Module 1 – Home

Using Positive Intelligence and Emotional Intelligence in the Workforce

Modular Learning Outcomes

Upon successful completion of this module, the student will be able to satisfy the following outcomes:

Case

Evaluate the importance of having positive intelligence as an HR manager.

SLP

Appraise your emotional intelligence levels.

Discussion

Discuss the benefits of having an effective work-life balance.

Module Overview

This module will focus on strategies to be successful as an HR manager or professional.Module 1 – Background

Using Positive Intelligence and Emotional Intelligence in the Workforce

Required Reading

Dufner, Michael; Denissen, Jaap J A; van Zalk, Maarten; Matthes, Benjamin; Meeus, Wim H J; van Aken, Marcel A G; Sedikides, Constantine. (2012). Positive intelligence illusions: on the relation between intellectual self-enhancement and psychological adjustment. Journal of personality, ISSN 0022-3506, 06/2012, Volume 80, Issue 3, pp. 537 – 572.

Achor, Shawn. (2012). Positive intelligence. Harvard business review, ISSN 0017-8012, 2012, Volume 90, Issue 1/2, pp. 100 – 102
Abe, Jo Ann A .(2011). Positive emotions, emotional intelligence, and successful experiential learning. Personality and Individual Differences, ISSN 0191-8869, 2011, Volume 51, Issue 7, pp. 817 – 822.

C?t?, St?phane and Miners, Christopher T. H. (2006).Emotional Intelligence, Cognitive Intelligence, and Job Performance. Administrative Science Quarterly, ISSN 0001-8392, 03/2006, Volume 51, Issue 1, pp. 1 – 28.

Warwick, Janette and Nettelbeck, Ted. (2004). Emotional intelligence is…?. Personality and Individual Differences, ISSN 0191-8869, 2004, Volume 37, Issue 5, pp. 1091 – 1100.

Module 1 – Case

Using Positive Intelligence and Emotional Intelligence in the Workforce

Assignment Overview

Positive Intelligence

Positive intelligence is an important trait to have in all situations. Unfortunately, most people do not understand the implications of being positive in the workforce. According to Achor (2012), “Research shows that when people work with a positive mindset, performance on nearly every level-productivity, creativity, engagement-improves. Yet happiness is perhaps the most misunderstood driver of performance” (p. 100). Interestingly enough, “Most people think that success precedes happiness” (Achor, 2012, p. 100). In reality, happiness produces success. As a practical example, some employees believe the following: “Once I get a promotion, I’ll be happy.” Research has shown that if an employee is happy, he or she will perform at higher levels and as a result will be more inclined to get a promotion. In fact, in a sweeping meta-analysis of 225 academic studies reported in Harvard Business Review, researchers found that “happy employees are, on average, 31% more productive.

Their sales are also 37% higher, and their creativity is three times higher” (Achor, 2012, p. 102). Therefore, it is important for managers and leaders to be able to develop new habits by training one’s brain to be positive. It is also important to help coworkers because “in a study of 1,648 Harvard students “social support was the greatest predictor of happiness during periods of high stress” (pp. 101-102). As a matter of fact, Achor further states, “employees who score the highest on providing social support are 40% more likely to receive a promotion in the following year, report significantly higher job satisfaction, and feel ten times more engaged by their jobs than people who score in the lowest quartile” (p. 102). Finally, it should be mentioned that changing one’s relationship with stress can help with having a positive mindset. Stress should be strategically used as a means of motivation because “stress is just not an obstacle to growth; it can be the fuel for it” (Achor, 2012, p. 102). In other words, your professional growth relates to your attitude toward stress.
Reference: Achor, S. (2012). Positive Intelligence. Harvard Business Review, January-February 2012, 100-102.

Case Assignment

Drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you:

What is it important to have positive intelligence? How can having positive intelligence help an HR manager or professional become more effective and productive?

How would you explain positive intelligence to your employees?

What trainings could you provide your employees for enhancing their positive intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient) or positive intelligence in the workforce? Justify your response.

Provide an example of how you use positive intelligence in your personal life/work?

