Module 1 – Case
USING POSITIVE INTELLIGENCE AND EMOTIONAL INTELLIGENCE IN
THE WORKFORCE
Assignment Overview
Positive Intelligence
Positive intelligence is an important trait to have in all
situations. Unfortunately, most people do not understand the implications of
being positive in the workforce. According to Achor (2012), “Research shows
that when people work with a positive mindset, performance on nearly every
level—productivity, creativity, engagement—improves. Yet happiness is perhaps
the most misunderstood driver of performance” (p. 100). Interestingly enough,
“Most people think that success precedes happiness” (Achor, 2012, p. 100). In
reality, happiness produces success. As a practical example, some employees
believe the following: “Once I get a promotion, I’ll be happy.” Research has
shown that if an employee is happy, he or she will perform at higher levels and
as a result will be more inclined to get a promotion. In fact, in a sweeping
meta-analysis of 225 academic studies reported in Harvard Business Review,
researchers found that “happy employees are, on average, 31% more productive.
Their sales are also 37% higher, and their creativity is three times higher”
(Achor, 2012, p. 102). Therefore, it is important for managers and leaders to
be able to develop new habits by training one’s brain to be positive. It is
also important to help coworkers because “in a study of 1,648 Harvard students
“social support was the greatest predictor of happiness during periods of high
stress” (pp. 101-102). As a matter of fact, Achor further states, “employees
who score the highest on providing social support are 40% more likely to
receive a promotion in the following year, report significantly higher job
satisfaction, and feel ten times more engaged by their jobs than people who
score in the lowest quartile” (p. 102). Finally, it should be mentioned that
changing one’s relationship with stress can help with having a positive
mindset. Stress should be strategically used as a means of motivation because
“stress is just not an obstacle to growth; it can be the fuel for it” (Achor,
2012, p. 102). In other words, your professional growth relates to your
attitude toward stress.
Reference: Achor, S. (2012). Positive Intelligence.Harvard
Business Review, January-February 2012, 100-102.
Case Assignment
Drawing on the material in the background readings and doing
additional research, please prepare a 4-5 page paper (not including the cover
and reference pages) in which you:
What is it important to have positive intelligence? How can
having positive intelligence help an HR manager or professional become more
effective and productive?
How would you explain positive intelligence to your
employees?
What trainings could you provide your employees for
enhancing their positive intelligence levels?
Do you think it is more important to have high a IQ
(intelligence quotient) or positive intelligence in the workforce? Justify your
response.
Provide an example of how you use positive intelligence in
your personal life/work?
Assignment Expectations
Your paper will be evaluated on the following points:
Precision – Does the paper address the question(s) or
task(s)?
Clarity – Is the writing clear and the concepts articulated
properly? Are paraphrasing and synthesis of concepts the primary means of
response to the questions, or are excessive use of quotations how thoughts are
conveyed? Are headings included in all papers greater than 2 pages?
Breadth – Is the full breadth of the subject addressed?
Depth – Does the paper address the topic in sufficient
depth?
Grammar, spelling and vocabulary – Is the paper written well
– is the grammar, spelling, and vocabulary suitable to graduate level work?
Referencing (citations and references) – Does the paper use
citations and quotation marks when appropriate?
Critical thinking – Is the subject thought about critically,
i.e., accurately, logically, relevantly, and precisely?
Module 2 – Case
EMBRACING DIVERSITY MANAGEMENT AND STRATEGIES FOR RETAINING
TOP TALENT
Case Assignment
Individuals in the workforce are from different generations
and have varying lifestyles that can range from smokers to nonsmokers to
individuals with differing sexual orientations. With organizations becoming
more diverse, it is crucial for HR professionals to treat all employees equally
and to promote a safe environment for all employees. By treating employees
equally, a culture of egalitarianism is created and employees feel more
comfortable and are able to focus on their work tasks as oppose to being
judged, singled-out, or stereotyped. Furthermore, HR professionals should
consider the many benefits (added value) of hiring individuals with differing
lifestyles because external customers also have differing lifestyles and thus
feel more comfortable when interacting with a diverse workforce. Through
trainings, HR professionals can spread awareness regarding the importance of
diversity. Thus, human resource professionals are responsible for staffing,
recruiting, and training individuals with differing lifestyles. One aspect of a
thriving employment brand is the recruitment of individuals with differing
lifestyles.
