Emotional Intelligence And Motivationprogram Proposalgregory G Finney ✓ Solved

Emotional Intelligence and Motivation Program Proposal Gregory G. Finney BUS520 Dr. Wanda Tillman August 11. 2018 Emotional Intelligence and Proposal 1) Emotional Intelligence (EI) and Motivations a) EI building blocks and its impact on management’s ability to enhance employee performance and job satisfaction The building blocks of Self-Management and Relationship Management will provide an effect on middle and upper management’s ability to improve employee performance and job satisfaction within American Airlines. Setting the role and practice of Emotional Intelligence within American Airlines will foster teamwork and strengthen the interpersonal relationships among management and employee.

At American Airlines, enhancement of communication is key to increasing employee performance and motivation. Communication must flow uninterrupted from top to bottom for employee transparency. If a sound mode of communication exists between employee and manager; self-management is plausible (David Strut & Todd Norstorm, 2015). Each employee must understand the importance of teamwork to make the “cog†of American Airlines run smoothly. The benefit of collaboration will not only be relational to management but foundational for employees to understand the motivating factor behind self-management.

Emotional intelligence building blocks stimulate employee motivation thereby allowing management to evaluate job performance and satisfaction. In American Airlines, job satisfaction will become possible when the interpersonal relationship between the management and the employees are strengthened; which occurs through relationship management. This will include several areas where employee performance for the Airlines company will be related with the emotional intelligence. b) Positive or negative reinforcement to influence the members of the organization Maslow’s motivation theory focuses on people needing to be motivated to meet the desired outcomes. The main issue in American Airlines is the lack of importance regarding employee needs.

There is a communication gap present and the interpersonal skills are lagging for the Airlines company. There is a concern with the present application of teamwork within American Airlines. If positive reinforcement is made to influence the employees of the American Airlines then it would help in resolving the issues (Investment News, 2013). For example, the annual reward and recognition system is based on employee motivation will assist in portraying employee worth and provide a solution to eliminated or curtail the negativisms within the company. When every individual basic need is met by American Airlines then it would not only increase the performance but also strengthen the determination for the future aspects of the company.

The reinforcement will bring a much-needed change to the corporate structure. This managerial style will be implemented where policies and work culture will be linked with the concepts of teamwork, while simultaneously enhancing the company’s communication level. This is an integral part of the motivational theory (Rezvani, et al., 2016). The annual reward and recognition system are fundamental elements which would provide a solution to the American Airlines. For example, when groups of people are appraised for their activities, their job satisfaction and performance increases align with the company’s objectives and exercising the importance of reinforcement.

2. EI and Social Skills and Decision Making a) Core concepts of emotional The social skills and decision-making efficiency are linked with the basic understanding of emotional intelligence. Emotional intelligence has a broader role for the social skills and decision-making efficiency for the management team (Joseph, Jin, Newman, & O'boyle, 2015). The concept of social skills in emotional intelligence corresponds towards the areas where people have a common ground. This helps to manage the relationships and build networks.

Emotional intelligence supports the communication and leadership influence. Emotional Intelligence enhances social skills for the management team of American Airlines. If the interpersonal skills are good, then it will reinforce employees to listen and respond appropriately towards their leaders. The decision for different conflicts in the company will also be affected by the concept of common ground. It will consider the role of emotion in influencing the leadership (Asare, 2016).

The central area is how American Airlines distinguishes the proactive and perceptive nature. If this concept is understood for the efficiency of the management team, then American Airlines would look to foster teamwork and improve the communication amongst employees. If the same grounds are established for both areas within the company, then the decision will be related to emotional maturity. Their efficiency will be more significant in solving the issues related to performance as well as the overall morale within the company. 3) Effective Teams The core attributes of an effective team must have a clear vision of the company’s goal.

The leader of the team must be inspiring. The leader of the team must possess a constructive communication style and this style should appreciate the work of each person on equal grounds (McCleskey, 2014). An effective workforce is built when the communication level of all persons is present at a competitive level. American Airlines will only have an effective team if the interpersonal relationship is developed between management and employees and appreciation for all employees is present. An important strategy in developing team dynamics will be the fostering of teamwork for the employees of American Airlines.

This will provide objectives for the company and measurable performance levels. The expression of desires in a free environment by employees of the company will aid in fostering team dynamics. If the leaders appreciate the work of each employee, it will play an important factor in the development of team dynamics. A successful team is a major attribute of a successful organization. American Airlines will need a similar strategy to benefit from its performance.

