Uber: Professional Development Program Proposal Assignment 2: Program Proposal for Uber Teresa Pride August 21, 2018 BUS 520: Leadership and Organizational Behavior Prof. Dennis Carlson Strayer University Emotional Intelligence and Motivation The emotional intelligence of a person is composed of emotional building blocks called emotional skills. An effective manager requires these emotional skills to enhance the performance of their workforce and improve their satisfaction at the workplace. The key building blocks that boost the performance of the employees and their satisfaction at the workplace include emotional self-awareness, self-actualization, self-regard and self-perception. The management team should ensure that the workforce is motivated through job satisfaction and that they can put in more effort to ensure that the company achieves its goals and objectives (Gunu & Oladepo, 2014). According to Goleman (1995), emotional intelligence is "the abilities such as being able to motivate oneself and persist in the face of frustrations; to control impulse and delay gratification; to regulate one's moods and keep distress from swamping the ability to think, and to emphasize and to hope." He later refined his definition in 1998 to "the capacity for organizing our own feelings and those of others, for motivating ourselves, and for managing emotion well in ourselves and in our relationships" (Goleman, 1998). He viewed emotional intelligence as a skill which is divided into two broad areas; personal competence which entails self-motivation and self-regulation. The other one is social competence which exemplifies the management of relationships, that is, social skills and compassion. Emotional intelligence is a vital skill that can influence the performance of the workforce and affect their emotions. Based on the broad research on EI, we can define it as having the ability to identify the emotion, integrate it to expedite thoughts and promote personal growth of the people. Positive reinforcement is a tool of motivation which is a reward for doing something good. The tool is mostly utilized when an employee performs beyond the set standards of the organization. The management team can also use it by promoting competition among groups. Those groups that excel are rewarded by management, whereas most companies use bonuses to reward hard-working employees. Negative reinforcement is also a motivation tool in the form of a penalty. Employees who fail to meet the company's expectations in form of poor performance will feel the effect of negative reinforcement. This tool can also be applied when the employees fail to execute compulsory duties at their place of work. Lastly, the tool can be applied when the company's employees break the policies and procedures of the organization. For instance, when employees fail to follow the inventory retrieval procedures, which can lead to the destruction of stock, they will be penalized. Emotional ...

1. Uber: Professional Development Program Proposal
Assignment 2: Program Proposal for Uber
Teresa Pride
August 21, 2018
BUS 520: Leadership and Organizational Behavior
Prof. Dennis Carlson
Strayer University
Emotional Intelligence and Motivation
The emotional intelligence of a person is composed of
emotional building blocks called emotional skills. An effective
manager requires these emotional skills to enhance the
performance of their workforce and improve their satisfaction at
the workplace. The key building blocks that boost the
performance of the employees and their satisfaction at the
workplace include emotional self-awareness, self-actualization,
self-regard and self-perception. The management team should
ensure that the workforce is motivated through job satisfaction
and that they can put in more effort to ensure that the company
achieves its goals and objectives (Gunu & Oladepo, 2014).
According to Goleman (1995), emotional intelligence is
"the abilities such as being able to motivate oneself and persist
in the face of frustrations; to control impulse and delay
gratification; to regulate one's moods and keep distress from
swamping the ability to think, and to emphasize and to hope."
He later refined his definition in 1998 to "the capacity for
organizing our own feelings and those of others, for motivating

2. ourselves, and for managing emotion well in ourselves and in
our relationships" (Goleman, 1998). He viewed emotional
intelligence as a skill which is divided into two broad areas;
personal competence which entails self-motivation and self-
regulation. The other one is social competence which
exemplifies the management of relationships, that is, social
skills and compassion. Emotional intelligence is a vital skill
that can influence the performance of the workforce and affect
their emotions. Based on the broad research on EI, we can
define it as having the ability to identify the emotion, integrate
it to expedite thoughts and promote personal growth of the
people.
Positive reinforcement is a tool of motivation which is a
reward for doing something good. The tool is mostly utilized
when an employee performs beyond the set standards of the
organization. The management team can also use it by
promoting competition among groups. Those groups that excel
are rewarded by management, whereas most companies use
bonuses to reward hard-working employees.
Negative reinforcement is also a motivation tool in the
form of a penalty. Employees who fail to meet the company's
expectations in form of poor performance will feel the effect of
negative reinforcement. This tool can also be applied when the
employees fail to execute compulsory duties at their place of
work. Lastly, the tool can be applied when the company's
employees break the policies and procedures of the
organization. For instance, when employees fail to follow the
inventory retrieval procedures, which can lead to the destruction
of stock, they will be penalized.
Emotional Intelligence and Social Skills and Decision Making
Social skills are those skills that enable one to inspire and
handle the emotions of other people. Therefore, an
organization’s management personnel can apply social skills to
motivate and influence the performance and effectiveness of
employees. The key concepts of emotional intelligence can also
be applied in decision making by determining ways of