Then, drawing on the material in the background readings and
doing additional research, please prepare a 4-5 page paper (not including the
cover and reference pages) in which you:
Analyze the importance of having individuals with varying
lifestyles in the workforce from a human resource professional perspective and
discuss strategies for selecting and recruiting a diverse group of individuals
with differing lifestyles in the workforce.
Identify different strategies for retaining individuals with
differing lifestyles in the workforce.
What trainings could you provid
Discuss the idea of needing to “treat all employees
equally.” What exactly is it that HRM/management needs to do? How do human
resource professionals “treat employees equally” when their
situations are so different? (e.g., consider the Golden Rule).
Assignment Expectations
Your paper will be evaluated on the following points:
Precision – Does the paper address the question(s) or
task(s)?
Clarity – Is the writing clear and the concepts articulated
properly? Are paraphrasing and synthesis of concepts the primary means of
response to the questions, or are excessive use of quotations how thoughts are
conveyed? Are headings included in all papers greater than 2 pages?
Breadth – Is the full breadth of the subject addressed?
Depth – Does the paper address the topic in sufficient
depth?
Grammar, spelling and vocabulary – Is the paper written well
– is the grammar, spelling, and vocabulary suitable to graduate level work?
Referencing (citations and references) – Does the paper use
citations and quotation marks when appropriate?
Critical thinking – Is the subject thought about critically,
i.e., accurately, logically, relevantly, and precisely?
Module 3 – CaseUNDERSTANDING HAPTICS, PROXEMICS, AND THE
FAIR PAY ACT
Case Assignment
Proxemics
The study of cultural space requirements is known as
proxemics and was coined by researcher Edward Hall during the 1950’s and
1960’s. In the United States, during intimate conversations with close friends
and relatives, individuals are willing to stay within about a foot and a half
of each other; for casual conversations, up to two to three feet; for job
interviews and personal business, four to twelve feet. It should be mentioned
that the same is not true for all countries around the world. As a quick quiz,
think about the following five countries/regions (USA, Greece, Latin America,
Middle East, Japan) and rank each country based upon how much space they need
using a scale of 1 to 5 with 1 implying the most space needed and 5 implying
the least space needed. The correct answers are:
} 1 = Japan
} 2 = USA
} 3 = Latin America
} 4 = Greece
} 5 = Middle East
As a practical example, people from the Middle East usually
shake hands, hug, and even kiss one another on the cheek when greeting as a
sign of respect. In Japan, it is customary to bow from a short distance as a
sign of respect. Thus, it becomes imperative for HR managers to understand such
extremes especially when training employees to go overseas as expatriates.
Haptics
Haptics is a type of nonverbal communication focused on
touching. Touch, or haptics, communicates a great deal because what is
appropriate and people’s tendency to touch differ by culture and gender.
Cultural variations also exist regarding who touches whom, where one is
touched, and when one is touched. Sidney Jourard (1968) conducted a study in
which he found that adults in Puerto Rico touched 180 times per hour; those in
Paris touched about 100 times per hour; those in Gainesville, Florida, touched
about 2 times per hour; and those in London touched 1 time per hour. As a
practical example, “the Chinese culture is low-touch oriented to an extreme. A
visiting communicator’s attempt at being outgoing and friendly by slapping a
Chinese dignitary on the back would be inappropriate and possibly insulting”
(Purdy & Borisoff, 1997, p. 106). By acknowledging and embracing the
cultural variations regarding haptics, HR managers and employees will have an
instant competitive advantage and will be less likely to offend his or her
peers.
