What´s Emotional Intelligence? Essay

This is a weakness that I will need to progress, because being able to make connections and hold conversation with business professionals from a variety of backgrounds is crucial to networking. In order to find common ground with professionals that have different backgrounds I will need to be observant and grow my common knowledge pool and therefore increase my common ground. Also, preparing before networking conversations with topics and ideas that spark conversation regardless of background can be an important tool in increasing my EI.

Emotional intelligence has been coined by many theorists and had been the subject of much literature, controversy, and scrutiny. Emotional intelligence is defined as “a set of competencies that distinguishes how people manage feelings and interactions with others. It is the ability to identify one’s own emotions, as well as those of one’s co-workers or employees” (Goleman, Boyatzis, & McKee, in Pierce & Newstrom (Eds.), 2008, p. 180). The author will review the definition and attributes of a successful, emotionally intelligent, morally competent leader. Comparisons will be made between leaders which demonstrate emotional intelligence to those which are void of moral intelligence. The conclusion is that leaders who act with high

EI involves the ability to recognise both the emotions self and others are feeling in a given situation as well as being able to manage them by responding accordingly in an empathetical and logical manner. EI also includes an ability to adapt response as the environment changes (GEORGE 2000). Emotional intelligence is defined by Cadman and Brewer (2001), through citing McCormack 1993 and Taylor 1994,

Emotional intelligence, or EI, has begun to make head way in the nursing world in its tie to leadership. Nurses are people, so they experience emotion just like every other person. Their work is stressful and trying, it provokes emotion due to the environment and situations at hand. The ability to recognize one’s own emotions, along with those that present in others is an important skill (Morrison, 2008). Being able to recognize emotions makes it easier to manage our lives and our relationship with others. These are the aspects that make a person competent enough to say that they have emotional intelligence. Supporters of emotional intelligence believe that EI may be more valuable in determining a good leader than intellectual

Emotional intelligence describes understanding individual and other persons' emotions and incorporating them to bring out the best out of a situation. Emotional intelligence affords one an opportunity to control likely outcome, by managing and working well with others as well as alone. One with emotional intelligence is capable of understanding their own emotions regulating them for the purpose of fruitful relation ADDIN EN.CITE Cavazotte2012466(Cavazotte et al., 2012)46646617Cavazotte, FlaviaMoreno, ValterHickmann, MateusEffects of leader intelligence,

Emotional intelligence and traditional conceptions of intelligence are two things that we use in our daily lives. We use them to think, learn, and express how we feel. It is very important that they are used when working within an organization. It helps us accept people and their opinions, race, ethnic, thoughts, and feelings. Not only is EI and traditional conceptions of intelligence important within an organization, but also leadership, motivation and working with people from culturally diverse backgrounds.

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

Emotional intelligence is the ability to accurately perceive emotions in self and others, to identify different emotional responses, and to use emotional information to make intelligent decisions. (McCarthy, 2000) A leading expert on EI finds that “people good at managing relationships tend also to be self-aware, self-regulating and empathetic.” (Goleman, 1999, p. 8) EI is especially important “at the highest levels of the company, where differences in technical skills are of negligible importance. In other words, the higher the rank of the person considered to be a star performer, the more emotional intelligence capabilities showed up as the reason for his or her effectiveness.” (Goleman, 1986, p. 94)

Emotional intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was

Emotional intelligence is critical in the business world. In addition to being sensitive to and perceptive of other people’s emotions, emotional intelligence involves having the ability to intuitively facilitate improved performance based on knowledge, a crucial trait in the work environment. According to Mary White (2006), the modern workplace is “characterized by open communication, teamwork, and a mutual respect among employees and their supervisors” (2006). When we possess emotional intelligence, we can better understand our fellow employees, managers can better motivate those they supervise, and everyone in the work environment has improved communication with one another. The old school style and philosophy of management does not work in today’s world. Management by intimidation is no

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

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.

The purpose of this essay is to explain on the relevancy of ‘Emotional Intelligence’ in which of how it is connected in organizational behavior. Emotional Intelligence (EQ) was first introduced to the public in 1995 by a physiologist named Dr. Daniel Goleman, even other sources were aware that it may have discussed earlier to date as of 1985. According to Goleman, Emotional Intelligence is a type of social intelligence that involves the ability to monitor one’s own and other’s feeling and emotions, to discriminate among them and to use this information to guide one’s thinking and actions. In the context of organizational behavior, the EQ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. It plays an important consideration in human resources planning, job profiling, recruitment activities, interview sessions, management development, customer relations and customer service, and many other related to organization activities.

CI and EI both have their own strengths and weaknesses within a modern organisation. There are growing bodies of research which demonstrate that EI is a better predictor of success than traditional measures of cognitive ability. The workplace is an ideal environment for people to develop their social and emotional skills, as individuals are motivated to develop those capabilities in pursuit of success and promotion. The concept is equally important to employers, as their bottom-line productivity results can rest on the emotional intelligence of the whole organisation. When executives and employees work to improve capabilities in areas in which they are weakest, it benefits the entire organisation, improving communication and increasing productivity. Research indicates that individuals with high level of CI are required to have high level of EI and individuals with low level of CI are required to have low level of