At present there is an issue in developing teamwork; also, interpersonal relationships need to be strengthened. This is due to a lack of effective communication between management and employee. If the core attributes of an effective team are understood, then it will benefit not only the managers but also the teams which are working within the organization. 4)Reward Systems The process of creating a reward system will be based on the present activities of the Airlines company. The reward system will be made by surveying the persons who have shown excellent performance for the Airlines company.

American Airlines company will analyze the expectation from its workers. In the same way, the people who deliver for the required expectation will be sorted out and reviewed promptly (Hahn & Truman, 2015). Then the list of rewards will be managed and determined for each employee offering pay incentives for employees meeting the outlined criteria. While bonuses and promotions will be a part of the reward system, this system will acknowledge the achievement of employees allowing their performance to be more recognized and self-rewarding. This reward system will promote the objective of raising the motivation of the company’s employees.

This will also influence their behavior because the paychecks and bonus offer will account for the appreciation of people in the organization (Investment News, 2013). America Airlines company will resolve the issue of workforce performance with the help of this reward system. One of the strategies to incorporate the motivation of employees is providing rewards for performance. The reward system will motivate the workforce to perform their duties to achieve recognition extrinsically from management yet self-rewarding intrinsically for their performance. Another tool will be related to behavior as good behavior in the organization will also be rewarded with more benefits to include allowances and facilitation rewards. (Asare, 2016).

The strategy of increasing the motivation through the reward system will benefit American Airlines. When companies start to invest in their employees only then can it be considered as a future investment as well as an increase in the quality of service. The main advantage of increased employee motivation is increased company productivity. The strategy of increasing the communication level and interpersonal skills are targeted for the internal environment of the organization. If this environment is good for employees, it will provide a better result for the airline company (David Strut & Todd Norstorm, 2015).

Employers will have a strong motivation towards the targets, and the company will stand to benefit from the reward system, and the company will have a chance to raise the level of commitment and trust amongst its employees. The higher workloads and pressure will be managed through the concept of emotional intelligence and will provide better ideas on how to motivate the company’s workforce. Through the motivation of its people will allow American Airlines to resolve the issues of management as well as the internal relations (David Strut & Todd Norstorm, 2015). Sources 1. David Strut & Todd Norstorm. (2015, October 29).

Forbes. Retrieved from Forbes: 2. Investment News. (2013, September 8). Investment News. Retrieved from Investment News: 3.

Rezvani, A., Chang, A., Wiewiora, A., Ashkanasy, N. M., Jordan, P. J., & Zolin, R. (2016). Manager emotional intelligence and project success: The mediating role of job satisfaction and trust. International Journal of Project Management, .

4. Joseph, D. L., Jin, J., Newman, D. A., & O'boyle, E. H. (2015).

Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI. Journal of Applied Psychology, 298. 5. Asare, J. (2016).

Emotional Intelligence as an Essential Factor for the Successful Management and Financial Administration of Projects and Programs. American Journal of Industrial and Business Management, 418. 6. McCleskey, J. (2014). Emotional intelligence and leadership: A review of the progress, controversy, and criticism.

International Journal of Organizational Analysis, 76-93. 7. Hahn, R. A., & Truman, B. I. (2015).

Education improves public health and promotes health equity. International Journal of Health Services, . 2 adamjknowles Text Box ASSIGNMENT 3 POWER, POLITICS, AND CULTURE Due Week 9: 240 points In business, power and politics greatly influence an organizational culture in turn hinder organizational productivity. In your role as consultant you observed power and politics influence on the corporate culture. INSTRUCTIONS Create a double-spaced 5 to 7 page report that addresses the following: 1) Influence of Politics and Power • Explain how politics and power-play may have influenced the organization’s culture.

2) Sources of Power • Explore the sources of power and describe how management could use this influence to benefit your department and improve organizational performance. 3) Leadership Behavior and Culture • Make recommendations that support how the study of power and politics could influence leadership behavior and improve the organization’s culture. 4) Leadership Influence • Discuss the importance and complexity of leadership behavior. How does it influence organizational structure and performance? 5) References and Citations • Provide at least 2 quality resources. • In-text citations are required when paraphrasing or quoting another source.

6) Formatting and Writing Standards • Formatting and writing standards are part of your grade. Align your formatting to the Strayer Writing Standards. *Grading for this assignment will be based on the following criteria and evaluation standards: POINTS: 240 ASSIGNMENT 3: POWER, POLITICS, AND CULTURE Criteria Exemplary 100% - A Proficient 85% - B Fair 75% - C Unacceptable 0% - F 1. Influence of Politics and Power Weight: 20% Completely explains how politics and power-play may have influenced the organization’s culture. Accurately identifies the core issues and strongly connects them to the impact on culture. The explanation is well-supported by research.