Reference: Purdy, M., & Borisoff, D. (1997). Listening
in Everyday Life: A Personal and Professional Approach. Lanham, MD: University
Press of America.
Then, drawing on the material in the background readings and
doing additional research, please prepare a 3-5 page paper (not including the
cover and reference pages) in which you:
Discuss the importance of HR managers learning about haptics
and how it will benefit them in the workforce.
Discuss the importance of HR managers learning about
proxemics and how it will benefit them in the workforce.
Identify different strategies for training all employees
about haptics and proxemics. Provide a detailed summary on how you would
conduct trainings on haptics and proxemics.
Discuss whether you believe it is more important to learn more
about haptics or proxemics in the workforce. Ultimately, would you focus more
time teaching employees about haptics or proxemics. Justify your response.
Assignment Expectations
Your paper will be evaluated on the following points:
Precision – Does the paper address the question(s) or
task(s)?
Clarity – Is the writing clear and the concepts articulated
properly? Are paraphrasing and synthesis of concepts the primary means of
response to the questions, or are excessive use of quotations how thoughts are conveyed?
Are headings included in all papers greater than 2 pages?
Breadth – Is the full breadth of the subject addressed?
Depth – Does the paper address the topic in sufficient
depth?
Grammar, spelling and vocabulary – Is the paper written well
– is the grammar, spelling, and vocabulary suitable to graduate level work?
Referencing (citations and references) – Does the paper use
citations and quotation marks when appropriate?
Critical thinking – Is the subject thought about critically,
i.e., accurately, logically, relevantly, and precisely?
Module 4 Case
Case Assignment
Case Study
Melissa Sanchez is the VP of HR for Company XYZ. She has
worked for Company XYZ for 10 years. She wants to change the “uptight and
conservative” culture of the organization because of the new Millennials who
will be joining the workforce. Ultimately, she would like to make Company XYZ
more attractable. Productivity levels have been stagnating over the past 5
years. She has a conversation with the COO and he supports her overall plan.
Melissa explains to the COO that the dress code needs to be modified. The COO
exclaims, “But we are a valued organization and we need to be presentable to
all of our clients.” Melissa understands his point but also understands that it
is time for change. Based on her experiences and training, Millennials like
flexible schedules, a lot of autonomy, and a progressive and liberal work
environment. The current dress code is business casual and Melissa feels that a
more moderate and comfortable dress code is more desirable for new and existing
employees. As a matter of fact, it comes up on every annual Employee Job
Satisfaction survey. The COO asks her to evaluate the implications of the dress
code change for tomorrow’s executive meeting. She agrees and starts to prepare.
Melissa decides to call her old college HRM Professor and
discuss this idea of changing the dress code. Her open-minded college professor
understands the importance of changing old norms and adapting to contemporary
standards. He explains, “Employees have the potential of being more productive
if they feel more comfortable while at work.” Melissa thanks him for his time
and decides to consider all feasible options.
Drawing on the material in the background readings and doing
additional research, please prepare a 2-4 page paper (not including the cover
and reference pages) in which you thoroughly answer the following questions
(your paper should be in essay format where you address these questions in your
essay):
Case Study Questions
Should a business casual dress code be the norm at all
organizations?
If employees start dressing down, will it change the image
of the entire organization?
What are the short-term and long-term implications of
changing the dress code?
Should managers always have to dress in business casual?
If the dress code changes to a more lax and comfortable
policy— what if some employees start dressing promiscuously and scandalously?
How would HR regulate on these types of issues?
What if research states that a more lax and comfortable
policy has the potential of increasing productivity levels? Would it be worth
changing the policy?
Should a business casual dress code be enforced during the
summer months?
Should employees be forced to where a standard uniform at
work?
Should there be a policy in place regarding tattoos and
piercings?
