Relationship between Emotional Intelligence Abilities and Team Processes Essay

Clarke’s article seeks to use the emotional intelligence ability model to establish emotional intelligence’s significance as part of individual difference among team members and if it can affect team effectiveness. It is a report on a research conducted using the ability model of emotional intelligence to identify the relationship between EI and the transitional, action-based and inter-personal team processes aspects of team-work behaviours. The article also considers the base set by other researchers’ findings and theories concerning EI and its relationship to team-work behaviours. In this research paper, Clarke discusses several previous researches done, on this topic, using different models and then conducts his own research using the emotional intelligence ability model. The reason for this research conducted by Clarke was to have better knowledge of the nature of teamwork and also the factors contributing or underpinning team effectiveness, in order to help organisations the expected gains brought by understanding emotional intelligence abilities. This study also sought to establish the significance of perceiving emotion, understanding emotions and using them to facilitate thinking, and managing one’s own emotions as well as those of others. The Main Theoretical Predictions of This Study Clarke looks at previously conducted studies by other researchers. One of the things is that when the ability based measure is used there is positive relationship between the ability of a team leader to have an understanding of emotion and the team’s customer-service team-rating based performance. Another thing is that there is a negative correlation between a team leader’s EI and a managers’ ranking of a team’s overall performance. Another thing is that aggregated measures of team-members ability emotional intelligence show positive correlations with a team’s ability emotional intelligence and a team’s performance. Also, there is no significant relationships between the level measures of individuals, but rather noteworthy positive relationships between a team’s civic virtue ratings by the participants’ and about all the individual emotional ability scores. The other part of the previous studies is where researchers used the Workgroup Emotional Intelligence Profile, the WEIP. This measure assesses emotional intelligence using self/peer-report responses instead of tests based on performance. Some of these tests show a significant correlation between the average emotional intelligence of a team and goal focus. In other words, team members who showed they had higher skills and more familiarity caused a team’s effectiveness to improve. The studies also showed positive relationships between a team’s emotional intelligence and the use of differing collaborative and competing approaches to conflict resolution. One prediction is that EI will be found to be positively related to transition team processes. Clarke predicts that if relationships are examined a more direct way between EI abilities and the differing transition, action as well as inter-personal team processes already pointed out as important to team effectiveness then the potential role of EI ability in team effectiveness would be become clearer. In this case, EI abilities are predicted as directly affecting some of these specific team-work processes and interaction. Another prediction is that there is a stronger correlation between EI and actions, transitions and inter-personal team processes than between EI and individuals who are more oriented towards higher collectivism. Recognising the potential influence of emotion on decision making, problem solving, and creativity is a clear indication that EI plays an important part in team processes associated with formulation of strategies like the planning of tasks and allocation of roles and those related to goal specification. The relationship between EI and team-work behaviours which are associated with team processes can be moderated by a person’s motivational nature towards team-work. Collectivist orientation is related to team behaviours like individual input to a team, and a group’s cooperative team behaviour and negotiation behaviours. Higher efficacy for team-work as well as positive past experiences in a team are related to individuals’ self-report collectivism. Therefore, individuals’ collectivist orientations may show their degree of motivation for team-work. Consequently, there are interaction effects between EI abilities and individuals’ collectivist orientations. The Findings of Clarke’s Study Clarke’s study established that EI explained direct, unique variance in transition and inter-personal team processes as the two team process sets regarded as important role-players in team-effectiveness. But only three EI individual branches were of any importance, and they still were different in each case. Concerning transition processes, there was found a positive connection for the emotional ability only: perceiving emotions in oneself and in others. This was a confirmation of previous research that showed a positive significant connection between goal focus and team-level EI ability measures. Also Clarke did not discover any significant connections between transition processes and the rest of the emotional intelligence abilities, suggesting that the transition processes is the most significant emotional ability when it comes to contributing to team behaviour associated with this particular team activity phase. The ability of an individual to perceive and appraise emotions accurately is the most important when it comes to using and acting on the