Intrapersonal and Interpersonal Effectiveness - Coursework Example

Running Head: Intrapersonal and Interpersonal Effectiveness Intrapersonal and Interpersonal Effectiveness Name Course Lecture Date Table of Contents Table of Contents 2 1.0 Introduction 3 2.0 Intrapersonal effectiveness 3 2.1 Theory 4 2.2 Emotional intelligence 4 2.3 The Big Five 5 2.4 Future actions 5 3.0 Interpersonal Effectiveness 6 3.1 Theory 6 3.2 Emotional Intelligence 6 3.3 The Big Five 7 3.4 Future Actions 7 4.0 Conclusions 8 References 9 Intrapersonal and Interpersonal Effectiveness 1.0 Introduction For an organization to meet its objectives, it is significant for it to have employees who are well skilled as well as experienced. It is advisable for the organization to plan on training as well as seminars for their employees in order to advance their knowledge and skills they have on learning or working in an organization. This report discusses in detail the interpersonal and intrapersonal that is required of an individual in an organization. The realization of an organization effectiveness starts with self realization of the intrapersonal effectiveness. T his is a chance whereby one should understand oneself in order to meet the organizational needs. This is about knowing oneself in terms of goals, biases, weaknesses, strength and skills such as time and stress management. On the other hand, interpersonal effectiveness is termed as ability for an individual to maintain positive working relations in an organization. This is got through an individual clarifying the importance of interaction and being specific on it. Additionally, identifying on what should be done in order to get the needed results is as well important. The paper outlines the intrapersonal and interpersonal skills, emotional intelligence, Big Five, strength and weaknesses and future actions. 2.0 Intrapersonal effectiveness The first thing in realizing organization effectiveness begins with self realization through intrapersonal effectiveness, the chance to evaluate what one have and what one needs in order to meet organizational needs. Intrapersonal effectiveness is about understanding oneself in terms of goals, weaknesses, biases, strength, and style and having skills such as stress and time management (Noruzi & Rahimi, 2010). 2.1 Theory Ones motivation, personality, preferences and understanding ones judgment, interactions and decisions with other people in the organization will help the organization to be effective. The ability to know ones feelings and the impact of the feelings on ones behavior will improve intrapersonal effectiveness by having self awareness. This is the starting point of effectiveness at work at the work place. This awareness will help one to know myself in relating to others in the organization, to come up with a sound improvement program and implement it, set appropriate organizational goals and future of the organization, will help develop relationship with others in the organization, understand the diversity value in the organization, will aid to manage the others effectively as well as help increase productivity for the whole organization. With the self awareness one will be able to contribute organizational wise as (Brown, 2001) puts it. This intrapersonal effectiveness is therefore very important as far as organizational effectiveness is concerned. Conflicts in the organization are avoided if the workers have self awareness, this is important to mangers as they can be able relate with co-workers and solve problems (conflict) among them. One’s own behavior can only be controlled by that person only. Realizing oneself therefore becomes very important (Noruzi & Rahimi, 2010). 2.2 Emotional intelligence This is a social intelligence which involves the ability to monitor one and other people feelings as well as their emotions. Taking control of emotions and organizational awareness at the work place to avoid conflicts and doing the wrong things. Emotional intelligence helps workers in an organization to avoid discrimination and guide them on their thinking and acting as (Dhaliwal, 2010) explains. The diversity of workers enables smooth running of organization. Good workers relation in the organization will ensure effectiveness by coordination of activities between different departments. Emotional intelligence is the foundation of workers in organization builds their careers. When workers understand their emotions, they maximize on their strength while at the same point improving their predicaments, this is however more important to managers in an organization. (McGroniss, 2010). My MEIS score of three (3) shows that I have contributed averagely to the organisation. The room for more contribution remains as seen in the score, some of my group members have scored four and five meaning that I can contribute more. My contribution have been rated to be above the everage of the group. 