Emotional intelligence in the workplace
No matter how smart you are, if your emotional talents aren't in
check, if you lack self-awareness, if you can't regulate your troubling emotions,
if you can't have empathy, and if you can't have strong connections, you won't
get very far (Goleman, 2004).
It has been discovered that emotional intelligence is linked to better outcomes, including in the fields of employment and academic success (Boyatzis, 2005). Any of the many additional variations of emotional deficits at work can go mostly unrecognized by people who are not present in the immediate situation. However, the costs are visible in symptoms like a drop in productivity, an uptick in errors and mishaps, and a flight of employees to friendlier environments. Low levels of emotional intelligence at work inevitably have an impact on the bottom line (Goleman, D. 2001).
Emotional intelligence is important in the
workplace
EI plays a vital role in the workplace and
significantly affects how employees interact with one another, handle stress,
and perform their work.
Benefits of Emotional intelligence in the workplace (Goleman, 2004).
·
Pushing through challenges to achieve the organization's aims.
·
Greater motivation among staff to understand their own emotions
and those of their colleagues.
·
Healthy communication that produces common goals across the
business.
·
The workforce having a positive outlook when it comes to the job
at hand.
·
Stronger bonds and positive relationships among coworkers.
·
Flexibility: high EI means employees can respond to change
effectively and handle any additional stress it brings.
·
Improved efficiencies with empathetic staff making decisions
based on what is best for everyone involved.
·
Career progression, staff with high EI are likely to excel in
leadership positions.
EI can be seen as “the ability to understand the way people
feel
Emotional intelligence is the ability
(1) knowing oneself, one's capabilities, and one's weaknesses in
light of one's own worth and dignity,
(2) fostering productive and healthy connections,
(3) working together
(4) a suitable reaction to demands and pressures of everyday life and work leadership (Nelson and Low, 2011).
The
less evident factors that are pushing emotional aptitudes to the forefront of
business abilities are changes in the workplace. Let me illustrate this idea by
examining the impact of three emotional intelligence skills: the capacity to
express complaints as constructive criticism, the ability to foster an
environment where variety is respected rather than a cause of conflict, and
effective networking (Goleman, D. 2001).
References
Cavallo, K. (2002). Emotional Competence and Leadership Excellence at Johnson & Johnson::The Emotional Intelligence and Leadership Study, 1–12.
Goleman, D. (2001). THE EMOTIONALLY
INTELLIGENT WORKPLACE How to Select for, Measure, and Improve Emotional Intelligence
in Individuals, Groups, and Organizations.Jossey-Bass.
Goleman, D.,
Boyatzis, R., McKee,A., 2005, Emotional intelligence in leadership, Publishing
Curtea Veche, Bucurest
Goleman, D., 2004. What Makes a Leader?. Harvard Bussiness Review.
Mayer, J., & Salovey, P. (1997). Emotional Emotional development and Emotional
intelligence: Educational Implications, 3–34.
Nelson,
D. B., & Low, G. R. (2011). Emotional intelligence:
Achieving academic and career
excellence (2nd ed.). Boston:
Prentice Hall.
I agreed and further Emotional intelligence (EI) is a set of abilities that pertain to emotions and emotional information. EI has attracted considerable attention among organizational scholars, and research has clarified the definition of EI and illuminated its role in organizations. Here, I define EI and describe the abilities that constitute it.
ReplyDeleteAuthor: Stéphane Côté (2014)
Thank you Puthra GR, Any organization's survival, employee morale, organizational atmosphere, future revenues, etc. depend on effective leadership. As a result, it is crucial that an organization be led by a figure who is aware of both his or her own feelings and the needs of others (Goleman & Boyatzis., 2001).
DeleteAccording to Bru-Luna, et al., (2021), Three models—ability, trait, and mixed—comprise the various conceptualizations of EI that have arisen during the past three decades. These models have influenced how measuring devices are made. please consider that too
ReplyDeleteThank you Zacky, A collection of talents and traits known as emotional intelligence include self-awareness, self-control, empathy, and sensitivity to the feelings of others. Many of the interpersonal abilities found in competency frameworks are covered. (Dulewicz and Higgs, 1998).
DeleteAgreed with the content. In addition, According to Dalip Singh (2001), Managers and employees can better recognize and comprehend emotions with the help of emotional intelligence. Emotional intelligence is also helpful in the areas of social harmony and self-control. The use of emotional intelligence in the workplace can promote personal development, group productivity, and business expansion. In order for employees to effectively collaborate with other team members, employers must provide them with mentorship in the development of their interpersonal skills. To increase their total efficiency at work, employees must develop both their technical and emotional intelligence. The team's members will become more sociable as a result of their capacity for emotional control.
ReplyDeleteThank you K.K.R.Prabuddha, The Emotion to understand and reason with emotion, incorporate emotion into thought, control one's own and others' emotions, and perceive and express emotion (Mayer, Salovey, & Caruso, 2000).
DeleteInteresting and a unique topic. According to Abraham (2000), emotionally intelligent employees are more able to control and manage strong emotional states and reactions happening at work and therefore, their organizational commitment appears stronger than those who have deficiencies in the emotional sector. Jordan and Troth’s (2002) empirical research found that individuals with high levels of emotional intelligence are more effective in resolving conflict than individuals with low levels of emotional intelligence.