Satisfactorily explains how politics and power-play may have influenced the organization’s culture. Identifies some core issues and connects them to the impact on the culture. The explanation uses research support. Partially explains how politics and power-play may have influenced the organization’s culture. Identifies some issues but does not fully explore them or make a strong connection to their impact.

Uses little research support. Does not explain how politics and power-play may have influenced the organization’s culture. 2. Sources of Power Weight: 20% Completely identifies the sources of power and describes how management could use this influence to enhance organizational performance. Uses relevant key concepts and makes valid connections to enhanced performance that are well-supported by research.

Satisfactorily identifies the sources of power and describes how management could use this influence to enhance organizational performance. Most key concepts are accurately identified and there is a connection to enhanced performance with research support. Partially identifies the sources of power and describes how management could use this influence to enhance organizational performance. Not all key concepts are identified and there is a loose connection to performance. There is little research support.

Does not identify the sources of power or describe how management could use this influence to enhance organizational performance. There is no reference to research. 3. Leadership Behavior and Culture Weight 25% Provides excellent recommendations as to how the study of power and politics could influence leadership behavior and impact the organization’s culture. Recommendations are credible and relevant with a strong connection to the impact on culture backed by well-supported research.

Satisfactorily recommends how the study of power and politics could influence leadership behavior and impact the organization’s culture. Recommenda- tions are clear and mostly realistic; there is a connection to the impact on culture. Research support is evident. Partially recommends how the study of power and politics could influence leadership behavior and impact the organization’s culture, but the recommendations are unclear or unrealistic. There is no clear connection to the impact on culture.

There is little or no research support. Does not recommend how the study of power and politics could influence leadership behavior and impact the organization’s culture. There is no reference to research. 4. Leadership Influence Weight 20% Thoroughly discusses how the importance and complexity of leadership behavior influences organizational structure and performance.

Relevant key concepts are presented with strong research support. Satisfactorily discusses how the importance and complexity of leadership behavior influences organizational structure and performance. Most key concepts are presented with research support. Partially discusses how the importance and complexity of leadership behavior influences organizational structure and performance. Some key concepts are missing and there is little or no research support.

Does not discuss how the importance and complexity of leadership behavior influences organizational structure and performance. There is no reference to research. 5. Reference minimums; Reference quality Weight 5% Meets or exceeds number of required references; all references high quality choices. Meets number of required references; some references may be poor quality choices.

Does not meet the required number of references; some references may be poor quality choices. No references provided or all references poor quality choices. 6. Follows writing standards; Meets page minimums Weight 10% Followed all writing standards. Met page minimums.

Followed most writing standards. Met page minimums. Followed few writing standards. May not have met page minimums. Followed few to no writing standards.

Did not meet page minimums. 1) Influence of Politics and Power 2) Sources of Power 3) Leadership Behavior and Culture 4) Leadership Influence 5) References and Citations 6) Formatting and Writing Standards

Paper for above instructions

Introduction

Power dynamics and political behavior within organizations significantly influence their cultures, shaping interpersonal relationships, employee motivation, and overall performance. In the following report, I will explain how power and politics impact organizational culture, explore sources of power that management may exploit to boost performance, and provide recommendations for optimizing leadership behavior through an understanding of power dynamics. Moreover, I will discuss the importance and complexity of leadership behavior in shaping organizational structure and performance, supported by relevant research.

Influence of Politics and Power

Organizational culture encapsulates the values, beliefs, and behaviors shared by an organization’s members. The influence of power and politics on culture can manifest through various means, including decision-making processes, communication styles, and conflict resolution (Cameron & Quinn, 2011). In many cases, a culture characterized by high power distance, where authority is concentrated at the top of the hierarchy, can stifle innovation and reduce employee morale (Hofstede, 2001).
In an organization like American Airlines, where the culture has been shaped historically by rivalries and intense competition, politics can lead to a culture of mistrust and guardedness among employees. This influence can diminish communication transparency, hinder collaboration, and create an environment where individuals feel compelled to engage in self-serving behavior rather than working towards collective goals (Vogel, 2022).
Consequently, it becomes crucial for management to be aware of how power dynamics can influence culture. For instance, favoritism or political alliances within teams can foster resentment and disengagement among employees, which ultimately detracts from performance and innovation (Kahnweiler, 2016). To address these challenges, organizations must foster an equitable culture where power is decentralized and information-sharing is prioritized.

