The paper 'Emotional Intelligence, Content and Process Motivational Theory" is a good example of a business assignment. Emotional Intelligence is the capability to monitor one's individual as well as other persons’ emotions, so as to distinguish between various emotions and label them suitably, and to make use of emotional information in order to guide behaviour and thinking (Goleman, 2009). Why would a recruiter assess EQ amongst job applicants for a customer service role? Because emotional intelligence is a crucial consideration in HR planning and customer service, given that it links powerfully with concepts of spirituality and love: bringing humanity and compassion to work.
It helps the recruiter to understand how the applicant can work together with current workers and be perceived by customers (Goleman, 2009). Discuss at least three ways EQ can be used to improve organisational outcomes. (i) EQ can be used to obtain a clear knowledge of workers strengths and weaknesses devoid of any obstacle; thus helping in addressing problems and future complications. (ii) Effective communication attributed by EQ can help workers and manager clearly express their thoughts and ideas. (iii) Conflict resolution steered by EQ can help leaders to handle conflicts as well as offer resolution. What methods can be used to teach emotional intelligence? EQ can be taught through methods like emotional thought method, training, seminars, workshops, and teams/groups. Question 2 Discuss attribution theory and why it is an important tool for managing goal-oriented organisational behaviours. Attribution theory is based on how people interpret events as well as how this associates with their behaviour and thinking.
Attribution theory is vital for organizations for the reason that it assists managers to comprehend a number of the causes of worker behaviour and may help workers in comprehending their thinking concerning their individual behaviours. What is the fundamental attribution error and what steps can help managers prevent making this error? Fundamental attribution error is the tendency of people to place unwarranted emphasis on internal attributes to give details about another person's behaviour in a certain condition, instead of taking into account external factors.
Steps that can prevent the manager from making this error include; effective performance feedback and understanding the external factors versus the internal factors versus at play. What is the relationship between stress and fundamental attribution error? Working under stressful conditions or being challenged by external stress factors such as family issues makes people start judging others negatively resulting in fundamental attribution error. Question 3 What is the difference between content and process motivational theory? The content theory tries to enlighten certain things that motivate people in different circumstances and it involves identifying the strengths and needs of people.
It is rooted in what motivates people. Process theory, on the other hand, tries to recognize relationships amongst variables that structure motivation; that is, how motivation is sustained and initiated.
It is based on the motivation process (McKenna, 2000). Describe Herzberg’ s two-factor theory and Maslow’ s theory of needs. Herzberg’ s two-factor theory states that there are particular factors in the place of work that result in job satisfaction, whereas a different set of factors bring about dissatisfaction. Maslow's hierarchy of needs theory states that every person has a pyramid hierarchy of needs, which he/she will satisfy from bottom to top.
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