SOCIAL AWARENESS….

PRESENTED BY : KAJAL PRASHAR

BCOM H SECTION B
223238
CHANGE IS THE ONLY CONSTANT,
TRENDS CHANGE …..
Until the recent past, the
decisive factor of production
was the Land and later
capital .
Today's decisive factor is man
himself, his knowledge, his
capacity to interrelate and
understand his organization, as
well as his ability to perceive
needs of other and to satisfy
them
SOCIAL AWARENESS
 Social awareness alludes to an individual's understanding of
how to achieve social competence. It implies to the ability to
understand people, and to understand how to act within social
events. Social awareness, therefore, underlies the competent
use of social skills. Social awareness consists of sensitivity,
insight and communication.

 Sensitivity is the ability to perceive social nuances;

 Insight is the ability to interpret social situations, to read

people and to understand verbal and nonverbal social cues;

 Communication is the ability to act, based on sensitivity and

insight.
 COMPONENT OF SOCAL
AWARENESS….

EMPATHY. SERVICE ORIENTATION DEVELOPING OTHERS

Sensing others' feelings, Anticipating Sensing their needs in
perspective, and taking Recognizing and order to develop & bolster
active interest in their meeting customers their abilities
concerns needs

POLITICAL
LEVERAGING
AWARENESS Accurately
DIVERSITY. Cultivating
read situations and
opportunities through
organizational and
diverse people.
external realities
PRACTICES:
THAT CULTIVATES EMOTINAL
INTELIGENCE IN THE
WORKPLACE….
 DOING THE WORK OF
PAVING THE WAY CHANGE
•Assess the organization's •Foster a positive relationship
needs between
•Assess the individual • the trainers and learners
•Deliver assessments with •Make change self-directed
care •Set clear goals
•Maximize learner choice
•Encourage people to
•Break goals into manageable
participate steps
•Link learning goals to •Provide opportunities to practice
•personal values •Monitor performance and give
•Adjust expectations feedback
•Gauge readiness •Rely on experiential methods
•Build in support
•Use models
•Enhance insight

ENCOURAGE TRANSFER
• EVALUATE THE AND MAINTENANCE OF
CHANGE CHANGE
• Evaluate •Encourage use of skills on
the job
•Develop an organizational
culture that
•supports learning
FACTORS OF EMOTIONAL
INTELLIGENCE
INTRA-PERSONAL
ADAPTABILITY
Self-Regard Reality Testing-
Emotional Flexibility
Self-Awareness Problem Solving
Assertiveness
 Independence
Self-Actualization
INTERPERSONAL
Empathy
STRESS MANAGEMENT Social responsibility
Stress Tolerance
Impulse Control
Relationships
RELATIONSHIP :
EMOTIONAL INTELLINENCE,
LEADERSHIP STYLES AND TEAMS
WHAT MAKES A GREAT EXECUTIVE
LEDERSHIP TEAM ?

Top Team Top Team

A B
• Skilled, Smart, •Skilled, Smart,
Strategic Members Strategic Members
• Highly Analytical •Highly Analytical
Thinkers Thinkers
• Solid Leadership •Solid Leadership
Capabilities Capabilities
• Performance •Performance
•Results: • Results:
•Outstanding • Mediocre
LEADERS OF OUTSTANDING
TEAMS PULL TOGETHER
CONDITIONS NECESSARY FOR
TEAM SUCCESS...
THE OUTSTANDING
LEADER'S MANAGERIAL
STYLES...
HOW DOES EQ DIFFEER FROM IQ?
EMOTIONAL
QUOTIENT
FOCUS: developing an understanding
of an ability to manage emotions
Can be enhance throughout ones life
Recently understood to be an
important predictor of one’s potential
for success
Forecasting understanding and
management of one’s emotions
Promotes positive relationship s
Increases self-motivation and drive.
INTELIGENCE
QUOTIENT
FOCUS: developing one’s cognitive
abilities, more academically oriented
Generally through to be largely
established at birth and cannot be
enhanced
Has be traditionally used to predict
ones success
Allows development of needed
knowledge base
Enables development of technical
thinking , skills and ability
Enables conceptual thinking
EI BENEFITS...
 Improved relationships
 Improved communication
with others
 Better empathy skills
 Improved career
prospects
 Manage change more
confidently