Employees Can Be Trained To Be More Emotionally Intelligent

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.

One needs to work as a team –work attitude, bullying and dominating are restraints to growth and team –work.

Separately recognizing, understand, and managing emotions can be simple, nevertheless remaining able to recognize, understand and manage emotions is quite complex and oftentimes rare. If a customer comes to a business in the past and has an excellent experience, then they will form a strong relationship with the company, and recommend the company to other people. To illustrate, when my sister worked at Chick-fil-la her first two weeks of job training focused on how to be EI to customers. By having this extensive training Chick-fil-la is known for its customer service as a result of emotionally intelligent employees, and constant returning customers. The fact that all Chick-fil-a’s employees are trained to be emotionally intelligent, it

“Any person capable of angering you becomes your master.” (Epictetus). Epictetus was quite right as throughout history and everyday life, emotional intelligence (EQ) has been used for exploitation or in good heart. Which is because emotional intelligence is the ability to manage emotions of yourself or others and it is that principle that “Emotions can get in the way or get you on the way.” (Mazhura). Therefore I believe being emotionally aware can make you a better citizen and having the skill to empathize.

I know a person who personally struggle with emotional intelligence specifically his ability to read people’s reactions and see their perspectives. Managers subordinates were terrified of working with him. People even went so far as to hide bad news from him. Naturally, he was shocked when finally confronted with these facts. He shared his experience with his peers outside of work and they agreed with what his employees told him. When their opinions on any given subject did not mesh with his, they, too, were worried about what his reaction would be. With the help of an emotionally strong co worker, my friend began to improve his empathy through practice and feedback. His first step was to step out of his comfort zone, so he went to the low income side of town. While there, he monitored his reactions to things he wasn’t use to and his openness to people who were different from him. At the same time, he made an effort to use on-the-job interactions as opportunities to practice “hearing” ideas that differed from his. His emotional intelligence wasn’t immediately imporved, but with hard work and time the executive’s emotional intelligence did ultimately rise, and the improvement was reflected in his overall performance and relationships at the

“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

This situation certainly presents problems for Mrs. Laraby. She needs to find out if this was an isolated event or if horseplay is prevalent when she is not around. Lack of motivation is clearly a problem that must be dealt with. Another issue that must be considered is if the three employees and manager will be reprimanded for their actions. The job design needs to be reviewed to determine if changes need to be implemented.

In many occasions I had to train a new manager to do the work I know how to do. I can not hold a management position without a Bachelor’s degree.

To what extent do we need to recognise emotions in ourselves and in others to function effectively in life? Should we interact with our emotions or should we merely be guided by them? Spinoza and Van Gogh both died young, and in relative poverty, still apparently searching for true fulfilment in their lives. Perhaps the answer lies somewhere in between. Introduction

While labor can and is often seen as work that is done physically, it is also seen as an act which necessitates using mind and soul. Depending on the area in which an individual works, it can lean towards using all three – body, mind, and soul – to be successful. It is at this point that Emotional Labor (Hochschild, 1983) begins to take its place in the work environment. Emotional Labor is using self to perform work where an employee creates a pleasant atmosphere by giving good customer service. The ability to use self as a means to perform better on the job may have larger implications than we know of. This paper will look at different ideas which contribute to Emotional Labor as a workplace construct and the effects it has on the

This statement proves to be easier said than done. When you work in an office of 75 claims adjusters alone it makes it extremely difficult to deal with all the personalities. Even in your own team of 10, making each individual claims adjuster feel worthy, proves to be a tough task, which is why having the emotional intelligence is necessary. Having the skills to complete a task can prove to be a difficult one. But if the supervisor can bring the team to work together as a cohesive unit by using emotional intelligence, it will establish and reinforce the employee-supervisor relationship. Wilcox claims, “A supervisor

The fifth and last chapter deals with how organizations themselves can improve to actually facilitate more emotional intelligence among their employees. This starts with the corporate mission statement as well as the attitude and behavior that is displayed and supported

This paper explores the impact of emotional intelligence in the business world. In a world that continues to innovate technologically, businesses are constantly looking for new ways to try to remain ahead of the competition, and it is clarified with this paper that one way to do this is by understanding how to use emotional intelligence to establish customer loyalty and good brand appeal. The interaction between a salesman and a potential client was analyzed and discussed to develop an understanding of how a salesman can use emotional intelligence to maximize the chances of making a deal with the client. Customer service in businesses was

Secondly, employees can train employees on the benefits of utilizing emotional intelligence as a tool to recognize when challenging situations arise. According to Badea & Pana` (2010), “Leaders with increased EQ know how to detect signs of increased anxiety, to determine the stimuli to calm the anxiety arising in the team and to direct others towards an optimistic and enthusiastic state that facilitates solving with the maximum yield various difficult problems” (pg 72). Companies can also use emotional intelligence to help employees who are emotionally driven. I started a new job about three weeks ago and have a direct report who constantly acts on her emotions. She doesn’t take the time to think through a process because she gets in a panic mode and wants to make immediate decisions. Because the decisions are emotionally based, she tends to make incorrect choices. This employee would definitely benefit from emotionally intelligence training so that she can recognize when she gets into an emotional state of mind. There are several purposes that emotional intelligence serves.

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).