Emotional intelligence

July 18, 2021

Three strategies to reduce friction

            The first strategy is to build self-awareness among the team members.  The team as it is now does not consider its work in relation to the entire organization (Krén & Séllei, 2020). The team members has lack of self-awareness and this has detrimental effect on their ability to build trust and form relationships within the entire organization. If people do not understand how they are perceived in their work place, their action can be misconstrued. In this organization, lack of self-awareness is a cause of friction between teams and this has reduce their productivity.

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            The second strategy is self-regulation. The team members choose different options which is not in line with the objectives of the entire team. The collectively rational choice is to have cooperation (Wieber & Gollwitzer, 2020). However, because the choice to follow one’s passion is tempting to the group members, it is important to have self-control. Emotional regulation will help the team members consider themselves as members of a larger family whereby an individual has control over his or her behavior in adapting to the social group. Self-regulation is a contributor to adaptive outcomes in teamwork, affecting emotionally influenced behaviors such as self-discipline and time management.

            The third strategy motivation. The team asked for assistance and none was provided. This could be a source of demotivation. The team should be motivated through team building. Some ways of motivating the team is by providing opportunities for the members to work together and giving them support when required.

Outcomes to measure the strategies

            It is important to measure the outcomes of the above strategies to determine their effectiveness in reducing friction between the team and the entire organization. Motivation can be assessed or measure by considering: the degree of unsocial behavior and willingness to access projects or responsibilities. Self-awareness will be measured by considering the following signs: ability of the team members to listen to their seniors, feedback asked and taken kindly, and reflection on organization values. Self-regulation can be determine by ability to regulate reactions to emotions such as anger, focus on the task, and control of impulses by the team members.

Adversarial relationship

            Collaboration is important for successful functioning of any organization. Collaboration helps promote teamwork and productivity (Sadeghi & Ali Kiani, 2017). An adversarial relationship can exist when management fails to involve employee in an organization when implementing new systems. In my organization, the hospital purchase a dental unit without consulting the dental leadership. This action was not well received by the dental team and it caused conflict between the department and the hospital management. The failure to involve workers when making changes affect the organization. The noninvolvement is fostered through the hierarchical structure. The hospital should build a culture that foster relationship of trust between the management and non-managerial personnel. Cooperation between departments should also be encouraged to reduce politicking.

            I have developed the art of teamwork and emotional intelligence. I understand that the management and learn from the lower ranked staff. I believe healthcare workers wish the best for our clients and this can be achieve through collaboration and teamwork. Some of my leadership strengths include transparency, honest, and integrity. These virtues will help me gain trust from my team and influence their opinions. Moreover, I value and respect fellow healthcare workers. Respect is a motivation to workers and it will help decrease the adversarial relationship in the work place.

References

Krén, H., & Séllei, B. (2020). The role of emotional intelligence in organizational performance. Periodica Polytechnica: Social & Management Sciences, 29(1), 1-4.

Sadeghi, T., & Ali Kiani, M. (2017). The relationship between emotional intelligence with administrators’ performance at mashhad university of medical science. Electronic Physician, 10(3), 6487-6493.

Wieber, F., & Gollwitzer, P. M. (2020). Strategic Self-Regulation in Groups: Collective Implementation Intentions Help Cooperate When Cooperation Is Called for. Frontiers in Psychology, 20, 1-10.