emotional knowledge. This suggests that team members who have greater sensory awareness levels can engage to a great deal of effectiveness in team behaviours like setting tasks and time-scales associated with means of achieving the team tasks. It was found that general mental ability is important at this team activity phase, but the ability of perceiving emotions accounted for 3% more variance to team members’ engagement in necessary team behaviour linked to this team effectiveness aspect. These two emotional abilities were the most important in helping team members to take part in inter-personal team processes, when they use emotions to facilitate thinking and managing one’s emotions or those of others. The relationship between EI and team-work behaviours which are associated with team processes can be moderated by a person’s motivational nature towards team-work. Collectivist orientation is related to team behaviours like individual input to a team, and a group’s cooperative team behaviour and negotiation behaviours. Together, the two emotions accounted for 8% variance, while general mental ability was insignificant. Surprisingly, no significant correlations were found between any of the EI abilities and team processes. These findings also suggest that where individuals in a team have a bigger share of outcomes in a team, or where are much longer team durations or work cycles, emotional intelligence abilities can affect team action processes more significantly. 7 specific context variables were found to influence team type. These included the temporal duration, basic work cycle and teams’ task structures. Another finding is that there is a stronger connection between emotional intelligence and actions, transitions and interpersonal team processes than between EI and individuals who are more oriented towards higher collectivism. The potential influence of emotion on decision making, problem solving, and creativity clearly shows that emotional intelligence plays an important part in team processes associated with formulation of strategies like the planning tasks and role allocation and those related to goal design. This research paper shows how simplistic the obscure assertions on emotional intelligence’s importance to team effectiveness are. Differing emotional intelligence abilities are related to specific teamwork behaviour, which become significant during the stages of team activity. The findings also show that there is need for much more complex structures on the relationship between emotional intelligence and particular cognitive, verbal, and behavioural activities in a team. The findings can therefore be concluded thus: EI explains direct, unique variance in transition and inter-personal team processes; only three individual EI branches, however, have any significance, and still, they were different in each case. How Organisations Can Make Use of These Findings These findings show that emotional intelligence is a significant part of individual differences among team members contributing to the effectiveness of a team. A team’s effectiveness depends on its team members’ abilities to perform behaviours that are related with specific processes at different stages of team activity. Individuals who have more developed emotional abilities in these circles will most likely make more significant contributions during such times. This may make team leaders’ role of allocating roles and responsibilities in a team less complicated. The instruments used to make assessments regarding these emotional abilities can help organisations to identify team members demonstrating strengths in particular emotional abilities. Organisations can be able to call upon those individuals who show high levels of sensory awareness that is related to perceiving emotions to play more important roles during transition stages while focussing on setting of goals and planning of tasks. On the other hand, those individuals with better developed emotion management abilities may be called upon to play the more important part of supporting the teams’ inter-personal team processes. Team can also be able to focus on particular emotional abilities, by considering more focussed developmental activities. Learning interventions that are team-based and undertaken in a place of work can help individuals in an organisation to use their emotions more efficiently to enlighten their thinking. If understood better, the differential roles of emotional abilities in the performance of necessary team processes can bring about development of more effective, focussed interventions. By identifying how EI is related to particular team processes linked with differing stages of team activity, organizations can be able to identify operational conditions of emotional intelligence. Emotional abilities were found to be directly related to transition as well as interpersonal team processes, although EI abilities were not related to action team processes. The crucial finding that EI abilities’ variation in inter-personal team processes are greater than for any other team process suggests that EI could be of far greater importance in teams where interpersonal team processes are by far more dominant. Therefore, selecting team members on the basis of their strengths in particular emotional abilities can help organizations develop more focussed ways of attaining more effectiveness in their teams at differing stages of team activity. These findings can also help organisations have a clearer picture when it comes to conducting future research. References Clarke, N. (2009). Emotional Intelligence Abilities and Their Relationships with Team Processes. Team Performance Management, 16:1/2, 1352-7592.

