Running Head: EMOTIONAL INTELLIGENCE 1 EMOTIONAL INTELLIGENCE 6 Emotional Intelligence Students Name Institutional Affiliation Emotional intelligence is a set of abilities that allows an individual to recognize, express, evaluate and understand other people’s emotions to control their actions and thinking. Emotional intelligence as a concept in the current competitive world has become very popular. Thus many organizations have resorted to EI as a key ingredient in harvesting employee’s behaviors and positive attitudes. Employee commitment, customer satisfaction, and financial rewards can be gauged using Emotional intelligence. Hence emotional intelligence is a multidimensional concept that covers, social and cultural intelligence which is a key ingredient in the success of an organization. Emotional intelligence has four major dimensions; managing emotions, self-awareness, handling relationships, and individual motivation. Self-awareness is a key EI concept majors on the determinants and repercussions of emotions and moods and their evolution over time. Nevertheless, EI has various impacts on the management’s ability to enhance employee performance and job satisfaction. Job satisfaction is the individual’s cognitive ability to evaluate reactions towards their job, either positive or negative. Job satisfaction is greatly associated with individual emotional intelligence. Individuals with high EI are more time effective at work, highly satisfied; engage in less absenteeism and lower turnover ( Altındağ & Kösedağı, 2015). Thus, they are easily appraised and regulate their other individual’s feelings hence positively impacting job satisfaction and morale. On the other hand employees with low EI find it hard in understanding, regulating and managing their emotions in cases of complex situations. This, in turn, leads to reduced morale, increased negative feelings, and stress and reduced job performance levels. Relationship management as a concept has an overall impact on employee performance. This is because emotional management is key in creating a positive working environment thus increasing performance and commitment. The organization should then support its employees by creating a good working environment thus reducing dissatisfaction and creating loyalty and improving retention. Motivation is the positive or pleasurable state of emotion that comes as a result of the appraisal of individual job experience. Work-related appraisals can invoke a positive or negative emotional reaction from an employee. A positive remark would hence reflect employee satisfaction and bad remark indicate dissatisfaction. Motivation In terms of reward or recognition would then give an employee a desire to do better (Shields et al., 2015). There e ...

1. Running Head: EMOTIONAL INTELLIGENCE
1
EMOTIONAL INTELLIGENCE
6
Emotional Intelligence
Students Name
Institutional Affiliation
Emotional intelligence is a set of abilities that allows an
individual to recognize, express, evaluate and understand other
people’s emotions to control their actions and thinking.
Emotional intelligence as a concept in the current competitive
world has become very popular. Thus many organizations have
resorted to EI as a key ingredient in harvesting employee’s
behaviors and positive attitudes. Employee commitment,
customer satisfaction, and financial rewards can be gauged
using Emotional intelligence. Hence emotional intelligence is a
multidimensional concept that covers, social and cultural
intelligence which is a key ingredient in the success of an
organization. Emotional intelligence has four major dimensions;
managing emotions, self-awareness, handling relationships, and
individual motivation. Self-awareness is a key EI concept
majors on the determinants and repercussions of emotions and
moods and their evolution over time.
Nevertheless, EI has various impacts on the management’s
ability to enhance employee performance and job satisfaction.
Job satisfaction is the individual’s cognitive ability to evaluate
reactions towards their job, either positive or negative. Job
satisfaction is greatly associated with individual emotional
intelligence. Individuals with high EI are more time effective at
work, highly satisfied; engage in less absenteeism and lower

2. turnover ( Altındağ & Kösedağı, 2015). Thus, they are easily
appraised and regulate their other individual’s feelings hence
positively impacting job satisfaction and morale. On the other
hand employees with low EI find it hard in understanding,
regulating and managing their emotions in cases of complex
situations. This, in turn, leads to reduced morale, increased
negative feelings, and stress and reduced job performance
levels. Relationship management as a concept has an overall
impact on employee performance. This is because emotional
management is key in creating a positive working environment
thus increasing performance and commitment. The organization
should then support its employees by creating a good working
environment thus reducing dissatisfaction and creating loyalty
and improving retention.
Motivation is the positive or pleasurable state of emotion that
comes as a result of the appraisal of individual job experience.
Work-related appraisals can invoke a positive or negative
emotional reaction from an employee. A positive remark would
hence reflect employee satisfaction and bad remark indicate
dissatisfaction. Motivation In terms of reward or recognition
would then give an employee a desire to do better (Shields et
al., 2015). There exist several theories of motivation. I would
capitalize on the Herzberg Hygiene model. According to this
theory, namely achievement, advancement, recognition, the job,
and responsibility bring about satisfaction. Thus pay,
institutional politics, work relations, and management approach
are factors that may demoralize employees. Herzberg's theory
can then be used to create employee motivation through
personal growth, enrichment, and recognition. Therefore,
employees should be promoted at certain levels of their careers
and receive special recognition in cases of achievement. For
instance, when an employee executes an exceptional result in
their field they should be rewarded given room to handle bigger
tasks.
Although it is hard to control extrinsic variables, it is important
to identify human variables like logic and emotions. Thus the

