Proposal on professional growth

The emotional building blocks that constitute the base of intelligence capability determine a person's level of emotional intelligence (Sallie-Dosunmu, 2016). Because they aim to ensure an increase in job happiness, emotional intelligence blocks substantially influence management's capacity to manage personnel. Emotional self-awareness, self-perception, leadership, self-actualization, and self-regard are the fundamental components of emotional intelligence.
The ability to recognize one's emotions and how they influence those around one is known as emotional self-awareness. Contrarily, self-regard refers to a person's capacity to embrace both their talents and weaknesses. Self-actualization refers to a person's capacity for self-improvement and awareness to pursue important goals and objectives (Sallie-Dosunmu, 2016). Leadership and self-perception refer to individuals' abilities to understand their leadership capabilities and their self-image. The emotional building blocks discussed above are essential to the employees, management and the organization in general.

Motivation Tools

Positive reinforcement: is a motivation tool that rewards employees who perform excellently or those who do something good (Sallie-Dosunmu, 2016). The tool can also use positive reinforcement whenever a group of employees are allocated tasks and management aims to encourage competition among the staff (Seethi, 2014). A good example of the positive reinforcement is rewarding of employees with bonuses after completing specific tasks.

Negative reinforcement, on the other hand, refers to the penalty or punishment to an employee for doing something poorly or for not accomplishing assigned tasks (Seethi, 2014). This motivation tool can be used by management on employees who are reluctant to carry out their compulsory duties or on employees who are performing poorly in their tasks (Sallie-Dosunmu, 2016). Employees who break company’s policies, regulations and policies should also be subjected to negative reinforcement.

Emotional Intelligence, Decision Making, and Social Skills

According to emotional intelligence, social skills refer to the ability to handle effectively and influence emotions of other people. The key concepts of emotional intelligence are instrumental in enhancing social skills of management. They could be used to improve decision making the efficiency of management (Sallie-Dosunmu, 2016). The social skills are crucial for management, employees and the organization in general as through them; the performance is improved. The following are the social skills that are necessary for management and any leader in the organization: influencing and persuasion skills, rapport skills, team-working skills, communication skills and conflict management skills.

Communication skills are important in the management of any organization because, without the skills, the passing of information to employees by managers becomes a problem. It is crucial that management communicate effectively with the employees to avoid any mix-up and facilitate employee efficiency.

Influencing and persuasion skills are equally important regarding organization progress because the skills ensure that things are done in the right way and at the right time (Crawshaw et al., 2017). Management may utilize these skills to convince directors or other managers to make decisions and lay down strategies that benefit the organization. Persuasion skills are also important in influencing employees to carry out their tasks excellently and diligently.

Rapport skills among management should also be enhanced because it is mandatory for management to build relations and bonds with the staff. The strong work relations and bonds guarantee high performance of workers in the Company thus making the organization successful (Crawshaw et al., 2017).

Team-working skills likewise are crucial for any organization. The effectiveness of good work relationship and cooperation depends on how effective the organization embraces teamwork (Corey, 2016). It is through teamwork that managers and employees can work effectively for the attainment of organization goals.

Effective Teams

Having an effective team is one of the most important successes of management; however, it is not an easy thing to achieve. It is not easy to achieve because there are numerous building blocks that form the dynamics of an effective team in an organization. The following are team dynamics and building blocks of an effective team; appropriate leadership, clear objectives, cooperation, effective communication and individual development. All the above aspects are essential for coming up with an effective team. In terms of coming up with clear objectives for an effective team, there must be a mutual agreement between the team leader and team members (Corey, 2016). It is also important for the entire team to understand team objectives in totality. Likewise, team members must be creative enough with ideas on how to positively take part in the achievement of team goals.

Effective team performance requires an appropriate leadership that instills a sense of confidence in the team. Members of the team must be satisfied that their leaders are competent enough to fulfill their obligations.

Effective communication cannot be underestimated in a team. Productive and effective communication should exist among the team members and also top-down (Corey, 2016). In case of task allocations and any meetings, clear communication should be there, so that team members do not miss such important aspects of the organization.

Balanced responsibilities equally contribute to the effectiveness of the team. A team is comprised of numerous members where each member has a special set of skills that give them the ability to carry out specific roles better than other team members. The diversity of team members should be tapped and utilized effectively where each member is assigned certain roles where they are best at (Crawshaw et al., 2017). This is similar to specialization where the allocation of tasks is done based on someone's skill set. In a team, there is need to have a balance in such a way that all employees work equally, and no one feels overworked or overlooked.

Reward System

An efficient reward system plays an important role in ensuring that the organization performs. An organization that has an effective reward system motivates team members in a greater manner which in turn promotes employee effectiveness and the organization at large. A motivated labor force translates an organization in a greater way because it makes employees to work harder which results in increased productivity.

Incorporation of both positive and negative reinforcements is necessary for a good reward system. However, management of the organization should emphasize positive reinforcement because such a motivation tool does not make employees feel that they are pressured to perform. Positive reinforcement made employees feel important and appreciated in the organization. Both intrinsic and extrinsic rewards should be incorporated in the reward system where intrinsic ones are the inner rewards that individuals offer themselves and they are normally driven by individual interests. Extrinsic rewards, on the other hand, are tangible things that are given when one individual feels like the other person did an excellent job.

Extrinsic rewards are the commonly used because they are easily administered, and they can be applied indiscriminately to all the employees of the company that possesses different skills. The most common and efficient reward systems that can be adopted by an organization are the gold star and bonus reward systems. Management of the organization can choose to use one of the two systems, or they can use a hybrid of the two depending on their financial capabilities.

Executive Summary

Emotional intelligence, motivation, social skills and decision making, effective team building and effective reward system are important factors that can improve the performance of an organization. A motivated workforce is crucial for any organization, and therefore management, should always strive to infuse attributes of emotional intelligence into the workforce. The aforementioned attributes include but not limited to emotional self-awareness, self-actualization, self-regard, leadership, and self-perception.

Social skills are important for managers because they help in decision making. The skills are also crucial for the positive influence of workers by management. Communication skills, team-working skills, rapport skills, conflict management skills influencing and persuasion skills are some of the key social skills that management is required to possess. It is also important to note that effective teams are the steering factor of any organization and therefore the Company should build effective teams. Building blocks of effective teams are effective communication, balanced communication and cooperation and more so trustworthy leaders. Lastly, the organization should come up with an efficient and strong reward system to help in employee motivation. The firm improves when workers perform better due to increased motivation.

References

Corey, D. (2016). Effective HR communication: A framework for communicating HR programmes with impact. London: Kogan Page.

Crawshaw, J., Budhwar, P., & Davis, A. (Eds.). (2017). Human resource management: strategic and international perspectives. London: Sage.

Sallie-Dosunmu, M. (2016). Using emotional intelligence in the workplace. Career Development, 33(1612), 1-20.

Seethi, M. (2014) Positive vs. negative reinforcement: Which is more effective? Pavlok. Retrieved from https://pavlok.com/blog/positive-vs-negative-reinforcement-which-is-more-effective/