Develop & Use Emotional Intelligence
BSBLDR501
Reflect on Your Emotional Intelligence
Due: Week 3
Submitted by: Dralha (S71259)
Submitted to: Nicola Mahon
Cambridge International College
Perth, Western Australia
Table of Contents
1. TOOLS OR METHOD TO IDENTIFY EMOTIONAL STRENGTH AND WEAKNESSES. 3
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2. IDENTIFICATION OF TWO INSTANCES WHERE I FELT STRESSED OR EXPERIENCED A
NEGATIVE EMOTIONAL STATE AT WORK. 3
3. IDENTIFICATION OF TWO TRIGGERS OF MY EMOTIONAL STATES AND IDENTIFICATION
OF ITS CONTROL TO ACHIEVE POSITIVE OUTCOME. 4
4. INSTANCE OF MODELING WORKPLACE BEHAVIORS THAT DEMONSTRATE
MANAGEMENT OF EMOTIONS AS AN EXAMPLE FOR OTHERS TO FOLLOW. 5
5. IDENTIFICATION OF TWO ACTIONS TO IMPROVE EMOTIONAL INTELLIGENCE ON THE
BASIS OF SELF-REFECTION OR FEEDBACK FROM OTHERS. 6
REFERENCE 7
APPENDIX 1: ONLINE EMOTIONAL INTELLIGENCE TEST RESULT 8
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1. Tools or method to identify emotional strength and weaknesses.
a. Personal SWOT Analysis
STRENGTH WEAKNESSES
More than 10 years of Education qualification
working experience Being too linen
Team management skills Handling multiple conflicting task
Good interpersonal and ideas
relationship Forcing people to do things
100% Project completion
record
OPPORTUNITIES THREATS
Qualification upgrading Changing requirements of the job
Advance management skills Professionalism (more skilled
development people)
Learn more advance Unemployment rate
Technical knowledge Market competition
Develop better networking
skills and interpersonal
relationship
b. Online Emotional Intelligence Test:
<Test result attached: Appendix 1>
2. Identification of two instances where I felt stressed or experienced a
negative emotional state at work.
i. Feeling of disrespect: Feeling disrespected by a friend was one of
the most stressful moments that I had to ask my friend to leave
from my office. This incident happened when my friend called me
and said that he was coming to my office to print some documents.
I was there waiting for him despite having some work to do. There
was a knock on my door and I signaled him to enter my chamber
but I was surprised to see him in half pant and on slippers. I was
really shocked to see him like that. Immediately I told him to leave
my room. I felt he was hurt but I was helpless to keep him in my
chamber in such a dress code.
He is educated and knows the norms of the office where every
individual are required to have proper dress to enter any offices in
the country. I felt disrespected and I felt he took advantage of me
being his friend.
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ii. Not being responsible: I take responsibility in whatever I do and I
always assure that the responsibilities taken be fulfilled.
Irresponsible person makes me frustrated and my frustration
affects both the parties and it creates misunderstanding.
A team led by me was to do a manual network cabling in the office
that has to be connected to a central server. I divided the team into
two groups, one starting at the east and one from the west and
finally meeting at the center of the office building. The job was to
be completed in 3 days. I assured all of them know their own task
and their group leader.
My group started from the east side and we were nearing the
meeting point at the center. But the group starting from the west
was not even half way through. We just had a day left, which will
actually finish in I/O box set up and connecting cables to the server.
I went to see the group leader and I was informed that he was not
there at work. This mad me very sad and angry at the same time. I
called him for explanation but he was stubborn and wouldn’t say a
thing. He even didn’t take responsibility for what happened. We
had to have a very unnecessary and unwanted arguments, which
finally had to be taken to our boss. His behavior at the work place
affected not only himself but to all the team members. Our boss
started to look at him as irresponsible person and even excluded
him form any trainings and workshops. This really made me feel
bad and whenever I think about this incident I get stressed out.
3. Identification of two triggers of my emotional states and
identification of its control to achieve positive outcome.
i. My emotion gets triggered when I see someone junior to me raise
high in his career. This trigger puts me into much pressure to work
hard and do better in my work place. Though it’s a positive trigger I
still get stressed and worn out tying to work out how to achieve to
their level. I get restless at times and I am not able to settle
properly. Whenever I see that person I feel very depressed and sad
within.
To control this state of mind I make up my mind by thinking that
my professional and educational background holds me back from
climbing the ladder. I sit quietly and try to calm my mind. Either I
go to my boss and talk to him about what I feel and work out what I
can do to have that level of achievements. I listen to him and his
positive talk has always made me feel good about what I am and
where I am.
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ii. Seeing old aged people on the road homeless has always made me
feel down and emotionally I get sad. I feel bad for not being able to
help and for not being rich enough to help those people. My hatred
for their children even grows hundred folds for leaving their
parents on the road. I feel helpless and do not know what to do.
This thought stresses me and I am at no peace at all.
I control this thoughts and stress by praying with utmost
dedication to god. I talk to and listen to my friends about helping
those people through some donations. I have done a quit and it has
relieved me from being helpless and stressed. Having good friends
around to help you to help them brings in kind of a joy and
happiness that create positive environments.