Applying Student Development Theories to Experiences of Interviewees

Introduction As a practitioner of student affairs, use and understanding of student development theory is an important element in our responsibility. We have to learn how to apply different theories to specific situations where our students appear on the university campus. Student development theory is also important to understand why students can act in their own way. The theory of student development can be defined as a way to improve the ability of a student to grow after enrolling in a higher education institution, the ability to grow, or the ability. Heggins and Jackson (2003) focuses on applying student development and transition theory to understand the experience of Asian international students at university. After interviewing 28 Asian international students, I found that Asian students participating in the survey are seeking family and social support to deal with problems and challenges. Researchers recommend that teachers, resource centers, and student services provide cou nseling opportunities to enable Asian international students to make better use of existing social support networks. International Higher Education Education and Learning 2009, Vol. 22, No. 3, 374-385 http://www.isetl.org/ijtlhe/ ISSN 1812-9129 The purpose of this paper is to apply two development theories to development events in the respondents' life by questionnaire. The purpose of this article is to achieve a clear identification of the events occurring in respondents' lives. It will be discussed throughout the article, that is, they go out of the family for the first time. After that, in this paper, we outline the method of creating questionnaires and managing questionnaires. Then this article will continue to introduce Albert Bandura, the first development theorist. A brief discussion on the second development theorist Urie Bronfenbrenner and his ecological theory follows. In this article, we analyze respondents' responses in detail and explore the relationship between two the orists Bandura and Bronfenbrenner. Finally, this paper reflects the continuing relevance of the application of development theory and their development theory in the own experience of the interviewee by summarizing and summarizing all the information discussed in the thesis It is aimed to do. A respondent of this case study was a 28-year-old woman born in Victoria, Australia. In this case study, the development event she was asked was the first time she left the family. This is an important development event, but it will not give pressure or discomfort to respondents during the discussion. The questionnaire was created based on the theory of Albert Bandura and Urie Bronfenbrenner. Since these questions are aimed first to obtain some historical information about respondents,

COMMONWEALTH of Pennsylvania, v Paul David CREWS Research Paper

COMMONWEALTH of Pennsylvania, v Paul David CREWS - Research Paper Example The case study of commonwealth of Pennsylvania vs. Paul David Crew is among the most valuable perspective pertaining to the use of DNA evidence in solving crime. The sensitive treatment of victims in DNA cases is essential across the entire criminal justice system; first beginning with the arrival of the responders at the crime scene and then continuing until long after suspects are convicted. All types of victims especially sexual assault victims should be subjected to fair and sensitive treatment with respect and dignity, especially during the collection of biological evidence from a wider range of crime scenes, which is now beginning to regularly occur in the United States. Problems regarding the security and privacy of a victim’s information in DNA cases are a major concern. The Victims’ DNA profiles are characteristically entered into databases which cause many victims to worry about the privacy of this information, whether it can be accessed by the perpetrators th rough the local databases or the internet. There is also concern about whether this technology can be used against victims who may have committed other crimes, which can possibly result in a decrease in reporting (PLJ, 2012). In this research paper, I chose the case of Commonwealth of Pennsylvania versus Paul David Crews in which many unique talents pertaining DNA evidence were involved in prosecuting the culprit. I am going to study facets of this case which I deem necessary to mention for the purpose of this research. Here, there is a combination of professional unique talents, the respect, their dignity and strive to foster their commitment to excellence in their work that led to justice. Unity and diversity of people on the free exchange of ideas, on learning, living and working harmoniously is truly the pillar of a community’s strength in society as we shall observe in this paper. For the purpose of grasping the whole concept of the case, I will briefly touch on other fa cets of the case other than those pertaining DNA evaluation. It is the professional unbiased performance of each that slowly but surely led to justice (PLJ, 2012). Commonwealth Of Pennsylvania, V Paul David Crews In the morning of September 13, 1990, two hikers, Geoffrey Hood and Molly LaRue, were murdered .The woman tied, raped, and stabbed, resulting to her death. Her boyfriend, shot three times. The suspect Paul David Crews was arrested week later and subsequently charged with the murders. There were a number of witnesses who presented themselves to testify. The first witnesses testified seeing the suspect visit a library seeking a map of the terrain where the couple was murdered while other witnesses testified the suspect seeking directions of the trail that coincidentally was the same with those of the murdered couple. These witnesses openly shared their knowledge to the relevant authorities. Some even vividly testified of seeing the suspect wearing the hiking gear belonging to the male victim along with other objects. A ballistics expert also testified that the handgun possessed by the suspect upon his arrest was the murder weapon which. An FBI DNA expert, after caring out his unique duty came to a conclusion thus testifying that the suspects DNA patterns matched with those obtained from semen samples the female victims vagina. The jury which comprises of carefully selected individuals of varying personalities and background