3. improving the performance of employees and improving
company processes. These social skills are essential for any
organization to thrive and to perform at a higher level.
Self-regulation will enable management to impact the
workforce positively. It allows the management team to always
work with accountability, avoiding the opportunity to blame
others when a problem happens. Management will also
demonstrate calmness in difficult situations, which enhances the
decision-making abilities of the organization, including
management and employees. It will also enable the organization
to set good values that will improve the corporate image of the
business.
Effective Teams
There are key attributes that every team must have in order
to achieve success. The first attribute is having a clear vision.
Each member of the team must know his or her contribution and
leadership must spell out their expectations of the team
members. The second attribute is to have an inspiring leader
who uses each team member’s strengths to benefit the
organization. The team leader should lead by example and show
the entire team what they need to do and what is expected of
them. Third, there should be a unified corporation among team
members, as a disjointed team is likely to fail in achieving any
of the goals and objectives it was meant for. Therefore,
members have to share, work together and help one another to
be successful. They also need to hold regular meetings to
determine the success or progress of the team and review the
areas that need to be corrected (Cook, 2009).
The success of the team should also be anchored in
constructive communication. A team is a work in progress
which needs constant feedback from the members. The team
members have to talk to each other, advise one another, ask
questions and receive answers. Team members must also respect
the opinions of others, and should try to integrate different
perspectives to promote efficiency and productivity. Lastly, the
team should be self-conscious about its operations (Cook,

4. 2009). This will allow them to follow a clear, concise and
agreed upon methodology in achieving their objectives. If a
team compiles all of these attributes, there is no denying that it
will be successful.
For Uber Technologies Incorporation to build the right
team dynamics, there is a need to tackle the arising problems
quickly before it gets out of hand. Secondly, the team leaders
should define the roles and responsibilities of each team
members. This will give focus and direction to the team because
people understand their role and what is expected of them. A
team charter should be created to define the group's objectives,
mission and vision. Lastly, the group should pay attention and
watch for any signs that indicate poor group dynamics. For
example, the leaders should discourage groupthink and bullying
in the group.
Reward Systems
The reward system for the organization should be diverse
and most of them should depend on the performance of the
employees. The major rewards should include monthly salaries,
benefits and perks, recognition and appreciation. Employees
shall be given a monthly salary which should depend on the
country of operation, experience, and education, all depending
on the position. Secondly, those employees who perform beyond
expectation shall be given benefits that reflect the efforts they
put into the company (Ventrice, 2009).
To motivate the employees, they should receive a good
salary package that reflects their efforts based on the goals of
the organization. Those who perform beyond expectations shall
be rewarded with bonuses. Lastly, the working environment of
the employees should be improved so that they are a part of
decision making and feel valued. When management chooses to
make some company-specific decisions, they should consult the
employees, so as to reduce resistance and promote unity.
Executive Summary
In this proposal, there are a few components I want to
inform management about. First, I will start by defining

5. emotional intelligence which is defined as having the ability to
identify the emotion, integrate it to expedite thoughts and
promote the personal growth of the people. EI is incomplete
without mentioning the building blocks which include self-
actualization, self-regard, self-awareness and self-perception. It
is important to note that the management team of the
organization has to incorporate positive reinforcement which
shall act as an incentive to the employees. Negative
reinforcements may derail the work of the employees because
they may feel unwanted in the organization.
The management team should use their emotional
intelligence skills to improve decision making at Uber
Technologies Incorporation. Emotional intelligence skills will
help management motivate the employees and offer them the
right procedures that shall enable them to achieve the objectives
of the organization. For the organization to have effective
teams, they need to have various qualities that will enable the
teams to work effectively. These attributes include cooperation,
constructive communication, having an inspirational leader, a
clear vision and also engaging in conscious activities. The
management should create the dynamics that allow the progress
and success of the teams, such as solving the arising problems
on time.
The management team should employ the right reward
system that will promote better performance in the organization.
Management should spell out the right compensation and ensure
that workers doing the same job be offered the same
compensation. Those employees who perform better in the
workplace and exceed the expectations should be given rewards
as a form of encouragement. In general, the company is still
growing and all efforts are being made to make it a world-class
company, expanding it in almost all countries of the world.
Employees should learn about its mission, vision, and values
and work in line with the organization's rules in order to
achieve success.

6. References
Cook, S. (2009). Building a High Performance Team: Proven
Techniques for Effective
Team Working. Ely: IT Governance Pub.
Gunu, U. & Oladepo, R. (2014). Impact of Emotional
Intelligence on Employees’
Performance and Organizational Commitment: A Case
Study of Dangote Flour Mills Workers.
https://www.ajol.info/index.php/umrj/article/viewFile/1345
63/124197
Goleman, D. (1995). Emotional Intelligence. New York:
Bantam.
Goleman, D. (1998). Working with emotional intelligence. New
York: Bantam Books
Ventrice, C. (2009). Make their day! : Employee Recognition
that Works: Proven Ways
to Boost Morale, Productivity, and Profits. San Francisco:
Berrett-Koehler Publishers.
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