The emotional intelligence, organizational practices of the attitude, and expectancy theory - Essay Example

Comments (0) Cite this document
The difference between attitude and emotion is that we learn how to approach people and situations. In attitude there is deep mental activity and proactive thinking. Whereas, in emotional reactions we act rather impulsively and spontaneously…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.1% of users find it useful
The emotional intelligence, organizational practices of the attitude, and expectancy theory
Read TextPreview

Extract of sample "The emotional intelligence, organizational practices of the attitude, and expectancy theory"

Define the attitude, how is it different from the emotion. Describe two organizational practices of the attitude. Attitude is generally perceived asthe disposition or manner of someone. Attitude shows the position of the individual towards other people's actions, feelings or moods. Attitude indicates how the person reacts in relation to the circumstances. The difference between attitude and emotion is that we learn how to approach people and situations. In attitude there is deep mental activity and proactive thinking. Whereas, in emotional reactions we act rather impulsively and spontaneously. If we can control our attitude, in emotions we feel sometimes trapped in our inability to adequately evaluate the situation and adrenaline for example, force us to overeat emotionally. An affective response is an emotional response and the only factor guiding our behavior is our moment of affect. In contrast attitude is cognitive response, we are aware and can direct our behavioral tendency.

One organizational practice of attitude is positive feedback. If managers scold their employees and disintegrate their efforts, the probability that the employee will show worse results than the positive feedback increase. Positive feedback is a practice that can both positively criticize the workers, but communicate positive attitude. Positive feedback is the most productive organizational practice, because enhances employee's inventive skills and improves his self-assertion. Another attitude is to try and integrate the mission of the organization with the personal mission of the employee. This can happen if the leader successfully identifies individual life aspirations and connect them with the organizational aims. The manager should be able to closely know his subordinates and direct them towards achieving professional and personal satisfaction.
Define the emotional intelligence. As a manger how you could you exploit the emotional Intelligence on getting the intended behavior of your subordinates.
Mayer et al (1999) define emotional intelligence as "the capacity to reason about emotions, and of emotions to enhance thinking. It includes the abilities to accurately perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth (p. 197)." What is meant by emotional intelligence is that this is the ability to validly think and to use emotions to stimulate your thoughts. Emotional intelligence is of high importance especially performing people-oriented jobs. Thus, managers in such companies should posses EI in order to interact with clients and employees in the smoothest way. Managers can use EI and train sales how successfully to sell products applying empathic skills to seduce the customer. Leaders can also exploit their interpersonal skills to resolve a conflict situation or simple assure the employee of his professional abilities.

Manager's potential of exercising EI also indicates his leadership qualities and social and organizational responsibility. Evidence of possessing EI is to be able to organize teamwork in the company. To an extent this becomes more and more increasingly an important aspect of leadership. Thanks to EI managers can influence stress management in the company. Mediation between senior managers, employees and clients could be best assured through implications of EI at the workplace. Team leader's EI further indicate their competence and assertive skills in securing the self-discipline and motivation of their subordinates.
Discuss the Expectancy theory. How you could increase your subordinates expectancy to convert his/her performance to outcome. Give an example.
The Expectancy theory of Victor Vroom refers to motivation and management. For Vroom, the individual behavior results from conscious choices made on the bases of several alternatives. The personal choice is centered around the desire to maximize the pleasant moments and to minimize the pain. Vroom concludes that the employee's performance depend on factors such as personality, knowledge, experience and skills. The Expectancy theory claims that:
There is a positive relation between performance and efforts;
Favorable conduct will lead to receiving an award;
The rewards will gratify a significant need;
The long for satisfying the need is so persisting that the effort made by the individual is meaningful
Vroom's theory is based on three main beliefs - valence (the reward), expectancy and instrumentality. The Expectancy theory can be used to create a motivational force and to stimulate the work pleasure in employees. The following formula can be applied: Motivation=Valance X Expectancy (instrumentality). The best example that can be given is promised bonuses by managers. Management must ensure that the rewards are fulfilled and employees receive the outcome for their efforts (Fitz-enz 1999). Employees on the other hand should have the confidence that their capable of reaching the bonus goals and stick to the supervision they need. Thus, the whole expectancy theory cycle is completed when the management discovers what employees value and offer it, then apply the proper resources to direct the employees towards achieving the organizational aims and finally rewarding the employees for the reached targets. These calculated efforts made both by the managers and the employees is "expectancy theory".

Works Cited:
Fitz-enz, Jac. The ROI of Human Capital: Measuring the Economic Value of Employee Performance, Amacom, 2000

Mayer, J. D., Caruso, D., & Salovey, P. Emotional intelligence meets traditional standards for an intelligence. Intelligence, 27, 267-298. 1999. Read More
Cite this document
  • APA
  • MLA
(“The emotional intelligence, organizational practices of the attitude, Essay”, n.d.)
The emotional intelligence, organizational practices of the attitude, Essay. Retrieved from
(The Emotional Intelligence, Organizational Practices of the Attitude, Essay)
The Emotional Intelligence, Organizational Practices of the Attitude, Essay.
“The Emotional Intelligence, Organizational Practices of the Attitude, Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF The emotional intelligence, organizational practices of the attitude, and expectancy theory

