Professional Development Program Proposal

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Professional Development Program Proposal

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Professional Development Program Proposal

EI and Motivation

Emotional building activities are the basic emotional skills of an individual that make-up one’s emotional intelligence ability. Emotional building activities are very important to any administration’s ability to improve the performance of its employees and also to promote job satisfaction. The most significant building activities that enhance employee productivity and job satisfaction are self-perception and management, emotional self-awareness, self-regard, and self-actualization.

Self-actualization can be described as an ability of an individual to better themselves and knowledge to pursue important goals and aspirations. Self-regard can also be described as the ability of an individual to admit one’s strengths and flaws. Emotional self-awareness on the other hand is the ability of an individual to be informed of and to recognize their feelings and influence. Self-perception and leadership consequently is the ability of an individual to know their self-image and their leadership skills (Turun ammattikorkeakoulu, Suomi, & Kim, 2014). All these emotional building activities are very important to the administration, to the workers and the organization as a whole.

Positive reinforcement as a motivation mechanism is the compensation for doing something commendable. This mechanism of motivation can be employed when an individual perfectly performs surpassing their expectations. The administration can also employ positive reinforcement when duties are allocated to a group of workers and the management is seeking to encourage competition among the group of employees (Turun ammattikorkeakoulu, Suomi, & Kim, 2014). An example of positive reinforcement is when workers are given bonuses for accomplishing certain tasks in the workplace.

Negative reinforce as a motivation tool is a penalty for not doing something or doing something poorly (Seethi, 2014). The management can utilize this tool of motivation when the employees are performing poorly in their duties. The management can also utilize negative reinforcement when the employees are reluctant to carry out compulsory duties in the workplace. The negative reinforcement can also be used when employees break company’s policies and procedures. An example is when employees are penalized for coming late to work.

EI and Social Skills and Decision Making

In emotional intelligence, social skills refer to skills that are required to handle and even to influence other people’s emotions effectively. Therefore, the core concepts of emotional intelligence could be used to enhance social skills of the management. The core concepts of emotional intelligence could also be used to enhance the decision-making efficacy of the management. These are very important for the management and even for the employees and the organization in its entirety as it improves its performance (Bezuidenhout & M. C. (Martha Catharina), 1946-, Haskins, Helena Elizabeth Maria (Linda), 2012). The social skills necessary for any leader and the administration include; persuasion and convincing skills, communication skills, harmony skills, conflict resolution skills, and team-working skills.

Persuasion and convincing skills are essential in getting things accomplished. Management may apply this skill to convince other managers or directors to take up ventures and other plans that may benefit the company (Bezuidenhout & M. C. (Martha Catharina), 1946-, Haskins, Helena Elizabeth Maria (Linda), 2012). This skill can also be applied to guide the employees to accomplish tasks diligently and perfectly.

Communication skills are also very valuable for managers. Communication is critical for any management when giving information to employees. It is crucial for the management to effectively communicate so that the workers can perform well and not get anything confused up when carrying out their tasks.

The management also requires building harmony skills. This is important since the administration needs to build bonds and connections with the workers to ensure high productivity in the organization (Bezuidenhout & M. C. (Martha Catharina), 1946-, Haskins, Helena Elizabeth Maria (Linda), 2012).

The administration also requires conflict resolution skills. This is needed to resolve any problems in the company that may create conflict and leads to poor production in the organization in both the administration and the workers.

Team-working skills are essential for the administration to work efficiently with other administrators and employees in the organization. Teamwork is very important since it increases the performance of both the workers, administration and hence the company (Bezuidenhout & M. C. (Martha Catharina), 1946-, Haskins, Helena Elizabeth Maria (Linda), 2012).

Effective Teams

An effective team is coherently not that easy to achieve. This is because an effective team needs some building activities to be put in place. This is done to influence the workers in the organization positively. Team also requires a number of team changes to be helpful to the company. The building activities and team dynamics needed to come up with an effective team entail; clear objectives, relevant leadership, balanced duties, effective interaction, cooperation and individual improvement. All these perspectives are very important when coming up with an operative team.

In the perspective of clear purposes, these aspirations for the team must be granted upon jointly for all the team members and the team manager. In addition to this, the whole team must thoroughly understand the intentions of the team (Domenici, Littlejohn, & Grant, 2015). The team members must have plans as to how to positively commit to accomplishing the goals of the team.

A relevant leadership is very critical for any team to function effectively. The managers of the team must hold leadership qualities that infuse confidence in them and in the whole team. The team members ought to feel that the leaders are qualified to perform their responsibilities. The team must entrust the leaders. In addition, the team members must feel that the team is being led properly by its leaders.

