Personal values, motivations, and emotional intelligence

Personal Values, Motivations, and Emotional Intelligence al Affiliation Personal Values, Motivations, and Emotional Intelligence
Alignment between Personal Values, Motivations, and Emotional Intelligence
The personal assessment starts with an evaluation of one’s core values, as well as needs and drive that provide the impetus for work. One strongly believes that in every undertaking (whether personal or professional), one should be guided by adherence to ethical, moral, and legal standards; as well as conformity to philosophies and values of honesty, integrity, equality, and diligence in work. Thus, the needs that drive me to work include esteem needs (achievement, status, prestige, managerial responsibility), since lower level needs have been deemed to be satisfied (physiological, safety, and belonging needs) (MacLeod, 2013). From the results of the Disc Assessment, it was revealed that the highest Disc dimension which exemplifies one’s personality is dominance and the classical pattern is results oriented pattern (Laureate Education, Inc., 2013). This results are therefore aligned with personal values and motivational drives for achievement. As a result-oriented person, the strengths included: exuding self-confidence, quick thinking abilities, determined and persistent, direct, focused, and individualistic. The weaknesses allegedly include: impatience, fault-finders, could be perceived as blunt and uncaring (Laureate Education, Inc., 2013). Thus, emotional intelligence could be perceived as needing improvement due to the innate ability to achieve tasks and responsibilities individually and independently; rather than reliance to other people.
All of these values, motivational drives, and emotional intelligence results were found to be exhibited in the work setting. For instance, one’s previous work in a health care institution have proven conformity to ethical, moral, and legal standards, as well as abiding with indicated values through adherence to the organization’s policies and procedures. As a health care institution, it was specifically guided with standards proposed by the Joint Commission, which focuses on providing high quality of patient care (The Joint Commission, 2013). One’s personal values were most appreciated and applicable in the health care setting and aligned with motivational drives of being a high achiever. One was tasked to undertake assigned responsibilities and submit reportorial documents in prescribed time frames. Likewise, all endeavors were observed to be undertaken in conjunction with the need to satisfy the needs of the patients and of the people one gets to interact with. As expected, due to the ability to strictly adhere to rules, policies, and procedures, one’s manager was immensely impressed with the conduct and behavior at work. Performance evaluation results revealed potentials for promotions; but needs improvements in terms of socialization and teambuilding.
Evaluation on Proposed Improvements
Since performance evaluation results have revealed weaknesses in working in greater cohesiveness with other team members, the suggested intervention was to attend training focusing on teambuilding and leadership development. Leadership development trainings, particularly, enhances emotional intelligence skills by being more cognizant of the needs, feelings, and perceptions of other colleagues. This was regarded as crucial in the health care setting due to the acknowledgement that a collaboration of health care practitioners were found to be more effective in providing high quality health care that addresses the needs of the patients.
Proposed Strategies for Improving Intrapersonal/Interpersonal Skills
The proposed leadership development trainings would be most effective in enhancing the skills needed to make one an effective manager. Though the DiSC results evidently confirmed strengths in focusing on the ability to achieve defined goals and results, the need to develop emotional intelligence is paramount in a health care environment. As recommended from the DiSC results, one would be better off through verbalization of reasoning; “ consideration of other views and ideas about goals and problem solutions; genuine concern for others; (and) patience and humility” (Laureate Education, Inc., 2013, p. 21).
Laureate Education, Inc. (2013). DiSC Classic 2. 0. Inscape Publishing, Inc.
MacLeod, S. (2013). Maslows Hierarchy of Needs. Retrieved from Simply Psychology: http://www. simplypsychology. org/maslow. html
The Joint Commission. (2013). About Our Standards. Retrieved from jointcommission. org: http://www. jointcommission. org/standards_information/standards. aspx