Emotional Intelligence

...and followers owing to poor application of emotional intelligence and even failure to use it at all. In conclusion, emotional intelligence is a crucial aspect in leadership and the running of any organization that expects to achieve adequate productivity levels. It is also crucial in most of the leadership styles, as mentioned in the work, and, therefore, should be paid attention to and applied significantly to improve productivity and interpersonal relationships within an organization. References Arvonen, J. and G. Ekvall. (1999) ‘Effective Leadership Style: Both Universal and Contingent?’, Creativity and Innovation management 8(4): 242-250. Bolden, R....
5 Pages(1250 words)Essay

Emotional Intelligence

...? Emotional intelligence 9 September Introduction Having high IQ is not the only intelligence that people need to be successful and happy. Emotional intelligence, or EQ, is increasingly being valued and studied for its role in promoting healthy and diverse interrelationships and communication practices that are critical to success in personal life and workplaces (Matthews, Zeidner, & Roberts, 2002, p.3; Pat & Groves, 2006, p.11). Emotional intelligence is a direct criticism to intelligence that focuses only on academic or scientific and mathematic forms of knowledge (Matthews, Zeidner, &...
4 Pages(1000 words)Assignment

Emotional Intelligence

...that emotional intelligence is vital for success in an organization. Businesses are changing daily and high competition is played to be on top of the business, which requires a manager who would use emotional intelligence to understand the workers for successful achievements of set goals. According to Lazovic (798), the business can achieve better results if they are close enough to identify and solvs issues relating to emotional responses in the work place. Leadership skills can be enhanced by emotional intelligences, which can lead to achievements of reasonable production in the firm if the manager...
3 Pages(750 words)Essay

Emotional Intelligence the work place. From the above concepts, emotional intelligence is important in management because the management team know how to handle different workers and situations so as to achieve the best outcomes. This characteristic would show that managers should have self-control so that this translates to the subordinates and a cohesive work team is created. Concerning this, the management team should encourage cohesiveness and skills that will result to positive work outcomes (Cherniss 114). Effect of Emotional Intelligence on Management Performance Good emotional intelligence affects management performance. This is evident from the...
3 Pages(750 words)Essay

Emotional Intelligence

...Running head: PART LITERATURE REVIEW – EMOTIONAL INTELLIGENCE Introductory Part of a Literature Review on Emotional Intelligence and Leadership [STUDENT NAME] [COURSE NAME] Abstract This 5 page paper provides an introductory literature review on the topic of emotional intelligence and leadership. Specifically it covers information about Thorndike’s Law of Research (1920); Gardner’s Frames of Mind: Theory of Multiple Intelligences (1983) and Salovey and Mayer’s (1990) research proposed in Emotional Intelligence. A brief discussion of the debate on the relationship between...
5 Pages(1250 words)Essay

Emotional Intelligence

...and control emotions of the other people alongside with emotions of oneself. This is now considered a great skill and almost an essential trait of a successful leader. Business environment has developed greatly in the past few decades and soft management practices are playing a huge role. It is no longer possible for managers to ignore the feelings or emotions of employees. Today employees are empowered to a great extent and therefore they cannot be treated like herds. This has made the role of emotional intelligence important. Any manager would be successful if he or she is able to understand and manipulate people (not always in bad...
3 Pages(750 words)Essay

Emotional Intelligence

..., then the importance of emotional intelligence is vital. Because all of these are totally dependent on relationships or we can say interpersonal relationships. These relationships can be managed only by controlling the emotions so that people may not feel any disrespect or harm form the management. The sentimental capacity of human mind can also be referred as the emotional intelligence. Some authors are of the opinion that emotional intelligence of any human being can be developed as the time and age passes and thus we can say a mature person would be more mentally stable as compare to an individual who is younger than...
10 Pages(2500 words)Essay

Emotional Intelligence

...Emotional Intelligence Table of Contents Table of Contents 2 What is emotional intelligence? 3 Attributes of emotional intelligence 3 Importance of emotional intelligence 4 Raising emotional intelligence 4 Empirical studies 5 How to measure emotional intelligence 6 Conclusion 6 References 7 Emotional Intelligence What is emotional intelligence? Emotional intelligence (EQ) is regarded as the ability of a person to identity, understand,...
4 Pages(1000 words)Research Paper

Expectancy theory

...Expectancy Theory Expectancy theory attempts to explain the reasons behind an individual opting for one behavioral option over the rest. The theory argues that individuals will draw motivation from the belief that their decision brings desired outcome. Expectancy theory is anchored on three pillars that include expectancy, instrumentality and valence. Expectancy is the belief that efforts contribute to improved performance. The theory is observed in the belief that hard work leads to greater success (Redmond 1). Many factors influence expectancy....
1 Pages(250 words)Essay

Emotional Intelligence

...Emotional Intelligence and Appreciative Inquiry Emotional Intelligence and Appreciative Inquiry Introduction Over the last fifty years, institutions or organizations have been regarded to comprises problems that must be solved. This has obliged managers to adapt a problem oriented approach in managing organization and as a result, slight achievements or accomplishments have been achieved. In this regard, there has been the need to replace the problem oriented approach with emotional intelligence and appreciative inquiry as a means of achieving improved outcomes. This paper offers a brief description of an issue in a health care setting that requires change, and how a nurse leader or manager could apply both emotional intelligence... and...
2 Pages(500 words)Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic The emotional intelligence, organizational practices of the attitude, and expectancy theory for FREE!

Contact Us