3. various concepts of Emotional intelligence have a great impact
on team decision making. Individuals are therefore bound to
make more rational decisions if they use Emotional intelligence.
When teams effectively apply EI there is a possibility in
improvement in the quality of decisions made and the decisions-
making process. Self-awareness and management, for instance,
enables individuals with EI to identify their roles in the
decision-making process. This concept creates a path that helps
determine the right individual to make an appropriate decision
in a given circumstance. The ability of an individual to control
his emotions can contribute positively to team performance and
the decision-making process. On the other hand, when team
members give attention to the feelings of others through
empathy and compassion they are bound to make timely
decisions that would otherwise become larger problems.
Through emotional intelligence team members can manage their
undesired negative feelings. Leaders can regulate themselves
through self-regulation positively by communicating with their
teams towards the desired decision. Besides through
relationship management teams can communicate effectively
thus managing their relationship towards the desired direction.
A team is a set of individuals who are accountable for achieving
a specific organizational objective through sharing similar
responsibilities. A strong and effective team should, however,
have a set of characteristics. First, a team should have clearly
defined goals, roles and sense of purpose. Team members
should clearly understand their roles task assigned. Secondly,
good teams should posses’ good leadership. A team can turn
chaotic or out of order without a strong leader. Also, an
effective team should have trust and clear communication. Team
members should trust their leaders and each other. Thus, an
individual’s actions should be universally accepted by other
team members. Team members should freely communicate to
build a sense of camaraderie. Besides, teams should easily
collaborate to encourage divergent opinions. Finally, teams
should be mutually accountable in case of failure. Individuals

4. should recognize success together and accept their failures
without blame games.
Nevertheless, there exist dynamics in teams. Individuals tend to
take different roles and behaviors when they work in teams.
This hence has a great impact on individuals and the team as a
whole. Positive team dynamics include easy trust,
accountability, and creativity. While negative dynamics would
lead to work disruptions, wrong decision making, and
misunderstanding. To ensure positive team dynamics several
measures have to be put in place. First, roles and
responsibilities should be clearly defined (Cooke,& Hilton
2015). Secondly, barriers should be broken through team-
building exercises. This activity would enable team members to
easily connect, trust one another and combat fear. Besides, there
should be clear communication from all members to avoid
ambiguity. Finally, problems should be solved promptly. A
clear code of conduct with implications is explained.
Since most of the employees of Amazon are not properly
motivated there is a need to employ an extrinsic reward system
for the employees. It is important to reward employees through
raise in salary, bonuses, public recognition, promotion, and
additional responsibilities. Besides, overworked employees can
be given time off. Such motivated staff will work diligently on
their task with much zeal and successfully innovate (Kanama &
Nishikawa 2017). To combat the various issues faced by
Amazon several motivational strategies ought to be put in place.
First, the company should promptly promote well-deserving
employees. Best performing employees should recognize and
reward through salary review, bonuses, and day-offs. Employees
should be provided with personal wellness, meals and other
critical benefits. Promotions and job opportunities should focus
on individual qualifications and not close relationships with the
leaders thus eliminating discrimination. The company should
vet their leaders to ensure team cohesion commitment and
performance. Also, employees with personal hardships should
be given enough time to recover thus boosting their morale.

