Does Emotional Intelligence Influence Job Satisfaction?

Every organization that aspires to be successful must address the value of emotional intelligence in the work place. How people relate to each other determines if the organization eventually moves from

Formally, Emotional Intelligence, commonly abbreviated as EI is defined as the capacity to reason of and about emotion so as to enhance reasoning or rather thinking. It is also defined as the capability of an individual to recognize and understand the meaning of emotions, their relations and use this information to reason critically and solve problems based on these emotions (Dann 78). The first Emotional Intelligence theory was initially developed by early psychologists back in the 1970s and 80s. This study was advanced and has been advancing over the past years. It has become very important in organizational development and developing people in the process. This is because the Emotional Intelligence or rather Emotional Quotient

A recent study conducted by the Consortium for Research revealed that the majority of corporations all agree that having emotional intelligence in the workplace is extremely essential when it relates to being successful. Some companies referred to salespeople who have the attribute of emotional intelligence were able to connect with customers better by better understanding their needs, which successively assisted them in building a trusting relationship with them. They also referred to customer service employees who also had emotional intelligence to handle aggressive situations with angry customers more effectively than those employees who lacked this trait. Furthermore,

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

The global business environment is complex and dynamic. Everyone working in business across the globe is experiencing stress (Singh & Sharma, 2012). Due to the quick pace at which decisions may need to be made, understanding the impact of mood and emotions on decision making is important for leaders (Brabec, 2012). Decisions are made at all levels within the organization, therefore emotional intelligence skills are required for everyone within the company. This paper discusses the attributes associated with emotional intelligence, how these attributes manifest in a workplace environment, a plan to increase workplace motivation, satisfaction and performance is put forth, with a

As a result of the various definitions of emotional intelligence, there emerged three most widely recognized and main models of emotional intelligence. The model as proposed by the modern pioneer of Emotional Intelligence studies Salovey and Mayer sees emotional intelligence as a cognitive ability, while the model as proposed by Bar-On views emotional intelligence as a mixed intelligence, meaning it consists of cognitive ability and personality aspects (Mayer and Salovey, 1990; Bar-On, 2004) This model stresses the importance of how both cognitive and personality factors can effect general well-being. The third model was developed by Daniel Goleman (2001), who like Bar-on also perceives emotional intelligence as a mixed intelligence, but his model focuses on how the two factors can determine organizational and workplace success.

Some argue that EQ is more important in the work place than IQ.   In the work place, there are constant interactions which are occurring among the people who work there. While some of these interactions are positive, others are negative.

Moreover, my analysis showed that emotional intelligence played an increasingly important role at the highest levels of the company, where differences in technical skills are

Emotional intelligence is critical in the business world. In addition to being sensitive to and perceptive of other people’s emotions, emotional intelligence involves having the ability to intuitively facilitate improved performance based on knowledge, a crucial trait in the work environment. According to Mary White (2006), the modern workplace is “characterized by open communication, teamwork, and a mutual respect among employees and their supervisors” (2006). When we possess emotional intelligence, we can better understand our fellow employees, managers can better motivate those they supervise, and everyone in the work environment has improved communication with one another. The old school style and philosophy of management does not work in today’s world. Management by intimidation is no

Modern organizations are confronted with demands and pressure is growing consistently cost -effective education leadership, continues to intrigue researchers and practitioners. Considerable amount of research and attention to emotional intelligence and life, personality, social interaction, teamwork, education and leadership to identify links between social satisfactions has been paid. Today increasingly complex and changing world, researcher’s emphasized need for the new management approach has. Concept of emotional intelligence has gained popularity in recent decades, however, rooted in the study of features and concepts of EI conducted during twentieth century. Previous work has contributed to success of life in which general intelligence, with exception, identified scope. However, current concepts of emotional intelligence have begun to show that it was not until 1980. Emotional intelligence is the capacity to recognize emotions, to reach and produce emotions in order to support a thought, to appreciate emotions and recognize the meanings of emotions, and thoughtfully control emotions in order to support both superior emotion and thought Emotional Intelligence is a technique of identifying, learning, and selecting how we assume, experience, and performs. It outlines our communications with others and knowing ourselves. Emotions are planned to provide guidance, to assist individuals when they came across with important situation to leave to mental

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

Various authors have been debating the issue of emotional intelligence and organizational leadership. However, the existing discourse on the matter has been hampered in terms of limited theoretical applications. Moreover, many analysts have failed to propose effective relationships among constructs, thus failing to offer any meaningful relationship between emotional intelligence and organizational leadership. Nevertheless, many authors offer a candid evaluation of the issue in terms of discussing empirical data although few of them create a relationship between organizational leadership and emotional intelligence.

Abstract Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders. In this study, we develop a psychometrically sound and practically short EI measure that can be used in leadership and management studies. We also provide exploratory

Till recently, Intelligence Quotient is considered as a measure of excellence. In the current business world IQ and technical abilities alone not help to succeed in the work. Emotional intelligence also plays an important role in the workplace. Emotional intelligence is the capacity to identify, manage and assess emotions of a person. In this fastest and competitive world, individual competencies are considered as a measure of excellence which determines the overall success of an organization. Emotionally Intelligent people are more skilled to cope up with life activities and have more productive thinking. Awareness of emotional change will help to overcome the stressful situation in both personal and professional life. Largely, in the customer service industry, Emotional Intelligence is being observed as one of the important emerging determinants for dealing with customers. Emotional intelligence is not an inborn characteristic, so it can be learnt through practice and training. Banking is one of the service sectors which require more relationship between employees and customers. The success of the relationship depends on the level of emotional intelligence and conflict management ability of the employees. The promotion of emotional development in turn enhances job performance of the employees. Therefore, this study makes an attempt to know