PROFESSIONAL DEVELOPMENT PROGRAM

Using the same organization from the first two assignments, imagine the CEO has now requested your task force investigate the influence of power and politics on the corporate culture. You have been asked to prepare a position paper that presents and supports your recommendations to

improve the culture.

Prepare for this assignment by delving into the organization’s culture and identi- fying the resources you, the task force leader, will use to create your research-supported position paper.Fi

unning head: PROFESSIONAL DEVELOPMENT PROGRAM PROPOSAL 0

Professional Development Program Proposal

Emotional Intelligence and Motivation

Building blocks of emotional intelligence are the individual’s basic emotional skills; these build the capability of emotional intelligence (Hellriegel & Slocum, 2011). They enhance job satisfaction and improve employee performance (Hess & Bacigalupo, 2011). Significant building blocks such as self-actualization, self-regard, emotional self-awareness, leadership, and self-perception would impact Facebook’s ability to increase job satisfaction and improve employee performance.

• Self-Actualization: A person can bring improvement to attain his/her specified goal.
• Self-Regard: It is the capability of a person towards the acceptance of his/her weaknesses and strengths.
• Emotional Self-Awareness: It is an individual’s awareness of his/her feelings and their effects on work performance and other activities.
• Self Perception: It is the capability to understand self-image.
• Leadership: It is the capability to influence and lead others.

Reinforcement is a great tool to enhance employee performance. A taskforce of Facebook can use positive and negative reinforcement to enhance its employees’ performance. The team will utilize positive reinforcement to reward employees who are doing great jobs. It will use rewards when an employee performs excellently beyond the expectations of the company. To utilize positive reinforcement, particular tasks will be assigned to the employees, promoting competition among employees so that they can perform well and gain rewards. For example, when a lucrative bonus is announced for completing the assigned work, the employees are highly motivated to perform well. The team will use negative reinforcement to stop employees from delivering poor performance with the use of some penalties; penalties negatively reinforce an individual to perform better. The team will use negative reinforcement when employees deliver poor performance continuously, and rewards will be no more sufficient to motivate them. For example, an individual who is coming late continuously on the job then he/she should be imposed a penalty as a punishment to keep him/her on time.

EI and Social Skills and Decision Making

Social skills are used to influence and handle the emotions of individuals effectively, such as managing emotions of team members in leadership. Decision-making efficacy and the social skills of a team can be enhanced with the help of emotional intelligence core concepts. Emotional intelligence is very helpful in managing employee and organizational performance. Management of emotional intelligence improves conflict management skills, influencing and persuasion skills, communication skills, change management skills, and leadership skills. When the emotional intelligence of a team is managed, the team is more capable of making wise decisions. Influencing and persuasion skills influence others to take a certain action or to perform a task; it provides a certain course of action. People who are more influenced and persuasive are more capable of decision making and are more socially responsive; they fine-tune their actions easily (Goleman, 2006). Communication skills play a great role in the management of emotional intelligence. A person who is more capable of listening to others will be able to manage his emotional intelligence, and ultimately he will be more confident to communicate others along with decision-making skills. A good communicator listens well and shares complete information among his/her team. Conflict management skills are used to resolve conflict among employees, groups, or team members. There may be some disagreements and conflicts among team members of Facebook that can be resolved with conflict management skills so that the management of emotional intelligence could enhance the decision-making efficacy of the team. It is crucial to manage and resolve conflict among team members (Goleman, 2006). Facebook management will create a win-win situation to resolve conflict among team members. Emotional intelligence is a basic element of leadership; emotional intelligence and leadership skills are interconnected to improve decision-making and social skills of a team. Good leadership skills play a great role in emotional intelligence management to improve the performance of the team. Change management skills are used to manage change. Management of emotional intelligence enhances the capability of a person to accept change and react positively towards change. A positive reaction towards changes helps to improve the decision-making of a team. Team with change management skills is more capable of accepting change and delivering effective performance. Developing a bond with team members will be great to regulate team performance. A person who is good at maintaining strong connections, contacts and networks with others will have more social skills and will be capable of leading a team effectively.

