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PROFESSIONAL DEVELOPMENT PROGRAM PROPOSAL

Student’s Name

Institution

Course

Professor

Date
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Professional Development Program Proposal

According Henry (2107), emotional intelligence (EI) is the aptitude to handle one's

emotions and other people's emotions. In this paper, I will discuss a proposed development

program proposal that is centralized on motivational approaches and how EI will benefit the

management of Wells Fargo Bank. The proposal will have detailed information on a new

enticement program based on the Emotional intelligence tactic, fostering teamwork,

strengthening an interpersonal relationship, enhancing communication, and increasing overall

performance. Project professionals with high levels of emotional intelligence are always

successful either in their career or their projects. To succeed on projects today, many factors lead

to success, for example, working well with other people, the environment, technical skills,

customers, and excellent management.

EI and Motivation:

Wells Fargo needs to know that emotional intelligence and project investigators know

how emotional intelligence relates to successful work in projects. It also discovers how

emotional intelligence training can improve project professionals' abilities and relevant project

management competencies. According to Prentice et al. (2020), due to emotional intelligence,

some project professionals are more skilled at managing relationships in projects. Wells Fargo

can be a newly established and enhanced business model by ensuring that emotional intelligence

skills are taken crucial factor in project and career prosperities as far as motivational approaches

that increase job satisfaction (Wen et al., 2019), teamwork and exploit positive and negative

strengthening to impact the members of the group and resolve problems, determining what drives

them to work towards achieving the goals or results could motivate persons who are more
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productive, leading to the more economical use of resources. However, these approaches may

distinguish between negative and positive factors of the motivational theory; the previous

initiatives help with an individual's interest, enjoyment, and readiness to participate in an

activity. Negative motivations factors focus on the activity results where the results rather than

the activity drives individuals.

According to Cass (2020), emotional intelligence is untouched in everyone's body that

affects how we control our behaviours, steer social complexities, and make decisions at a

personal level that leads to positive results for the organization. Leaders, especially managers in

organizations, must possess this attribute. It is essential to understand the beliefs and emotions of

the other employees in the organization and give their best even when in a bad situation.

Furthermore, emotional intelligence is grounded on four building blocks, two of them being

personal competence and the others being social capability. Personal capability comprises of

self-awareness and self-management skills that emphasize further on one's individual rather than

one's interactions with other people. Wells Fargo can use this type of competence as the aptitude

to stay aware of their emotions and manage their behaviour. The second competency of

emotional intelligence is self-awareness, where it is the ability to precisely observe one's

emotions and stay mindful as they arise. Moreover, Wells Fargo can use this skill to prevent

scandals from ever occurring in the organization. Self-management could be of use to Wells

Fargo's ability to use consciousness of one's emotion to stay lithe and certainly guides one's

behaviour in the organization. On the other hand, social competence comprises social awareness

and relationship management skills which could help to increase Wells Fargo's capacity to

recognize other people's feelings, attitudes, and purposes to advance the value of their

relationship. Relationship management could be of use to Wells Fargo's ability to use its
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consciousness towards the emotions and emotions to manage interaction fruitfully. All these

emotional intelligence building blocks will influence managing's capability to improve workers'

performance and fulfillment in the organization.

Motivational theory:

Founded on my study on motivational theory, I would utilize Herzberg's two-factor

motivational theory to influence the members of Wells Fargo and aid in helping to resolve the

issue. Alshmemri et al. (2017), stated that Herzberg's two-factor theory is a theory that efforts to

get to the origin of motivation at work, and it is essential when it comes to getting the best

performance from all the workers. Moreover, this theory says that there are two factors that a

company can regulate to influence motivation at work area. For instance, motivator's factors

motivate employees to work harder. In motivator's factors, recognition, more responsibilities,

enjoying work and praising the work performance are essential. The second factor is hygiene

factors which do not motivate workforces to work hard but makes them apathetic if they are

unavailable at work. Without hygiene factors, employees will not tend to work harder towards

achieving the organizational goals. Hygiene factors include the following company's policies

which should be clear to every employee in the organization. It also contains relationships and

ensuring that there is no tolerance for bullying. A healthy and appropriate relationship should

exist between the workers. Furthermore, it contains the working condition of the organization,

and it should ensure that the working environment is safe, fit for the purpose and hygienic for all

workers.
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EI and social Skills and Decision making:

