Diana’s Disappointment Essay

What is the problem?Diana Gillen is the General double-decker at the Cobb Street Grille who applied and is hoping to become the current territorial dominion Manager. After macrocosm rejected from the first military position 9 months ago, Diana was convinced(p) that she had this current position under her belt. Unfortunately, she did non get promoted and she was left to flavor upset and judgmental with how the applicants were chosen for this position. This case demonstrates how an individual must withdraw to point their emotions in an appropriate manner and be uncivil to construe young and in effect(p) ways to be a leader.Why do these problems occur?In this case, Diana is non good at controlling her emotions and the absolute majority of the time her emotions get the amend of her. Emotions are psychological, behavioral and physiological episodes that crap an individual feel the need to react without being aware. Dianas emotions are present at numerous times during th is case. For example, she felt uneasy as she arrived at the Cobb Street Grille corporate offices on with feeling animated and fear when learning what the outcome would be on her promotion. There were sevenfold times during the case where Diana showed physical emotions, such as bursting into tears and funk when she found out that she did not get the position. These are all examples of Diana not having control over her emotions. She needs to be adequate to(p) to fly the coop on controlling her emotions in ensnare to be suitable to react in situations like these.In this case, Diana shows a lack of wound up apprehension. Emotional intelligence is the ability to understand and express emotion, understand and reason with it, while being able to regulate the emotions found in an individual. There are quaternary levels of the emotional intelligence hierarchy, which are self-awareness, self-management, social awareness, and birth management.Self-awareness is the act of intellect ual and defining the meaning of yourown emotions. Diana has a high self-awareness because she knows she wants to be a District Manager and she thinks she is the perfect fit for the position. Her values are to work hard and follow the rules that are assigned to her and she shows off her strengths of being able to manage a restaurant. Also, her motivation to become a district tutor is present.Self-management is how well an individual can control his or her inner state. Diana is rattling capable of managing herself along with preparing for the role as a district manager. The conquer side, however, is that she sometimes loses her cool when trying to complete tasks or get legitimate jobs d unrivalled. She is known to be a strict employee but is also in truth loyal and strives for her and everyone around her to do well. However, when she was told that she was not going to get the position she was hoping for, she let her self-management collapse and began to tear up.Social awareness i s the ability of reason the meaning of others emotions. When it comes to being aware of the employees emotions and feelings, Diana deeply lacks in this territory. She rarely pays attention to her employees when they have a request, an idea, or even just an opinion. What makes it worse is what the employees have to say about her. The title Ice maid is thrown around amongst the employees behind Dianas back. She believes that meeting her financial goals is the but objective she needs to follow, and because she exceeds these goals, Diana considers herself and her performance outstanding. The relationship the Diana shares with her employees is nothing much(prenominal) than a mechanical one. By not being social and working unneurotic with her employees, she does not know their needs and how they really think of her.The highest level of the emotional intelligence hierarchy is relationship management. Relationship management is being able to manage other peoples emotions while not le t your own emotions be influenced. Diana fails miserably at this level simply because she is not socially aware of her surroundings. Instead of inspiring her employees to try new things and influencing a bond between them, she leaves them to follow a repetitive schedule and no wiggle room for change. An example of this is when therestaurant experienced high employee turnover. Diana pink-slipped three perfectly good employees because they decided to try a new customer service tactic. This proves that she is not in touch with her employees. Diana knows what she wants and understands how to manage herself along with a business, but when it comes to other individuals she does not perform in an effective way. When it comes to being socially aware and being able to build relationships, she fails, and this is one of the most important levels of the emotional intelligence hierarchy.How can these problems be frosty? naturePersonality is the view in which individuals are agreeable and dedi cate to new things. Looking at the Five Factor Model Personality Theory, Diana extremely lacks in this section because she does not take any move to build a healthy relationship with her employees. She needs to work on being more agreeable and diffuse to new experiences in order to increase her success as a general manager. When one agrees on situations, it means they are being courteous, good natured, empathetic and caring. She lacks in this because she does not take the extra step to be closer to her employees.Openness to clean ExperiencesAt this point, Diana follows the same rules and regulations, day in and day out. Instead of vent the three employees, she could have been open to a more creative mount and given the new customer service idea a try. In order to be open to new experiences, one needs to be imaginative, creative, aesthetically sensitive, and curious. Diana follows the same routine all the time and should be open to new, and creative ideas that are put forth by h er team.EmpathyEmpathy is when an individual is more open to others feelings, thoughts, and situations. Diana dictates how the restaurant is run along with any changes that may be made. She is so hell-bent with following the rules, that she is not being empathetic to her employees. If Diana opens herself up tounderstand how her employees feel, then she pass on get into miles into training individuals in a affirmative work environment.Accepting FeedbackIn this scenario, employees seem to have some(prenominal) ideas and comments they would like to express to Diana but she does not listen or reply to them. By acting on comments made from the employees, she volition make herself more acknowledgeed and a better restaurant manager. If she is open to accept positive and negative feedback, then she will indeed have a better chance at do herself more promotable.Lastly, Diana has shown that she is a great plus to Cobb Street Grille and losing Diana as an employee will impact the comp any in a large way. Recommendations that may be given to the company in order to improve employee relations and managerial skills are as follows1. An inborn course can be provided to employees to help generate proper feedback that will lead to effect business practices.2. Employees will be able to sound their opinions and concerns in a private area, which will then be brought up at the nearest staff meeting.3. There will be open communication via workshops between the employees and managers, which will help build a stronger relationship amongst the two. These recommendations will help ensure that the concerns an individual may have will be taken care of before it arises.So what?In conclusion, the outgo alternative for Diana to promote herself and become a district manager is to accept feedback and be open to new ideas for the business. If this occurs, the employees will be able to express themselves creatively and Diana will be able to focus on making her business more successful and accepting. The importance of supporting, being open, and encouraging new ideas will be sure to improve the overall reputation of Diana by her employees. With the right future steps and goals, Diana will be able to gain the proper skills and emotional balance to be promoted as a district manager.