Emotional Intelligence Impact An Employees ' Communication And Success

Having self awareness is a significant attribute to utilize when leading/managing others, interacting in social events and making personal decisions. Having the insight to distinguish your emotions, then using that knowledge to manage your behavior and relationships is being emotionally intelligent (Bradberry & Greaves, 2009). After using the Emotional Appraisal Instrument, I learned that self-awareness is my strongest emotional intelligence (EI) skill and my weakest EI skill is social awareness (TalentSmart, Inc., 2016).

This paper will examine the author’s current strengths and weaknesses associated within the emotional intelligence skills which are: self-awareness, self-management, social awareness, and relationship management, and a number of associated competencies such as self-control, adaptability, and self-confidence by analyzing the author’s Emotional Intelligence Appraisal. The paper will provide the audience with an action plan for each emotional intelligence skill which needs improvement and will consist of a number of strategies that will improve the author’s overall emotional intelligence skills.

“Emotional Intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for

Leaders, now more than ever before, have enormous challenges and potential conflicts due to today’s diverse and rapidly changing world, making emotional intelligence almost as important as our knowledge or experience (Greenockle, 2010). Now days, our companies are driven by budget cuts, downsizing, constant changes, and new policies that make sustaining work settings that allow for better communication and collaboration be difficult many times. Hence, it will be reasonable to believe that the ability to understand and correlate to others will be equally important as our knowledge and experience. Goleman (1998), describes emotional intelligence is the capability each individual has to identify, comprehend and deal with emotions, both within self and with others, thus, making it directly related to self-improvement, self-awareness, and team building.

Because of globalization and in parallel with different dynamics, it is required for both senior managers, junior administrative officers, and different employees to have a high level of emotional intelligence competency for an achievement during the decision-making process. The significance of this requirement has been demonstrated by numerous academic studies concluding that people who have the high level of emotional intelligence competency can make good decisions and implement the taken decisions in the right place at the right time. Those internally and externally taken decisions as a result of emotional intelligence factor not only activate inter-organizational relations and communication but also increase the performance level.

Emotional Intelligence “EI” is a field that certainly seems to be more widely recognized and is frequently being further studied and researched regarding how it relates to each person as they function in life. I strongly believe that it should be, because learning to manage our emotions in an effective way is critical to how each person deals with all aspects of their life. When we manage our emotions poorly, we not only hurt ourselves, and often our reputation, but we may hurt others as well. Many of the studies from our reading and videos this week discuss if emotional intelligence can be improved and what affect it has regarding how we each deal with stress in our lives and its connection to effective leadership.

“Emotional Intelligence and Effective Leadership”, one of the most important constructs in leadership today is the concept and application of emotional intelligence (EI).

There are many different positions in an organization that require different knowledge, skills and abilities. Supervisory and management positions encompass more than just technical knowledge, skill and expertise in their given area, but being leaders over others. This is of interest to organizations in having leaders who are able to motivate, understand and get their teams to work together. Many organizations are looking to improve their performance and productivity through finding and placing the right people in leadership positions. How the concept of emotional intelligence and its evolution has come to the forefront in assisting companies about leadership performance and decisions will be discussed along with the debate among

Remarkable attention to the concept of emotional intelligence was only accorded during the previous decade but in the early 1920s the concept was discussed. In the 1920s Thorndike became the first psychologist who looked at social intelligence but as time passed and with the addition of information, the concept became known as the emotional intelligence (Goleman, 2000). The publication of Goleman’s book in 1995 made the public conscious of the concept of emotional intelligence (Geher & Renstrom, 2004). What made people to be more interested in the concept was that they grew conscious of that emotional intelligence had an effect on the job performance, satisfaction, and other several areas of life (Bar-On, 2007). A competitive company should make use of emotional intelligence as it is the key in the work environment.

The first component of emotional intelligence is self-awareness; the ability to recognize emotions during the act it comes forward. Upon recognition of your emotions, humans can then channel and manage emotions to help guide better decision-making. Along with emotional management, self-confidence provides the sureness you have in your capabilities along with the self-worth you perceive. Self-awareness is merely a stepping-stone of EQ; without recognizing your own emotions, you cannot expect to rationally recognize others.

Self-awareness is the ability to accurately perceive your own emotions in the moment and understand your reactions across situations.

Self-awareness: it is that ability in which you identify your emotions and how it influence our thinking and actions, you can know your qualities and flaws in

Emotional Intelligence Training for Managers: A Way of Improving Employee Affect, Productivity, and Organizational Climate

Notably, the first 4 characteristics can be broadly classified under the umbrella of intrapersonal intelligence. According to Gardner, intrapersonal intelligence, also known as self-smart, refers to one¡¦s cognitive ability to understand and sense one¡¦s ¡¥self¡¦ (Goldmen 1995, p.39). This intelligence enables a person to have an accurate picture of their capabilities (i.e. strengths and limitations); awareness of inner moods, intentions, motivations, temperaments and desires, as well as self-esteem also the capacity for self-discipline (Goldmen 1995, p.39). In other words, intrapersonal intelligence can influence the development of an individual¡¦s courage, perseverance, enthusiasm and passion (Hang 1999). It harnesses innovative and creative thinking (¡¥open to new ideas¡¦) that allows a person to formulate creative and radically

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).