The Effects Of Emotional Intelligence On The Workplace

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

This approach is appropriate when employee is high or increasing or when employee morale is low or declining. In this approach resources should be relatively abundant; there should be relatively low conflict and low diversity.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

We as employers are facing problems retaining key employees and keeping employee morale at a positive working level. This phenomenon is a new challenge seeking an affordable and implementable solution.

There are many different characteristics a person needs to possess in order to be an effective leader and to be an asset to a company. Besides having a high IQ a leader must be able to evaluate a business environment, manage tasks efficiently, promote strategic thinking and innovation, and manage change. All the traits just mentioned are extremely important, although, recent studies have showed one of the more important characteristics a leader must possess in order to be effective is emotional intelligence.

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)

1) Emotional intelligence refers to the capacity for monitoring our own feelings and those of others, along with motivating ourselves and managing our emotions.

I read about Emotional Intelligence in regards to working in an office setting and medical background. I come from a medical background and I work at a hospital right now. I work in an Infection Control and Education department. I find that in my line of work you meet so many people from all walks of life. I encounter very friendly people and very rude people. I learned from reading about Emotional Intelligence in regards to "Using patients stories to better their services" that we must always pay attention to waht people say to us. I know from this article that how we treat people and how hard we work depends on the outcome of their hospital stay, doctor visit, or surgery. I know working in a hospital setting you can meet some really grumpy people but I feel like when you kill people with kindness; it may change how they react to you.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

Emotional Intelligence is defined as a ‘type of social intelligence that involves the ability to monitor one’s own and other’s emotions, to discriminate among them and to use the information to guide one’s thinking and actions’ (Salovey and Mayer, 1990: 189). According to Goleman (2001), ‘emotional intelligence comprises of 4 key components which are, Self

According to Smit & The Mind Team (n.d), Emotional Intelligence is the ability to recognize your emotions, understand what they 're telling you, and realize how your emotions affect people around you. It also involves your perception of others; when you are knowledgeably aware of people 's feelings, you are able to manage relationships more effectively.

Motivational methods are the most fundamental concern for organizations abilities to achieve goals. Motivation takes place when employees have well-defined goals and take action that he or she expects will achieve those goals (Armstrong, 2007). Motivating employees is essential for organizations to achieve the highest levels of performances and meet internal goals effectively. Implements of motivational methods provides companies with the right techniques employees can use to complete tasks efficiently, meet expectations, achieve goals, obtain higher performances, enhance opportunities for advancement, and develop skills. Motivational techniques can also provide employees with rewards such as pay increases, promotions, recognition, and praises (Armstrong, 2007). Even though motivational techniques are extremely important for organizations to become successful, sometimes implementing these changes can be challenging and affect the employees attitudes and the process of organizations.

To begin, the basics of emotional intelligence are crucial to understanding the foundation from which humans refer to on a daily basis for interacting in society. Emotional intelligence suggests that humans hold the capability to identify, interpret, understand, manage, and response to emotions in ways to enforce positive relationships, establish good communication, empathize, and address conflict within social networks. Humans begin learning this upon entering life, as emotional intelligence determines the ways that humans behave and intermingle with the environment. The degree of intelligence varies among people: those with a high emotional intelligence are able to recognize their own emotions and other emotions in addition to a sort of magnetic draw that pulls others toward them. This is because people with high emotional intelligence know how to better relate to, understand, and help others. Consider a group

In this era of technological advancement and highly competitive workplace, emotional intelligence , though the word sounded familiar, enough amount of researchers such as the Goleman.D(2012) suggested that this concept is a subject matter of high importance. In order to prove that ‘ Emotional intelligence has no part in the organization setting as emotions play no part in business’ is a misconception statement, this essay will focus on its background, its importance and significance with a conclusion that emotional intelligence is a part of organisational setting and why the organisations should adopt this concept for reaping better benefits in achieving their business goals.

Something really struck me was the Motivation factor amongst employees which could play play a pivotal role in organization that helps in reaching goals set. A real instance that comes to my mind is ‘New United Motor Manufacturing Inc’(NUMMI), a joint venture initiative between General Motors and Toyota located in Freemont, California. In 1981, NUMMI was initiated for operation and was shiut down in an year. Toyota on the other hand was looking to built a facility in USA. Toyota was interested in General Motors Freemont facility. GM sensed the opportunity to learn Toyota’s practces of making good quality vehicles with wise utilization of resources. GM shut down its Freemont operation because of its worst workforce where labours were behaving terribly bad. After, Toyota took over the Management, it rerecruited the same workforce that was laid off by GM. It was interesting to see that the once tagged worst workforce, was working at their best and the quality achieved was at high class. It was really surprising how Toyota could manage to motivate the worst workforce to build better quality products. The answers which I got for that question was that Toyota listened to oits workforce and considers them as precious asset. It didn’t really made sense to me then. How could an assembly floor worker who was behaving bad and didn’t comply to GM had undergone a drastic shift to become best worker? It was evident from reading this article that