SOCIAL AND EMOTIONAL COMPETENCE – THE GAME CHANGER
AKSHITA M. & TANUJA D.
III BBA
ABSTRACT: An organisation that is blessed or has taken steps to become both socially and emotionally competent has the highest of potential to increase the productivity of the firm. Some companies have taken a holistic approach to maintain the balance between them reinstating the fact that these are the important decisions which every organisation needs to undertake for its valuable assets which is its human resources.
KEY WORDS: Social Competence, Emotional Competence, “Gotta-Be” Socially Competent, TGIF (Thank God It’s Friday), Get Connected, Connect Over Coffee, Wellness Programs.
The importance of Social & Emotional Competence in today’s business work life
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Social competence is therefore a key differentiating factor between the success and failure of an enterprise.
HOW TO INCREASE SOCIAL COMPETENCE
Below are the steps to help you increase your social competence in case you lack in it and want to compensate for it.
• Practice – start by working on skills in a simpler environment, then increase the difficulty of the task by performing it in a threatening environment.
• Take risks – try to push yourself beyond your comfort zone and take note of the change.
• Seek feedback – monitor your own performance and ask others for genuine feedback and work accordingly.
• Increase non-business related communication – go to social gatherings and engage into conversations to build a healthy atmosphere.
• Define specific goals and work towards them – pick one or two social skills and take steps to develop these skills.
• Build self-esteem – pick up an exciting hobby or an area of interest and surround yourself with people who you are comfortable with.
• Put yourself out there – attend events and join clubs where you will meet new people and find a platform to enhance your social
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They have numerous special facilities which help their employees maintain a work-life balance. Every week on Friday, Google hosts TGIF (Thank God It's Friday) after 4 p.m. where everyone mingles and works together. This gives an open platform to employees to collaborate more and enhance their social competence.
Marriott Hotels India
Rank: 3
Employees: 6,500
Taking care of everyone associated with the company is at the heart of Marriott’s core values, which reflects the company’s work-life commitment. Marriott's history of taking care of their employees dated back to its early days, when its founder, JW Marriott, counselled the company's employees individually on their personal problems at his first hotel. This gives a lucid picture of how the companies should take steps in discussing the problems of their employees which have a direct impact on their social behaviour.
Godrej Consumer Products
Rank: 6
Employees: 2,228
At Godrej, provisions have been made to organize Diversity & Inclusion programme. These programs are resource groups for working women (Godrej Alliance for Women) and parents (Godrej Alliance for Parents) with cross-company leadership networks. Both these networks are supported with periodic trainings, external speakers and workshops to address the particular issues that the employees may
Chapter Summary & Reflection Paper- FINAL Social and emotional issues are common ground among all humans, but they are especially relevant in the lives of college students. Chapter seven of the book “DMACC: Planning Your Success” is titled “Social and Emotional Intelligence: Relating to Others and Regulating Emotions”. It discusses how a student can gain the social and emotional skills to better the assessment of their personal health along with their relationships with others.
EMOTIONAL INTELLIGENCE AMONG SOCIAL WORK PROFESSIONAL Abstract Emotional Intelligence is defined as being able to recognize emotions in self and others, understanding how emotions work and being able to manage emotions. Knowing the crucial role of emotions and relationships in the social work chore, the rapid growth of literature reveals the relevance of EI to social work is behind the schedule and it’s time to re-evaluate and work on it. In this study, the relationship between emotional intelligence, measured by the Wong and Law Emotional Intelligence were examined with a sample of social work professionals in different fields (N=100). Demographic profile such as age group gender, the order of birth, marital status, type of family, education,
Journal of Marketing, 54(1), 85-101 Mayer (Eds.), Applying emotional intelligence: A practitioner's guide (pp. 28-52). New York, NY: Psychology Press. Mayer, J. and Salovey, P. (1993). The intelligence of emotional intelligence.
Competency Statement III To support social and emotional development and to provide positive guidance. My goal in a child care facility would be to make sure to support the social development of the children as well as the emotional development too. I would also make sure to provide them with positive guidance. They need a positive guidance in their life especially at the age that they are in.
To be a successful leader, emotional intelligence become an important course of growth and development of leadership in terms of building blocks in establishing relationship and deepening relationship with subordinates. According to Goleman’s emotional intelligence model (2001), four component include self awareness, self management, social awareness and relationship management. I found out that Kathy Smith is lacking in the area of social
CLINICAL PSYCHOLOGY JOURNAL ARTICLE REVIEW (Efficacy of Therapeutic Approach) Perceiving Normality in Clients as a Potent Social-Cognitive Treatment Approach John H. Riskind, Michael Bombardier, & Catherine Ayers Journal of Social and Clinical Psychology, Vol. 25, No. 3, 2006, pp. 249-260 I. Main Argument John H. R., Michael B., & Catherine A. focused on social-cognitive approach. This Social-Cognitive approach integrates Social psychology and Cognitive-Behavioral approaches.