Managers who observe other employees' feelings are known to be more caring and

sympathetic managers. Managers who are able to control their own emotions will similarly grow

positive relations with other employees. According to Santos et al. (2018), managers should not

allow related feelings to affect their decision-making, when it comes to risks, and they are

advised to pay attention to assumptions and favoritisms. Managers also need to help their

subordinates to deactivate effect driven favoritism. Recognize those with lower EI and point out

the source of the feelings affecting their decision-making skills. Wells Fargo's newly hired EI

managers are less likely to commit an error with related anxiety since they know the outside

foundation of their feelings. The type of leaders will help others with the impacts of incidental

anxiety by simply pointing out the trustworthy source of their emotions. As a project

professional, I would encourage Wells Fargo to trust that team-building aids are crucial for every

part of life since many schemes have faced challenges

Effective Teams:

For an effective team to exist there must be a common goal that each of them wants to

achieve and for the success of any team, there must be a single clear goal. For the teams and

organization to succeed, there must have communicated a shared purpose and goal. When

discussing an effective team, a clear goal is a must exist. Commitments from every team member

stand for effective and efficient team production. Moreover, there must be commitments from

each team member for a group of people to function as a team. Effective teams prosper by

knowing that in every team, people have to talk to one another since lack of communication is

one of the signs of lack of commitment from the team members. As a task force leader, I will

enforce Wells Fargo's proposal for a new incentives program to enhance job satisfaction and
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team output by teaching them to remember that everyone can be a leader. There are some

strategies I would device to advance a team dynamic that will profit Wells Fargo. For instance, I

would implement a strategy to conduct a diagnosis and get to know my team by conducting

individual private interviews. I would also implement a strategy that enhances team culture to

encourage a stronger relationship between employees and individual team members.

Reward System:

Most organizations employ motivational strategies and reward schemes, which have

merits and demerits. As a task force leader, I will use both optimistic and adverse reinforcement

to encourage workers. I do believe that using optimistic motivation systems inspires workers to

produce excellence work. On the other, adverse reinforcement encourages staffs to avoid

unnecessary, destructive behaviours. Wells Fargo should reward their employees with both

praises and tangible things. Tangible rewards may include money and hosting free eats to good

employees. Furthermore, several executives select to prize their best workers by praising them

for a good job done or identifying their hard work. I believe in employing positive reinforcement

to motivate employees. I should be able to shape a decent rapport with new workers that foster a

sense of faith. Unhappy workers always produce a low-quality job.

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References

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life

Science Journal, 14(5), 12-16.

Cass, B. (2020). Developing Connectivity, Leadership, and Effective Team Working Using the

Working Styles Model. In Three Pillars of Organization and Leadership in Disruptive

Times (pp. 147-159). Springer, Cham.

Henry, D. (2017). Emotional intelligence. AJN The American Journal of Nursing, 117(10), 13.

Prentice, C., Dominique Lopes, S., & Wang, X. (2020). Emotional intelligence or artificial

intelligence–an employee perspective. Journal of Hospitality Marketing &

Management, 29(4), 377-403.

Santos, A., Wang, W., & Lewis, J. (2018). Emotional intelligence and career decision-making

difficulties: The mediating role of career decision self-efficacy. Journal of Vocational

Behavior, 107, 295-309.

Wen, J., Huang, S. S., & Hou, P. (2019). Emotional intelligence, emotional labour, perceived

organizational support, and job satisfaction: A moderated mediation model. International

Journal of Hospitality Management, 81, 120-130.