2.3 The Big Five I have finished the five factor model of personality in the questionnaires (Big five) and also the schuttes emotional intelligence scale. I have used the scores analysis in these two documents to rate may intrapersonal effectiveness (Kramer, 2013). The scores are as follows; for emotional intelligence I scored relatively impressive score of 28. This is indicating that I am realizing myself as far as monitoring my feelings and those of my colleagues. I scored 22 for neuroticism; this is also a below par score as the questionnaires indicate. I got 28 for openness to experience meaning that I have continuously distanced myself to learn. My agreeable score was 33. The highest rating for me was in extraversion and conscientiousness, where I scored 38. This shows the responsiveness I have towards my environment. They use the emotional intelligence and big five to analyses the person’s character and afterwards bring this to the attention of the person. These will help me in realize myself, and this will help me improve. According to the score I have enthusiastic emotional intelligence while on the other hand I have good relationship management. This is because I have a lot of friends and I like chatting with them. When with my friends I usually analyze their emotions and my friends like a lot to stay with me thanks to the high score in relationship management. Despite this positive achievement I have not done well in some area such as self management and social awareness. I have some weaknesses in managing myself and responsiveness to my feelings as the score show. I don’t understand other people’s situations and don’t know their needs and wants. This explains why I don’t understand office politics as well as government politics. I don’t control myself well; I get sad and upset explaining why I scored poorly in self management. 2.4 Future actions While continuing to develop myself on the high scores I found out that I need to work and improve on my weaknesses. I need to evaluate myself in terms of self management. My time management is wanting. To improve this I need to set targets for myself. These targets will help me improve on self management. I need to set time calendar to follow. I also need to appreciate other people’s wants and situations by taking in to consideration what they do on their daily chores. Since I spend a lot of time with my friends they will help me to know their situations. I will not only analyze their emotions by also their wants and situations. To improve on neuroticism I need to understand my environs better and have more insight to them. For openness to experience which I have scored poorly, I need to search for more enriching materials and journals while not forgetting to have often conversations with experience – ridden positions. This will provide me with enough learning experience. 3.0 Interpersonal Effectiveness Interpersonal effectiveness is the ability to make productive interactions and upholding positive working relations. It is the skills that assist an individual to attend to relationships, balance precedence versus demands, and balance the needs as well as building a sense of mastery and self respect. For an individual to enhance the effectiveness in dealing with other persons, one should clarify the need from the interaction and be particular. In addition, an individual should identify what to do in order to get the outcomes that is required. 3.1 Theory Effective firms are a compilation of effective teams aligned to a compelling, stimulating and meaningful mission. The teams in an organization are represented by effective individuals. Being an emotionally intelligent it starts with one being personally as well as interpersonally effective. According to Tucker et all (2000), the organization should help their employees to develop the emotional intelligence since the organization will benefit from surprising business outcomes, projects that succeeds, excellent teams as well as in fostering their own pipeline of upcoming leaders (newleaf, 2013). 3.2 Emotional Intelligence Emotional intelligence is the capacity of an individual to use emotions as a directing tool for interpersonal effectiveness in the surrounding. As noted earlier, emotional Intelligence is the ability of a person to cognition, feelings identification as well as managing one’s own emotions (Tucker, 2000). Emotional intelligence includes self, self management, social awareness and relationship management; hence these are the domains that cover an individual’s emotional intelligence. I got a very high emotional intelligence, which I scored 28, showing that am realizing myself in terms of organizational effectiveness. My SPARK rating of three is above the SPA factor of three meaning that my awareness to organizational effectiveness and recognition of other people’s emotions is above the SPA factor of one dictating that my contribution is above the average of the group. The cultural diversity in the organization will add enormous value by virtue of the different perceptions of the employees. The SPARK rating of my group members Andy MEI’s score of 1.5, Maxine MEIS score of 2.5, Kathy MEIS score 4 and Dushan MEIS score of 5 averages equal contribution. This will help the organization by way of thoughts when implemented. 