4. Instance of modeling workplace behaviors that demonstrate
management of emotions as an example for others to follow.
As a model I would prefer to introduce to everyone with my former boss
who is full of composure and who is a very calm man in late 50’s.
He has the following qualities that make him the best role model for
others to follow:
Has a very calm and soothing nature of which he is approachable
and has a strong respect for others.
He is never against anyone’s opinions and ideas. Instead helps
develop better work methods and procedures.
He has a very positive and strong work ethics.
Everyone listens to what he says and does things as per his
instructions.
He takes his jobs so joyfully that team working with him feels close
to each other.
Never fails in performing his duties and responsibilities. He is
never stressed and he never let in his negative emotion take
control of him. People count on him for support and advices.
These are some qualities he has as a boss in an organization where
thousands are working. These qualities will be a perfect example that
everyone can follow.
5. Identification of two actions to improve emotional intelligence on
the basis of self-refection or feedback from others.
i. First thing I would like to control my frustrations/anger over not
getting things done on time. I would like to improve ways to deal
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with team members to gets things done time and date. This will
help me develop positive management skills within team and
outside team works. Dealing with team members has never been
easy with conflicting ideas. So, having improved my management
skills will help me deal with people in a very different way, so that
neither party are affected.
ii. Second thing I would like to improve is me becoming envious of
others success and comparing myself to other better than me. This
has created lots of problem and stress on me for long and
somehow I always managed to escape it. Being said, I wish to stop
looking at others the way I always perceived them and respect
myself, respect my profession and respect my status. In fact there’s
nothing to do with others success in my life. I want to improve and
apply positive thoughts to my own life.
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Reference
Emotional Intelligence Test, available at:
https://globalleadershipfoundation.com/geit/eitest.html, [Viewed: 28 Feb 2017]
What Triggers Your Emotions?, available at:
https://outsmartyourbrain.com/find-your-emotional-triggers-on-this-list/,
[Viewed: 01 March 2017]
Student Workbook, Develop and use emotional intelligence (BSBLDR501), 1 st
Edition 2015, [Viewed: 01 March 2017]
How to Develop Emotional Intelligence, available at:
http://www.wikihow.com/Develop-Emotional-Intelligence, [Viewed: 01 March
2017]
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Appendix 1: Online Emotional Intelligence Test Result
The Global EI Test Results
(GEIT Version 1.0)
Questionnaire Date Thu Mar 2 00:14:08 2017
The following numerical scores are calculated from your answers to the EI questionnaire. If you
have answered honestly and accurately, your scores, out of 10 for each quadrant, will reflect your
capability level within each of the EI quadrants. (You might want to print out this result; if you do
not, you will have to retake the test if you want these scores later since they are not saved
anywhere.) To gain a picture of what each of the EI quadrants covers, read the short descriptions
below.
You have answered all the questions -- terrific!
Self-Awareness Self-Management Social-Awareness Relationship Management
3 8 9 5
For more information about interpreting your GEIT scores, click here. For more information
about Emotional Intelligence and how to use it for your personal growth, please contact,
Malcolm Lazenby
Please remember that this Sampler is NOT scientifically validated. We cannot guarantee
the accuracy of the results of this EI analysis.
EI Quadrant Descriptors
Self-Awareness.
Description. The core of Emotional Intelligence is self-awareness. Self-awareness is comprised of
three competencies; emotional self-awareness, where you are able to read and understand your
emotions as well as recognise their impact on work performance and relationships; accurate self-
assessment, where you are able to give a realistic evaluation of your strengths and limitations;
and self-confidence, where you have a positive and strong sense of one�s self-worth. The
starting point and key in these areas is the ability to be critically self-reflective.
Self-Management
Description. Self-management is comprised of five competencies; Self-control, which is keeping
disruptive emotions and impulses under control; transparency, which is maintaining standards of
honesty and integrity, managing yourself and responsibilities; and adaptability, which is the
flexibility in adapting to changing situations and overcoming obstacles; achievement orientation,
which is the guiding drive to meet an internal standard of excellence; and initiative, which is the
readiness to seize opportunities and act.
Social Awareness
Description. Social Awareness is comprised of three competencies; empathy, which is
understanding others and taking an active interest in their concerns; organisational awareness,
which is the ability to read the currents of organisational life, build decision networks and
navigate politics; and service orientation, which is recognising and meeting customers needs.The
adaptable, success-oriented type.
Relationship Management
Description. The Social cluster of Relationship Management is comprised of seven competencies;
visionary leadership, which is inspiring and guiding groups and individuals; developing others,
which is the propensity to strengthen and support the abilities of others through feedback and
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guidance; influence, which is the ability to exercise a wide range of persuasive strategies with
integrity, and also includes listening and sending clear, convincing and well-tuned messages;
change catalyst, which is the proficiency in initiating new ideas and leading people in a new
direction; conflict management, which is resolving disagreements and collaboratively developing
resolutions; building bonds, which is building and maintaining relationships with others; and
teamwork and collaboration, which is the promotion of cooperation and building of teams.
