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The question they had to answer

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The question they had to answer. (Take the evaluation and summarize your results.   After summarizing your results, discuss the following questions, taking care to utilize text concepts in your discussion.

• What are the implications of the results as you will be managing others, either now, or in the future? How will these results influence how you may manage others?
• Were the results in areas of concern to you? How can you intentionally develop or improve the areas that may be of concern?
• How does this exercise influence your understanding of emotional intelligence? How may it help you become a better manager of yourself or others?)

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• What are the implications of the results as you will be managing others, either now, or in the future? The final score of generally agreeing or generally disagreeing was neutral (mid-range) on the fair, assertive, and equalitarian group categories.  Having a neutral perspective on those categories may sometimes be difficult to reconcile when managing others.  These personality traits are vital when measuring management skills.  The side of neutrality shows I may not believe that higher-level managers are fair, assertive, or equalitarian revealed the need to make extra efforts in relationship building at that leadership level.  The score of introspective was the only one that was below mid-range.  This score demonstrated I generally disagreed with the questions in Group 4.  I viewed that the low score of 2.0 for the area of introspective should be explored positively and negatively.  It is essential to know what is going on around you to establish a team environment.  However, it is also essential to be aware and recognize activities that may be harming and become detrimental to an interpersonal relationship.
• How will these results influence how you may manage others? These results have provided a positive reaction of being a fair-minded individual and a willingness to listen to both sides of a conversation.  Recognizing that each of us is unique and understanding and appreciating the concepts of individual differences (Ivancevich, Konopaske, & Matteson, 2018) are vital in the success of managing others.  I agree with the results of being an assertive person and working very hard when given a task.  I can be an authoritarian if it pertains to the execution of corporate/management policies but do not have a controlling personality that watches over employees' backs.  I expect employees to put forth their best efforts and show interest in learning and improving in their jobs.
• Were the results in areas of concern to you? I am not concerned about being a fair and assertive person.  I feel that a manager should possess a level of authority that is positive and has a drive that demonstrates to their employees to take pride in their work product.  When decisions are made to make changes, I am willing to make them for the betterment of all, even though it may be a tough decision.  I am concerned about the low score on the introspective group because I feel there are times when I am very interested in all things going on around me.  I quickly carve out the things that I feel are not important so that I can deep dive into the ones that may directly impact me.
• How can you intentionally develop or improve the areas that may be of concern? I do not have serious concerns about any of my results, but I do believe we each owe it to ourselves to work hard to maintain levels of fairness, and not portray partiality to any of our employees.  It sometimes may be difficult to accomplish, but as performance is measured and interpersonal relationships are developed, I believe the balance of creating a good working relationship between manager and employee will develop.
• How does this exercise influence your understanding of emotional intelligence? It was interesting to read all the important points made in the textbook about emotional intelligence.  It allowed me to look back at several past work environments and realize that emotional intelligence is very important to a successful outcome of job performance and job satisfaction.  I don’t believe it has been taken seriously in the workplace or considered an important tool needed to develop a better manager and a better employee.
• How may it help you become a better manager of yourself or others? I agree with the views in our textbook that everyone is different and handles their environments with various levels of emotion.  As a manager, it is our responsibility to understand the emotions of our employees and place them in roles that will help them achieve their goals while benefiting the organization overall.  It may be unrealistic that we can achieve this for all employees; however, it is up to us to develop our ability to manage our own emotional intelligence (Ivancevich, Konopaske, & Matteson, 2018) so that we can better serve the people around us as mentors for their own development.