Running head: SST      Impact of Soft Skills Training (SST) upon Intellectual Capital of the Organization                 ...
SST         2                                                         Table of ContentsIntroduction..........................
SST      3        Impact of Soft Skills Training (SST) upon Intellectual Capital of the OrganizationIntroduction       In ...
SST     4       This is because of the personality that makes human beings human, unlike the kind ofmachines that are of a...
SST      5Skills coming under the head of Soft Skills       With reference to the kind of organizational requirements, whi...
SST       6the context of organizational growth and individual development of employees. While theconventional methods of ...
SST     7       As mentioned, the leadership is very influential in the decisions of the followers andaccording to "Emotio...
SST       8what is happening around us and as a consequence how we feel and how we behave. Ourneurological system regulate...
SST       9aligned, they shall influence their behavior, ultimately improving their quality of life. In turn, italso fails...
SST       102. Ability to motivate oneself           Motivated people are always happier, productive and efficient in all ...
SST     11Performance of the People       They are more subtle changes in the behavior of individuals and related how it d...
SST     12to match it is to watch other people interact in a restaurant, meetings, parties, etc. It all dependson what hap...
SST        13       The first phase is called whereby we focus on a specific part of reality that surrounds us,eliminating...
SST     14their work and professional development, because emotions play an important role in theworkplace (Minium, King &...
SST    15                                            REFERENCESChristopher, D. A. (2006). Building better communicators: I...
SST   16       enhancement (Statement No. 67). Retrieved July 16, 2007, from       http://www.nbea.org/curriculum/no67.htm...
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Soft skills training (rev.1)

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Soft skills training (rev.1)

  1. 1. Running head: SST Impact of Soft Skills Training (SST) upon Intellectual Capital of the Organization [Module name and code] [Assessment name, e.g. Coursework] [Date of submission] [Tutor] [Student number]
  2. 2. SST 2 Table of ContentsIntroduction.........................................................................................................................................3Soft Skills..............................................................................................................................................3Skills coming under the head of Soft Skills...........................................................................................5Soft Skills Thinking...............................................................................................................................5Strategies to adopt for Soft Skills Thinking..........................................................................................6Implementation of Soft Skills Thinking ................................................................................................8Impact of Soft Skills Training towards Organizational Performance....................................................9Performance of the People................................................................................................................11Current Situation...............................................................................................................................12Conclusion.........................................................................................................................................14
  3. 3. SST 3 Impact of Soft Skills Training (SST) upon Intellectual Capital of the OrganizationIntroduction In the world we see today, people have evolved and transformed completely frompreviously individuals and people would actually be. With the constantly changing dynamics ofthe world today, it becomes much more difficult to keep track of the current situation and projectaccurate and concise changes and abrupt movements of industries and businesses together. This posts a great of effort and understanding of the people who are being inducted indifferent corporations and organizations that we see and witness today. Human beings, by far,are the most difficult element of be integrated in the world we see today. People and humanbeings employed and inducted in the organizations are the most important, yet the most criticalcomponent, whose performance and compliance towards tasks assigned could actually guaranteethe success or failure of the organization.Soft Skills While companies and organizations have paved way for the development andunderstanding of improving employees, they tend to generally focus upon the technicalapproaches and attempts of understanding and comprehending the kind of issues and concerns,which were otherwise responsible and required for performing job tasks. Unfortunately, havingtechnical knowledge and information regarding the organizational dynamics simply does notfulfill the requirement of the research known to us (Christopher, 2006, pp.40).
