Cognitive Intelligence vs Emotional Intelligtence in Modern Organizations

Emotional intelligence is very helpful in maintaining a healthy working environment through decreasing conflict, increasing harmony and building strong, healthy relationships. Emotional intelligence is defined as the ability to identify and understand self and others’ emotions in a proactive way. Emotional intelligence can be achieved through acceptable behavior and stress management training. Emotional intelligence helps in proactive emotional approach that is efficient in emotional balance management. It is guided by self-awareness, self-management, social awareness and relationship management (PENN Behavioral Health Corporate Services, 2008).

Emotional intelligence was described formally by (Salovey & Mayer). They defined it as ‘the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions’. They also provided an initial empirical demonstration of how an aspect of emotional

Many in this generation have always relied on the thought that our capacity to succeed in life is highly dependent on our level of IQ. While the whole while from elementary school coming up from high school to higher education, many of us have based success on the performance of the test. That implies that we base success upon the grades we acquire in every paper. Unfortunately, there has been a lot that we have missed concerning emotional intelligence that has been proved to be the one overwhelming indicator of how we succeed in life. Goleman (2009) asserts that emotional intelligence is the largest single predictor of success in workplaces.

“Emotional intelligence is the ability to understand and manage our emotions and those around us, therefore, this quality gives individuals a variety of skills, such as the ability to manage relationships, navigate social networks, influence and inspire others. Every individual possesses different level, but in order for individuals to become effective leaders, they will need a high level of emotional intelligence. In today’s workplace, it has become a highly important

People who have a high level of emotional intelligence are able to deal with conflict, failure, and rejection in a constructive way. In fact, research has shown that the most success businesses are run by people who are emotionally intelligent and able to act assertively and constructively without flying off the

Gone are the days of intelligence relating only to academia and the testing of the intelligence quotient (IQ). The 21st century brought about the introduction of “emotional intelligence” as an added skill set in a leader’s tool kit. Essentially, the ability be aware and manage one’s own emotions, the others emotions, and effectively applying that information to guide ones thinking and actions (Salovey and Mayer 1990). This type of leader is mindful not to offend, employing an empathetic approach while genuinely using self-discipline and care when interacting with others. According to Goleman (1998) “Effective leaders are alike in one crucial way: they all have a high degree of emotional intelligence. “ His position is a good leader will know what type of leadership to engage, based on the situation.

Ashforth & Humphrey (1995) say that it is a common belief that, when emotions are intertwined with role, performance, or both, they tend to interfere with task achievement. However, to be emotionally intelligent is to be able to let out emotions the right way. When we are able to stay humble during success and determined during failures, patient during anger and calm during frustration, we basically already win. However, on the other hand, no matter how logical we are, if we are just restless, then it will not be worthwhile.

Professional success is an innate goal of all individuals in their employment. Much success in the workplace can be contributed to one’s emotional intelligence (EQ) or their understanding of emotions in themselves and co-workers which can use to form positive collegial relationships (Cherniss & Exetin, 2006). The book Emotional Intelligence 2.0 by Bradberry and Greaves (2009), effectively explains what Emotional Intelligence and provides useful strategies to improve one’s EQ. However, while the book has a foundation in scientific study, it is not much more than a glorified self-help book as it does not contain much of any scientific support. This, however, is the authors’ intention as they state that the “single purpose” of the book is to increase the reader’s emotional intelligence. This critique will examine the scientific basis of the claims Bradberry and Greaves’ as a result of their research in emotional intelligence in addition to the validity of their EQ appraisal. This critique will also examine the most effectual aspects of the book which when successfully adapted, can produce benefits for individuals as well as their organizations. In addition, the critique will also point out areas in which HR professionals can benefit from the book.

The book “Working with Emotional Intelligence” by Daniel Goleman deals with the emotional assets and liabilities of individuals in organizations. Emotional intelligence is traits that go beyond academic achievement or IQ. As a matter of fact he points out that high academic intelligence can sometimes stand in the way of emotional intelligence. Broadly speaking, emotional intelligence determines how well we handle difficult situation, which cannot be solved by logic, but more by a “feel” for the situation. These attributes are very hard to measure, which is why many standardized tests, whether academic or for employment, fail to measure these attributes, even though these are the one which determine

In recent years emotional intelligence has become one of the hottest topics between organizations. Researches have been working on this topic for time to time, to demonstrate or refute the importance of feelings. In the beginning common thoughts from managers and or supervisors were; emotions are in the way; emotions try to keep us from making good decisions; emotions increase a lack on focusing. Fortunately, an indeed research takes emotional intelligence to an ultimate ideal in which intelligence is based on emotions, and people who contain this capacity are less depressed, in good health, more employable, and have better interactions.

In 1990 Saloyev and Mayer’s conducted a research on the relationship between intelligence ad emotion, which led to the concept of emotional intelligence (Ozdemir, K & Ozkul, A, 2016,1451) According to Saloyev and Meyer, emotional intelligence is defined as “an individual’s ability to observe the people in the environment, ability to track his own feelings and ability to impose three feelings into his actions and options” (Ozdemir, K & Ozkul, A, 2016,1451) Emotional Intelligence (EI), according to Salovey and Mayer’s model depends more on the personality trait of a leader rather than intelligence. (2016) A leader is having to constantly make choices; how to spend their time, what to say to people, how to communicate ideas and visions. How is a leader supposed to know what to do when things get complicated? A leader needs to be smart, but perhaps not by only using his or her intellect. A leader uses his or her intellect and common sense to solve many problems, but when he or she uses emotional intelligence the success is greater. According to Goleman, Mayer & Salovey, Emotional Intelligence (EI) is confirmed as a key component for effective leadership and leaders with high EI competencies are able to identify, assess, predict as well as take control of their own emotions as well as that of their team members (Goleman 1995, Mayer & Salovey, 1997, Davis, Stankov, & Roberts, 1998). EI offers a set of skills a leader can learn from to achieve personal and organizational

In our everyday lives, we are constantly interacting with other individuals. These interactions have an effect on our emotions. We have to learn how to identify and deal with these emotions because they have a direct effect on how we deal with issues at work. Individuals can work their way through this process by becoming aware of the importance of emotional intelligence.

Emotion is reaction accepted from stimulation from within and external individual which is cause affect change happen. Motivation is a state in human self (necessity, desire, or wish initiating behavior and motivate a person to implement something .Beside that, motivation is once element in our self are included in individual emotional intelligence. According to Daniel Goleman, emotional intelligence is ability to self-motivation, building internal resistance until able to put in order soul and self-satisfaction when facing challenge in daily life. He said emotional intelligence “the capacity for recognizing our own feeling and those of other, for motivating ourselves and managing emotions well in ourselves and in our relationship…” The motivation is important with an individual especially for student and employee to manage their emotion to

Development of emotional intelligence, however, is more complex. It may start with one’s self by knowing the mental state in a situation in order to assess capabilities and limitations. Because knowing is not enough, one must also know how to control emotions to prevent conflicts. Staying calm under pressure distresses situations and a right mindset uses motivation to develop emotional intelligence by staying committed to fulfill duties or achieve a goal with the use of emotional maturity. (Ravenscraft n.p.)

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.