GELA L.

VILLADAREZ
Final Examination

1.) Explain how emotions influence attitudes and behavior.

Many studies have shown that emotional intelligence is one of the key factors that determine
one’s success both for personal and professional lives. Emotion is sometimes the driving
force behind our attitudes and behavior. As such, emotion plays a major role in how other
people influence us and can be the determining factor in attempts to persuade us to change
our attitudes and behavior. Advertisements, campaigns, speeches, and other persuasive
communication frequently try to appeal to our emotions because of this. Emotions have great
impacts in our life more than we realize. Emotions can affect our attitudes and behavior
directly and indirectly. Emotion has a substantial influence on the cognitive processes in
humans, including perception, attention, learning, memory, reasoning, and problem solving.
Emotion has a particularly strong influence on attention, especially modulating the selectivity
of attention as well as motivating action and behavior.
2.) Identify five ways to manage workplace stress.
No matter what your workplace might be – whether it’s a remote home office, in a
field alone, or patrolling a dark building at night – we all experienced some kind of
workplace stress for a range of reasons that vary from person to person. There are many ways
to manage stress in the workplace, ranging from quick exercises to more intensive
interventions involving many employees. In this list, we’ll look at some of the simplest ways
that you can manage your stress.
1. Encourage workplace wellness.
Exercise and healthy living are two of your best weapons against workplace stress. Exercise
takes employees' minds off the stress of their job to focus on the task at hand. It also
improves moods by increasing the production of endorphins, the brain's feel-good
neurotransmitters.
2. Revamp the habitat.
A lot of stress comes from environment. Think about every aspect of your office space and
what it does (or doesn’t do) for the wellness of your team. Simple things like the quality of
the coffee or the height of the cubicle walls can affect employee engagement.
3. Allow for flexible hours and remote working.
You hired your employees because you have confidence in their ability to do their jobs well
and in a timely manner—so let them prove it. Your office shouldn’t feel like a cell, but rather
a place that facilitates getting a job done. Let your employees know that their job is defined
by the quality and timeliness of their work, not when they punch the clock.
4. Encourage social activity.
Employees spend a lot of time together, and the more comfortable they are, the less stress
they will feel. As coworkers get to know each other, expectations and communication
barriers are broken down, greasing the wheels for easier future interactions. 
5. Create quiet time.
Stress can't be completely avoided, but you can help alleviate it when it arrives. Ensure your
employees have a place where they can take a break.
3.) Enumerate and discuss the strategies for minimizing resistance to change.
It can be difficult to adjust to something new, but change isn’t always a bad thing. Whether it
is a new team member joining the group, another leaving, or perhaps the company itself
going through some sort of organizational shift, it is important to plan and anticipate
employee resistance to it. Employers can then implement key tools to help employees
manage it more effectively. Let’s dive into some of the ways to overcome resistance to
change, and how to implement change successfully.
1. Communicate early and often
Let employees know about changes to the status quo as soon as possible. Do you have an
employee that others gravitate to, or whose opinions seem to carry more weight with their
colleagues? Get buy-in from them and help them lead the changes you are hoping for. This
helps to build a bridge between employees and management.
2. Listen to employees
Listen to employees’ concerns, as there is a good chance that they are more in tune with a
plan’s potential blind spots given their day-to-day work. This also lets them know their
opinions are valued by the company. While you do not have to incorporate all their ideas,
listening will help you identify what sources of resistance are coming up and address the root
causes. 
3. Educate employees on the value of the change
Organizations are generally trying to make things better, not worse, for their employees.
Perhaps the old way of doing things presented a potential safety issue, was ineffective or
inefficient. Building a case for why change is necessary can help employees adapt to it more
readily, even in cases where they may not like it. How will this change impact them directly?
Will the change effort make something easier, better, or more efficient in the long run? 
4. Name emotions
When we name emotions, we move the emotional response from an internal state (which is
harder to address) to something outside the individual. Once feelings are out in the open they
can be worked through. 
5. Timing is everything
Things are always constantly changing and evolving with the passing of time. That said,
within an organization, the timing of change can be important. It isn't always possible, but
sometimes it is best for organizations to methodically introduce change and wait until that has
stabilized before introducing further change. Even companies that are "good at
change" sometimes need a pause.
4.) Suppose you are asked by senior officers of a city government to identify ways to
reinforce a new culture of teamwork and collaboration. The senior executive group clearly
supports these values, but they want everyone in the organization to embrace them. Identify
four (4) types of activities that would strengthen these cultural values.
Every business organization has a company culture — values, beliefs or systems that can help
guide employees towards the company’s ultimate goals.
Successful companies have a strong culture that is embedded into every business decision
and practice, and motivates each employee to continuously work on improving the
organization.
With this in mind, here are four key practices that can strengthen your company culture to
help establish a quality workforce and low customer turnover.
1. Leaders should be involved in day-to-day work
Demonstrating that the management team is taking an active role in daily activities is a good
way to keep your employees engaged in the company’s efforts to promote best practices.
2. Recognize your employees on a regular basis
Rewarding employee achievements helps replicate good behavior, and adding a personal
touch to the recognition can make all the difference.
3. Practice excellent customer service
Every organization provides some type of service, and one of the best ways to succeed is to
ensure that it’s consistently excellent.
4. Communicate, then communicate some more
Constant communication is vital in teaching new employees your company’s goals and
values, and to reinforce those concepts with all your employees.
5.) Differentiate the four (4) personality types.
The Sanguine personality is curious, creative, spontaneous, impulsive, goal-oriented,
optimistic, and cheerful. A sanguine is capable of talking to new friends like they have
known them for a longer time. The sanguine temperament is fundamentally spontaneous and
pleasure-seeking; sanguine people are sociable and charismatic. They tend to enjoy social
gatherings, making new friends and tend to be boisterous. They are usually quite creative and
often daydream.
The choleric is the most active of the four temperaments. Choleric personalities are hot, dry,
fiery, creatures. At their best they're ambitious, brave and proud, but they can also be
vindictive, deceitful and violent. And without exception, they are irritable and bad-tempered.
The powerful choleric is the doer, an extrovert, a natural leader and an optimist. He is proud
and tends to be in control of situations. He wants to be the one on top, to be the best. Being
on top, doesn't mean, the highest position at work, but in his daily interactions with other
people.
A melancholic person is almost always deep in thought. They are serious individuals who
aren't known for being jokesters. They tend to dwell on events and interactions from the past.
Melancholics are prone to holding grudges, as they have difficulty letting go of others'
wrongdoings. Phlegmatic Skills They have an incredible skill to gather facts, classify them
into different categories, and then see the relationship between seemingly contradicting
elements. Essentially, it is the ability to read between the lines. Phlegmatic men and women
don’t do very well at memorizing separate unrelated facts. They grow bored and annoyed. To
be excited by the process, they need to be able to generalize.