Emotional Intelligence Competencies

Barel (2017) highlighted the significant effects of having a high emotional intelligence to effective management. As defined, Barel (2017) stated that emotional intelligence encompasses the person’s strength in acknowledging, understanding, and controlling himself to be able to communicate better, assess the situation objectively, and affect a positive change to people. Therefore, these components of emotional intelligence, such as self-awareness, self-regulation, self-motivation, and social skills are important in handling conflict and aiming for a peaceful relationship at the workplace. To illustrate where emotional intelligence can be applied, discussions about a witnessed confrontation, personal experience, and workplace

Extensive developmental research indicates that effective mastery of social-emotional competencies is associated with greater well-being and better school performance whereas the failure to achieve competence in these areas can lead to a variety of personal, social, and academic difficulties (Eisenberg, 2006; Guerra & Bradshaw, 2008). Zins and Elias (2006) indicated that many programs help students apply social and emotional learning (SEL) skills in preventing specific problem behaviors such as substance use, interpersonal violence, bullying, and school failure. Parents of clients in the program were requesting for assistance such as the educational intervention that will provide clients with opportunities to contribute to their class, school,

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

This assessment pertains to my personal emotional intelligence. This assessment aims to examine the four dimensions of my emotional ability and capacity based on Tapia’s emotional intelligence inventory chart. This assessment also aims to pinpoint the strong and weak points of my personal emotional behaviors especially in my daily encounter with the people inside and outside my organization.

Being a case manager in the medical field is one of the hardest jobs in the organization. As they advance in their daily activities, it is understandable in seeing their Emotional Intelligence (EQ) which is a paramount quality in most Case Manages (CMs). I observe it every day on the unit when CMs regular encounters with numerous roadblocks throughout their shifts. Granted they empathize with the other when overcome by the daily challenges of interacting effectively in defusing conflicts of various natures with patients and their family in the flow of the health care system. In fact, knowing that CMs work arduously on fine-tuning their skills shows how their efforts of a job turn intention into action, to make informed decisions about the"

Emotional intelligence in leadership is detrimental to one’s success. Despite the advanced knowledge and technological capabilities, one has to possess a strong skill of self-awareness and apply that skill towards building strong interprofessional relationship (Doe, Ndinguri, & Phipps, 2015). An individual can not drive a process alone; a successful leader has to possess qualities to inspire his followers to strive towards the same goal. One of the largest cargo companies FedEx represents the world’s top most successful companies. FedEx leadership program incorporates an emotional intelligence assessment and its development into its new-hire program for managers (Freedman, 2014). Organizations that possess strong moral principles present a better productivity and attract talent (Sims,

The Five Competencies of Emotional Intelligence Self-Awareness – Your own ability to identify an emotion with its effects on yourself as and when it happens and comprises of:-  Emotional Awareness ability to recognize emotions and effects within one self.  Self-Confidence - How sure you are about yourself worth and capabilities. Self-Regulation – To be able to decide the duration of an emotion, yet having no control over the emotion. Self-Regulation involves  Self-Control relates to how one manage impulses of a disruptive nature.  Trustworthiness – Relates to your honesty and integrity, and your standards.

The newest additions to leadership and the traits organizations now seek out includes Emotional Intelligence (EI) and Decision-Making (DM). Acknowledging the transformation of emotions from a negative unwanted factor to a positive, successful factor in organizational terms is essential in today 's’ job market. Moreover, today’s organizational view, EI is indispensable to the effectiveness of leadership (Fambrough, & Hart, 2008). The fact that employees with high EI build solid organizational foundations while those with lower EI are problematic for their organization. Additionally, research has indicated EI equipped leaders think clearly and accurately about emotions that are capable of anticipating or coping with change more effectively (Mayer, & Caruso, 2002). Knowing EI is one of two commodities sought by organizations is useful; knowing the second is necessary.

"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

The newest additions to leadership and the traits organizations now seek out to includes Emotional Intelligence (EI) and Decision-Making (DM). Acknowledging the transformation of emotions from a negative unwanted factor to a positive, successful factor in organizational terms is essential in today 's’ job market. Moreover, today’s organizational view, EI is indispensable to the effectiveness of leadership (Fambrough, & Hart, 2008). The fact that employees with high EI build solid organizational foundations while those with lower EI are problematic for their organization. Additionally, research has indicated EI equipped leaders think clearly and accurately about emotions that are capable of anticipating or coping with change more effectively (Mayer, & Caruso, 2002). Knowing EI is one of two commodities sought by organizations is useful; knowing the second is necessary.

In recent years companies begin to realize the pivotal position of emotional intelligence and attach more importance on leader’s emotional intelligence development. Actually the emotional intelligence enables leaders to better perform in the workplace. This essay will come to an understanding of emotional intelligence on the basis of the author’s opinion. The first part of the essay includes the historic root of emotional intelligence, its definition and the five dimensions. The second part of the essay will demonstrate the implication of emotional intelligence in service operation leadership.

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

Emotional intelligence is a term I had never heard of before I took my first leadership class. Now that I know what emotional intelligence is and I understand how to use it I hope to apply it to benefit myself and my organizations. I recognize what a huge disadvantage those that do not understand emotional intelligence are faced with. Emotional Intelligence has become a vital part of how today's leaders meet the many various challenges they face on a day to day basis. Emotional Intelligence can help leaders lead their group or organization through the good and the bad times, something that fewer and fewer people seem capable of accomplishing. Lack of emotional intelligence is

Emotional Intelligence (EI) or the ability to understand my own emotions and others emotions was an ability I had underestimated before taking this course. However, after learning about emotional intelligence’s relevance to the business environment, and how it effects every interaction and decision I make, I have suddenly become very aware of my own emotional intelligence. Based on the results from the assessment of EI, I scored a 42 out of 50. This means that I have a high EI and an aptitude for reading and understanding my own emotions and the emotions of others. Further interpretation of my results found that I scored 5’s or the highest EI on my awareness of my own feelings and my ability to pick up on subtle social cues. I will try to

Job Satisfaction. Research has shown that leaders who have high levels of emotional intelligence are able to increase the job satisfaction of their workers leading to increase performance. In a study done by Sy, Tram, and O’Hara (2006) of 187 restaurant workers, in which 62 were managers, they investigated the relationship between employees’ emotional intelligence, their manager’s emotional intelligence, employees’ job satisfaction, and performance. They discovered that a managers’ emotional intelligence created more job satisfaction for employees with low emotional intelligence than with employees with high levels of emotional intelligence. Furthermore employees with high emotional intelligence performed their jobs better (Sy, Tram, and O’Hara 2006). Similarly, in a study by Chi-Sum and Wong (2002), of 120 MBA students and government administrators they discovered that emotional intelligence has a positive correlation ith job satisfaction regardless of the nature of the job.