Sources of Power

Power within organizations can be derived from various sources, including positional, coercive, expert, referent, and reward power. Positional power stems from an individual's position within the organizational hierarchy, while coercive power relies on the ability to impose penalties (French & Raven, 1959). Conversely, expert power derives from specialized knowledge, and referent power is founded on personal relationships and respect (French & Raven, 1959). Reward power, on the other hand, is linked to the ability to provide tangible rewards to employees for their performance.
Management can leverage these sources of power to enhance organizational performance. For example, employing expert power by encouraging employees to contribute their specialized knowledge during decision-making processes can foster empowerment and buy-in (Zhu, et al., 2018). Furthermore, promoting a culture where reward power is utilized fairly can increase motivation and commitment among employees (Aguinis & Kraiger, 2009). By recognizing the diverse types of power and their implications, management can engineer a culture that motivates employees, aligns teams toward collective goals, and ultimately drives performance.

Leadership Behavior and Culture

Leadership behavior is instrumental in shaping and influencing an organization’s culture. Leaders serve as role models, and their actions often set the tone for acceptable behavior within the organization. Successful leaders tend to demonstrate empathy, transparency, and a commitment to fostering collaboration (Goleman, 1998). Below are several recommendations for leadership behavior that can positively impact organizational culture:
1. Encourage Open Communication: Leaders should cultivate an environment where team members feel comfortable voicing their concerns without fear of backlash. This can involve implementing regular feedback mechanisms and creating informal forums for discussion.
2. Recognize Contributions: Acknowledging the contributions of employees can reinforce a culture of appreciation. Regular recognition can be linked to the reward systems discussed earlier, ensuring that all employees feel valued.
3. Foster Inclusivity: Leaders should actively promote a culture of inclusivity, ensuring that diverse voices and perspectives are considered in decision-making processes. This can improve team dynamics and enhance innovation.
4. Model Ethical Behavior: Leaders should embody ethical standards and accountability, promoting a culture of integrity and trust where employees can identify with the organization's core values.
By implementing these behavioral strategies, leadership can not only enhance organizational culture but also improve overall performance (Schein, 2010).

Leadership Influence

The importance and complexity of leadership behavior cannot be overstated. Effective leadership influences the organizational structure by defining roles, delineating responsibilities, and setting strategic objectives (Northouse, 2018). Furthermore, leaders who adopt a transformational approach can inspire and motivate their teams, ultimately enhancing organizational performance.
Leadership behavior plays a crucial role in shaping how employees perceive their work environment. For instance, leaders who prioritize emotional intelligence and relationship management can drive organizational change by fostering trust and collaboration (Goleman, 1998). As Newell (2018) notes, a leader's ability to connect with employees on an emotional level can lead to increased employee engagement, satisfaction, and retention.
Moreover, leadership complexity is evident in the varied contexts that leaders must navigate, including global operations, rapid technological changes, and diverse workforce dynamics (Bolden & Gosling, 2016). Effective leaders must demonstrate adaptability and a robust understanding of power dynamics to navigate these challenges successfully. This understanding can further enhance collaboration, innovation, and performance across the organization.

Conclusion

In conclusion, the influence of power dynamics and politics on organizational culture cannot be overlooked. Management must understand the implications of power sources and leverage them to enhance performance. By adopting effective leadership behaviors that promote open communication, recognition, inclusivity, and ethical conduct, organizations can improve their cultural landscape. Ultimately, strong leadership that navigates the complexities of power and politics can significantly impact organizational structure and performance, creating an environment conducive to innovation and growth.

References

1. Aguinis, H., & Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451-474.
2. Bolden, R., & Gosling, J. (2016). Leadership in the UK: The UK Leadership Development Research Agenda.
3. Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. Jossey-Bass.
4. French, J. R. P., & Raven, B. (1959). The bases of social power. In D. Cartwright (Ed.), Studies in Social Power (pp. 150-167). University of Michigan.
5. Goleman, D. (1998). What makes a leader? Harvard Business Review, 76(6), 93-102.
6. Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Sage Publications.
7. Kahnweiler, W. M. (2016). The Introverted Leader: Building on Your Quiet Strength. Berrett-Koehler Publishers.
8. Newell, S. (2018). Leveraging Emotional Intelligence in the Workplace. Business Horizons, 61(6), 845-855.
9. Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
10. Schein, E. H. (2010). Organizational Culture and Leadership. John Wiley & Sons.
This report highlights the intricacies of power, politics, and leadership within an organization, providing insights that can be implemented to foster an environment that enhances employee satisfaction and performance.