Psychology of Interpersonal Relations

Question: Discuss about the Psychology of Interpersonal Relations. Answer: Introduction The emotional intelligence is one of the indispensable skills which is used in both personal as well as professional lives (Goleman Boyatzis and McKee 2013). The emotional intelligence comprises of several factors such as emotional awareness, self-control, understanding others and drives of achieving excellence (Ciarrochi and Mayer 2013). In professional environment, there are several instances when the interpersonal relationships are in danger for one or several reasons. This paper would analyze the various attributes of the interpersonal communication as well as emotional intelligence by exploring three hypothetical situations. The first situation deals with an instance in which one of the team members has borrowed the procedure manual of the team and failed to return it on time. The person did not return it even after the completion of two weeks. This is a grave situation in which the other team members are not able to neither ask the concerned person directly nor compromise the loss of productivity due to the absence of procedure manual. In such a situation, the team members would react aggressively and ask the concerned person to return the manual as soon as possible. It is possible that there are some arguments between the concerned team members regarding this issue. The team members pass through turbulent emotional situations in which they fear the damage of the interpersonal relationships (Lei et al. 2015). However, it is important to undertake specific action which would lead to the return of the important document. The concerned person should be reminded politely regarding the return of the procedur e manuals. The importance of the procedure manual for ensuring the success of the team should be demonstrated well to the concerned employee. The value of the document should be communicated well to the employees. The feedback of the manual should be asked from the concerned person in a social networking website like Twitter, Facebook, LinkedIn or others. This should be done by mentioning about the need of the manual by the other team members for maintaining smooth operational efficiency. The idea of taking feedbacks in a public forum would definitely make the concerned person understand about the importance of the document. This would also modify his psychological parameters which would enable him to return the procedure manual to the concerned authorities. If the above procedure does not give optimum results, then it is a good option to give gentle reminders to the concerned person. It is important to foster a good interpersonal relationship with the concerned person even though their specific activities are not always acceptable (Heider 2013). One should be patient, forgiving, considerate, empathetic and try to understa nd the worth of the relationships. The second situation involves the unfair treatment of an employee by his supervisor at the workplace. The supervisor may attack the employee by several verbal means such as humiliation in public, communication with sarcasm, ignoring the employees and sending messages that contain personal attacks. In such situation, the concerned person would act assertively and try to give adequate reasons for his unfair treatment. He would justify whether the behavior of the supervisor is not acceptable. The unfair treatment of the employees is common in the workplaces and this causes emotional imbalances in the concerned employee (Peng et al. 2016). They may start to question their existence in the organizations and may leave the organization. Even if they do not leave the organization, there is a significant reduction in their work performance. This issue must be addressed properly in order to avoid any negative circumstances. The first thing to do in this type of situation is to listen to the supervisor and find out the exact reasons for his worry. This should be done in a calm and polite manner. It is better not to defend oneself at the first instance. It is often found in the majority of cases; the problem identification is done in this stage only. The concerned employee must try to remodel his actions or work output which is causing the supervisor to worry. However, in other situations, where there are no backlogs from the employees point of view, it can be concluded that the supervisor is doing it deliberately or some or other reasons. In such situation, it is better to have a face to face discussion in order to clear any misunderstanding that may have surfaced between the two parties. In case of further issues, the concerned person may approach the human resource department for resolving of the grievance. The third situation deals with a circumstance in which a colleague is habitually late whenever an appointment is being made. It may be irritating situation in which the coworker is unable to fulfill the time specifications. In this fast paced and competitive world, the loss of time may decrease an employees productivity (Buckingham and Coffman 2014). In this situation, it is best to passively address the issue and make the other person understand that it is important to maintain time while engaging in professional endeavors. In the professional world, the consistent latecomers are not respected and they have to face serious consequences regarding the same (Sharma Goyal and Panwar 2014). The employees are expected to stick to timelines whether it is concerned with timely arrival at meetings, adhering to task deadlines or timely entry in the workplaces (Sharma Goyal and Panwar 2014). It is important to understand the reasons of this menace. There are some individuals who are not good at their time management skills. There can be others who are not serious with their work and find it absolutely fine to arrive at the meetings in their own convenient time. This issue should be taken seriously so that such instances do not happen repeatedly. It is not advisable to avoid such situations. An effort should be made by conveying about the issue to the concerned person in a polite manner. It is important to focus on productivity issues in these kinds of conversations. The loss suffered due to the late coming must be communicated to them clearly. The bad behaviors at a professional place should not be accepted and a written warning should be sent to the concerned employee. In case the concerned employee is late for meetings, then it should be ensured that the team work does not suffer due to his bad behaviors. Conclusion The three situations presented above portray the three independent circumstances in which there is a possibility of the breach of the good interpersonal relationships. However, the approaches discussed here would not only help in strengthening the interpersonal relationships but would also aid the person to effectively solve the particular issue. References Buckingham, M. and Coffman, C., 2014.First, break all the rules: What the world's greatest managers do differently. Simon and Schuster. Ciarrochi, J. and Mayer, J.D., 2013.Applying emotional intelligence: A practitioner's guide. Psychology Press. Goleman, D., Boyatzis, R. and McKee, A., 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Heider, F., 2013.The psychology of interpersonal relations. Psychology Press. Lei, Z., Waller, M.J., Hagen, J. and Kaplan, S., 2015. 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