1. Which two best practices from the firms of endearment can be most easily used by non-FoE organizations?
Response:
• Emotionally Intelligent Management and Leadership
• Recognition and Celebration culture
Emotionally Intelligent (EI) Management and Leadership
Developing Emotionally Intelligent Management and Leadership in an organization is one of the best practices from firms of endearment that non-FoE organizations can easily use. “Emotional intelligence describes the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups” (Serrat, O., 2017). Emotional intelligence includes several components such as self-awareness, self-regulation, social awareness, and …show more content…
They believe in direct customer experience and word of mouth. (Sisodia, R., Wolfe, D., & Sheth, J. N., 2003). Rejecting traditional marketing strategies and adopting FoE marketing model would be difficult for non-FoE organizations because it requires the culture of trust, loyalty, respect, caring, belongingness and integrity to keep all the other stakeholders satisfied. Changing a company from focusing on getting the most money out of customers to getting down to root of what customers really want could cost a lot of money and could also require large culture change. However, as we have discussed in the previous section that changing culture and adopting new one is way difficult for non-FoE organizations for many reasons. Therefore, it is challenging for non-FoE organizations not to follow conventional marketing strategies and spend money to promote their products or …show more content…
N. (2003). Firms of endearment: How world-class companies profit from passion and purpose. Pearson Prentice Hall.
Schutte, N. S., Malouff, J. M., & Thorsteinsson, E. B. (2013). Increasing emotional intelligence through training: Current status and future directions. International Journal of Emotional Education, 5(1), 56.
Kruml, S. M., & Yockey, M. D. (2011). Developing the emotionally intelligent leader: Instructional issues. Journal of Leadership & Organizational Studies, 18(2), 207-215.
Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge Solutions (pp. 329-339). Springer Singapore.
Thory, K. (2016). Developing meaningfulness at work through emotional intelligence training. International Journal of Training and Development, 20(1),
Response:
• Emotionally Intelligent Management and Leadership
• Recognition and Celebration culture
Emotionally Intelligent (EI) Management and Leadership
Developing Emotionally Intelligent Management and Leadership in an organization is one of the best practices from firms of endearment that non-FoE organizations can easily use. “Emotional intelligence describes the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups” (Serrat, O., 2017). Emotional intelligence includes several components such as self-awareness, self-regulation, social awareness, and …show more content…
They believe in direct customer experience and word of mouth. (Sisodia, R., Wolfe, D., & Sheth, J. N., 2003). Rejecting traditional marketing strategies and adopting FoE marketing model would be difficult for non-FoE organizations because it requires the culture of trust, loyalty, respect, caring, belongingness and integrity to keep all the other stakeholders satisfied. Changing a company from focusing on getting the most money out of customers to getting down to root of what customers really want could cost a lot of money and could also require large culture change. However, as we have discussed in the previous section that changing culture and adopting new one is way difficult for non-FoE organizations for many reasons. Therefore, it is challenging for non-FoE organizations not to follow conventional marketing strategies and spend money to promote their products or …show more content…
N. (2003). Firms of endearment: How world-class companies profit from passion and purpose. Pearson Prentice Hall.
Schutte, N. S., Malouff, J. M., & Thorsteinsson, E. B. (2013). Increasing emotional intelligence through training: Current status and future directions. International Journal of Emotional Education, 5(1), 56.
Kruml, S. M., & Yockey, M. D. (2011). Developing the emotionally intelligent leader: Instructional issues. Journal of Leadership & Organizational Studies, 18(2), 207-215.
Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge Solutions (pp. 329-339). Springer Singapore.
Thory, K. (2016). Developing meaningfulness at work through emotional intelligence training. International Journal of Training and Development, 20(1),