  4. 4. SST 4 This is because of the personality that makes human beings human, unlike the kind ofmachines that are of assistance. A company may hold outstanding infrastructure, state-of-the-arttechnology or even some of the best employees who seized to exist and make big in theiracademic fields and key areas with which organizations enter an abyss of profitability and long-term sustainability. However, it won’t last long if a defined set of traits, characteristics, qualitiesand attributes have either not been incorporated and injected into the employees, leading to astagnant, or worst comes to worst, ‘dead’ organization (Evenson, 2001). Soft skills are a combination of all those emotions, feelings and thoughts, which are beingdisplayed and acted upon by employees within the organization. To be more specific, soft skillsregard the emotional intelligence or related to a person “EQ”, which symbolizes the internalthought process and developing the kind of relationships people develop with themselves andwith others around the organization (Ganzel, 2001). In the current environment, emotional intelligence is an important attribute for leaders tosuccessfully lead the transformation of work environments and often an area wherecardiovascular programs fall short. Effective leadership requires that leaders value theperspective and input of each discipline. Many authors define what is emotional intelligence, among them are Peter Salovey, JohnMayer and Daniel Harvard, the latter was the one who made known the term "EmotionalIntelligence" which states that an emotionally intelligent person is able to through their feelingsis able to positively influence their behavior and also that of others (Glenn, 2003, pp.9).Emotional Intelligence In addition Saloney summarizes five points explained later. These pointsare in essence, the author, key points to develop the ability to conduct their own emotions and tocontrol depending on the situation where you are.
  5. 5. SST 5Skills coming under the head of Soft Skills With reference to the kind of organizational requirements, which should actually existamong individuals, the most prominent areas that could be covered and titled under the area ofsoft skills include emotional intelligence (EQ), the cluster of personality traits, communication,language, personal habits and various other attempts, steps, traits and characteristics, which aidthe establishment, development and maintenance of the relationships among employees withinthe organization. Whenever it comes to incorporating and inculcating the kind of issues and concerns thatrevolve around the organization would actually make way for improving relationships andcreating better rapport among employees in the organization. It must be acknowledged that thesesoft skills individually tend to make way for the development and understanding of developing abetter, healthier, team-oriented organization, which can actually produce synergetic performanceresults and close a better, much more fulfilling outcome. One must also understand that the kind of issues and concerns that are involved in theprocess of these internal changes to be incorporated, these, in the real sense, are amongst thosechanges, which are required as per the job specification (JS) and also the need to fully performthe job with complete understanding and better, improved performance.Soft Skills Thinking It takes a great deal of understanding, practice and efforts, in order to better understand andcomprehend the kind of issues and concerns regarding the adoption and practice of these skills in
  6. 6. SST 6the context of organizational growth and individual development of employees. While theconventional methods of thinking limit our frame of comprehension regarding organizationalneeds and resolving problems and concerns occurring in the organization, soft skills can actuallypave way for understanding the core of all issues involved in conflict resolution and problemdissolution, which may otherwise have not been a concern or issue involved in the organization.Strategies to adopt for Soft Skills Thinking Many of the points in common are that within the "Emotional Intelligence" mentionedthat not only serves to have a self but it also must be a self-motivation that helps us achieve ourgoals more easily, point very important if we are referring to a leader (Glenn, 2008, pp.7). The development of "Emotional Intelligence" allows us to develop further the sense ofempathy; a condition for a leader is very helpful because this way can easily anticipate possiblereactions that may have our fans, especially if it is a planning case (James & James, 2004,pp.39). It is noteworthy that one of the factors that influence the "Emotional Intelligence" is thebody language, verbal language is only a small percentage of the way humans communicate, ismuch more noticeable to others, you can have a good emotional control but if you have a goodbody control "emotional intelligence" is not complete. Within what is defined in emotional intelligence are other points as the self-consciousness refers to the ability to know that we have reason to react in a certain way, thisemotional control as the ability to control our moods, motivation As mentioned above, theempathy and relationship management. All these points make the learning of emotionalintelligence is more clear (Minium, King & Bear, 2003, pp.78).
