Investigation of Moderating Role of Experiential Learning

Question: Discuss about the Investigation of Moderating Role of Experiential Learning. Answer: Introduction: Yes, I agree with my score on emotional quotient. Looking down at myself, I am sensitive to the emotional climate of the people around me such as friends, family, peers and clients when I am under pressure. I am aware of my emotions and its effects on people. I have good relationships with people but sometimes it may be difficult to work with them. However, I consider myself as being fairly comfortable with motional situations, emotions and expressing feelings (Dong et al. 2014). Emotional intelligence or emotional quotient plays a critical role at work. There are negative thoughts playing in my mind on a regular basis that may affect my confidence level when I go for my interview at a new job. Further, I get stressed in times of pressure and it may be difficult to cope up. While working as a team in the organization, I might find it difficult to fulfil my work responsibilities as I get easily stressed. I do not stay calm in high pressure moments that affect my relationship at work and home. For example, I might shout at people as my level of tolerance goes down under stressful situations. Also, I make more number of mistakes than usual (Dong et al. 2014). As I have a slightly above average emotional quotient, there is room for improvement to boost my emotional intelligence score further. I shall strive to reach to a position where people admire my skills and leadership potential. Firstly, I need to pay more attention to my emotions on a regular basis. It may be difficult to be self-aware and there is a need to identify the feelings that are triggering my emotions making me more sensitive. Secondly, the non-verbal communications need to be improved as it is one of the most powerful tools of communication. My body language and sensitivity must be changed to good. The eye contact, facial expressions, posture and tones must be improved so that the work environment can be enhanced. Lastly, the social skills need to be sharpened so that I gel up properly in the environment. I shall practice effective listening, make engaging conversations and collaborating whenever possible. Following these strategies, I shall be able to have greater emotio nal intelligence and interpretation of emotions of other people (Dong et al. 2014). Cultural Quotient I have a high score on cultural quotient and I agree with it as I am aware, knowledgeable, enthusiastic and adaptable to cross-cultural interactions and situations. I talk too much to people from high context cultures such as East Asians. While interacting with people from UK or US, I communicate more frequently and explicitly. Further, I possess adequate cultural knowledge from my educational and personal experiences. Also, I have desire to learn about various cultures and I make constant effort to expand my knowledge base. Last but not the least, the ability to behave in cross-cultural interactions is good (Li, Mobley, Kelly, 2013). My high score on cultural quotient shall impact my work relationships positively. This is because it provides tools for enhancing people performance, sales success and people image. It also encourages people to the best they can be. Further, the score shall positively impact my work experience as teamwork is maximized at workplace where people think and act differently. With many people, there are different cultural settings and there needs to be efficient communication. High score on cultural quotient allows me to overcome the hindrance of different language, preferences and understanding of the situation. I can play the role of bridging divides and knowledge gaps in the organization (Li, Mobley, Kelly, 2013). Yes, my high score on cultural quotient has room for improvement to boost my emotional intelligence score further. Several strategies can be applied to improve the cultural intelligence. Firstly, I shall pay attention to how the other parties react in various situations. This shall help in evaluating if the behaviour has achieved the desired goal. Based on this interpretation and analysis, I shall decide the action to be taken next. Secondly, I shall reflect on the successful as well as failed interactions. The skills and knowledge used during the interactions shall be noted which might have been missed, misread, misinterpreted or could be treated any different. Lastly, the learning experience must be optimized by putting oneself in others shoes. The behaviour shall be predicted or interpreted before making the next move (Li, Mobley, Kelly, 2013). References Dong, Y., Seo, M. G., Bartol, K. M. (2014). No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence.Academy of Management Journal,57(4), 1056-1077. Li, M., Mobley, W. H., Kelly, A. (2013). When do global leaders learn best to develop cultural intelligence? An investigation of the moderating role of experiential learning style.Academy of Management Learning Education,12(1), 32-50.