Assignment Expectations

Your paper will be evaluated on the following points:

Precision – Does the paper address the question(s) or task(s)?

Clarity – Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth – Is the full breadth of the subject addressed?

Depth – Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary – Is the paper written well – is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) – Does the paper use citations and quotation marks when appropriate?

Critical thinking – Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?

Module 1 – SLP

Using Positive Intelligence and Emotional Intelligence in the Workforce

Emotional Intelligence

Since it was first suggested by Salovey and Mayer (1990), emotional intelligence has been a topic of great interest to scientists researching non-cognitive factors that may contribute to intelligence. Emotional intelligence is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. Emotional intelligence as a paradigm was further developed by Goleman. It is often suggested that people equipped with emotional intelligence have a competitive edge in both their personal and professional lives and as a consequence are happier and more successful.

While the subject of emotional intelligence in recent decades has become an area of much study and debate, it should be noted that the underlying concepts of emotional intelligence are not entirely new ideas, and in fact, have a history dating to the nineteenth century. The work of the English naturalist, Charles Darwin, emphasized the role of emotional expression in survival and adaptation.

As a matter of fact, many believe that there is a human ability that affects social functioning, called emotional intelligence. Although emotional intelligence is now part of the vocabulary in most organizations, few leaders we’ve worked with are fully comfortable engaging their own emotions or managing the emotions of others. Emotional intelligence is an assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.
Controlling personal feelings is a skill that allows an individual to perceive and better address the emotions of those around them. Consequently, detecting shifts in the emotions of colleagues is an important first step to transforming attitudes from negative to positive. For example, in a business context, high emotional intelligence is demonstrated to have roles in both moderating conflict resolution and enhancing organizational citizenship behavior. Whatever the leadership style, emotional intelligence enables a leader to create interpersonal trust and improve communication, thereby increasing workplace climate and business outcomes.

Emotional intelligence development will allow a leader to recognize emotions immediately and respond by promoting a positive mood to maintain constructive performance. People with high emotional intelligence can generally balance multiple tasks without losing sight of priorities, have the ability to solve new problems in unique and creative ways, and work well in group-oriented tasks. In addition, leaders with emotional intelligence are able to recognize and control their personal emotions and may benefit from lower levels of anger.

SLP Assignment Expectations

Please answer the following questions:

What is it important to have emotional intelligence? How can having emotional intelligence help an HR manager or professional become more effective and productive?

How would you explain emotional intelligence to your employees?

What trainings could you provide your employees for enhancing their emotional intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient), positive intelligence, or emotional intelligence in the workforce? Justify your response.

Provide an example of how you use emotional intelligence in your personal life/work?

Your paper should be short (2-3 pages, not including the cover sheet, references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.

Work environments are ever changing. With the advent of consistent technological advances, the need for onsite workers has been diminished in many organizations. Flexible work schedules, virtual teams, remote work sites, and the like all impact organizational effectiveness. The concept of alternative working conditions should ideally increase productivity for the organization while improving effectiveness and quality of work for the employees.

Please complete the following for this discussion:

Discuss an example of successful work-life balance for the individual and the organization. This example can be used for further discussion in moving from concept to practical application.

Additional Key Elements of the Assignment:

Your Initial Post should occur in a timely manner (by the third day of the module for full timeliness points). Include the original questions along with your initial, informative post. Support your post with information from at least one reference and provide complete source information (so that your peers can find the article if they wish). Bring in your own personal experiences, as applicable.

Your Subsequent Posts: Read through responses by peers and post responses to at least two classmates’ posts. Bring in ideas/comments and/or research not mentioned yet.

Remember-To receive full credit in this forum, you need to post a minimum of three quality posts (your own initial post, and responses to two classmates). Only one outside source is needed (in the initial post). But in any post, if you borrow ideas/information from other authors, give them credit for their work.

Leave a Reply

Your email address will not be published. Required fields are marked *

Module 1 – Home

Using Positive Intelligence and Emotional Intelligence in the Workforce

Modular Learning Outcomes

Upon successful completion of this module, the student will be able to satisfy the following outcomes:

Case

Evaluate the importance of having positive intelligence as an HR manager.

