Emotional and Cognitive Intelligence

Emotional intelligence (EI) is a type of intelligence that allows a person to see and control their emotions, as well as helping them to understand the emotions of others (Lamberton & Minor, 2014). Jafri, Dem, and Choden, (2016) found that EI can be used as a predictor for workplace success and plays a part in acceptable job performance. Understanding the subcategories of EI can directly improve human relations in a business setting. There are four subcategories to EI; self-awareness, social awareness, self-management, and relationship management (Lamberton & Minor, 2014). Additionally, knowledge on EI can improve personal interactions with family, friends, co-workers and others. As Registered Nurse (RN), EI plays a vital role in my career

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).

What is emotional intelligence? EI is the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically; thus, compared to Daniel Goleman's definition to emotional intelligence are very similar just in more detail.

With the publication of Daniel Goleman’s book Emotional Intelligence in 1995, the business world got an answer to a question that had been plaguing it for decades: “Why did some people of a high IQ struggle at managing teams while other leaders of lower IQ excel at it”? Goleman asserted that the traditional measurement of IQ (intelligence quotient) was not enough to determine a good leader. Schools and universities concentrated on developing the cognitive and analytical part of the brain, while the teaching of how the emotional side of the brain worked was ignored. Goleman defined this “emotional intelligence” of a human being as a set of competencies that distinguish how one manages

Peter Salovey and John D. Mayerin invented the concept of Emotional Intelligence in 1990 and they defined it as form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action". (Golis, 2010) A high Emotional Intelligence, as stated by Jesse Jones, contributes to effective leadership by focusing on five essential elements of leader effectiveness: development of collective goals and objectives; instilling in others an appreciation of the importance of work activities; generating and maintaining enthusiasm, confidence, and optimism (Jones, 1998). A common Emotional Intelligence Test is the Schuttes Emotional Intelligence Scale (SEIS)which was created and developed by a Teacher at the University of New England, Nicola Schutte. The SEIS consists of 33 items responded to on a 5-point scale. The main fault of the test is that it fails to address all areas of Emotional Intelligence. Even though this fault it is still a highly used method of determining a persons Emotional Intelligence.

Firstly, the construct of EI is plagued with theoretical critique. There are multiple conceptual models of EI, causing confusion and a lack of consensus among researchers (Conte, 2005; Zeidner, Matthews, & Roberts, 2012). A major disagreement within the literature is whether EI should be conceptualised as a cognitive ability or a trait (Zeidner et al., 2012). These disparate conceptualisations provide two conflicting methods of measuring EI, with ability-based EI being measured by cognitive-performance type tasks and trait-based EI being measured by self-report questionnaires (Zeidner et al., 2012). Trait-based measures tend to correlate highly with measures of personality and often when personality and intelligence are controlled for, the predictive validity of EI measures reduce significantly (Zeidner et al., 2012). This is problematic, as for EI to be perceived as a viable psychological construct then it needs to be distinct from these well-established constructs (Fiori & Antonakis, 2011; Zeidner et al., 2012). Due to this issue, validity evidence for measures of EI is lacking (Conte, 2005). Another major critique is that the research is heavily based on self-report data. Self-reporting is highly subjective and it gives rise to participant misinterpretation of the items as well as response bias (Zeidner et al., 2012). Moreover, there is a lack of comparative groups and control groups, which creates unrepresentative findings and thus reduces the meaningfulness of the results. The research is also heavily cross-sectional, so although these findings can provide a useful description of the problem, causal links cannot be

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

(2013) goes on to talk about emotional intelligence being the heart of social work practice and what the relations of the EI are within social work as well. On page 988 of Ingram, R. (2013) it states there are three key conceptual interpretations of emotional intelligence. These key interpretations are personality model, ability model, and blended trait/ability model. The personality model works closely with the Bar On of 1997 and 2006 which states patients are different in their own being and how they achieve happiness. The personality model is made to understand own self and being able to adapt to changes so it is easier to cope. Ability model is used in emotional intelligence to show that an individual has the ability to manage their own emotions and control the reaction they give to someone by accepting a balance. When an individual is able to do this, it helps with communication with others. Lastly, the blended trait/ability model is directed more towards life experiences and opportunities. This model goes along with an individual’s education experience and socio-economic status (SES). Page 989 of Ingram, R. (2013) states that Herrnstein and Murray (1994) wanted to show a relevance of IQ scores with the SES and the success rate between different racial groups; however, these were unresolved because a determination could not be shown that this in fact is true. It did not matter the SES or race of someone, IQ scores were just scores that someone scored no matter their

"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

Emotional intelligence is the ability to monitor one’s own and others feelings and emotions to discriminate among them and to use this information to guide one’s thinking and action. (Salovey & Mayer, 1990)

Secondly, a person with a good EQ can recognize, control and express one’s own emotions, perceive and assess other’s emotions. On the contrary, a person with a high IQ can learn, understand and implement knowledge, and possesses logical reasoning and abstract thinking. Lastly, EQ measures an individual’s social and emotional competencies or one’s ability to recognize one’s own and other person’s emotional expression. Conversely, IQ measures a person’s academic competency and reasoning ability (S, 2016)”.

Picture a world where humans could not understand each other’s feelings. It looks pretty bleak, right? Luckily, humans do have the ability to comprehend others’ facial and body expressions, emotions, and language. Since this is such a beneficial and amazing power that we hold, it has been labeled as a sort of intelligence- emotional intelligence. The ability to control and express our emotions, as well as understand, recognize, and response to others’ emotions is essential. Emotional intelligence acts as a primary key to survival for humans.

In this write-up, attempt is made to provide conceptual clarifications on the subject matter, “Emotional intelligence”, an overview of the theories of emotional intelligence, including a brief discussion about how important the role of emotional intelligence can be in leadership, performance (both educational and work place settings) and in wellbeing.

This paper is aimed at evaluating my own emotional intelligence while subsequent parts of the paper will discuss how this emotional intelligence affects other aspects of human life like business, religion and politics. In this part of the paper, I will reflect on and demonstrate the skills and the knowledge needed to enable one to accurately see and understand the emotional strengths, weaknesses and nuances of other workers at the workplace.

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).