04 Dec Respond to two students discussion post.

Respond to two students discussion post. Just type the paragraph under the discussion. It doesn’t have to be in essay form.

Also, make sure that your response(s) are substantial and at least 100 words.  In your responses, you must include connections to course learning objectives. 

Discussion Post #1

Paige Cronan

There are five main aspects to emotional Intelligence such as, knowing your emotions, managing your emotions, motivating yourself, recognizing and understanding other people’s emotions, and managing relationships. The different communication styles are the expresser communication style, the driver, the relater, and the analytical communication style. The expresser tends to get excited while talking and focus on people’s emotions, the driver likes to have their own way and tends to be decisive, the relater likes positive attention and wants to be regarded warmly. Someone with an analytical communication style will ask a lot of questions and behave methodically. The relationship between emotional intelligence and communication styles is you have to understand other people’s emotions and your own before you can pick up on these different styles. The different types of leadership styles are directing, coaching, supporting, and delegating. Based on the leadership styles model by Ken Blanchard supportive behavior is what these leadership styles fall under. So S1 would be directing/telling which means, “Leaders define the roles and tasks of the “follower” and supervise them closely. Decisions are made by the leader and announced, so communication is largely one way” (9.2 Management styles).  S2 would be selling/coaching which means that leaders would define roles and tasks but seek suggestions from the followers. S3 is participating/supporting is when leaders pass day-to-day decisions, such as task allocation and processes, to the follower. S4 is delegating which means leaders are still involved with decisions and problem-solving but the follower has control. These leadership styles affect how the leader communicates because you are either telling them to do something, helping them with it, or letting them do for themselves. “A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job” (11.1 Performance Evaluation Systems). This is important because when someone evaluates a person’s performance it gives them the motivation to keep up the good work or find out where they need to step up their game. Some performance issues addressed in a performance evaluation would be things like not showing up to work on time, leaving early, taking too long to complete tasks, failure to complete tasks, etc. Internal and external factors affect these issues because the employee could have problems finding child care, they could be going through a divorce, they could even be using alcohol or drugs. Yes, these internal and external facts should be taken into consideration. The employees should be counseled on how the company can help but if the person does not do better after being counseled and possibly reprimanded then he or she may need to be let go. 

Discussion #2

Kristin Johnson

Emotional intelligence is described as knowing your emotions, managing those emotions, motivating yourself, recognizing and understanding other people’s emotions, and managing relationships (Human Resource Management, 2016). It allows people to communicate and work better together, with others in the workplace. How does emotional intelligence and communication styles relate? Being able to not only understand yourself and your emotions, but also other people and their emotions allows both people to communicate and know why they are acting, or not acting a certain way. Different communication styles in people allow them to communicate differently, so understanding this in others is important. This goes for styles of communication within managers to employees, as well. Managers must understand their employees’ styles of communication before there is conflict between the two. 

Leadership styles is kind of the same as communication styles, meaning one style is not going to work for everyone. Depending on the employee, that kind of tells you which style of leadership you need to show. If the employee is very independent and trustworthy, the manager may utilize the delegation style, where the manager can assign a task and not really have to follow up on it. This style wouldn’t necessarily work on employee that has low self-esteem and confidence, as they may need more supervision. There could potentially be a conflict if a manager was to use the same management style on all employees who are all equally different. There are different types of leadership styles: task-oriented, people-oriented, participatory, teamwork, autocratic, participative, and free-reign. Task-oriented managers are focused on the tasks of the job, whereas people-oriented managers are focused on the relationships within the workplace (Human Resource Management, 2016). Participatory managers are a happy medium between task-oriented and people-oriented. They are focused on the tasks, but also having a good relationship with employees. Teamwork managers wish for people to work in teams, versus working independently. This is a type of people-oriented style. Autocratic managers focus on getting things done and have a “my way or the highway” approach (Human Resource Management, 2016). This is a task-oriented approach, as well. Participative managers wish for input from employees, which falls into the people-oriented style. Free-reign managers allow employees to make their own decisions, which falls into the people-oriented style, more than task-oriented. 

Performance is an important aspect of a job. Having routine performance reviews is also another Important aspect. Regardless of good or bad performance, regular reviews should be help routinely. Performance reviews evaluate employees at least on an annual basis. It has a list of policies and rules that the organization has set forth to measure the employee’s overall performance (Human Resource Management, 2016). Common issues faced are: arriving late/leaving early, doing personal things while on the clock, inability to keep private work information secure, family issues, drug/alcohol abuse, not performing, conflict with other employees/managers, theft, breaches, harassment, and conduct outside of work. There are a few ways that influence these issues: personal goals not being met, conflicts faced within the workplace, employee is not able, employee believes there is unfairness, time management, dissatisfaction, no access to the right tools, lack of motivation, lack of support, and mismatched skills. Internal factors should always be addressed and considered before hiring, if possible. External factors can easily be fixed and addressed.