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management workplace relationship

Do managers need emotional intelligence to manage successfully in the workplace?
 
 
Emotional cognition is important for manager’s successful management
If a manager can recognize their subordinate staff’s emotion, he will create a harmonious working environment, and establish personal credibility. Emotional cognition is the most basic ability of emotional intelligence; it is also called perception skills. Only when you learn how to perceive and understand your emotion and others’ can you achieve a high emotional intelligence, that is to control and express emotions. As a manager, he should attach great importance to their subordinates’ feelings, care about their subordinate, so he needs actively listen to their subordinates and is good at communicating with them. At the same time, the managers need to put themselves in the employees’ place, and care about employees. Relevant leadership theory of the "situation" pointed out: people are willing to follow those whom they think (whether right or not) can satisfy their needs. Therefore, successful leaders are people who can recognize and understand people's needs, and then take action, or make plans to meet their needs. If a leader is amiable, sincere, and gets along well with employees, he can not only create a harmonious interpersonal environment suitable for personal development, but also set up the authority among the staff. Thus it is easy for the leader to improve their influence, and people will obey his command. Managers should not only recognize others’ emotion, but also recognize their own emotions, and then he can further control and express personal emotions. Therefore, when they encounter difficulties and setbacks, they will not be
 
Emotion controlling ability is important for manager’s successful management
Emotion management is the ability to cope with one’s emotional reactions. (VESILE OKTAN, 2011, p.1425-1430) As a manager, he should be good at controlling their own emotions and others’, because that will be helpful for them to resolve emergent problems, and ease the contradiction. A Manager who is not able to control their emotions will not become a good manager. Only when a Manage is good at controlling his emotions, can he successfully solve the problem and deal with stress. It is common for the managers to encounter the situation that the subordinate staff do wrong thing in the process of management. Faced with such situation, some leaders are apt to break into a furious rage, and scold the staff face to face. However, this action will hurt people's self-esteem, and cause their antipathy. At the same time, when other employees witness that, they will become excessively cautious in the later work, thus influencing the full play of their enthusiasm. Now that things have become a fact and the consequence has been irrevocable, it is useless to be angry. There is a better treatment that is to restrain the impulse, and then the manager can criticize people in individual situation, aiming to things not people. Studies show that democratic leadership is more welcome than authoritative leadership. So leaders should not control others with their power and authority, but convince employees with personal charm. Faced with unexpected circumstances and emergent incidents, managers must first keep their mind calm, because panic, irritation and excessive anxiety can affect the next decision and its correctness. Keeping calm is helpful to think clearly, and make the right analysis about the ins and outs of the matter, so that the manager can come up with a solution and remedy in time.
 
Emotion intelligence is important for manager dealing interpersonal relationship
If a manager is good at dealing with interpersonal relationship between the superior and the subordinate, it will help him to enhance team cohesion. Interpersonal relationship is the psychological relationship between people, and a kind of psychological tendency and their corresponding behavior. We can simply regard the ability to handle the interpersonal relationship as the skills to deal with people and things. A good interpersonal relationship can help improve the situation of the group internal unity, and enhance cohesion when managers deal with the employees and the superiors and colleagues. Furthermore, it helps to create a friendly and harmonious atmosphere, enhance people’s morale, and improve the work efficiency. Conversely, bad interpersonal relationship, for example, mutual suspicion and sharp contradiction, will cause person's low spirit and low efficiency. Worse still, it is hard to carry on personal work.
 
Conclusion
In conclusion, the emotional intelligence is a very important factor for the manager’s successful management in the workplace. Emotion is a very complex and subtle psychological state. Emotion management skills involve verbal and spontaneous expression of emotions, the ability to manage emotions and control negative physical reactions, coping, and anger management (Çeçen, 2006, p.101-113).Usually, it is hard to grasp the emotion, but it is possible to recognize and control it for individual, so managers’ self effort is necessary. First of all, everyone should reflect on their emotions to be aware of their emotions, understand their ideas, and make self-evaluation of their emotions periodically. Second, people should dare to face the negative emotions; in addition, people should allow and accept its existence. It is normal to have a bad mood; after all, it is also a kind of effective way of venting. But people should be responsible for their bad mood, they shouldn't let it happen, and evade it. Finally, people should find a way to solve it. Again, faced with the others’ emotions, the managers can put themselves in others’ place to Understand employee's psychological feelings, thus improving their ability to recognize and predicate their staff’s emotions (Shipman et al, 2000, p.47-62). The managers should observe the emotions change of others around, and they shouldn’t let themselves get angry easily, enduring things when it is necessary, the manager should always remember "a little neglect may breed great mischief”. We believe that the managers' emotional intelligence will be improved gradually in the process of conscious training. Finally, managers must be good at summing up the experience of the emotional training
 

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