Module 1 – Case Using Positive Intelligence and Emotional Intelligence in the Workforce Assignment Overview Positive Intelligence Positive intelligence is an important trait to have in all situations. Unfortunately, most people do not understand the implications of being positive in the workforce. According to Achor (2012), “Research shows that when people work with a positive mindset, performance on nearly every level—productivity, creativity, engagement—improves. Yet happiness is perhaps the most misunderstood driver of performance” (p. 100). Interestingly enough, “Most people think that success precedes happiness” (Achor, 2012, p. 100). In reality, happiness produces success. As a practical example, some employees believe the following: “Once I get a promotion, I’ll be happy.” Research has shown that if an employee is happy, he or she will perform at higher levels and as a result will be more inclined to get a promotion. In fact, in a sweeping meta-analysis of 225 academic studies reported in Harvard Business Review, researchers found that “happy employees are, on average, 31% more productive. Their sales are also 37% higher, and their creativity is three times higher” (Achor, 2012, p. 102). Therefore, it is important for managers and leaders to be able to develop new habits by training one’s brain to be positive. It is also important to help coworkers because “in a study of 1,648 Harvard students “social support was the greatest predictor of happiness during periods of high stress” (pp. 101-102). As a matter of fact, Achor further states, “employees who score the highest on providing social support are 40% more likely to receive a promotion in the following year, report significantly higher job satisfaction, and feel ten times more engaged by their jobs than people who score in the lowest quartile” (p. 102). Finally, it should be mentioned that changing one’s relationship with stress can help with having a positive mindset. Stress should be strategically used as a means of motivation because “stress is just not an obstacle to growth; it can be the fuel for it” (Achor, 2012, p. 102). In other words, your professional growth relates to your attitude toward stress. Reference: Achor, S. (2012). Positive Intelligence. Harvard Business Review, January-February 2012, 100-102. Case Assignment Drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you: What is it important to have positive intelligence? How can having positive intelligence help an HR manager or professional become more effective and productive? How would you explain positive intelligence to your employees? What trainings could you provide your employees for enhancing their positive intelligence levels? Do you think it is more important to have high a IQ (intelligence quotient) or positive intelligence in the workforce? Justify your response. Provide an example of how you use positive intelligence in your personal life/work? Assignment Expectations Your paper will be evaluated on the following points: Precision – Does the paper address the question(s) or task(s)? Clarity – Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages? Breadth – Is the full breadth of the subject addressed? Depth – Does the paper address the topic in sufficient depth? Grammar, spelling and vocabulary – Is the paper written well – is the grammar, spelling, and vocabulary suitable to graduate level work? Referencing (citations and references) – Does the paper use citations and quotation marks when appropriate? Critical thinking – Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely? Module 1 – SLP Using Positive Intelligence and Emotional Intelligence in the Workforce Emotional Intelligence Since it was first suggested by Salovey and Mayer (1990), emotional intelligence has been a topic of great interest to scientists researching non-cognitive factors that may contribute to intelligence. Emotional intelligence is the ability to identify, assess, and control the emotions of oneself, of others, and of groups.Emotional intelligence as a paradigm was further developed by Goleman. It is often suggested that people equipped with emotional intelligence have a competitive edge in both their personal and professional lives and as a consequence are happier and more successful. While the subject of emotional intelligence in recent decades has become an area of much study and debate, it should be noted that the underlying concepts of emotional intelligence are not entirely new ideas, and in fact, have a history dating to the nineteenth century. The work of the English naturalist, Charles Darwin, emphasized the role of emotional expression in survival and adaptation. As a matter of fact, many believe that there is a human ability that affects social functioning, called emotional intelligence. Although emotional intelligence is now part of the vocabulary in most organizations, few leaders we’ve worked with are fully comfortable engaging their own emotions or managing the emotions of others. Emotional intelligence is an assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures. Controlling personal feelings is a skill that allows an individual to perceive and better address the emotions of those around them. Consequently, detecting shifts in the emotions of colleagues is an important first step to transforming attitudes from negative to positive. For example, in a business context, high emotional intelligence is demonstrated to have roles in both moderating conflict resolution and enhancing organizational citizenship behavior. Whatever the leadership style, emotional intelligence enables a leader to create interpersonal trust and improve communication, thereby increasing workplace climate and business outcomes. Emotional intelligence development will allow a leader to recognize emotions immediately and respond by promoting a positive mood to maintain constructive performance. People with high emotional intelligence can generally balance multiple tasks without losing sight of priorities, have the ability to solve new problems in unique and creative ways, and work well in group-oriented tasks. In addition, leaders with emotional intelligence are able to recognize and control their personal emotions and may benefit from lower levels of anger. SLP Assignment Expectations Please answer the following questions: What is it important to have emotional intelligence? How can having emotional intelligence help an HR manager or professional become more effective and productive? How would you explain emotional intelligence to your employees? What trainings could you provide your employees for enhancing their emotional intelligence levels? Do you think it is more important to have high a IQ (intelligence quotient), positive intelligence, or emotional intelligence in the workforce? Justify your response. Provide an example of how you use emotional intelligence in your personal life/work? Your paper should be short (2-3 pages, not including the cover sheet, references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.
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