The Practical EQ Emotional Intelligence Self-Assessment This self-assessment questionnaire is designed to get you thinking about the various competences of emotional intelligence as they apply to your life. It does not pretend to be a validated psychometric test, and the answers you give might vary depending on your mood when you take it. It is based on the five-competency model of emotional intelligence by Daniel Goleman in the book Emotional Intelligence. How to complete the questionnaire Complete
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MGT/311 Employee Portfolio Management Plan May 25, 2015 Instructor: Professor Escue Daryl Bonner Employee self-assessments are a prodigious technique to acquire additional information about a worker. An exceptional tactic to attain the strengths and weaknesses of an employee along with other personnel they will theoretically toil well with is conducting self-assessments. Having knowledge of the strong points and dimness of your personnel will govern the managing technique required to stimulate
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Organizational Leadership IO 525 Professor Dionne Mahaffey November 22, 2015 Abstract The Emotional and Social Competency Inventory (ESCI) Assessment Test was created to help to recognize one’s own feeling and others to help to motivate ourselves with managing emotions. It also helps to identify behaviors that we may display in challenging and difficult situations (Boyatzis, 2007). Also known as Emotional Intelligence (EI), the EI measures the behaviors that matters to those who desire to be effective
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I arranged to attend a city council meeting in Frisco, Texas (Collin County) on May 15, 2012 at 5:00 P.M. The board consisted of 6 council members including the Mayor Mayer Maso who was the facilitator. The meeting took place at the Frisco City Hall in the George A. Purefoy Municipal Center in the council chambers. The meeting began with the call to order and subsequently closed to the public due to a closed session to discuss legal advice about Exide, a factory in Frisco that many citizens are
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2012/2013 LECTURE 1 Overview of Course Description of Assignment © KAMAL KANT, 2012 1 COURSE OBJECTIVES 1. 2. 3. 4. NEW PARADIGM OF WORK CAREER THEORIES ABOUT UNDERSTANDING YOU LEARN TO WORK IN 21st CENTURY MOTIVATION, LEADERSHIP, TEAMS, INTELLIGENCE & STRESS 5. SUCEEDING IN CAREER 6. CAREER PLANNING AND JOB HUNTING © KAMAL KANT, 2012 SEE COURSE OUTLINE & CONTENTS OF TEXT FOR DETAILS 2 WORKING IN THE 21st CENTURY • 13 lectures. • PowerPoint slides of lectures will be posted at least
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You can’t run around big headed all the time and not take anything into consideration from other people. There is no better way to get on that level than what Daniel Goleman describes as emotional intelligence. I don’t think as a leader you can be successful without relating to people especially on an emotional level. I could personally use a little help in all of the areas described in this article. The one that stands out most to me is empathy. I tend to walk around big headed and lack compassion
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The administrative staff at my job was recently tasked with implementing and updating new policies and procedures for our company handbook. My company has been in business for over twenty-five years and many of its procedures were out dated and not aligned with current times. Our administrative team met bi-weekly to brainstorm on ideas to implement and update the company procedures. The text refers to such a group as the Transition Management Team; a team that leads the efforts of change management
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What do you see as your strengths as a team leader/member? As a team leader To start with, I think one of my strengths to be a team leader is I can communicate with my team member well and build relationships with my team member. It is necessary for a leader has effective communication skills and builds a good relationship with team members, which make leader effective lead his/her team to accomplish a common goal. Effective communication is a key to building relationship with others. Therefore
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specificities I can capitalize on and on which weaknesses I have to improve. For this purpose, and in the context of the Executive MBA program I have decided to undertake, I have filled in several key assessments such as Leadership Versatile Index (LVI), Emotional Quotient, FIRO-B and MBTI. - What do I learn from my data? The outcome is very rich and dense insights on the way I operate, on the perceptions my environment have about me and on the impact I have on others. I no doubt have to go through
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1. Examine the approach Trader Joe’s uses to promote a positive work environment for its employees. Determine at least three (3) ways in which Trader Joe’s is able to increase job satisfaction and performance. By making employees a priority and showing appreciation for them, Trader Joe’s has managed to retain loyal employees. Many retailers claim that their employees are top priority, but unfortunately do not treat them as such and do not provide an environment conducive to their growth and development
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