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LESSON 4. MOTIVATION AND EMPLOYEE BEHAVIOUR - Coggle Diagram

- - - - Human intelligence: mental quality that conists of the abilities to learn from experience, adapt to new situations, understand and handle abstract concepts, and use knowledge to manipulate one's environment. (Encyclopedia Britanica).
      - We define EI as the ability to:
        
        Recognize, understand and manage our own emotions and recognize, understand and influence the emotions of others.
      - The Marshmallow Test
        
        "Dr. Mischel: it's how they respond. The most interesting thing, I think, about the studies is not the correlations that the press picks up, but that the marshmallow studies became the bsis for testing all kinds of adults and how adults deal with difficult emotions that are very hard to distance yourself from, like heartbreak or grief".
    - - 2. New Theories about Emotional Intelligence
        
        Emotional Intelligenc (EQ or EI) is a term created by two researchers - Peter Salavoy and John Mayer - and popularized by Daniel Goleman in his 1996 book of the same name.
        
        Daniel G: In a very real sense we have two minds, one that thinks and one that feels.
      - 1. The Traditional Concept
        
        The traditional concept of intelligence emphasized cognitive aspects such as memory and problem-solving.
        
        It is traditionaly evaluated with tests and IQ levels.
        
        It is traditionaly evaluated with tests and IQ levels.
        
        Einstein (IQ: never tested)
        
        Kim Ung-Yong (IQ 2015)
        
        Stephen Hawking (IQ 160)
    - - "IQ can only explain 20% of life success..." (D.Coleman)
      - "But here, suddenly, was a new may of thinking about the ingredients of life success". EMOTIONAL INTELLIGENCE (D. (Coleman)
    - - Intrapersonal
        
        2. Self-management. It is also important to be able to control and manage your impulses and emotions. Acting rashly or without caution can lead to mistakes being made and can oftn damage relationships with clients or colleagues.
        
        Adaptability
        
        Innovation
        
        Conscientiousness
        
        Trustworthiness
        
        Self Control
        
        3. Self Motivation. Being driven by only money or material rewards is not a beneficial characteristic, according to Goleman. A passion for what you do is far better for your emotional intelligence. This leads to sustained motivation, clear decision making and a better understanding of the organisation's aims.
        
        Commitment
        
        Initiative
        
        Achievment Drive
        
        Optimisim
        
        1. Self-awareness. Individuals with high levels of emotional intelligence are comfortable with their own thoughts and emotions and understand how they impact on others. Understanding and accepting the way you feel is often the first step to overcoming it.
        
        Accurate Self-Assessment
        
        Self-Confidence
        
        Emotional Awareness
      - Interpersonal
        
        4. Empathy. Not only must you understand your own emotions, but understanding and reacting to the emotions of others is also important. Identifying a certain mood or emotion from a colleague or client and reacting to it can go a long way in developing your relationship.
        
        Service Orientation.
        
        Leveraging Diversity.
        
        Developing Others.
        
        Politial Awareness.
        
        Understand Others.
        
        5. Handling relationships. Social skills are mor than just being friendly. Goleman describes them as "friendliness with a purpose", meaning everyone is treated politely and with respect, yet healthy relationships are then also used for personal and organisational benefit.
        
        Leadership
        
        Change Catalyst
        
        Conflict Management
        
        Building Bonds
        
        Communication
        
        Collaboration & Cooperation
        
        Influence
        
        Team Capabilities
      - We can improve our Emotional Intelligence!
        
        D.Coleman claims that the EI competencies can all be worked on, and improved, and that contrarily to IQ, people can improve their EI by receiving feedback, pracice and correct training and guidance.
  - - - 3. Motivation. A passion to work for reasons that go beyond money or status. A propensity to pursue goal with energy and persisitence.
        
        Optimism, even in the face of failure.
        
        Organizational commitment.
        
        Strong drive to achieve.
      - 5. Empathy. The ability to understand the emotional makeup of other people. Skill in treating people according to their emotional reactions.
        
        Cross-cultural sensitivity.
        
        Service to clients and customers.
        
        Expertise in building and retaining talent.
      - 2. Self-Regulation. The ability to control or redirect disruptive impulses and moods. The propensity to suspend judgment - to think before acting.
        