  7. 7. SST 7 As mentioned, the leadership is very influential in the decisions of the followers andaccording to "Emotional Intelligence" you have, some authors have separated the lead in twomodels, the lead female and male, both explained below and gives notice the real differencebetween a leader of one kind or another. This difference is explained in a case. Exposure of cases is one way to implement everything that has been talked aboutemotional intelligence and how this affects the smooth running of leadership, for this reason aresome cases that will give the reader a clearer idea the issue here exposed (Pedhazur &Schmelkin, 2001, pp.14). Among the functions of a supervisor is to manage the groups and individuals, there are nomanuals or guides to teach us to be supervisors of this or that way, but several publications thatgive us the training to act in a certain way. This work is one of these training guidelines; The"Emotional Intelligence" is a very useful tool for success in leadership, in this work point out thedifferences that occur in an uncontrolled emotional leader and a leader that control, in addition tofeatures that help you develop a good emotional intelligence (Perreault, 2004, pp.23). The readerwill notice that emotional intelligence is not just the control character but has a lot to do with thetreatment of people and ways to demonstrate and control our feelings. In the mid seventies, long before the term was coined Emotional Intelligence, began itsdevelopment in the United States applied science called Neuro Linguistic Programming(NLP). This was a study, which was undertaken to analyze and identify how humans work andgo about their daily routines, through which we put our attention and inner meaning and give tothe reality around us, thus building subjective experiences, which then influence our behavior. The acronym NLP defines the three main elements with which this science works:Programming, Neurology and Language. Our own "programming" determines how we perceive
  8. 8. SST 8what is happening around us and as a consequence how we feel and how we behave. Ourneurological system regulates how our minds and our bodies. The verbal and nonverbal languagedetermines how we communicate with ourselves and with others (Redmann & Kotrlik, 2004,pp.76). NLP allows, using simple and useful tool to develop our emotional self-managementskills and improve in a very remarkable our communication and relationships. NLP helps us toeasily develop new resources and capabilities to improve our emotional intelligence. The mostvaluable aspect of this discipline is that it can be learned and used easily and without priorknowledge by any person in their own benefit and that of others (Sutton, 2002, pp.16). In the 90s, American psychologists Peter Salovey and John Mayer coined the termemotional intelligence in order to define the use of it in the development and understanding ofthe organization (Timm, 2005, pp.55).Implementation of Soft Skills Thinking Emotional Intelligence (EQ) was further divided into two broadly distinct categoriesknown to us. These include Intrapersonal Intelligence and InterpersonalIntelligence. Psychologist Howard Gardner defines these two terms as follows: 1. Interpersonal Intelligence suggests the ability to understand others, which are the things that motivate them, how they work and the best how to cooperate with them". 2. Intrapersonal Intelligence, on the other hand, regards the ability of insight, which we allows an accurate and true to us same, allowing us to act in life in a more effective." We say that a person is emotionally intelligent, when it is able to establish contact withtheir feelings (Wilhelm, 2004). Understanding and properly conducted, if emotions are properly
  9. 9. SST 9aligned, they shall influence their behavior, ultimately improving their quality of life. In turn, italso fails to understand the emotions of others, you know put in place and responds appropriatelyto the moods, motivations and desires.Impact of Soft Skills Training towards Organizational Performance To achieve a high degree of emotional intelligence, a person must develop 4 concepts(Competition ASK), according to Salovey, which are these: 1. Knowledge of their own emotions and the ability to drive; 2. Ability to motivate oneself; 3. Being able to recognize the emotions of others; and 4. A good control of their relationships. 1. The knowledge of their own emotions and the ability to drive It is the cornerstone of emotional intelligence, as individuals become aware of the workplace environment to recognize their own feelings, one being understood. Driving ones own emotions and adjust to what each situation demands are essential for a good emotional balance (Redmann & Kotrlik, 2004, pp.76). Individuals perform traits in different environments; they tend to develop in difficult situations, avoid anxiety, sadness or anger, or even be able to turn a deaf ear to these external influences and easily overcome the difficulties. This self-control of our emotions leads us to use all our energy to achieve what we want.