SLP

Appraise your emotional intelligence levels.

Discussion

Discuss the benefits of having an effective work-life balance.

Module Overview

This module will focus on strategies to be successful as an HR manager or professional.Module 1 – Background

Using Positive Intelligence and Emotional Intelligence in the Workforce

Required Reading

Dufner, Michael; Denissen, Jaap J A; van Zalk, Maarten; Matthes, Benjamin; Meeus, Wim H J; van Aken, Marcel A G; Sedikides, Constantine. (2012). Positive intelligence illusions: on the relation between intellectual self-enhancement and psychological adjustment. Journal of personality, ISSN 0022-3506, 06/2012, Volume 80, Issue 3, pp. 537 – 572.

Achor, Shawn. (2012). Positive intelligence. Harvard business review, ISSN 0017-8012, 2012, Volume 90, Issue 1/2, pp. 100 – 102
Abe, Jo Ann A .(2011). Positive emotions, emotional intelligence, and successful experiential learning. Personality and Individual Differences, ISSN 0191-8869, 2011, Volume 51, Issue 7, pp. 817 – 822.

C?t?, St?phane and Miners, Christopher T. H. (2006).Emotional Intelligence, Cognitive Intelligence, and Job Performance. Administrative Science Quarterly, ISSN 0001-8392, 03/2006, Volume 51, Issue 1, pp. 1 – 28.

Warwick, Janette and Nettelbeck, Ted. (2004). Emotional intelligence is…?. Personality and Individual Differences, ISSN 0191-8869, 2004, Volume 37, Issue 5, pp. 1091 – 1100.

Module 1 – Case

Using Positive Intelligence and Emotional Intelligence in the Workforce

Assignment Overview

Positive Intelligence

Positive intelligence is an important trait to have in all situations. Unfortunately, most people do not understand the implications of being positive in the workforce. According to Achor (2012), “Research shows that when people work with a positive mindset, performance on nearly every level-productivity, creativity, engagement-improves. Yet happiness is perhaps the most misunderstood driver of performance” (p. 100). Interestingly enough, “Most people think that success precedes happiness” (Achor, 2012, p. 100). In reality, happiness produces success. As a practical example, some employees believe the following: “Once I get a promotion, I’ll be happy.” Research has shown that if an employee is happy, he or she will perform at higher levels and as a result will be more inclined to get a promotion. In fact, in a sweeping meta-analysis of 225 academic studies reported in Harvard Business Review, researchers found that “happy employees are, on average, 31% more productive.

Their sales are also 37% higher, and their creativity is three times higher” (Achor, 2012, p. 102). Therefore, it is important for managers and leaders to be able to develop new habits by training one’s brain to be positive. It is also important to help coworkers because “in a study of 1,648 Harvard students “social support was the greatest predictor of happiness during periods of high stress” (pp. 101-102). As a matter of fact, Achor further states, “employees who score the highest on providing social support are 40% more likely to receive a promotion in the following year, report significantly higher job satisfaction, and feel ten times more engaged by their jobs than people who score in the lowest quartile” (p. 102). Finally, it should be mentioned that changing one’s relationship with stress can help with having a positive mindset. Stress should be strategically used as a means of motivation because “stress is just not an obstacle to growth; it can be the fuel for it” (Achor, 2012, p. 102). In other words, your professional growth relates to your attitude toward stress.
Reference: Achor, S. (2012). Positive Intelligence. Harvard Business Review, January-February 2012, 100-102.

Case Assignment

Drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you:

What is it important to have positive intelligence? How can having positive intelligence help an HR manager or professional become more effective and productive?

How would you explain positive intelligence to your employees?

What trainings could you provide your employees for enhancing their positive intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient) or positive intelligence in the workforce? Justify your response.

Provide an example of how you use positive intelligence in your personal life/work?

Assignment Expectations

Your paper will be evaluated on the following points:

Precision – Does the paper address the question(s) or task(s)?

Clarity – Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?