        Comfort with ambiguity.
        
        Openess to change.
        
        Trustworthiness and integrity.
      - 6. Social Skills. Proficiency in managing relationships and building networks. An ability to find common ground and build rapport.
        
        Persuasiveness.
        
        Expertise in building and leading teams.
        
        Effectiveness in leading change.
      - 1. Self-Awareness. The ability to recognize and understand your moods, emotions, and drives, as well as their effect on others.
        
        Realistic self-assessment.
        
        Self-deprecating sense of humor.
        
        Self-confidence.
    - - "Leadership style influence around 70% in the emotional atmosphere of a company and around 20 or 30% in the work performance". (D.Goleman)
      - "Best leaders help other people to ge in the best emotional state to work". (D.Goleman)
      - "My argument is that emotional and social skills give people advantages in realms where such abilities makes the most difference, like love and leadership. Good leaders are not just focused on visions, dreams, targets and performance but recognize the importance of also being emotionally intelligent". (D.Goleman)
      - Steve Job's biographer, Walter Isaacson, attributed some of Job's success in leading Apple to develop many of the most popular and creative technology products on the market to his abilities to identify, analyze, and control emotions:
        
        "Jobs could size people up, understand their inner thoughts, cajole them, intimidate them, target their deepest vulnerabilities, and delight them at will. He knew, intuitively, how to create products that pleased, interfaces that were friendly, and marketing messages that were enticing".
      - How can we can imrpve our emotional intelligence?
  - - - Employee individual job performance.
        
        Emotions can affect working performances, employees diseases (emotional health - becoming the first reason for employees diseases, ex: depression), decision taking, creativity, cooperation, motivations or leadership in a negative or in a positive way.
        
        Workers are 13% more productove when happy, study finds.
      - Group emotions: Emotional contagion.
        
        One employee's anxiety and panic can spread like a virus through and entire office, lowering morale and productivity. Happiness can alsop build in a workplace (known as "positive emotional contagion"), which results in improved employee cooperation, satisfaction, and performance.
    - - Horitzontal contagion
      - Conclusion
        
        Managers should keep in mind that moods can aslo "go viral" distributed around the office.
        
        Managers should focus their effort on developing emotional intelligence among all the employees.
      - Vertical contagion.
- - - - Is resilient?
      - Competitive?
      - Engaged with the company goals?
      - Resistance to change or open-minded?
      - Is he/she motivated?
      - Open to express opinions?
      - Good team worker?
      - Manageability: Does the employee accept directions?
      - Does your employee meet deadlines and takes responsability?
      - Is he/she courteous and friendly to their coworkers, managers and customers?
    - - P= Person
      - E= Environment
      - B= Behavior
  - - - Motivation
      - Values
      - Emotions
      - Knowledge
      - Personality
      - Skills
      - ...
      - Abilities
    - - Communication
      - Relationships at work
      - Leadership style
      - ...
      - Job responsabiltiies
      - Corporate work culture
  - - - Example of employee behavior: Is the hotel maid working well with her team at work?
      - Example of Job Performance: how many rooms a maid is doing in one day?
  - - - It any workplace team, each member has a certain degree of influence.
      - Often, people with higher-ranking titles tend to be the most influential.
    - - How can you influence your employees?
        
        Step 1 - Know Yourself: which are your strengths and weaknesses to become a manager?
        
        Step 2 - Know more about your employees and train leadership management!
  - - - OB draws from other disciplines to create a unqiue field.
      - As a multidisciplinary field, organizational behavior has been influenced by developments in a number of allied disciplines including sociology, psychology, economics, ang engineering as well as by the experience of practitioners.
      - It is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work.
    - - "Organizational behavior is direclty concerned with the understanding, prediction and control of human behavior in organizations". - fred Luthans.
- - - - Extraversion. Outgoing, talkative, sociable, and enjoys being in social situations.
      - Agreeableness. Affable, tolerant, sensitive, trusting, kind, and warm.
      - Conscientiousness. Organized, systematic, punctual, achievement oriented, and dependable.
      - Neuroticism. Anxious, irritable, temperamental, and moody.
      - Openness. Curious, original, intellectual, creative, and open to new ideas.