Role of HR in Knowledge Management Research Paper

Role of HR in Knowledge Management - Research Paper Example Most of the organizations do not effectively utilize Human Resources’ contribution for the effective implementation of Knowledge Management. If people are managed effectively and their knowledge utilized efficiently, then evidently it can become a competitive advantage. Relying on modern information systems will be fruitful if people are actively involved in knowledge sharing. The different areas of Human Resources which help in effective knowledge sharing are reward systems, recruitment, retention, succession planning and training and development. The first and most obvious area of Human Resources involvement in Knowledge Management is reward management. It is very clear that employees will not be ready to share their knowledge and expertise until and unless they are rewarded. Rewards will motivate them to share their knowledge and it is purely on the shoulders of Human Resource people to undertake this task. This way H R enables knowledge sharing in different departments. In case of recruitment, retention and succession planning from a Knowledge Management perspective can be looked at as filling knowledge gaps. While recruiting new employees, they can select candidates who are more creative and innovative and can adapt themselves to the changing work environment. Also, retention of good employees is necessary. The HR policies and procedures should be designed in such a way that they allow employees to meet their personal objectives. Succession planning, on the other hand, is about planning to meet future skills and knowledge needs with existing resources. Human Resources’ involvement and its contribution is perhaps the greatest in training and development. Human Resources should get itself actively involved in the technological developments in the workplace as they can train the employees accordingly. Training is necessary for individuals to work in teams as co-operation and sharing of information brings in benefits for the whole organization. T hough Human Resources’ contribution is inevitable in the area of Knowledge Management, it has certain limitations as Human Resources and other departments are most in conflicts. This can be seen as a limitation of Human Resources’ intervention in effective Knowledge Management. Employees in other departments need to support the HR people for effective knowledge sharing as HR people becomes the mediator in knowledge sharing. This is not Human Resources’ role alone but its contribution is necessary. Building a culture for Knowledge management on certain values will require changes in systems and processes, and a way of doing things which both transmits the organizational culture to new employees and reinforces it to old employees. As with any change situation, conflicts can arise. This is where Human Resources can contribute to the development of the Knowledge Management culture by handling such conflicts. According to Chivu and Popescu (2008),  in terms of know ledge migration, Human Resource may play a major enabling role in helping identify the potential of knowledge migrants. According to them, the HR process with regard to knowledge management involves HR sought assessment and selection, HR sought training and development, HR sought appropriate communication, reward and recognition schemes and knowledge

