Individual Success and Importance of EI and CI

Every organization that aspires to be successful must address the value of emotional intelligence in the work place. How people relate to each other determines if the organization eventually moves from

The book, Emotional Intelligence 2.0, provides an alternative approach to how a person achieves success. This book does not focus on the conventional determinant of success, such as formal education and training, experience, and intelligence level (IQ). Although all these components contribute greatly to ones achievement of success, these factors are not the only factors to be considered in whether a person will be successful or not. This book focuses on the concept that it refers to as emotional intelligence (EQ), which is one’s ability to recognize and effectively understand his/her emotions in a productive and rational manner.

The paper discusses about the emotional intelligence, which has various factors. The factors are self awareness, motivation, self regulation, social skills and empathy. In case of effective leadership, these factors plays major role. However, emotional intelligence is teachable to improve the personal skills and personality. A person with proper emotional intelligence has the ability of effective leadership. Therefore, in the workplace the emotional intelligence sessions should be planned to develop the skills of the employees and workers.

Two psychologists, John Mayer and Peter Salovey, first introduced the concept of “emotional intelligence”, or EI, in a journal article in 1990 (Goleman, 2005). It was then popularized in 1995, with the book Emotional Intelligence: Why It Can Matter More Than IQ by Daniel Goleman. Goleman posited that EI is as important, if not more important, than IQ in terms of success in academics, business, and interpersonal relationships (2005).

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 is one of the topics that gain popularity in business discussion nowadays. To understand what Emotional Intelligence is and how it may help to build a better personality and better worker, this paper is to discuss about to two main competencies of Emotional Intelligence. The first one is the Personal Competencies and the other is Social Competencies. By understanding these competencies, employees gain the knowledge of how to create a better workplace not just for those individuals, but for others around them, as well.

Formally, Emotional Intelligence, commonly abbreviated as EI is defined as the capacity to reason of and about emotion so as to enhance reasoning or rather thinking. It is also defined as the capability of an individual to recognize and understand the meaning of emotions, their relations and use this information to reason critically and solve problems based on these emotions (Dann 78). The first Emotional Intelligence theory was initially developed by early psychologists back in the 1970s and 80s. This study was advanced and has been advancing over the past years. It has become very important in organizational development and developing people in the process. This is because the Emotional Intelligence or rather Emotional Quotient

Emotional intelligence is conceptualized as a person’s ability to overcome stress, communicate effectively, understand others, cope with challenges, and solve conflicts by identifying, using, understanding, and managing their emotions positively (Gines, 2015). Emotional intelligence allows individuals to understand others, without necessarily talking to them. This understanding is vital since it influences the way we relate with other people. Emotional intelligence can be defined using four components which include self-awareness, self-management, social awareness, and relationship management (Segal, Smith, & Shubin, 2016). The essay focuses on these four components and the skills that help in building emotional intelligence.

This course discusses managerial competence in understanding the human output of organizations from the viewpoints of individual, group, and organizational systems levels. Emphasis is given to assessing one’s personality and values and to applying course material to one’s work environment. (Formerly BUSI 500)

Emotional intelligence (EI) is a critical skill in each area of our life, beginning with the personal life and ending on the work environment. It can improve an individual's social effectiveness, and allow for the better understanding of how our emotions work. “Emotional intelligence involves the ability to recognize and control one's own emotions and the emotions of others and refers to a variety of competencies and skills such as empathy and self-control that affect personal and professional outcomes” (Butler, Kwantes, and Boglarsky, 2014).

In the social world for children, there are many resources when it comes to helping their everyday lives. Children now days have access to so many resources that will help them succeed in the academic world. Being smart and knowing the answers questions will get you far in life, but there are other factors that contribute to an individual’s success in the classroom and relationships with other people. Emotional Intelligence is new psychological concept that deals with Individuals getting control of their emotions and describes many things in our lives that will help us manage our emotion and communicate effectively with the people around us. This paper will describe in detail the concepts of Emotional Intelligence and why it is vital

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,

For decades, a lot emphasis has been put on certain aspect of intelligence. This intelligence is called IQ ( Intelligence Quotient ). IQ includes aspects of Mathematics, spatial learning, Verbal, logical reasoning, and memory. This intelligence could predict to a significant degree of performances and some degree of personal and professional success. However, some people with fabulous IQ scores are doing poorly in their life. They somehow are wasting their potential by thinking, behaving and communication in a way that hinders their chances to succeed. There is something missing in the success equation. The missing part in the success equation is EQ or EIQ ( Emotional Intelligence Quotient ).

     In the book Emotional Intelligence by Daniel Goleman, the central thesis that he tries to point out is that emotional intelligence may be more important than I.Q. in determining a person’s well being and success in life. At first I didn’t know what Goleman was talking about when he said emotional intelligence, but after reading the book I have to say that I agree completely with Goleman. One reason for my acceptance of Goleman's theory is that academic intelligence has little to do with emotional life. To me, emotions can be just as intelligent as your I.Q. In this essay I hope to provide sufficient evidence to show why I agree with Goleman’s thesis on emotional intelligence.

To some persons, emotional intelligence is defined as study which looks for human cognitive abilities beyond traditional academic intelligence, (Zeidner et al., 2004). Researchers have categorized their definition based on the either an ability model or mixed model. Based on the Mandell and Phewanti (2003)’s ability model, “emotional intelligence is defined as a set of abilities that involves perceiving and reasoning abstractly with information that emerges from feelings” (p. 389). Studies of John D. Mayer and Peter Salovey (1997) have supported this model stating that emotional intelligence is defined as “the ability to perceive accurately, appraise, and express emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth” (p. 35). In addition, Mayer, Salovey, and Caruso (2004) gave the definition of the emotional intelligence as “the capacity to