Emotional Intelligence : A Part Of Organizational Setting

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

As mentioned in (Bradberry, T., & Greaves, J. 2009Pg. 7), emotional intelligence connects the emotional and rational part of the brain. People with higher level of intelligence outperforms from people with average level of intelligence only 20% of the time, this is a critical factor of emotional intelligence. My organization very well understands the importance of emotional intelligence at work place. They understand how developing emotional intelligence in their employees will help them in achieving goals and eventually success. They do understand the four skills that make up emotional intelligence and want to incorporate them well in their organization.

"Emotional Intelligence is a way of recognizing, understanding, and choosing how we think, feel, and act. It shapes our interactions with others and our understanding of ourselves. It defines how and what we learn; it allows us to set priorities; it determines the majority of our daily actions. Research suggests it is responsible for as much as 80% of the "success" in our lives." The Effective leader requires a high degree of Emotional Intelligence. In this study, the various skills of Emotional Intelligence can be related with real situations. The various skills of Emotional Intelligence are Self awareness, self regulation, motivation, Empathy, social skill. People with high self-awareness are also able

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 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

Cognitive intelligence and emotional intelligence have both been widely examined with regard to their effect on individual workplace abilities. A critical comparison of the two concepts will be the basis of this essay. Some theorists have hypothesised that the ease with which an employee can process information and work towards solutions (our cognitive intelligence) is the key aspect in our ability to contribute to the workplace, particularly in more complex environments (Viswesvaran & Ones, 2002). While others support the theory that our ability to use and adapt to emotion (our emotional intelligence; EI) has the greatest affect on our organisational involvement (Cherniss, Extein, Goleman, & Weissberg, 2006). Through exploration of both

This paper will address how emotional intelligence impacts an employees’ communication and success in an organization. Recognizing, understanding and managing the verbal and non-verbal emotions of themselves and others can positively impact their performance and the organizations. Emotional intelligence could be the missing link from taking an organization from good to great.

The intention of this paper is to explain on the relevancy of ‘Emotional Intelligence’ in which of how it is connected in organizational behavior. ‘Emotional Intelligence’ (EQ) was first introduced to the public in 1995 by a physiologist named Dr. Daniel Goleman, even other sources were aware that it may have discussed earlier to date as of 1985. According to Goleman, ‘Emotional Intelligence’ is a type of social intelligence that involves the ability to monitor one’s own and other’s feeling and emotions, to discriminate among them and to use this information to guide one’s thinking and actions. In the context of organizational behavior, the ‘Emotional Intelligence’ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. It plays an important consideration in human resources functions in managing the planning, job profiling, recruitment activities, interview sessions, management development, customer relations and customer service, and many other related to organization

The purpose of this essay is to explain on the relevancy of ‘Emotional Intelligence’ in which of how it is connected in organizational behavior. Emotional Intelligence (EQ) was first introduced to the public in 1995 by a physiologist named Dr. Daniel Goleman, even other sources were aware that it may have discussed earlier to date as of 1985. According to Goleman, Emotional Intelligence is a type of social intelligence that involves the ability to monitor one’s own and other’s feeling and emotions, to discriminate among them and to use this information to guide one’s thinking and actions. In the context of organizational behavior, the EQ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. It plays an important consideration in human resources planning, job profiling, recruitment activities, interview sessions, management development, customer relations and customer service, and many other related to organization activities.

Slovey & Mayer (1990) says that Emotional intelligence is a kind of social intelligence that involves the ability to monitor one’s own emotions, to discriminate among them and to use the information to guide one’s thinking and actions. For Goleman emotional intelligence help us to get success at the highest levels, in leadership positions, emotional competence accounts for virtually the entire advantage. As we know, it’s not the smartest people that are the most successful or the most fulfilled in life. Perhaps we are well-acquainted to the fact that people who academically brilliant and yet are socially inept and unsuccessful at work or in their personal relationships. Intellectual intelligence or IQ isn’t enough on its own to be successful

Recently theorists have suggested that one’s intelligence does not only exist of cognitive intelligence, but also a grave amount of interpersonal and emotional intelligence. In modern management, one of the most proactive concerns is that of emotions related to performance of organisations (Cote & Miners, 2006).

In addition, research on the importance of ”emotional intelligence” to organization success is starting to

Emotional intelligence relates to an individual’s ability to manage their emotions, and is shown to have positive outcomes for an organisation. Manager emotional intelligence is thought to have an effect on the job satisfaction of employees, which could be due to behaviour or leadership styles. It is inconclusive which of these reasons, if any, are the cause of the positive correlation due to the lack of overwhelming support for any one cause and the biases of the studies.

Researcher that has been carried out on the topic of emotional intelligence (EI) have revealed findings that link EI with higher achievements of individuals. A study done by Carmeli (2009) indicated that emotional intelligence plays a role in the wellbeing of individuals. Specifically, emotional intelligence is suggested to be an important predictor of crucial organizational consequences such as job satisfaction (Daus & Ashkanasy, 2005). Gender is another variable that is proposed as having a relationship with the concepts of emotional intelligence and job satisfaction. All over the world, many organizations are studying their employees’ satisfaction, feelings and attitudes not only to plan on how to allocate rewards and possibilities but also they do it because they are worried more about their employees’ feeling toward their jobs (Golparvar & Qazvi, 2010).