It is evident through the above-mentioned methods that EIT provides various benefits to organizations, employees and especially, to managers. Therefore, it is imperative that organizations invest the resources necessary to provide EIT to managers. However, before conducting an EIT, it is imperative to conduct a needs analysis as was done in Beigi’s and Shirmohammadi’s study. The main goal of the first stage is to increase motivation through assessment and involvement. The following are steps in this stage: assess organizational needs, assess personal strengths and limits, provide feedback, maximize choice, encourage participation, link goals to values, adjust expectations, assess readiness. Organizations need to determine which managers need
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Active practice refers to physical or mental rehearsal of a task, skill or knowledge. SME should provide trainees with opportunities to practice performing a task or using the learned knowledge during the training process. Furthermore, active learning should be utilized as a part of EIT. Active learning also called as analogical expertise, is a traditional approach to training as it reproduces behaviors in similar settings. Adaptive expertise is achieved in the active learning phase and it provides the employees with the ability to use knowledge and skills across a range of tasks and settings. Active learning is strongly recommended for EIT as it gives trainees control over their own experience through discovery learning. Active learning includes emotional control and error framing; EIT will help with emotional control through error framing management. It has been found that errors normally occur due to lack of confidence, knowledge etc. during times of stress. For instance, if an employer speaks certain positive phrases, the listener will automatically respond in a positive way to a positive phrase. As long as the reactions are expected, the training works. However, the moment a phrase is unpredicted, training gets put aside and disorganized. Hence, responding effectively to these unexpected situations start with employee awareness of their emotions and understanding how their own …show more content…
This helps EI has a employee is becoming familiar with different work-setting and how to use EIT to cope and regulate those emotions.
Assessing knowledge capacity: This refers to assessing an organization’s current knowledge capacity to help identify its knowledge assets, including what knowledge is required and available. Hence, organizations can move knowledge or skills from one place to another. This is crucial recommendation to organizations as they should be aware of their employee’s capacity and how they align with the workplace. For instance, a person discovered through trainability test who has low levels of tolerance to stress should be transferred to a low stress environment to sustain performance.
In conclusion, the purpose of the EIT is for the individual to develop awareness on the emotion in the moment, develop emotional strategies to perform better. Hence, it is recommended to organizations to use EIT as a process where the intervention is broken into steps, capitalize on practice opportunities, provide feedback frequently, use experiential methods, build support into your systems, use modeling, facilitate insight, and avoid relapse and EI
Active practice refers to physical or mental rehearsal of a task, skill or knowledge. SME should provide trainees with opportunities to practice performing a task or using the learned knowledge during the training process. Furthermore, active learning should be utilized as a part of EIT. Active learning also called as analogical expertise, is a traditional approach to training as it reproduces behaviors in similar settings. Adaptive expertise is achieved in the active learning phase and it provides the employees with the ability to use knowledge and skills across a range of tasks and settings. Active learning is strongly recommended for EIT as it gives trainees control over their own experience through discovery learning. Active learning includes emotional control and error framing; EIT will help with emotional control through error framing management. It has been found that errors normally occur due to lack of confidence, knowledge etc. during times of stress. For instance, if an employer speaks certain positive phrases, the listener will automatically respond in a positive way to a positive phrase. As long as the reactions are expected, the training works. However, the moment a phrase is unpredicted, training gets put aside and disorganized. Hence, responding effectively to these unexpected situations start with employee awareness of their emotions and understanding how their own …show more content…
This helps EI has a employee is becoming familiar with different work-setting and how to use EIT to cope and regulate those emotions.
Assessing knowledge capacity: This refers to assessing an organization’s current knowledge capacity to help identify its knowledge assets, including what knowledge is required and available. Hence, organizations can move knowledge or skills from one place to another. This is crucial recommendation to organizations as they should be aware of their employee’s capacity and how they align with the workplace. For instance, a person discovered through trainability test who has low levels of tolerance to stress should be transferred to a low stress environment to sustain performance.
In conclusion, the purpose of the EIT is for the individual to develop awareness on the emotion in the moment, develop emotional strategies to perform better. Hence, it is recommended to organizations to use EIT as a process where the intervention is broken into steps, capitalize on practice opportunities, provide feedback frequently, use experiential methods, build support into your systems, use modeling, facilitate insight, and avoid relapse and EI