The Effects Of Emotional Intelligence On Job Performance Essay

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 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.

The ability to be emotionally intelligent grants someone the potential to change and be flexible. Regardless of the qualifications a person may have, if they lack the emotional qualities they are unlikely to succeed in various fields. Our work environments are rapidly changing, from the technology to the very foundations of the job qualifications. If someone is unable to adapt they will not proceed further. Daniel Goleman, an author and science journalist, presents in his book “Emotional Intelligence: Why It Can Matter More Than IQ” the five pillars of emotional intelligence. These pillars are, Self- Awareness, Self- Regulation, Motivation, Empathy, and Social

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

A recent study conducted by the Consortium for Research revealed that the majority of corporations all agree that having emotional intelligence in the workplace is extremely essential when it relates to being successful. Some companies referred to salespeople who have the attribute of emotional intelligence were able to connect with customers better by better understanding their needs, which successively assisted them in building a trusting relationship with them. They also referred to customer service employees who also had emotional intelligence to handle aggressive situations with angry customers more effectively than those employees who lacked this trait. Furthermore,

Barel (2017) highlighted the significant effects of having a high emotional intelligence to effective management. As defined, Barel (2017) stated that emotional intelligence encompasses the person’s strength in acknowledging, understanding, and controlling himself to be able to communicate better, assess the situation objectively, and affect a positive change to people. Therefore, these components of emotional intelligence, such as self-awareness, self-regulation, self-motivation, and social skills are important in handling conflict and aiming for a peaceful relationship at the workplace. To illustrate where emotional intelligence can be applied, discussions about a witnessed confrontation, personal experience, and workplace

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).

Leadership is a complex process by which a person sets direction and influences others to achieve their goals (Borkowski, 2015). It is the responsibility of the supervisor to set the direction by helping and motivating staff members to see what lies ahead and face those challenges. Emotional intelligence is one of the important traits that helps leaders work with people effectively. “Emotional intelligence involves assessing one’s own feelings, as well as feelings of others, then using those assessments to guide personal thought and action” (Borkowski, 2015, p. 239).

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,

Emotional intelligence (EI) has gained major importance in contributing to effective leadership practice. Why does EI represent such a significant piece for leadership?

“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

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.

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).