  10. 10. SST 102. Ability to motivate oneself Motivated people are always happier, productive and efficient in all tasks or activities they undertake. The actions to achieve a certain goal, generates enough energy to overcome obstacles and setbacks that may arise. These individuals are in the position of actually making way for the development and consideration of being able to recognize the emotions of others (James & James, 2004, pp.39). One common emotion which has generally been thought of the midst of the analyzing and improving EQ amongst employees is the practice of empathy. This will differentiate with respect subtle signals that other issue, depending on the emotional state in which they are, which if once practiced will understand better what they want or need and it will feel understood (Glenn, 2003, pp.9). This understanding will significantly improve a relationship.3. A good control of their relationships It is an art based on the proper way to behave to the perceived emotional state of others. This ability is in order to leadership and personal influence. Those who excel in this area of maintaining relationships are usually social and professional success. All these skills are developed through education and personal experiences can be improved at any age (Evenson, 2001). If we look at how we communicate with ourselves and with others, we will be in power to discover how we create our own emotions (internal processes) and how we influence our communication through the "emotional state" of the people with whom we interact. The way to develop skills to achieve a new level of emotional competence is the main objective of the seminars and workshops, alongside the different trainings (Christopher, 2006, pp.40).
  11. 11. SST 11Performance of the People They are more subtle changes in the behavior of individuals and related how it doesthings. For example, changes in tone of voice, the same volume, respiratory rate, the skin color,etc. Changes in the behavior are the external expression, whereas cognitions and attitudes of aperson, relate to their emotional state. If we can properly identify and assess these small changes,wed be able to interpret and identify what is the emotional state of other people working withinthe organization and thereby create and show empathy to understand how an employee feels(Ganzel, 2001). Tuning is defined as the process by which initiates and maintains a relationship of mutualtrust (understanding and good relationship between two or more people). It is the basicingredient needed to improve communication and build good relations, both the conscious andthe subconscious of every relationship (Pedhazur & Schmelkin, 2001, pp.14). This is a way to see the other that we understand and respect (sensitivity and interest), butdoes not necessarily mean that we like how this person is, or we totally agree with what hedoes. Through this we have the other person feel confident and willing to cooperate. With reference to emotions, one can also match body posture, hand gestures, facialexpressions, and breathing. All of which body, but it is also possible the Vowels (nonverbal) andrate of speech, voice volume, tone, emphasis. If the other person feels or perceives imitatedexaggerate their gestures or movements do not generate tuning. For this to achieve this we mustdo it with subtlety (Perreault, 2004, pp.23). Another way to match is called indirect or cross-tuning that is to mimic a type of conductby an individual with other behavior different from ours. For example, adjusting the speed of ourspeech with following your breathing or blinking with small strokes of our fingers. To learn how
  12. 12. SST 12to match it is to watch other people interact in a restaurant, meetings, parties, etc. It all dependson what happens to the quality of their communication when our emotional quotient is on aequilibrium, changing with the passage of time, thus being volatile in nature (Redmann &Kotrlik, 2004, pp.76). The match effectively requires some time, because we must pay attention to some of ouractions and that of others before we went unnoticed. In humans, this is done automatically.By setting the tune, it creates an energy field between the two beings, i.e. in both directions,otherwise you cannot achieve it. A sign of having established a good fit is when the other personbegins to follow, to match our posture, movement, voice, etc. Finally, the ability to build rapportand create harmony is crucial to improving interpersonal intelligence (Sutton, 2002, pp.16). How do we feel if we see that the animal is directed toward us? Perhaps feel confidentwhen we come to pass his hand over his back, stroking and playing with him or else feel fear andtry to get away with care. What makes us feel confident or afraid? Our excitement and laterbehavior (trying to play with him or away) depend on how we represent in our mind that animal.Humans do not respond directly to the reality that surrounds us, but to the internal representationwe make of it. This process is unconscious in most cases consists of three mechanisms thatconstitute the so-called universal process modeling.Current Situation We all go through many different emotional states every day. At times we may feelhappy and others sad. Sometimes we feel sure of ourselves and sometimes vulnerable. Whathappens to us for a specific situation to feel a certain emotion and behave as we do?Imagine that we came across a stray dog on the street (Christopher, 2006, pp.40).