Assignment Expectations
Your paper will be evaluated on the following points:
Precision – Does the paper address the question(s) or
task(s)?
Clarity – Is the writing clear and the concepts articulated
properly? Are paraphrasing and synthesis of concepts the primary means of
response to the questions, or are excessive use of quotations how thoughts are
conveyed? Are headings included in all papers greater than 2 pages?
Breadth – Is the full breadth of the subject addressed?
Depth – Does the paper address the topic in sufficient
depth?
Grammar, spelling and vocabulary – Is the paper written well
– is the grammar, spelling, and vocabulary suitable to graduate level work?
Referencing (citations and references) – Does the paper use
citations and quotation marks when appropriate?
Critical thinking – Is the subject thought about critically,
i.e., accurately, logically, relevantly, and precisely?
Module 1 – SLP
USING POSITIVE INTELLIGENCE AND EMOTIONAL INTELLIGENCE IN
THE WORKFORCE
Emotional Intelligence
Since it was first suggested by Salovey and Mayer (1990),
emotional intelligence has been a topic of great interest to scientists
researching non-cognitive factors that may contribute to intelligence.
Emotional intelligence is the ability to identify, assess, and control the
emotions of oneself, of others, and of groups.Emotional intelligence as a
paradigm was further developed by Goleman. It is often suggested that people
equipped with emotional intelligence have a competitive edge in both their
personal and professional lives and as a consequence are happier and more
successful. While the subject of emotional intelligence in recent decades has
become an area of much study and debate, it should be noted that the underlying
concepts of emotional intelligence are not entirely new ideas, and in fact,
have a history dating to the nineteenth century. The work of the English
naturalist, Charles Darwin, emphasized the role of emotional expression in
survival and adaptation.
As a matter of fact, many believe that there is a human
ability that affects social functioning, called emotional intelligence.
Although emotional intelligence is now part of the vocabulary in most
organizations, few leaders we’ve worked with are fully comfortable engaging
their own emotions or managing the emotions of others. Emotional intelligence
is an assortment of non-cognitive skills, capabilities, and competencies that
influence a person’s ability to succeed in coping with environmental demands
and pressures.
Controlling personal feelings is a skill that allows an
individual to perceive and better address the emotions of those around them.
Consequently, detecting shifts in the emotions of colleagues is an important
first step to transforming attitudes from negative to positive. For example, in
a business context, high emotional intelligence is demonstrated to have roles
in both moderating conflict resolution and enhancing organizational citizenship
behavior. Whatever the leadership style, emotional intelligence enables a
leader to create interpersonal trust and improve communication, thereby
increasing workplace climate and business outcomes.
Emotional intelligence development will allow a leader to
recognize emotions immediately and respond by promoting a positive mood to
maintain constructive performance. People with high emotional intelligence can
generally balance multiple tasks without losing sight of priorities, have the
ability to solve new problems in unique and creative ways, and work well in
group-oriented tasks. In addition, leaders with emotional intelligence are able
to recognize and control their personal emotions and may benefit from lower
levels of anger.
SLP Assignment Expectations
Please answer the following questions:
What is it important to have emotional intelligence? How can
having emotional intelligence help an HR manager or professional become more
effective and productive?
How would you explain emotional intelligence to your
employees?
What trainings could you provide your employees for
enhancing their emotional intelligence levels?
Do you think it is more important to have high a IQ
(intelligence quotient), positive intelligence, or emotional intelligence in
the workforce? Justify your response.
Provide an example of how you use emotional intelligence in
your personal life/work?
Your paper should be short (2-3 pages, not including the
cover sheet, references) and to the point. You are expected to deal with these
issues in an integrated fashion, rather than treating them as a series of
individual questions to be answered one by one and left at that.