Summary on Creep Behavior of Discontinuous SiC-Al composites Essay

Summary on Creep Behavior of Discontinuous SiC-Al composites - Essay Example The first experiment tested compressed creep on SiC with 3-5 wt. percentages of Li at a temperature of 505-866k. The results showed that Li increases the strengthening power of SiC and its wetting behavior. The second experiment tested the creep behavior of SiCw and SiCp covered with aluminum alloy at a temperature of 505-644k. The results showed that both composites were steady but SiCW was more resistant to creep compared to SiCp. The results were because of the variations in the components load bearing abilities, their strengths and the applied temperatures. The conducted experiments revealed that the quality of creep rates depend on the applied temperatures and stress (Mohamed, Park & Lavernia 22). The article also used the shear lag method to test the creep rate of discontinuous composites by applying stress and geographic parameters. In this method, the composite has short fibers inserted in the creeping matrix; the shear transports the load from the matrix to fiber and this ap proach applies creep power law. This method is efficient in transferring the load from matrix to fiber and handling stress level within the fiber. ... In the experiment, the composite phase acted as a regular aligns and there was periodic array of fibers. The experiment applied the creep power law by ensuring that reinforcement phase remains elastic (Mohamed, Park & Lavernia 26). The results indicated that matrix develops higher stress, which reduces composites creep rates. It also showed that geometry arrangements affect the quality of the creep rate. Indeed, the results note that creep law favors the Ag-40wt. percentage composites only but not the composites of SiC-Al (Mohamed, Park & Lavernia 27). Considering the obtained results, the article explains the deformation models using dislocation motion. It analyses whether similar dislocation processes can be applicable for both DS alloy creep and the SiC-Al composites creep. In addition, the article also evaluates successfully the characteristics of deformation process on DS alloys and SiC-Al composites. The article highlights the strain exponent of creep and identifies the followi ng assumptions. Firstly, the high stress exponent and variations results from threshold stress. Additionally, the threshold stress and strength applied on the creep depends on applied stress and lastly, the activation energy for SiC-Al composites and DS alloys are similar (Mohamed, Park & Lavernia 30). The article concludes that SiC-Al composites and DS alloys have similar creep behaviors regardless of their stress exponent and activation energies. Importantly, the article identifies that shear log assumptions on the creep behavior of SiC-al are inconsistence. Indeed, the study offers the similarities in the creep behavior among composites, the evidential calculations and dissimilarities among activation

Rodriguez Assignment Essay Example | Topics and Well Written Essays - 250 words

Rodriguez Assignment - Essay Example I noted that during the collection of relevant materials one needs to be careful because not all library material is credible. Some of the materials I received contained contradicting information and I thus needed to sort out and use those that contained accurate information. I acknowledge the importance of taking notes while completing an assignment. Taking notes is important because it guides the person completing an assignment to organize points in terms of their significance and relevance in answering the assignment question. After sorting out the points in order of their significance to the assignment it is important to formulate an outline that will assist in answering the questions in the assignment. Before making the final copy for marking, it is important to make a rough draft where changes can be made. In making the rough draft, Bean’s concepts of integrating ideas from various sources and readings come into play. One needs to read widely, recall the ideas from various sources and blend them to make one complete and quality assignment (Bean et al). I noted that completion of assignments requires adequate preparation time and should not be done in a

How Would You Develop a Safety and Health Management System That Coursework

How Would You Develop a Safety and Health Management System That Achieves Managements Objectives - Coursework Example Additionally, improvement of the safety and health management systems within the organization will improve productivity of working by reducing fears that are usually impacted on them from severely injured workmates. Therefore, the main purpose of initiating and implementing SHMS to its totality is to reduce costs related to injuries at workplace. Notably, saving a crewed by effective implementation of SHMS will definitely exceed the SHMS workplace costs (American National Standard, 2005). The effective SHMS’s critical elements includes the commitment of the management and the employees’ involvement, prevention and control of hazards, supervisors, managers, and employees’ training, worksite analysis. The culture of the organization can have direct influence on safety and health management system successes within the organization. Therefore, this organization must play vital role in ensuring its success in relation to the SHMS (Czerniak and Ostrander, 2005). The management is the first organ of the organization that will be required to manage SHMS just like it would manage other organizational duties and concerns. In other words, the management must integrate safety and health management systems into all organs or departments of the organization (American National Standard, 2005). Moreover, all the departmental heads must be involved personally in establishing safety and health accountabilities within their departments. â€Å"The workplace must be safe and healthful to every employee. All employees must follow and adhere to safe and healthful work practices and outline in each work practice’s safety and healthy rules and regulations.† It is worth noting that working with each departmental head, SHM rules and regulations will be established for every work practice towards ensuring that all the workplaces are safe and healthy for all workers at all