Breadth – Is the full breadth of the subject addressed?

Depth – Does the paper address the topic in sufficient depth?

Grammar, spelling and vocabulary – Is the paper written well – is the grammar, spelling, and vocabulary suitable to graduate level work?

Referencing (citations and references) – Does the paper use citations and quotation marks when appropriate?

Critical thinking – Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?

Module 1 – SLP

Using Positive Intelligence and Emotional Intelligence in the Workforce

Emotional Intelligence

Since it was first suggested by Salovey and Mayer (1990), emotional intelligence has been a topic of great interest to scientists researching non-cognitive factors that may contribute to intelligence. Emotional intelligence is the ability to identify, assess, and control the emotions of oneself, of others, and of groups. Emotional intelligence as a paradigm was further developed by Goleman. It is often suggested that people equipped with emotional intelligence have a competitive edge in both their personal and professional lives and as a consequence are happier and more successful.

While the subject of emotional intelligence in recent decades has become an area of much study and debate, it should be noted that the underlying concepts of emotional intelligence are not entirely new ideas, and in fact, have a history dating to the nineteenth century. The work of the English naturalist, Charles Darwin, emphasized the role of emotional expression in survival and adaptation.

As a matter of fact, many believe that there is a human ability that affects social functioning, called emotional intelligence. Although emotional intelligence is now part of the vocabulary in most organizations, few leaders we’ve worked with are fully comfortable engaging their own emotions or managing the emotions of others. Emotional intelligence is an assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.
Controlling personal feelings is a skill that allows an individual to perceive and better address the emotions of those around them. Consequently, detecting shifts in the emotions of colleagues is an important first step to transforming attitudes from negative to positive. For example, in a business context, high emotional intelligence is demonstrated to have roles in both moderating conflict resolution and enhancing organizational citizenship behavior. Whatever the leadership style, emotional intelligence enables a leader to create interpersonal trust and improve communication, thereby increasing workplace climate and business outcomes.

Emotional intelligence development will allow a leader to recognize emotions immediately and respond by promoting a positive mood to maintain constructive performance. People with high emotional intelligence can generally balance multiple tasks without losing sight of priorities, have the ability to solve new problems in unique and creative ways, and work well in group-oriented tasks. In addition, leaders with emotional intelligence are able to recognize and control their personal emotions and may benefit from lower levels of anger.

SLP Assignment Expectations

Please answer the following questions:

What is it important to have emotional intelligence? How can having emotional intelligence help an HR manager or professional become more effective and productive?

How would you explain emotional intelligence to your employees?

What trainings could you provide your employees for enhancing their emotional intelligence levels?

Do you think it is more important to have high a IQ (intelligence quotient), positive intelligence, or emotional intelligence in the workforce? Justify your response.

Provide an example of how you use emotional intelligence in your personal life/work?

Your paper should be short (2-3 pages, not including the cover sheet, references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.

Work environments are ever changing. With the advent of consistent technological advances, the need for onsite workers has been diminished in many organizations. Flexible work schedules, virtual teams, remote work sites, and the like all impact organizational effectiveness. The concept of alternative working conditions should ideally increase productivity for the organization while improving effectiveness and quality of work for the employees.

Please complete the following for this discussion:

Discuss an example of successful work-life balance for the individual and the organization. This example can be used for further discussion in moving from concept to practical application.

Additional Key Elements of the Assignment:

Your Initial Post should occur in a timely manner (by the third day of the module for full timeliness points). Include the original questions along with your initial, informative post. Support your post with information from at least one reference and provide complete source information (so that your peers can find the article if they wish). Bring in your own personal experiences, as applicable.

Your Subsequent Posts: Read through responses by peers and post responses to at least two classmates’ posts. Bring in ideas/comments and/or research not mentioned yet.

Remember-To receive full credit in this forum, you need to post a minimum of three quality posts (your own initial post, and responses to two classmates). Only one outside source is needed (in the initial post). But in any post, if you borrow ideas/information from other authors, give them credit for their work.

Leave a Reply

Your email address will not be published. Required fields are marked *