Module 2 slp
Retaining Top Talent
Organizations will always have some employees who are
overachievers or “A” players. Thus, it becomes important for HR managers and
professionals to retain their top talent. Many organizations mainly focus their
efforts on developing their bottom 10% of employees instead of focusing on
retaining their top 10% of employees. Some managers provide incentives such as
merit pay for their top employees but at times that is not sufficient. For some
employees, pay is not a significant factor when evaluating job satisfaction
levels. For others, pay is a significant factor when evaluating job
satisfaction levels. Nevertheless, when dealing with top talent, it is
important to focus efforts on re-recruiting this elite group, re-engaging this
unique group, and re-energizing this vital group. As mentioned above,
re-recruiting is a strategic HR process that identifies top performers so that
management can engage them in a conversation about their needs and desires, and
then entice them to recommit to the company in the same way they were persuaded
to join it in the first place. Re-engagement is the act of getting employees to
feel connected to, and enthusiastic about their jobs. Employees are more likely
to feel engaged when they have a solid relationship with managers and a belief
in leaders. Re-energizing employees is a strategic process that provides a
meaningful purpose for one’s service and dedication to an organization. This
process rejuvenates employees from a physical, emotional, mental, and spiritual
perspective. The following figure illustrates the three mechanisms for
retaining top talent.
Retaining Top Talent Diagram
Inline image 1
Assignment
Discuss specific strategies for retaining top talent. Of the
three mechanisms, which is the most important? Justify your response. Which
strategies have you used in the workforce? If you were to create your own model
for retaining top talent, what would it look like? Explain in detail your model
and why it is more effective than the model mentioned in this module.
SLP Assignment Expectations
Your paper should be short (2-3 pages, not including the
cover sheet, and references) and to the point. You are expected to deal with
these issues in an integrated fashion, rather than treating them as a series of
individual questions to be answered one by one and left at that.
Module 3 – SLP
UNDERSTANDING HAPTICS, PROXEMICS, AND THE FAIR PAY ACT
Lilly Ledbetter Fair Pay Act
A vital challenge that remains to enforcing equal pay laws
is pay secrecy. If women do not even know that they are underpaid, they cannot
take steps to remedy the pay gap. For example, Lilly Ledbetter (a female
manager with Goodyear in Alabama) was paid less than her male co-workers for
decades without realizing it until someone took a risk and slipped her an
anonymous note. Despite the advancements of the Lilly Ledbetter law, named for
a woman who fought against her own pay discrimination (i.e., was receiving
approximately 40% less than her male counterparts for the same job), the
President of the US said more needed to be done.
Write a persuasive essay regarding your position on the Fair
Pay Act. Should all managers (regardless of gender) working for the same
organization be paid the same amount? Should organizations have to disclose
salaries both internally and externally? If there is pay transparency, how will
this impact job performance, job satisfaction, and organizational commitment
levels?
This assignment is aSignature Assignmentthat will be used
for specific assessment purposes.
SLP Assignment Expectations
Your paper should be short (2-3 pages, not including the
cover sheet, references, and assessment sheet) and to the point. You are
expected to deal with these issues in an integrated fashion, rather than
treating them as a series of individual questions to be answered one by one and
left at that.
Module 4 – SLP
PLANNING FOR THE FUTURE OR HRM AND DEALING WITH ORGANIZATIONAL
CHANGE
Case Study Special SLP Assignment
Please do some additional research regarding the pros and
cons to allowing a more liberal and lax dress code policy in the workforce.
Create a 15-20 slide PowerPoint presentation that illustrates whether or not
you will change the policy and what the implications, policies, and/or
procedures are. You will use this presentation when you meet with the executive
team of the organization to discuss your findings, recommendations, and final
decision.
SLP Assignment Expectations
Once you have completed the PowerPoint presentation, you
will use “Record Narration” to record your presentation using a
microphone. Your presentation should be at least 5 minutes long.
You will be particularly assessed on:
Your completion of all the steps in the exercise.
Your ability to synthesize information and present a concise
and meaningful PowerPoint and audio presentation.
The clarity and quality of your PowerPoint and audio
presentations.
