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.

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

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.

This paper examines ways in which Emotional Intelligence and organizational behaviors relate. There various models of EI and how can be used in everyday life in both individuals’ personal or professional lives. What does emotional intelligence predict (correlate with)? Some key considerations and findings that are examined. Can Emotional Intelligence be measured and improved and why should organizations look to increase employees EI. While there are a number of criticisms to the various models of Emotional Intelligence we explore various studies and research conducted on differing aspects.

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

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.

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.

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.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

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 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)

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

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.

Emotional intelligence has to do with an individual’s ability to understand and manage his or her own or others’ feelings and emotions. It involves the ability to perceive and express emotion, assimilate emotion in thought, understand and reason about emotion and manage emotions in oneself and in others. People with emotional intelligence are able to identify and recognize the meaning of emotions and to manage and regulate their emotions as a basis for problem solving, reasoning, thinking, and action.

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