process, they are able to gain the trust of their employees thus building a work force which is geared towards achieving business goals. in the process of institutionalizing the ideas also, the leader who is self-aware of themselves takes into account their strengths and weaknesses and they seek to furnish their strengths while at the same time taking note of their weaknesses and accepting them (Sobejano, n.d.). They thus create confidence among themselves and their subordinates.

References

Anderson R. M. (2015) The 4 Principles of 'Conscious Capitalism'. Entrepreneur. Retrieved from https://www.entrepreneur.com/article/246478

Sobejano J (n.d.) Design Thinking and the U Theory. Inno Driven. Retrieved from https://innodriven.com/design-thinking-and-the-u-theory/