Executive MBA - Social Intelligence

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ASSIGNMENT FOR INDEPENDENT STUDY – I

Program	Executive MBA
Title	Social Intelligence [ISBN 9780099464921; Arrow Books]
Author	Daniel Goleman

Answer all questions

Question. 1.        “Rapport feels good, generating the harmonious glow of being simpatico, a sense of friendliness where each person feels other’s warmth, understanding, and genuineness”. What is your recipe for developing a rapport with your colleagues? Explain with examples.

Answer:

Rapport

Rapport forms the basis of meaningful, close and harmonious relationships between people. It's the sense of connection that you get when you meet someone you like and trust, and whose point of view you understand. It's the bond that forms when you discover that you share one another's values and priorities in life.

Way of developing rapport with your colleagues:

Question. 2. The emotional indifference and remoteness of an “I-It” relationship stands in direct contrast to the attuned “I-You” relationship. In the organizational/professional context, cite situations wherein you think “I-It” and “I-You” relationships would individually be fruitful. What is the rationale for the utility of the relevant type of relationship in each of these situations?

Answer: Situations in which “I-It” and “I-You” relationship is useful:

“I-It”relationship
In an "I-It" relationship we interact with people in their social roles. Our conversations are superficial and impersonal. This is the way we normally communicate with salespeople, servers in restaurants, and clerical staff. Students on large campuses may also feel they are treated as "its," and not as persons. Most of our relationships start at the "I-it" level, and develop from there. Closer relationships must move to the second level, "I-You."

Question. 3.        “Children deprived of vital human contact fail to make crucial distinctions among emotions; their sense of what others feel remains fuzzy”. For children who are unable to overcome this inability to make crucial distinctions among emotions as they grow up, what effect will it have on their work life as adults? Discuss.

Answer: In modern age where there is no time for others, in that time children also hardly contact with other human beings except their parents. As the trend of nuclear family is increasing, children don’t get much chance to interact with many people and so they fail to understand emotions of other because they are just restricted to few people of their family. They fail to understand other people and their problems, emotions and feelings.

Question. 4.        “In rigid hierarchies bosses tend to be authoritarian: they express more freely their contempt for their subordinates, who in turn naturally feel a messy mix of hostility, fear, and insecurity.” Put yourself in the shoes of the subordinate and explain how you would deal with your boss under such circumstances.

Answer: To deal with an authoritarian boss:

An authoritarian boss can make life miserable for employees and can be costly for companies. The results of working with an authoritative boss are disengaged employees and, ultimately, a loss of company finances. But when an employee learns to work well under this pressure, the relationship can work. The key is communication, working smart and getting to know the people that can ultimately help you.

Question 5. The pillars of ‘Gross National Happiness’ of a country such as Bhutan are not only based on economic growth but also on financial self-reliance, education, preserving local culture, etc. What, according to you, should be the pillars of the ‘Gross Organizational Happiness’ of any organization? Justify

Answer:  Gross Organizational Happiness

Gross Organizational happiness can be the collection of the happiness of individuals in it, possibly as an aspect of the culture or ethos of the organization; a misconception; or an example of organizational virtue. Seeing the happiness of an organization as the composite of the happiness of the individuals within the organization is the most common approach to organizational happiness. In effect a measure of gross organizational happiness is derived from individual scores by some mathematical device with the organization acting as

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