Balanced responsibilities also positively contribute to the team’s effectiveness. In every team, each member has a special set of skills that enable them to perform better in certain roles compared to other team members. Therefore, this aspect should be tapped such that each team member is given tasks that they can perform excellently in. This is like in the case of specialization where duties are allocated according to skills (Domenici, Littlejohn, & Grant, 2015). Responsibilities should also be balanced in a manner that no employee feels either overworked or left out.

Just like in any organization, effective teams require effective communication. Communication should be productive and effective in both up and down the team’s ranking and among the team members themselves. In case of any meetings and task allocations, communication should be clear to make the meetings and task allocations productive (Domenici, Littlejohn, & Grant, 2015).

Cooperation and individual growth are also essential for any effective teams. Not only should the team members grow as a team but also as individuals. This increases the strengths and effectiveness of the team as the individuals, and the entire team is empowered and is growing (Domenici, Littlejohn, & Grant, 2015).

Strategies should be put in place so that these attributes are enhanced in every team. The management should choose team leaders who are capable and effective. These leaders will, in turn, identify the strengths of the teams and work on making them even stronger. The leaders should also identify the weaknesses of the team and come up with mechanisms to make improvements. The management should also create teams based on the team members having different capabilities to improve the performance of both the individuals and the team. Picking team members with different capabilities also ensure that no one feels overshadowed by another individual.

Reward Systems

An effective reward system is a very important piece of a performing organization. An effective reward system serves to motivate the team members and in turn, promotes the effectiveness of the employees and the organization. A motivated labor force is a significant asset for any organization.

A reward system should incorporate both positive and negative reinforcement (Sethi, 2014). However, a company should focus on positive reinforcement since this does not make employees feel like they are being compelled to perform. Instead, it makes employees feel appreciated and important in the organization. Reward systems also incorporate intrinsic and extrinsic rewards. Intrinsic rewards are rewards that are rewards that one offers themselves and is driven by personal interests in the work that an employee does. On the other hand, extrinsic rewards are the rewards that are tangible and are administered based on another person feeling that an individual has done an excellent job (Bowers, Indiana University, Bloomington, Indiana University, & Bloomington, 2015).

Most organizations acknowledge extrinsic rewards since they are simple to apply and they cut across different duties and several skills held by employees in the organization. The most fundamental and most valuable reward systems are the end of year premium rewards and the gold star arrangements. Wells Fargo can use any pair of these systems or even link them based on their economic capabilities.

In the gold star system, workers are awarded stars each time they achieve a responsibility perfectly. Each star has definite monetary worth. At the end of the fiscal year, or when the workers are earning their salaries, they can change out their stars into actual money. Rules should be put in place that oversees what situations require the employees to be granted and also what is deemed an excellent performance (Bowers, Indiana University, Bloomington, Indiana University, & Bloomington, 2015).

At the end of year rewards, the workers are awarded bonuses that are a portion of the business’s net income. A particular portion of the net revenue is assigned to the employees and is distributed among them based on their performance of the key performance criteria as per their employment agreements. In this system also, the organization can also reward the workers with company assets based on their attainment of key performance criteria. This is particularly applicable to the administration.

Executive Summary

Emotional intelligence building blocks that improve motivation should be included in both the management and the employees. These attributes are necessary to improve the quality of work of both the management and the employees. Motivated labor is very necessary for any company. The organization should look into ways to instill these attributes in their workers or employ workers with these characteristics. The attributes in subject include; self-perception and leadership, emotional self-awareness, self-regard, and self-actualization.

Emotional intelligence and social skills and decision making is an important factor for the managers. The managers have to build up their social skills in emotional intelligence to influence better decision making. It is also important that they enhance their social skills to positively influence the workers in the organization. The organization should look to build management that possesses these qualities. These social skills should include; persuasion and influencing skills, communication skills, rapport skills, conflict management skills, and team-working skills.

Effective teams are also very important for the good performance of any company. The Wells Fargo Company should look to build effective teams. All effective teams should contain appropriate trustworthy leaders and specialized team members. These are members have a different set of skills which when combined, they form a very strong team. Other building blocks of effective teams include; balanced responsibilities, effective communication, cooperation and individual development.

References

Bezuidenhout, & M. C. (Martha Catharina), 1946-, Haskins, Helena Elizabeth Maria (Linda). (2012). The role of emotional intelligence in leading a diverse nursing team. (http: //hdl.handle.net/10500/5308.

Bowers, R. I., Indiana University, Bloomington, Indiana University, & Bloomington. (2015). A behavior systems approach to causal reasoning. (Dissertation Abstracts International, 77-3.

Domenici, K., Littlejohn, S., & Grant, J. (2015). Effective communication in teams.

Turun ammattikorkeakoulu, Suomi, & Kim. (2014). Motivation and service : does employee motivation affect customer service? Turun ammattikorkeakoulu.




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