1. Explain four (4) which emotional intelligence competencies are required for managers in the discharge of their duties. Give example to indicate relevance in the workplace. 2. Explain how each of these emotional intelligence competencies can aid to accomplish company objectives? 3. Explain how each of these emotional intelligence competencies can be developed
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1. Explain four (4) which emotional intelligence competencies are required for managers in the discharge of their duties. Give example to indicate relevance in the workplace.
2. Explain how each of these emotional intelligence competencies can aid to accomplish company objectives?
3. Explain how each of these emotional intelligence competencies can be developed
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- “Emotional intelligence is more important than cognitive intelligence in influencing an individual’s success.” Do you agree or disagree with this statement? Support your perspective. . Describe a time when you effectively managed someone’s emotions. What happened? What was the result? What factors influence an employee’s organizational loyalty? Is being a full-time college or university student a stressful role? Why or why not? Contrast your response with other students’ perspectives.3. The big five model highlights the domains to describe the human personality. Explain how this model can assist managers in selecting and placing the best employees in an organization.2. Why is self esteem important for a person's overall self acceptance? 3. The big five model highlights the domains to describe the human personality. Explain how this model can assist managers in selecting and placing the best employees in an organization.
- Explain the four levels of emotional intelligence that you believe are most essential in the workplace. With examples 1. Perceiving emotions 2. Reasoning with emotions 3. Understanding emotions 4. Managing emotionsPlease explain the four levels of emotional intelligence that you believe are most essential in the workplace. 1. Perceiving emotions 2. Reasoning with emotions 3. Understanding emotions 4. Managing emotionsPlease help me create 3 different scenarios based upon attitudes of the employees you have observed recently and categorize them into three attitudes as predictions of behavior in detail Please note that these senecio should be a little detailed Thank you in advance Definition of predictions of behavior is below 1. Cognitive attitude component: This component covers the knowledge, opinions, and belief system held by the employee. "Refusing to code diagnoses based on the highest reimbursement" illustrates a cognition. 2. Affective attitude component: Emotions and feelings are addressed in this component. "I feel uncomfortable surrounded with this bright new wall color at my workstation" reflects the affective component of attitudes. 3. Behavior attitude component: Action takes place with this component. Repainting the wall because of negative feelings about it puts action into the attitude.
- There exist a number of “biases” in the attribution processes through which we perceive other person. (a) When we interact with other, how the impressions we form is influenced by these biases? Specifically, in what ways and to what extent do these biases influence our perception of the goals and identities of those with whom we interact? (b) What are the reasons for the existence of these biases? Note: You are required to discuss the ways in which cognitive and motivational factors affect attribution.Which of the four categories of emotional intelligence are the most impactful in the workplace?Many people assume that personality must be related to consumer behavior. Knowing a customer's personality profile should help predict what she or he will buy, and how decisions will be made in the marketplace. Researchers, however, have been frustrated in their search for a unified theory of personality that would explain consumer behavior. Use trait theory to explain why this is so. (There are 6 specific problems)
- 1.What are two of your facet values? 2.What’s a situation when your facet values might change? 3.How are your facet values similar or different from another person who shared theirs?1. Describe how the basic perceptual process works. Why should managers understand this process? 2. How can variations in social perception affect everyday work behavior? Provide an example to illustrate. 3. What can managers do to reduce the incidences of stereotyping in the workplace? 4. How does the attributional process work? Provide an example to show why this process is so important in understanding organizational behavior. 5. How do attributional biases work? What can managers do to reduce such biases? 6. What are the differences between job involvement, organizational commitment, and job satisfaction? Are all three influenced by the same factors? 7. What are the major reasons for job satisfaction? What are the primary consequences of dissatisfaction? Explain.Present an argument that explores the relationship between stress and employee performance with regard to Nede’s role. Your answer should draw upon challenge and hindrance stressors, utilise models of stress introduced in the module and be based on the reading by Mark & Smith (2006). Additionally, you may wish to discuss the role of stress management. Why is stress such an important topic? What are the antecedent of stress at work what other factors outside of may impact? Personality and types of stressor What is the relationship between stress and performance? Do all stressors have a negative impact (types of stressor) the role of personality How do models of stress help explore the relationship. JDC-S Effort reward Impbalance etc What can individuals and organisations do to manage stress at work (reactive and proactive approaches). Case study:- Nede Obuto felt tired and dispirited. For the last eighteen months, he had worked as a management trainee in the research and…