Assignment 2: Program Proposal for Uber
August 21, 2018
BUS 520: Leadership and Organizational Behavior
Prof. Dennis Carlson
Emotional Intelligence and Motivation
The emotional intelligence of a person is composed of emotional building blocks called emotional skills. An effective manager requires these emotional skills to enhance the performance of their workforce and improve their satisfaction at the workplace. The key building blocks that boost the performance of the employees and their satisfaction at the workplace include emotional self-awareness, self-actualization, self-regard and self-perception. The management team should ensure that the workforce is motivated through job satisfaction and that they can put in more effort to ensure that the company achieves its goals and objectives (Gunu & Oladepo, 2014).
According to Goleman (1995), emotional intelligence is “the abilities such as being able to motivate oneself and persist in the face of frustrations; to control impulse and delay gratification; to regulate one’s moods and keep distress from swamping the ability to think, and to emphasize and to hope.” He later refined his definition in 1998 to “the capacity for organizing our own feelings and those of others, for motivating ourselves, and for managing emotion well in ourselves and in our relationships” (Goleman, 1998). He viewed emotional intelligence as a skill which is divided into two broad areas; personal competence which entails self-motivation and self-regulation. The other one is social competence which exemplifies the management of relationships, that is, social skills and compassion. Emotional intelligence is a vital skill that can influence the performance of the workforce and affect their emotions. Based on the broad research on EI, we can define it as having the ability to identify the emotion, integrate it to expedite thoughts and promote personal growth of the people.
Positive reinforcement is a tool of motivation which is a reward for doing something good. The tool is mostly utilized when an employee performs beyond the set standards of the organization. The management team can also use it by promoting competition among groups. Those groups that excel are rewarded by management, whereas most companies use bonuses to reward hard-working employees.
Negative reinforcement is also a motivation tool in the form of a penalty. Employees who fail to meet the company’s expectations in form of poor performance will feel the effect of negative reinforcement. This tool can also be applied when the employees fail to execute compulsory duties at their place of work. Lastly, the tool can be applied when the company’s employees break the policies and procedures of the organization. For instance, when employees fail to follow the inventory retrieval procedures, which can lead to the destruction of stock, they will be penalized.
Emotional Intelligence and Social Skills and Decision Making
Social skills are those skills that enable one to inspire and handle the emotions of other people. Therefore, an organization’s management personnel can apply social skills to motivate and influence the performance and effectiveness of employees. The key concepts of emotional intelligence can also be applied in decision making by determining ways of improving the performance of employees and improving company processes. These social skills are essential for any organization to thrive and to perform at a higher level.
Self-regulation will enable management to impact the workforce positively. It allows the management team to always work with accountability, avoiding the opportunity to blame others when a problem happens. Management will also demonstrate calmness in difficult situations, which enhances the decision-making abilities of the organization, including management and employees. It will also enable the organization to set good values that will improve the corporate image of the business.
There are key attributes that every team must have in order to achieve success. The first attribute is having a clear vision. Each member of the team must know his or her contribution and leadership must spell out their expectations of the team members. The second attribute is to have an inspiring leader who uses each team member’s strengths to benefit the organization. The team leader should lead by example and show the entire team what they need to do and what is expected of them. Third, there should be a unified corporation among team members, as a disjointed team is likely to fail in achieving any of the goals and objectives it was meant for. Therefore, members have to share, work together and help one another to be successful. They also need to hold regular meetings to determine the success or progress of the team and review the areas that need to be corrected (Cook, 2009).
The success of the team should also be anchored in constructive communication. A team is a work in progress which needs constant feedback from the members. The team members have to talk to each other, advise one another, ask questions and receive answers. Team members must also respect the opinions of others, and should try to integrate different perspectives to promote efficiency and productivity. Lastly, the team should be self-conscious about its operations (Cook, 2009). This will allow them to follow a clear, concise and agreed upon methodology in achieving their objectives. If a team compiles all of these attributes, there is no denying that it will be successful.
For Uber Technologies Incorporation to build the right team dynamics, there is a need to tackle the arising problems quickly before it gets out of hand. Secondly, the team leaders should define the roles and responsibilities of each team members. This will give focus and direction to the team because people understand their role and what is expected of them. A team charter should be created to define the group’s objectives, mission and vision. Lastly, the group should pay attention and watch for any signs that indicate poor group dynamics. For example, the leaders should discourage groupthink and bullying in the group.
The reward system for the organization should be diverse and most of them should depend on the performance of the employees. The major rewards should include monthly salaries, benefits and perks, recognition and appreciation. Employees shall be given a monthly salary which should depend on the country of operation, experience, and education, all depending on the position. Secondly, those employees who perform beyond expectation shall be given benefits that reflect the efforts they put into the company (Ventrice, 2009).
To motivate the employees, they should receive a good salary package that reflects their efforts based on the goals of the organization. Those who perform beyond expectations shall be rewarded with bonuses. Lastly, the working environment of the employees should be improved so that they are a part of decision making and feel valued. When management chooses to make some company-specific decisions, they should consult the employees, so as to reduce resistance and promote unity.
In this proposal, there are a few components I want to inform management about. First, I will start by defining emotional intelligence which is defined as having the ability to identify the emotion, integrate it to expedite thoughts and promote the personal growth of the people. EI is incomplete without mentioning the building blocks which include self-actualization, self-regard, self-awareness and self-perception. It is important to note that the management team of the organization has to incorporate positive reinforcement which shall act as an incentive to the employees. Negative reinforcements may derail the work of the employees because they may feel unwanted in the organization.
The management team should use their emotional intelligence skills to improve decision making at Uber Technologies Incorporation. Emotional intelligence skills will help management motivate the employees and offer them the right procedures that shall enable them to achieve the objectives of the organization. For the organization to have effective teams, they need to have various qualities that will enable the teams to work effectively. These attributes include cooperation, constructive communication, having an inspirational leader, a clear vision and also engaging in conscious activities. The management should create the dynamics that allow the progress and success of the teams, such as solving the arising problems on time.
The management team should employ the right reward system that will promote better performance in the organization. Management should spell out the right compensation and ensure that workers doing the same job be offered the same compensation. Those employees who perform better in the workplace and exceed the expectations should be given rewards as a form of encouragement. In general, the company is still growing and all efforts are being made to make it a world-class company, expanding it in almost all countries of the world. Employees should learn about its mission, vision, and values and work in line with the organization’s rules in order to achieve success.
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Gunu, U. & Oladepo, R. (2014). Impact of Emotional Intelligence on Employees’
Performance and Organizational Commitment: A Case Study of Dangote Flour Mills Workers.https://www.ajol.info/index.php/umrj/article/viewFile/134563/124197
Goleman, D. (1995). Emotional Intelligence. New York: Bantam.
Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books
Ventrice, C. (2009). Make their day! : Employee Recognition that Works: Proven Ways
to Boost Morale, Productivity, and Profits. San Francisco: Berrett-Koehler Publishers.