IMPROVED EMOTIONAL UNDERSTANDING
High EI predicted a tendency to choose the collaborative approach of conflict resolution, which is preferred in these circumstances (Jordan and Troth, 2002). People with high EI were significantly better at resolving conflicts because they were more trustworthy and communicated more effectively, which helped them form enduring bonds with others (Foo and Elfenbein et al., 2004).
Emotional
commitment has four times the ability to influence performance as its more
practical counterpart because it develops when employees respect, enjoy, and
believe in the work they accomplish (Wellins and Concelman, 2005)
IMPROVED
EMOTIONAL UNDERSTANDING (Goleman, 2005).
• Recognition
• Labeling
• Decreases in
self-reports of sadness and depression
• Decrease in anxiety and
withdrawal
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).
Social
and learning results (Goleman, 1995).
·
more responsible
·
more assertive
·
more popular and outgoing
·
more pro-social and helpful
·
better understanding of others
·
more considerate, concerned
·
more pro-social strategies for interpersonal
problem-solving
·
more harmonious
·
more "democratic"
·
better conflict-resolution skills
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).
CONCLUSION
Emotional
intelligence is gaining ground as a concept that is thought to aid in
performance enhancement and behavior prediction in the workplace. Employees in
the organization need to be emotionally intelligent. This essay has improved
both comprehension of the numerous causes of emotion and emotional control. For
an HR to be successful, they must be able to manage their own and the
employees' emotions. This will help to increase organizational commitment,
improve productivity, efficiency, retain best talent and motivate the employees
to give their best. According to this study, work-life balance and emotional
intelligence both contribute to organizational performance and help businesses
gain a competitive edge. Recognizing the potential and talent of people,
ensuring the unique contributions they make at work, and valuing them all
contribute to the success of the organization.
References
Foo, M.
D., Elfenbein, H., Tan, H. H., & Aik, V. C. (2004). Emotional intelligence
and negotiation: The tension between creating and claiming value. International
Journal of Conflict Management, 15, 411-436.
Goleman, D., 1995. Emotional Intelligence : Why it Can Matter More Then
IQ. United States: s.n.
Goleman, D. (2001). Emotional intelligence: Issues in
paradigm building. In C. Cherniss and D. Goleman (Eds.), The Emotionally
Intelligence Workplace (pp. 13- 26). San Francisco: Jossey Bass.
Goleman, D., 2005. Emotional Intelligence: Why It
Can Matter More Than IQ. s.l.:Random House Publishing Group.
Jordan, P. J., & Troth, A. C. (2002). Emotional intelligence
and conflict resolution: Implications for human resource development. Advances
in Developing Human Resources, 4(1), 62-79.
Offermann, L. R., Bailey, J. R.,
Vasilopoulos, N. L., Seal, C., & Sass, M. (2004). The relative
contribution of emotional competence and cognitive ability to individual and team
performance. Human Performance, 17, 219-243.
Wellins, R and Concelman, J (2005) Personal Engagement:
Driving growth at the see-level.
Agreed on the content Ameen, Furthermore a wide range of actions, such as empathy, confrontation, compassionate engagement, care, encouragement of others, love that manifests in caring and attention, valued emotions, and trustworthy friendship relationships are all considered to be forms of emotional support (Campbell & Wright, 2002).
ReplyDeleteThank you Romeda Wijewardene, Emotional balance can assist maintain our health and wellbeing, but poisonous emotions can put our physical health at danger in the same way that chain smoking does. These concepts are discussed in the article "Emotional intelligence for on-the-job success” (Goleman, D. 2001)
DeleteGood Article on EI (Emotional Intelligence) . According to Salovey and Mayer (1990, p. 185), EI is set of skills hypothesized to contribute to the accurate appraisal and expression of emotion in oneself and others, and the use of feelings to motivate, plan and achieve in one’s life. It's true that the competencies of EI represent not only an awareness of emotional life but also the way one manages emotion in oneself and in relationships with colleagues. These characteristics and skills are akin to the interpersonal and intrapersonal abilities formulated in Howard Gardener’s theory of multiple intelligences.
ReplyDeleteAgreed Vidura and thank you,
DeleteThe daily challenge of dealing effectively with emotions is Important to the human condition as a result of our brains square measure hard-wired to relinquish emotions the higher hand (Goleman, 1995).
Good post. Also, Emotional intelligence describes the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups. People who possess a high degree of emotional intelligence know themselves very well and are also able to sense the emotions of others. They are affable, resilient, and optimistic. Surprisingly, emotional intelligence is a relatively recent behavioral model: it was not until the publication of Emotional Intelligence: Why It can matter More Than IQ. (Goleman 1995)
ReplyDeleteThank you Manomi , 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).
DeleteGood Post Ameen, Higher emotional intelligence makes people less inclined to leave their workplace, which is important when trying to keep key staff. Managerial practices that support corporate goals have also been linked to higher emotional intelligence (Côté and Miners, 2006).
ReplyDeleteGood Post Ameen, Emotional intelligence is the ability to identify and regulate one's emotions and understand the emotions the others. A high EQ helps you to build relationships, reduce team stress, defuse conflict and improve job satisfaction (Hanaysha & Majid, 2018).
ReplyDelete