Marriott describes its business model, brands, senior leaders, and deeply-ingrained service culture as having firmly established Marriott as a leading performer (2013, para 1-2). Another source describes Marriott International as a company that takes pride in the fact that they have always taken care of their customers and employees above all else, living up to their slogan of “People First” (Addonizio, Mathos, Khalil, & Ortiz, F., 2012, para 1). Essentially, Marriott has gone to great lengths to focus their business efforts and strategy on providing the best working environment and hotel stay for employees and customers alike.
Social skills are the ability of an individual in communicating with others in proper manner to maintain the relationship with people that they engage
The Hilton Hotels Corporation mission is ” to be the most hospitable company on the planet – by creating genuine experiences for Guests, significant opportunities for Team Members, high value for Owners and positive effects in our Communities”. This mission is supported by the following activity programs: the well known Hilton HHonors guest loyalty program that enables members to choose benefits based on personal preferences, let the most precious guests to be recognized on-property and 100% satisfaction guarantee policy. Hilton Hotel company appreciates the value of its staff and uses internal marketing to retain them and make them feel esteemed. Hilton Apprenticeship Academy opportunities offer on-the-job training from professionally certified experts, on location mentors, remarkable opportunities for development and accomplishment across the organization. Building a culture of "giving back" means working with others, set up associations with an assortment of philanthropies and associations concentrated on doing great all
Managers in organizations have traditionally viewed empathy with suspicion, thinking that there is no place for soft emotional skills in the tough world of business. Literature has shown that managers worry that employees will take advantage of them if they show any empathy. But changing times and recognition of the strategic advantages of taking employees feelings into consideration has lead to social consciousness being regarded as a critical skill for effective managers. This has even impacted the training given to doctors. Today doctors are trained to formulate a bio-psycho-social understanding of the problem rather than treating patients purely as a diagnosis.
Introduction- My case study is about Personal Social and Emotional Development (PSED) and the importance of it in the lives of children and the key role it plays as part of their growth and development. The child I am observing is a 3 years 8 months old girl called Emily. She lives at home with both of her parents and an older brother who is 10. Her father is Irish and works fulltime 5 days a week and her Mother is Spanish and works at the weekends.
Introduction: Marriott International Inc. - Marriott International, Inc. is one of the top leading hospitality company in the world. J. Willard and Alice Marriott were the founder of the company. From past 80 years, it has always been looked under the guidance of Marriott family. The headquarter of the company is situated in Bethesda, Maryland, USA. The company revenue for fiscal year 2013 was estimated to be $13 billion dollars.
EMOTIONAL INTELLIGENCE Emotional intelligence can be defined as “the capacity for recognising our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationship” (Poole and Sewell, 2007). This attribute is strongly linked to managing relationships and can play a significant role in team working. Having empathy for others during my teenager years, and always being the one people chose to talk to made me think I scored high in that attribute. However, after experiencing the leadership & employability group project, it seemed I had mislead myself confusing having empathy with what emotional intelligence really is. Blumenfeld et al.
Introduction “Soft skills get little respect, but will make or break your career.” This popular quote from Peggy Klaus certainly gives an idea of the importance of these soft skills in one’s career. Also in Stephen Covey’s book ‘The Seven Habits of Highly Effective People’ he states that in his career spanning more than 25 years in business, university and other fields, he has come in contact with several individuals who have achieved pinnacles of outward success but somehow have found themselves struggling with an inner hunger which includes a need for personal development and developing a healthy as well as effective growing relationship with people, (Covey, 1989). Directly or indirectly he explained the importance of these skills. One may question what does actually mean by this term, well soft skills can be defined as personal characteristics that enable an individual to interact effectively and harmoniously with other individuals.
Martinez-Pons (1997) continues to explain that the ability to relate behaviors and challenges of emotional intelligence on workplace implementation is a really big benefit in constructing an outstanding team. One of the most usual factors that leads to retention problems is communication flaws that create disconnection and doubt. A leader lacking in emotional intelligence is not able to effectively measure the needs, wants and expectations of those they lead. Leaders who react from their emotions without sorting them can create mistrust amongst their staff and can utterly put their working relationships on the line.