Examples Of Low Emotional Intelligence In The Movie 'The Other Guys'

As a group, we selected The Other Guys, a comedy movie taking place in the New York City police department. The story involves two mismatched detectives that attempt to seize an opportunity in the department. In the movie, The Other Guys, the department is run by Captain Gene Mauch. The atmosphere in the department runs in a way that focuses on two main detectives doing most of the action outside the office. These two-star detectives are Danson and Highsmith, who are played by Dwayne "The Rock" Johnson and Samuel L. Jackson. However, a shootout with robbers results in the deaths of Danson and Highsmith, leaving a hole in the department. After mourning the death of the detectives, everyone in the office desires the opportunity to be the lead detectives of the department. The movie follows two of the detectives in the department as they attempt to fill the role of lead detectives. These characters are Allen Gamble, played by Will Ferrell, and Terry Hoitz, played by Mark Wahlberg. Both Allen and Terry have pasts that have been plagued by bad luck. Allen was once a pimp turned detective after being rushed to the hospital from poison ivy in his butt. Terry shot Derek Jeter during the Major League Baseball Playoffs. Even though Allen and Terry have been plagued by bad luck, they hope that making the arrest of all time would turn their life around.

I do need to recognize that other scholars limit emotional intelligence to a much narrower set of factors (qtd. In Cameron and Whetten, 2011, p.63), which would not allow for a final and complete assessment of leadership based on the exclusivity of analysis. I have chosen to pursue the Goleman framework for guiding and addressing the specific challenge to complete the action plan based on the clarity and broader scope of evaluation provided by Goleman. I would like to establish a correlation between Mayer and Salovey as they relate to Goleman. I believe that self-awareness is an interior component of emotional intelligence this being the primary distinction between Goleman and Mayer & Salvoy. The ability of emotional intelligence centers on a person’s skill in recognizing emotional information and carrying out abstract reasoning using this emotional information. More specifically, emotional intelligence involves the “abilities to perceive, appraise, and express emotion; to access and/or generate feelings when they facilitate thought; to understand emotion and emotional knowledge; and to regulate emotions to promote emotional and intellectual growth (Mayer & Salovey, 1997, p.10). I believe that without an understanding of Mayer and Salovey it is difficult to use Goleman’s framework. I believe that the two approaches are codependent of one another. I assert that in this instance it will be acknowledged that we

Batool, B. F. (2013) Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly, 4(3), 84-94. (Note: Available in the Strayer Library)

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

The movie “12 Angry Men” demonstrates multiple psychological constructs. This tumultuous story features a group of twelve jurors that are deciding the fate of an 18 year-old boy who is accused of murdering his father. Initially the jury voted 11 to 1 in favor of guilty. Upon one juror voting not guilty and urging the other 11 to talk it out, he gradually brings up facts that cause the other 11 to change their vote to not guilty. Upon examination, the film highlights social psychology theories in areas of conformity and attitude change.

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 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

Ashforth & Humphrey (1995) say that it is a common belief that, when emotions are intertwined with role, performance, or both, they tend to interfere with task achievement. However, to be emotionally intelligent is to be able to let out emotions the right way. When we are able to stay humble during success and determined during failures, patient during anger and calm during frustration, we basically already win. However, on the other hand, no matter how logical we are, if we are just restless, then it will not be worthwhile.

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.

In our everyday lives, we are constantly interacting with other individuals. These interactions have an effect on our emotions. We have to learn how to identify and deal with these emotions because they have a direct effect on how we deal with issues at work. Individuals can work their way through this process by becoming aware of the importance of emotional intelligence.

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.

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.