ReplyDeleteThank you and Agreed Derrick William, Role of EI in achieving organizational effectiveness is very significant, and it is reiterated in studies carried out across the globe. However, assessment and predictability of EI leading to success is still a very important issue to be addressed. Available literature suggests that facets of EI align well within the framework of achieving goals of the organization and ultimately leading to job satisfaction (Offermann and Bailey, 2004).
Deletevery interesting topic Ameen, please refer below subject as well.
ReplyDeleteThere are five emotional and social effectiveness skills, valuing self, valuing others, responsive awareness, courage and authentic success. Employee need to understand emotional and social effectiveness , when an employee required to adequately develop his tasks and conduct in workplace (Hughes and Thompson, 2014).
thanks iyngararaj i attached as my 03rd blog According to Goleman,(1995) it is not enough to have a high IQ; emotional intelligence is also required.
DeleteAgreed with the content Ameen, further to add Emotional Intelligence (EI) is combine two of the three states of mind cognition and affect, or intelligence and emotion. Emotional intelligence refers to the ability to perceive, control, and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while others claim it is an inborn characteristic (Kannaiah and Shanthi, 2015).
ReplyDeleteThank you Sachini Nagahwatta, Effective interpersonal communication requires emotional intelligence. According to some experts, this talent plays a larger role in determining success in life than IQ alone. You can, thankfully, take steps to improve your own social and emotional intelligence (Goleman, 2004)
DeleteGreat Content Ameen, Further i just want to mention as According to (Penna, 2007)
ReplyDeleteA strong manager-employee relationship is a crucial factor in employee engagement and retention formula, Moreover Penna (2007) states meaning at work has the potential to be a valuable way of bringing employers and employees closer together to the benefit of both where employees experience a sense of community, the space to be themselves and the opportunity to make a contribution, they find meaning
Thank you MOhamed Insaff agreed, Managers and HR specialists need to take into account the general factors that affect how people behave at work, emotional intelligence in a variety of ways in daily life. Various techniques for developing emotional intelligence include: (Armstrong, 2014).
DeleteGreat Content Ameen, A person's work environment is loaded with a wide range of emotions. According to Pekrun and Frese (1992), workplace emotions can be classified into two categories. The first is valence, which refers to positive vs negative emotions. The second factor is the focus, which refers to task-related emotions vs social-related emotions.
ReplyDeleteThank you Christeena, High EI predicted a tendency to choose the collaborative approach of conflict resolution, which is preferred in these circumstances (Jordan and Troth, 2002)
DeleteAgreed. The study "The relationship among emotional intelligence, task performance, and organizational citizenship behaviors" by Carmeli and Josman (2006) raises the possibility that emotional intelligence and productive performance at work are related. Even though studies have suggested a link between emotional intelligence and effective performance at work, they often rely on self-reported assessments, which ignore the fact that work performance is actually multidimensional. There may be links between emotional intelligence and effective performance at work, according to research. The authors pointed out that task completion might not accurately reflect the scope of a leader's job duties. Other actions, such as upholding civility and assisting subordinates with problems, could also have an impact on how well a job is done (Carmeli and Josman, 2006).
ReplyDeleteInteresting and very informative moreover job performance includes not only task-specific behaviors (issue related directly to the job) but also to non-task specific behaviors (example, training a new employee). It is a widely accepted fact that an employee's performance is influenced by several factors such as IQ (general intelligence), task knowledge, number of years of experience, etc. But studies conducted in this area have shown that even after controlling for factors of cognitive ability and personality, EI has shown high predictive validity when it comes to assessing an individual's performance at work (Lopez et al., 2005)
ReplyDeleteThank you Nirosha Delgahagoda, Training on behavior models – this training model includes social and emotional competencies such as accurate self-assessment, Adaptability, initiative and innovation, empathy, and communication. Content based presentations, extensive role playing and encouraging on applying the learnings and providing feedbacks. (Goleman, 2001)
DeleteAgreed on the content, according to (Cherniss, 2001). High emotional intelligence (EI) organizational leaders, in conjunction with a positive organizational climate and the human resources team, may influence relationships at work, which has an impact on group and individual EI as well as organizational commitment
ReplyDeleteThank you Manoj Mendis, Managers and HR specialists need to take into account the general factors that affect how people behave at work, emotional intelligence in a variety of ways in daily life. Various techniques for developing emotional intelligence include: (Armstrong, 2014).
DeleteGood topic and agree with your content. In addition, the ability to monitor one's own and others' emotions, to distinguish between them, and to utilize the information to inform one's thinking and behaviors is the most widely recognized scientific definition of emotional intelligence (Salovey & Mayer, 1990, p. 189). This definition, as we have advocated previously, recognizes emotional information processing as a crucial prerequisite of emotional regulation and is likely the most practical definition of EI in use today (see Matthews et al., 2002). Gowing (2001) links traditional management theory and practice to the origins of EI in organizational contexts. At fact, a lot of the methods employed in early assessment centers tested non-cognitive skills similar to EI (such communication, social awareness, and understanding others). In many businesses, it was discovered that these skills were predictive of effective performance in managing positions.
ReplyDeleteGood article. Would like to add further, Emotional Intelligence has become a vital part of how today's leaders meet the significant challenges they face. Emotional Intelligence (EI) can assist leaders in an ever more difficult leadership role and in the middle of the “Talent War”. Especially at the highest levels in organizations, emotional intelligence can give developing leaders a competitive edge (Childs, 2004).
ReplyDelete