5. In conclusion, Amazon should consider the extrinsic reward
system in motivating its employees. Well, deserving employees
should be recognized and rewarded. Besides, good leaders
should be employed to ensure strong teams and ensure cohesion.
Leaders should also ensure proper communication, foster good
team relationships share common goals through clearly defined
roles and solve problems amicably.
References
Kanama, D., & Nishikawa, K. (2017). Does an extrinsic reward
for R & D employees enhance innovation outcomes? Evidence
from a J apanese innovation survey. R&D Management, 47(2),
198-211.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-
Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing
employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Altındağ, E., & Kösedağı, Y. (2015). The relationship between
emotional intelligence of managers, innovative corporate
culture and employee performance. Procedia-Social and
Behavioral Sciences, 210, 270-282.
Cooke, N. J., & Hilton, M. L. (Eds.). (2015). Enhancing the
effectiveness of team science. Washington, DC: National
Academies Press.
Running head: ORGANIZTIONAL ISSUES AND SOLUTIONS
1
ORGANIZTIONAL ISSUES AND SOLUTIONS

6. 4
Amazon
Student’s Name
Institutional Affiliations
Amazon
Amazon is a multinational company based in the United States
of America. It is headquartered in Seattle, Washington. Amazon
is an online shopping company that offers range e-commerce
services such as digital streaming, cloud computing, artificial
intelligence and other business activities. Despite the
company’s success, the company has been facing many
organization issues resulting from ineffective leadership.
Organization issues in Amazon
Insensitive management. Reports reveal that employees with
different personal hardships such as miscarriages, cancer, and
other own problems were significantly faced with unfair
judgements. Others were given limited time to recover from
their issues, which created a lot of issues for the employees
(Laudon & Traver, 2016).
Unfair ranking system. The Amazon management holds annual
organizational-level reviews to discuss and determine the
ranking of the subordinates. The reviews start with a discussion
concerning the lower-level employees in front of the senior
managers. Consequently, the king of review system employees
in the raking system is not correct. It leads to the discrimination
of some employees while favoring others.
Lack of benefits. Benefits are essential in any company to boost
the motivation of the workers. However, Amazon fails to
provide its employees with benefits such as meals, personal
wellness, and other critical benefits that can motivate the
employees. Hence, Amazon gives no priority to its workers.

7. Instead, the new employees are required to repay a share of
their signing bonus if one quits before the years’ time. Such
acts are discriminative (Laudon & Traver, 2016).
According to Masa'deh et al. (2016), Amazon Company
experiences poor leadership qualities and characteristics from
its senior management. The leadership activities do not embrace
a culture that builds a stable relationship among the employees,
a factor that has weakened the spirit of teamwork. Leaders do
not prioritize on the company affairs, and as a result they
engage in malicious activities such as embezzlement of funds,
corruption which as lowered the company’s profitability. They
fail to reward good practice among the employees to boost their
morale for work. Job promotions are given based on how well
you are known with the senior management team. Also job
opportunities are given to individuals who have close ties with
the management. In most case Recruitment activities do not
focus on the qualifications of the applicants; it relies entirely on
how well you are known with the recruitment agencies thus
hindering the aspect of having a diverse working environment.
The company has experienced a major decline in its overall
performance due to ineffective leadership. According to Focht
& Ponton (2015), leadership characteristics determine how
effective the company or business becomes. For instance,
characteristics such as commitment, collaboration, and
positivity are essential in improving the organizations
performance. Commitment assures that employees and leaders
keep focused and ready to engage in activities that will pave the
way for success. Notably, this uniqueness will often make me
successful because they have higher chances of meeting their
goals. Collaboration, on the other hand, entails embracing
teamwork and cooperation in the workplace. It relates to
leadership effectiveness because it enhances the formation of
trustworthy and respectful relationships, which lay a firm
foundation for success. Positivity will create an enjoyable
working environment since it is associated with leadership

8. effectiveness which ensures that the majority of subjects have
excellent morale and consequently more productive.
To improve the company’s productivity, amazon leadership
ought to focus on the leadership that encourages, a diverse
working environment. Leaders should motivate employees by
rewarding good practice through salary increment and
promoting those have qualified based on the individual’s skills
and experiences. The company should formulate and implement
various policies that regulate company’s day to day operations.
References
Focht, A., & Ponton, M. (2015). Identifying primary
characteristics of servant leadership: Delphi study. International
Journal of Leadership Studies, 9(1).
Laudon, K. C., & Traver, C. G. (2016). E-commerce: business,
technology, society
Masa'deh, R. E., Obeidat, B. Y., & Tarhini, A. (2016). A
Jordanian empirical study of the associations among
transformational leadership, transactional leadership,
knowledge sharing, job performance, and firm performance: A
structural equation modelling approach. Journal of Management
Development, 35(5), 681-705.