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More handpicked essays just for you.
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Corporate Training
Today, managers need well-trained employees and are finding they do not exist. Corporations are providing additional training for their employees. One such training program that is being added to corporate learning environments is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively.
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 (Goleman, 2000). A leading expert on EQ finds, “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). Emotional intelligence is especially important “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities are needed for decision making effectiveness” (Goleman, 1986, p. 94).
Emotional intelligence is crucial to a successful business career and for effective group performance (Goleman, 1986). The core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Feldman, 2001, p. 4). Success in the modern workplace requires teamwork and collaboration. Emotional Intelligence training is essential because most modern companies rely on teams of employees working together, rather than on the action of individual managers working in isolation (Ganzel, 2001).
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Several accredited universities are delivering EQ training in hopes of preparing their students for the workplace. Grossman (2000) states:
A current trend in education is to teach students about how their emotional intelligence can have a positive or negative effect on their career. Many universities are now offering courses in interpersonal relationships and emotional intelligence in an attempt to prepare students to be leaders. Leaders cannot lead in isolation, and an educational delivery system that features team building and collaboration is growing by the numbers. (p. 48)
Emotional intelligence skills are a crucial component for a successful career in business.
Emotional intelligence is the ability to identify, use, and understand emotions in positive ways to relieve stress, efficiently communicate, empathize with others, overcome challenges, and to defuse conflict. By harnessing emotional intelligence, we can modify our own behavior and our interaction with other people. By utilizing high emotional intelligence, we are able to recognize our won emotional state and the emotional states of others, and engage with others in a way that draws them nearer to you (Cherry, 2015).
The theory of emotional intelligence is relatively new, however the psychological theory has become prevalent and many entities have adapted the principles of this theory in order to enhance relations within the professional environment as well as increase performance which ultimately lead to a positive place of work. (Allan Chapman 2014)
Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
Emotional Intelligence plays a huge role in individual and an organization’s performance. In order to perform at our best we must not only recognize, understand, and keep our emotions in check but also help others to control and keep their emotions in check. This is apparent in the way emotional intelligence allows individuals and organizations to use their intelligence, empathy, and emotions to improve and heighten your gifts. Furthermore, emotional intelligence is a skill that can be learned and when repeated often can become a habit that can last for many
Emotional intelligence is the ability to understand how to manage and express your emotions, develop and maintain good social relationships, and think clearly and solve problems under pressure. Emotional intelligence is a foundational skill, and when you work on it it tends to affect many other behaviors that you might have otherwise worked at on your own. Emotions are the primary driver of our behavior – emotional events is what motivates us to act. There are three emotional competencies that are important in emotional intelligence: self-reflection, self-regulation, and empathy. These form the foundation for all competencies and skills. Some of the top behaviors and qualities of employees with a high emotional intelligence include admitting
Emotional intelligence is the ability to gauge your emotions as well as the emotions of those around you, to make a distinction among those emotions, and then use that information to help guide your actions (Educated Business Articles , 2017). It also helps us consciously identify and conceive the ways in which we think, feel, and act when engaging with others, while giving us a better insight to ourselves (Educated Business Articles , 2017). Emotional Intelligence defines the ways in which we attain as well as retain information, setting priorities, in addition to regulating our daily actions. It is also suggested that as much as 80% of our success in life stems from our
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
Emotional intelligence is the subset of social intelligence that involves 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 actions. (Ledlow & Coppola,
Emotional Intelligence is the ability of awareness and understanding of an individual towards the others signal and emotion, in order to display a positive and accurate feedback. Identify effectively human being’s reaction and emotional would prepare the leaders to handle with different situation in an impassive manner. Emotional Intelligence indicate its self in five categories: self-awareness, self-regulation, motivation, empathy, and social skills.
Emotional Intelligence, also known as ‘EI’, is defined as the ability to recognize, authoritize and evaluate emotions. The ability to control and express our own emotions is very important but so is our ability to understand, interpret and respond to the emotions of others. To be emotionally intelligent one must be able to perceive emotions, reason with emotions, understand emotions and manage emotions.
Emotional intelligence: This is most difficult concept to understand and master. This is the ability of the individual to manage the emotions of their own and of others. It can also be termed as “steer smarts” which is mostly possessed by executives of the company in order to maintain the relationship within the company as well as with the stakeholders. There are four important features of EI models are:
There are many different positions in an organization that require different knowledge, skills and abilities. Supervisory and management positions encompass more than just technical knowledge, skill and expertise in their given area, but being leaders over others. This is of interest to organizations in having leaders who are able to motivate, understand and get their teams to work together. Many organizations are looking to improve their performance and productivity through finding and placing the right people in leadership positions. How the concept of emotional intelligence and its evolution has come to the forefront in assisting companies about leadership performance and decisions will be discussed along with the debate among researchers and the review of three assessments as to their impact and uses.
Myers, L. L. & Tucker, M. L. (2005). Increasing Awareness of Emotional Intelligence In A Business Curriculum. Business Communication Quarterly, 68, pp. 44-50.
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
An increasing percent of the population begins to know the idea of emotional intelligence. This concept was firstly developed by two American university professors, John Mayer and Peter Salovey (1990) and they concluded that, people with high emotional quotient are supposed to learn more quickly due to their abilities. Another psycologist named Daniel Goleman (1995) extended the theory and also made it well-known. In his articles and books, he argued that people with high emotional quotient do better than those with low emotional quotient. In this essay, it will be argued that high emotional intelligence can influence work performance positively to a relatively high extent. Both benefits and limitations of a high level of EI in the workplace will be discussed and a conclusion will be drawn at the end of this essay.