Customer center

We are a boutique essay service, not a mass production custom writing factory. Let us create a perfect paper for you today!

Example research essay topic: Emotional Intelligence Team Members - 1,162 words

NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote

... ake sure that those individuals that are affected by the decision are present when the decision is being made. Make sure that all team members have input and have a chance to express their viewpoint on the issue. By having all members express their viewpoint and input into the resolution the team has ownership in the solution.

When people become involved in the problem, they become significantly and sincerely committed to coming up with solutions to the problem. (Stephen Covey) As the team explores ways to resolve the conflict, focus on a win-win solution. Two ways to resolve a conflict are, compromise, and collaboration. In some cases, it is not possible for the goals of all the members to be met. The needs of the team and the task-related goals of the members may both be important, but not vital, to the participants.

In such situations, a compromise is one way in which the conflict can be resolved. A compromise is characterized by give-and-take on the parts of all members. Participants may give in on one point in order to gain an advantage on another. (Donald Bodwell. (1996 - 2000) High Performance Teams (On Line) web net) Compromising involves negotiation, trade-offs, and a high degree of flexibility. People who can't admit they are part of the problem, will never be part of its solution. (Kenneth Kaye) The team members in a compromise situation each get a little bit of what they want, but may not agree with the finished result and or product. In order to get what you want, you have to give something up in the process. This approach has a medium degree of focus on the task at hand, and medium focus on the personal relationships and feelings of the people. (The Paragon Generation, May, 18, 1999.

Teamwork. Paragon Supercharged Tips. web) There are two forms of compromise: firm and flexible. A firm orientation to compromise involves a competitive negotiating posture -- while willing to compromise, the communicator still tries to maximize their gains and minimize costs. With a flexible orientation, the communicator adopts a cooperative negotiating posture, trying to insure that everyone gains as much as possible of what they want. (Donald Bodwell. (1996 - 2000) High Performance Teams (On Line) web) Often, compromise produces a result that is less than ideal for the group. At other times, a compromise is the best a group can expect to achieve especially if individual team members are more committed to their own agendas than the teams agenda.

Team members often view compromise as losing. Even though compromise requires a loss of specific elements of each person's position, a compromise solution can still approximately resemble an ample portion of an individual's primary position. When the task, inter-personal and group well being are all important to team members they may choose to collaborate in solving the conflict facing them. Compromise is the most time consuming of the methods because it requires that team members debate the issues involved in the conflict and arrive at a solution that is acceptable to all.

The purpose is to find a way to resolve the conflict so that the goals and interests of all of the team members are met. The significant problems we face cannot be solved at the same level of thinking we were at when we created them. (Albert Einstein) Collaboration is usually thought to be the best, but most difficult, way of handling conflict. A collaborative arrangement attempts to bring about a climate that will allow each team member to explore and comprehend the other team members position. It identifies areas where agreement exists and where there are differences assessing alternatives and choosing solutions that have the full support and commitment of both sides. This approach has a high degree of point of convergence on the task at hand, but with an equal accent on personal relationships and the feelings of the team members involved. One of the keys to emotional intelligence and emotional awareness is the ability to understand the difference between validation and invalidation.

To validate someone's feelings is to accept, understand, and nurture their feelings. To validate is to acknowledge and accept one's unique identity and individuality. Invalidation, on the other hand, is to reject, ignore, or judge their feelings, and hence, their individual identity. When we validate someone, we allow them to safely share their feelings and thoughts. We are reassuring them that it is okay to have the feelings they have. We are demonstrating that we will still accept them after they have shared their feelings.

We let them know that we respect their perception of things at that moment. We help them feel heard, acknowledged, understood and accepted. Sometimes validation entails listening, sometimes it is a nod or a sign of agreement or understanding, sometimes it can be a hug or a gentle touch. Sometimes it means being patient when the other person is not ready to talk. A few keys to validation are: Acknowledging the other person's feelings, identifying the feelings, offering to listen, helping them label the feelings, being there for them; remaining present physically and emotionally, feeling patient, and feeling accepting and non-judgmental. Mayer, J.

D. , Di Paolo, M. T. , & Salovey, P. (1990). Perceiving affective content in ambiguous visual stimuli: A component of emotional intelligence. Journal of Personality Assessment, 54, 772 - 781. After, all members of the team have participated in the first four steps. Gain agreement on, and concur upon responsibility for a solution.

Then the team assigns responsibility to members to ensure that the solution is implemented. Failing to plan sufficiently on how to implement and measure the value of the chosen solution is a trap that many teams fall into. After a long or difficult debate on the positions and concerns, group members become too exhausted to participate in a vigorous discussion of how to evaluate and implement the solution. The evaluation of the solution needs to be based on a set of pre-determined metrics developed by the team. Implementation needs to be planned, managed, and monitored. There needs to be resources available and used to implement the solution.

Without taking the time to properly evaluate and implement the solution, the entire process of developing a solution is useless. The team needs to set up follow up meetings to evaluate the progress of the implementation of the solution. One successful method is to chart and post your metrics and update at predetermined intervals. This allows all team and non-team associates in the organization to see the progress of the solution. (Bodwell Donald. (1996 - 2000) High Performance Teams (On Line) web) (Davis-Stitt, Care Ph. D. Mediation Training Institute International web) Mayer, J.

D. , Di Paolo, M. T. , & Salovey, P. (1990). Perceiving affective content in ambiguous visual stimuli: A component of emotional intelligence. Journal of Personality Assessment, 54, 772 - 781. (The Paragon Generation, May, 18, 1999.

Teamwork. Paragon Supercharged Tips. web) Bibliography:


Free research essays on topics related to: team members, high performance, high degree, emotional intelligence, personal relationships

Research essay sample on Emotional Intelligence Team Members

Writing service prices per page

  • $18.85 - in 14 days
  • $19.95 - in 3 days
  • $23.95 - within 48 hours
  • $26.95 - within 24 hours
  • $29.95 - within 12 hours
  • $34.95 - within 6 hours
  • $39.95 - within 3 hours
  • Calculate total price

Our guarantee

  • 100% money back guarantee
  • plagiarism-free authentic works
  • completely confidential service
  • timely revisions until completely satisfied
  • 24/7 customer support
  • payments protected by PayPal

Secure payment

With EssayChief you get

  • Strict plagiarism detection regulations
  • 300+ words per page
  • Times New Roman font 12 pts, double-spaced
  • FREE abstract, outline, bibliography
  • Money back guarantee for missed deadline
  • Round-the-clock customer support
  • Complete anonymity of all our clients
  • Custom essays
  • Writing service

EssayChief can handle your

  • essays, term papers
  • book and movie reports
  • Power Point presentations
  • annotated bibliographies
  • theses, dissertations
  • exam preparations
  • editing and proofreading of your texts
  • academic ghostwriting of any kind

Free essay samples

Browse essays by topic:

Stay with EssayChief! We offer 10% discount to all our return customers. Once you place your order you will receive an email with the password. You can use this password for unlimited period and you can share it with your friends!

Academic ghostwriting

About us

© 2002-2024 EssayChief.com