Emotional Intelligence And Human Resource Management

Two psychologists, John Mayer and Peter Salovey, first introduced the concept of “emotional intelligence”, or EI, in a journal article in 1990 (Goleman, 2005). It was then popularized in 1995, with the book Emotional Intelligence: Why It Can Matter More Than IQ by Daniel Goleman. Goleman posited that EI is as important, if not more important, than IQ in terms of success in academics, business, and interpersonal relationships (2005).

Emotional Intelligence, also known as ‘EI’, is defined as the ability to recognize, authoritize and evaluate emotions. The ability to control and express our own emotions is very important but so is our ability to understand, interpret and respond to the emotions of others. To be emotionally intelligent one must be able to perceive emotions, reason with emotions, understand emotions and manage emotions.

Emotional intelligence plays a very critical role in the overall quality of our personal and professional lives. In fact, many people feel that emotional intelligence (EQ) is more important than one’s intelligence quotient (IQ) when it comes to attaining success in their lives and careers.

Another characteristic of Emotional intelligence (EI) consists of the abilities to be able to persist in the face of frustrations; mood and distress regulation in order to think; urge control and deferment of gratification; to empathize and to hope. Studies have shown that a person with EI show competency in different areas of their professional life like self-management and relationships, self-regulation, and motivation. Taking into consideration the slices that conforms a leader with high EI it is fair to say that these skills are not innate but teachable to those who want to be the best leader they can be. EI skills can be fortified via steady education and training.

Emotional Intelligence is one of the topics that gain popularity in business discussion nowadays. To understand what Emotional Intelligence is and how it may help to build a better personality and better worker, this paper is to discuss about to two main competencies of Emotional Intelligence. The first one is the Personal Competencies and the other is Social Competencies. By understanding these competencies, employees gain the knowledge of how to create a better workplace not just for those individuals, but for others around them, as well.

Living in the 21st Century one must be able to control what is important in the day to day lives. One must be able to understand the emotions of others as well as their own. In the growing work force it is becoming important as the silent generation moves into retirement and the Technology babies enters. Emotional intelligence or (EI) refers to the ability to perceive, control and evaluate emotions. Some has even felt that emotional intelligence is the characteristic of a learned behavior and can be strengthened, others believe it is something you are born with.

Emotional Intelligence helps us know our emotions and also helps us in controlling our own emotions as well as the emotions of people around us.

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

Emotional Intelligence (EI) is defined, as a subset of social intelligence that encompasses an individual’s ability to perceive emotions, comprehend the emotions of oneself and others, generate emotions to assist cognition, and regulate emotions in a way that promotes emotional and intellectual growth (Mayer & Salovey, 1997; Salovey & Mayer, 1990). Individuals who possess higher levels of EI have

Emotional intelligence (EI) is a critical skill in each area of our life, beginning with the personal life and ending on the work environment. It can improve an individual's social effectiveness, and allow for the better understanding of how our emotions work. “Emotional intelligence involves the ability to recognize and control one's own emotions and the emotions of others and refers to a variety of competencies and skills such as empathy and self-control that affect personal and professional outcomes” (Butler, Kwantes, and Boglarsky, 2014).

“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

Leaders today are presented with an ever-increasing reliance on unifying a team or organization to achieve goals and objectives. With this demand for higher-level leaders, the ability through which a leader is able to appeal to specific traits and qualities is never more important. Emotional Intelligence (EI) is one area of focus that a leader in the marketplace today must be able to appeal to and demonstrate as a core competency.

Emotional intelligence is sometimes referred to as EI or EQ. In their article, Colfax, Rivera & Perez (2010) stated that “Regardless though of how it is referred to, emotional intelligence (EQ) is concerned with understanding oneself and others, relating to people, and adapting to and coping with the immediate surroundings to be more successful in dealing with

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).