Professional Development Program Proposal. Management Research Paper

Professional Development Program
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Introduction
The organization I have chosen for this project is McKinsey & Company. This American management and consulting company is known for conducting both quantitative and qualitative analysis. It helps to evaluate the management decisions across the private and public sectors. As the consultant at McKinsey & Company, I aim to deliver the professional development program to the CEO. I strongly believe that the emotional building blocks can help employees become more capable. They are, no doubt, a must part of the management system and aim to enhance the overall performance of the company as well as improve the job satisfaction rate (Ahmed, 2002).
The Management’s Ability to Enhance Job Satisfaction and Employee Performance
I feel that the most significant building blocks that can enhance the job satisfaction and employee performance are self-awareness, leadership, and self-actualization. Self-awareness means employees should be aware of their own skills and capabilities. They need to know whether they can undertake multiple tasks at a time or will be able to complete projects one-by-one. From the management point of view, self-awareness is the key to success since it will help employees build a strong relationship with that of the company manager or CEO (Temminck et al., 2013, p. 403). On the other hand, the style of leadership has to be strong and well-versed. The CEO of McKinsey & Company cannot afford to deal employees with rudeness or arrogance. Similarly, self-actualization is the ability of employees to improve themselves with time. For this purpose, they would have to be clear with the objectives, goals, and vision of McKinsey & Company. Until the CEO does not provide employees with these details, a professional and powerful environment within the office cannot be created (Temminck et al., 2013).
There are a lot of differences between positive reinforcement and negative reinforcement. Positive reinforcement can be used as a motivation tool to reward for the best performance. It will allow employees to give their best and enable them to utilize all available equipment and technologies (Mrs.s.vijayarani, 2013, p. 23). The management can utilize positive reinforcement to create a competitive environment within the office and to encourage employees to give their best. In contrast, negative reinforcement is all about penalizing for not completing the task or doing something poorly. If the CEO of McKinsey & Company sees that any of the employees have failed to meet the deadline or has delivered poor-quality work, he can warn them or penalize them based on the total amount lost due to the employee’s negligence (Mrs.s.vijayarani, 2013).
Emotional Intelligence, Social Skills, and Decision Making
There is a strong relationship between emotional intelligence and social skills, and decision making and emotional intelligence. In simple words, we can say that all of them are linked to one another. In emotional intelligence, the social skills refer to the skills required to influence the emotions of employees at the company. In the case of McKinsey & Company, the emotional feelings of all employees should be taken care of, and they should be provided with a chance to enhance their social skills. It is the responsibility of the CEO to boost his decision-making power (Kanat-Maymon et al., 2018, p. 102). If he takes good and wise decisions, the one that benefits not only the company but also employees, it would definitely bring the company to the next level, guaranteeing its success. Some of the social skills that should be taken into account a...