The paper "Use of Emotional Intelligence Results in Management" is a meaningful example of a term paper on management. Emotional intelligence may be described as a person’s ability to analyze and understand his emotions as well as the emotions of others around him. A person with high EQ is able to easily understand why a person has been behaving in a particular way. Companies around the world are considering managers with high EQ to be much more valuable than a person with high IQ as he is able to lead a team better than the latter. In the following points, I analyze how my results in the emotional intelligence assessment will help me improve as a manager. (Goleman, 2006)
I can fathom from my scores in the EQ test that whenever two persons around me have a difference of opinion; I try and emphasize with both of them. I also try to find a common ground between them upon which they can agree. If as a manager I am able to ensure that their differences are ironed out, they will be able to work better. From my results of the score, I can easily guess that I will prove to be a good manager whenever there is a conflict of interest in my team. (Gerald Matthews, 2004)
Breaking the Ice in a new team
A manager should be able to break the ice between his team members. The responsibility of making everyone comfortable with the work environment is the responsibility of everyone in the team but a manager is responsible most for it. I can deduce from my results that I am good in this aspect of managerial behavior; whenever there is a new team I try to make every person in the team at ease. I compliment them and make them feel good about themselves. This sets a strong foundation for further team-building and a proper work environment.
When I compare my assessment scores with the scores that were given to me by my friend I find that my assessment is not much different from the assessment that he had made of me. This coincidence of perceptions is a very important point. This proves that I am aware of what my strengths and weaknesses are the people who are not aware of the same can hardly improve as he is living in an imaginary world. A manager should be fully aware of his strengths and weaknesses before he tries to understand his team’s. This is a point where I would be able to succeed easily.
Calm and cool demeanor in crisis
From my assessment, I deduce that I have a lot of anger problems. I usually do not anger from everyone easily. If a person is shouting at me or reprimanding me; he is likely to get it back in return. This is an area I need to work upon and improve. A manager who looks nervous in the face of an approaching deadline might not be able to motivate his team. If I become angry at each and every situation my team will be hesitant to approach me in the case of any problems. As a leader of the team, it is my responsibility to show the strength of character and calmness even in the most difficult of situations.
I do not like anyone to interfere with my work. I like to take decisions unilaterally if I feel that they are important ones. This is an attitude that I would like to improve. This not only blocks away important information that might come from other opinions but it will also alienate my team members and they would not like to help me if a crisis arises.
Differences between the two Assessments
The difference between my assessment and that done by my friend were there but the good point is that these differences were minimal. We both ranked me in the bottom quartile. Here I will discuss some points of differences between our assessments and try to analyze why the differences came.
I believe that I take a unilateral decision and do not consult others. My friend, on the other hand, tells me that I do hear out everyone’s opinion before I take any decision. However, I feel that I might be hearing to what others have to say but do not really listen to anything that they say. There is a great difference between hearing them out and listening to them. This difference of perception may have arisen due to the fact that even though I do not consider their opinions but possibly my body language conveys that I am giving them due importance in the matter.
I believe that I try to solve quarrel between two people by asking them to come to a common point of agreement. However, my friend differs sharply from me in this assessment. He says that I try to incite fights between them and end up making matters worse. Perhaps my efforts at reconciliation are very bad and I give the impression to them that I am increasing the differences between them. I need to work on this as good intentions usually come to naught if they are interpreted wrongly by people around you.
I believe that I really get very nervous in a difficult situation but I was pleasantly surprised by what my friend had to say in this regard. He claims that I give my 100% in a difficult situation and infarct I perform remarkably. I think that I have taken a poor view of myself in this regard and difference of perceptions arises due to my lack of confidence due to nervousness which makes me believe that I am choking.
Tolerance of Ambiguity
My tolerance for ambiguity scores lies in the bottom quartile. Tolerance of ambiguity scores indicates a person’s ability to handle ambiguous information in an impartial way. My scores are very low in this regard; I think that I either need to increase my tolerance for ambiguity substantially or I need to stay clear of managerial positions. If these scores only are taken into account than I am certainly a person who does not like to deal with any kind of uncertainty and thus I will be more comfortable in jobs which are monotonous or which follow a routine pattern. Clerical jobs, statistical entry jobs will be the ones best suited for me as ambiguity in these jobs is really low. I think that I will also be able to perform well in supervisory roles in the manufacturing sector or the service sector. These positions usually are provided with a fixed set of rules that they have to follow religiously in order to complete the work. This certainly reduces the ambiguity factor in these factors considerable and these jobs will be best suited for me.
Locus of Control
Locus of control describes an individual’s sense of empowerment. (Phares, 1973) A high score in the locus of control indicates that your locus of control is internal whereas a low score indicates that it is external. I always thought that my locus of control was internal. This belief of mine has been proved right by the scores that I have received from this test. The test results clearly indicate that my locus of control is internal and I like to take charge of the situation rather than blaming others for what has been going wrong. This is a very desirable quality in a manager. This quality of mine will make me a very valuable resource in difficult situations when there are constraints on the team which are not directly concerned with them.