3.3 The Big Five On the other hand, the Big Five helps individuals to clearly understand much about the relationship between personalities which is very vital to use in social contact. Through the questionnaire of Big five, I finished five factor model of personality and Schulte’s Emotional Intelligence Scale, whereby I relate the scores to an analysis of my interpersonal effectiveness. According to the questionnaire on Big Five, my neuroticism score was 22. I scored 28 because of my openness as well as experience, and also I had an agreeableness score of 33. Additionally, I got two higher scores for extraversion and conscientiousness which were 38. 3.4 Future Actions The analysis method of Big Five and Emotional Intelligence used to analyze an individual character are so beneficial. This is because they help people in understanding themselves better. Therefore one can use the methods to improve his/her own character. On my side, I found out that I should have moderate emotional intelligence, rather than the extreme that I have. For instance, in case of an accident, my emotions get very high whereby a get much affected by the happening, but I try my best to reason and comes down with time. In my life, sometimes I get so excited and at that moment, a lot of people like being with me, but the fact are that I don’t get flighty with success. What I just do is to continue with my work and I always do the best I can. On the other hand, I got angry easily but will always reason before taking any action at the moment. Through Big Five analysis, I found my personality, weaknesses as well as strength. My neuroticism turned out to be very low. In addition it suggested that I rarely get upset; don’t care much about the future as well as I don’t think much on something. The level of openness to the experience is at high level I me and I prefer experiencing new challenges. As noted before, I posses strong emotion as well as having abundant imagination and curiosity. My agreeable score is very high which shows that I trust everyone which I should not and I always points on ones mistake and communicate it to the responsible person in a good manner. My extraversion is high which shows am naturally social which makes me get a lot of friends. I like going to parties and be happy with my friends. Since my conscientiousness turned low, this shows that I need to improve so that I may be in a position to control my life including my work. This shows that my dependability and volition are very strong. Having high score in self awareness, it shows that I am in a position to control my emotions and in case of any mistake am in a better position to solve it. Sometimes back I used to be very lazy in doing the assignment which led me to perform poorly in class. I learnt my mistake and adjusted and got a chance to top in my class. My relationship management is very high whereby am able to maintain my friends and when we are together am in a position to manage their emotions. On the other hand, I have weaknesses in understanding other people situations and understanding their needs and wants, which I should try and learn how to understand and care for other people’s needs. Self management in me is very poor which needs to be adjusted for better future. Additionally, it will help me in advancing my career and job. 4.0 Conclusions Intrapersonal effectiveness will enormously aid the achievement of organizational effectiveness by self awareness. The skills will help development of the workers sense and high degree of awareness enabling them to capitalize their strength and develop plans for improving their limitations. This will help them to change monitor and their behaviors in the organization. This will also demonstrate their willingness to learn and grow enabling them to develop close relationships and intellectually for the organization. On the other hand, interpersonal effectiveness helps an individual to make a productive interactions and also relating with other employees. It is the duty of an organization to help its employees in developing the emotional intelligence since the company will be benefit from it. The emotional intelligence of an individual should start from an individual being personally as well as interpersonally effective. It is significant for an individual to have self awareness so us to understand the weaknesses as well as the strength, and in case of weaknesses one will be in a position to adjust and make the interpersonal as well as intrapersonal skills effective. References Brown, R., & Gaertner, S. (2001). Intergroup processes. Oxford, UK: Blackwell. Dhaliwal, D. j. (2010). Emotional inteligemce and introduction to intrapersonal effectiveness. New Yolk: jag dhaliwal. Kramer. (2013). Intrapesonal effectivness. Retrieved 5 22, 2013, from Intrapersonal skills in the organisation: http://highered.mcgraw-hill.com/sites/dl/free/0073405019/582566/Chapter01.pdf McGroniss, C. (2010). Intrapesonal skills. Toronto: Jane - Michelle. newleaf. (2013, May Wednesday). Personal and Interpersonal Effectiveness. Retrieved from http://www.newleaf-ca.com/upload/Personal%20&%20Interpersonal%20Effectiveness.pdf Noruzi, M.R., & Rahimi, G.R. (2010). Multiple intelligences: A new look to organizational effectiveness. Journal of Management Research, 2(2), 1-15. Tucker, M, L., Sojka, J.Z., Barone, F.J., & McCarthy, A.M. (2000). Training tomorrow’s leaders: Enhancing the emotional intelligence of business graduates. Journal of Education for Business, 75(6), 331-337. Read More