The paper "Intrapersonal and Interpersonal Effectiveness" is a perfect example of business coursework. For an organization to meet its objectives, it is significant for it to have employees who are well skilled as well as experienced. It is advisable for the organization to plan on training as well as seminars for their employees in order to advance their knowledge and skills they have on learning or working in an organization. This report discusses in detail the interpersonal and intrapersonal that is required of an individual in an organization. The realization of organization effectiveness starts with the self-realization of the intrapersonal effectiveness.
This is a chance whereby one should understand oneself in order to meet the organizational needs. This is about knowing oneself in terms of goals, biases, weaknesses, strength and skills such as time and stress management. On the other hand, interpersonal effectiveness is termed as the ability for an individual to maintain positive working relations in an organization. This is got through an individual clarifying the importance of interaction and being specific on it. Additionally, identifying what should be done in order to get the needed results is as well important.
The paper outlines the intrapersonal and interpersonal skills, emotional intelligence, Big Five, strength and weaknesses and future actions. 2.0 Intrapersonal effectiveness The first thing in realizing organization effectiveness begins with self-realization through intrapersonal effectiveness, the chance to evaluate what one has and what one needs in order to meet organizational needs. Intrapersonal effectiveness is about understanding oneself in terms of goals, weaknesses, biases, strength, and style and having skills such as stress and time management (Noruzi & Rahimi, 2010). 2.1 Theory One's motivation, personality, preferences and understanding one's judgment, interactions and decisions with other people in the organization will help the organization to be effective.
The ability to know one's feelings and the impact of the feelings on one's behavior will improve intrapersonal effectiveness by having self-awareness. This is the starting point of effectiveness at work at the workplace. This awareness will help one to know me in relating to others in the organization, to come up with a sound improvement program and implement it, set appropriate organizational goals and future of the organization, will help develop a relationship with others in the organization, understand the diversity value in the organization, will aid to manage the others effectively as well as help increase productivity for the whole organization.
With the self-awareness, one will be able to contribute organizational wise as (Brown, 2001) puts it. This intrapersonal effectiveness is therefore very important as far as organizational effectiveness is concerned. Conflicts in the organization are avoided if the workers have self-awareness, this is important to managers as they can be able to relate with co-workers and solve problems (conflict) among them.
One’ s own behavior can only be controlled by that person only. Realizing oneself, therefore, becomes very important (Noruzi & Rahimi, 2010). 2.2 Emotional intelligence This is a social intelligence which involves the ability to monitor one and other people feelings as well as their emotions. Taking control of emotions and organizational awareness at the workplace to avoid conflicts and doing the wrong things. Emotional intelligence helps workers in an organization to avoid discrimination and guide them on their thinking and acting as (Dhaliwal, 2010) explains.
The diversity of workers enables the smooth running of an organization. Good workers relation in the organization will ensure effectiveness by coordination of activities between different departments. Emotional intelligence is the foundation of workers in an organization builds their careers. When workers understand their emotions, they maximize their strength while at the same point improving their predicaments, this is, however, more important to managers in an organization. (McGroniss, 2010). My MEIS score of three (3) shows that I have contributed averagely to the organisation. The room for more contribution remains as seen in the score, some of my group members have scored four and five meaning that I can contribute more.
My contribution has been rated to be above the average of the group.
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Dhaliwal, D. j. (2010). Emotional inteligemce and introduction to intrapersonal effectiveness. New Yolk: jag dhaliwal.
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