  13. 13. SST 13 The first phase is called whereby we focus on a specific part of reality that surrounds us,eliminating the rest. The object or person we place our attention is brought to life for us and therest is like there. In the situation we discussed our attention to the dog you see, take the leavesfrom a nearby tree swaying in the wind or perhaps look at how the clouds move across the sky(Evenson, 2001). Suppose we pay attention to the dog that comes close. Then our mind makes anotherprocess called generalization, by which we evaluate external reality to which we have paidattention (the dog) based on our past experiences (Glenn, 2003, pp.9). Depending on what happened in those experiences we have been able to creategeneralizations or beliefs such as "dogs are friendly and playful" or, conversely, "dogs aredangerous animals". Therefore, based on these generalizations, people do a process of distortion of realityexternal to internal representations. The dog in our internal representation can be either friendlyor perhaps very dangerous depending on the level of distortion that we make. If we revive in our minds the images of what happened before with this type of animalsthat our mental representation of reality called dog will be very "real" for us. This internalprocess creates our emotional state (confidence or fear) and as a result of the excitementproduced is chosen unconsciously in most cases, a type of conduct or other to react (Glenn,2008, pp.7). These are situations that tend to alter the emotional state of most people considerednormal taking them to the edge of their own physical and mental limits. The result is oftenemotional imbalance. This imbalance not only affects the intimate life of a person, it affects
  14. 14. SST 14their work and professional development, because emotions play an important role in theworkplace (Minium, King & Bear, 2003, pp.78).Conclusion Researchers found and identify those specific leadership characteristics (energy,appearance and height). Traits of intelligence and ability, personality traits (such as adaptability,enthusiasm, self security) From anger to excitement, from frustration to satisfaction, every day we face our own andothers emotions. The key is to use emotions intelligently, to work for them, so to help us controlour behavior and thoughts in pursuit of better results and at the same time, make room for moreimprovement on an emotional level amongst employees in the organization.
  15. 15. SST 15 REFERENCESChristopher, D. A. (2006). Building better communicators: Integrating writing into business communications courses. Business Education Forum,61(2): pp.40-43.Evenson, R. (2001). Soft skills, hard sell Techniques: Making Education & Career Connections, 74(3): pp.29-31. Retrieved February 2, 2006, from EBSCOhost http://web7.epnet.com.spot.lib.auburn.eduGanzel, R. (2001). Hard training for soft skills. Training, 38(6): pp. 56-60. Retrieved February 2, 2006, from EBSCOhost http://web7.epnet.com. spot.lib.auburn.eduGlenn, J. L. (2003). Business success often depends on mastering the "sixth R -" relationship literacy. Business Education Forum, 58(1): pp.9-13.Glenn, J. L. (2008). The "new" customer service model: Customer advocate, company ambassador. Business Education Forum, 62(4): pp.7-13.James, R. F & James, M. L. (2004). Teaching career and technical skills in a "mini" business world. Business Education Forum, 59(2) pp.39-41.Minium, E. W, King, B., & Bear, G. (2003). Statistical reasoning in psychology and education (3rd ed.). New York; John Wiley & Sons: pp.78-87Pedhazur, E. J., & Schmelkin, L. P. (2001). Measurement, design, and analysis: An integrated approach. Hillsdale, New Jersey: Psychology Press: pp.14-51Perreault, H. (2004). Business educators can take a leadership role in character education. Business Education Forum, 59(1): pp.23-24.Policies Commission for Business and Economic Education (PCBEE)(2000) This we believe about teaching soft skills: Human relations, self-management, and workplace
  16. 16. SST 16 enhancement (Statement No. 67). Retrieved July 16, 2007, from http://www.nbea.org/curriculum/no67.htmlRedmann, D. H, & Kotrlik, J. W. (2004). Technology integration into the teaching-learning process by business education teachers. The Delta Pi Epsilon Journal, XLVI(2): pp.76-91.Sutton, N. (2002). Why cant we all just get along? Computing Canada (28): pp.16-20.Timm, J. A. (2005). Preparing students for the next employment revolution. Business Education Forum, 60(2): pp.55-59.Wilhelm, W J. (2004). Determinants of moral reasoning: Academic factors, gender, richness of life experiences, and religious preferences. The Delta Pi Epsilon Journal, XLVI(2): pp.105-121.

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