Effective Teams

Core attributes of an effective team consist of strong connection, change management, conflict management, higher cooperation, effective communication, equal contribution, and commitment. Being, a CEO of Facebook, I will implement the following strategies to develop team dynamics:

1. Commitment to organizational values and goals: I will build a team with a higher commitment to organizational values and goals; the team will be provided a clear direction. I will try to align organizational and employee goals encouraging teamwork rather than individual work. I will encourage team commitment with the development of a particular vision and mission of a team.
2. Set ground rules for the Facebook team: I will set ground rules for the team and will make sure to be followed. I will reward and motivate Facebook employees following ground rules. I will give importance to the alignment of goals, values, and purpose.
3. Celebration of team success: I will promote the celebration of the team’s success so that other teams learn the lesson and start improving their performance.
4. Build an effective team with equal contribution of each individual: I will build effective teams in which every individual will contribute equally so that conflict regarding task responsibility would not arise. Every team needs self-leaders therefore; I will make my team members capable of leading themselves. To enhance equal contribution, I will build confidence in teams so that every individual invests his energy in teamwork. Professional development, increasing opportunity, coaching, feedback, and timely evaluation of teamwork can enhance the equal contribution of team members. Employee empowerment is another way to balance team contribution. I will use these strategies to balance individual contributions in teamwork.
5. Build teams having diverse team members: I will build teams with diverse team members because a diverse team has diverse skills such as interpersonal skills, technical skills, and IT skills, etc.
6. Effective communication among team members: Effective communication is the basic requirement of teamwork, and I encourage effective communication in the team. Team leaders listen, everyone, their needs, their ideas, or whatever team members want. I will provide a positive atmosphere for effective communication. I will provide proper channels for effective communication within Facebook so that everyone could have access to his team leader. I will promote friendly communication on Facebook. Positive communications boost-up the energy of team members, and negative communication demoralizes. I will de-motivate negative communication on Facebook. For effective communication, I will respond and listen to my employees and will give timely feedback to build consensus.
7. Promote cooperation in teamwork: Cooperation is the building block of teamwork, and I will promote cooperation in teamwork for a better performance of the team. I will facilitate cooperation. Cooperation increases work synergy. I will build team spirit in members.
8. Effective conflict management: Being a leader, I will help team leaders to resolve conflicts effectively. Techniques like affirmations, shifting shoes, and reframing can be used to resolve conflict effectively.
9. Accepting and managing change: Being the CEO of Facebook, I will promote change. I will promote a change acceptance culture at Facebook so that my team members could accept any change easily. I will help to reduce resistance to change by communicating aim, vision, and technical reasons for change and its benefit.
10. Build a strong connection: I will build a strong connection between my teams to each other others to achieve a common goal. The more a team is connected to an organization, the more it performs well. The same is the case with team members.

Reward Systems

To develop an effective reward system for Facebook, I will identify company goals, desired employee performance, and a key measurement of behaviors and performance. My effective reward program consists of variable pay, bonuses, profit sharing, stock options, group-based reward systems, and recognition programs (Hellriegel & Slocum, 2011). I will motivate my employees in a number of ways:

• By providing bonuses at the company, departmental, group, and individual level
• Rewarding on future oriented-accomplishments,
• Rewarding outstanding performance
• Offering compensation plans, e.g., overtime compensation pay, leave compensation
• Sales incentives
• Profit-sharing to its contributors
• Stock options to give long-term motivation
• Group performance rewards to increase team performance

Offering multiple employee recognition programs

Executive Summary

Emotional building blocks play a key role in enhancing job satisfaction and improve employee performance. Significant building blocks such as self-actualization, self-regard, emotional self-awareness, leadership, and self-perception would impact Facebook’s ability to increase job satisfaction and improve employee performance. Reinforcement is a great tool to enhance employee performance. A taskforce of Facebook can use positive and negative reinforcement to enhance its employee’s performance. A taskforce of Facebook will utilize positive reinforcement to reward its employees who are going great jobs. A taskforce of Facebook will use rewards when an employee performs excellently beyond the expectations of Facebook. A taskforce of Facebook will use negative reinforcement to stop employees from delivering poor performance with the use of some penalties. Penalties negatively reinforce an individual to perform better. A taskforce of Facebook will utilize negative reinforcement when employees deliver poor performance continuously, and rewards will be no more sufficient to motivate them.

Core attributes of an effective team consist of strong connection, change management, conflict management, higher cooperation, effective communication, equal contribution, and commitment. As a CEO of Facebook I will use following strategies to build effective team dynamics: commitment to organizational values and goals, set ground rules for Facebook team, celebration of team success, build effective team with equal contribution of each individual, build teams having diverse team members, effective communication among team members, promote cooperation in teamwork, effective conflict management, accepting and managing change, build strong connection.

I will identify company goals, desired employee performance, and a key measurement of behaviors and performance to develop an effective reward system for Facebook. My effective reward program consists of variable pay, bonuses, profit sharing, stock options, group-based reward systems, and recognition programs.

References

Goleman, D. (2006). Working with emotional intelligence. New York: Bantam Books.

Hellriegel, D., & Slocum, J. W. (2011). Organizational behavior. Mason, OH: South-Western Cengage Learning.

Hess, J. D., & Bacigalupo, A. C. (2011). Enhancing decisions and decision‐making processes through the application of emotional intelligence skills. Management Decision, 49(5), 710–721. doi: 10.1108/00251741111130805