Diana’s Disappointment : The Promotion Stumbling Block

Case Overview
Diana is a General Manager who wants to become a District Manager. But she was failed to get
promoted at the last district manager interview. She was so shocked and upset about not
getting promoted. Diana thought she is qualified for the position due to her performance at
work. She manages her restaurant completely by the operational manual book, meticulously
adhered to policies and procedures and rigorously controlled expenses. In result, her restaurant
sales are growing -in spite of new competitions in the market and she received relatively few
costumer complaints. The only things that is little out of the line was the higher turnover among
her staff. Diana not too concerned about this. However, the reason for this situation is because
she had a high
standard for both herself and her employees. She didn’t think she should bend the rules for
anyone,
for whatever reason. It was her responsibility to make the restaurant was managed strictly in
accordance with the operation manual, and she could not allow deviations. Even, Diana was
called
as “ice maiden” by her employees because of her way of management.

Case Analysis

We will start to examine Diana’s case within the framework of emotional

l intelligence domains -which is form hierarchy from the lowest to the highest, of self-
awareness, self-management, social awareness and relationship management. Emotional
intelligence (EI), as we know is a set of competencies that allow us to perceive, understand, and
regulate emotions in ourselves and in others. EI can be organized into four dimensions
representing the recognition of emotions in ourselves and in others, as well as the regulation of
emotions in ourselves and in others. The first dimension from EI, the lowest dimension, is self-
awareness. It refers to having a deep
understanding of one’s own emotions as well as strength, values, and motives. In Diana’s case,
we
can see that she has a high self-awareness. She knows what she wants; being a district
manager. A desirable position for any general manager, like her, and was her goal since she
began working in the industry. She knows, or thought, that she was even more than qualified
for the position due to her performance and track record. Growing sales, well managed
restaurant, few costumer complaints -she was technically competent ! It is no doubt that Diana
knows her strength (ability to manage the restaurant), values (hard working, loyalty), and
motive (being a district manager) very well. The second dimension is self-management. It
represents how well we control or redirect our internal states, impulses and resources. It
also involves an inner conversation that guides our behavior. Diana have capability to manage
herself in order to reach her goal. She already prepare herself to be a district manager since a
long time. She also able to not let her feeling take over the control of her performance. She
only focuses on how to run the restaurant and become a district manager. She
even named “ice maiden” by her staffs.
She is a loyal employee for her company. She was display integrity between herself and the
restaurant, and able to maintaining the drive to perform well. She gave her best performance
and do it strictly. She also sets a high standard for herself to push her work harder and better.