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Emotional intelligence is an important characteristic of becoming a good leader
Study of emotional intelligence
Effect of emotional intelligence on job performance
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Abstract
In recent years emotional intelligence has become one of the hottest topics between organizations. Researches have been working on this topic for time to time, to demonstrate or refute the importance of feelings. In the beginning common thoughts from managers and or supervisors were; emotions are in the way; emotions try to keep us from making good decisions; emotions increase a lack on focusing. Fortunately, an indeed research takes emotional intelligence to an ultimate ideal in which intelligence is based on emotions, and people who contain this capacity are less depressed, in good health, more employable, and have better interactions.
Emotional Intelligence and Leadership
Managers need well-trained employees but are finding they do not exist. As a result, corporations are providing training for their employees. One such training program that companies are adding to corporate learning environments is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Intelligence to work efficiently.
A great deal of attention has been dedicated to emotional intelligence. Numerous researches have been done on emotions and feelings applicable to work, schools and families in general. However, the term emotional intelligence has received a large amount of attention as a reason that is potentially helpful in understanding and predicting individual performance at work. Leaders grade emotional intelligence potential as critical for success. As a result of displaying emotional intelligence, managers delineate the boundaries for the team and create an atmosphere for building relationships, creating in this way stronger teams. This paper...
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...n or procedures but also on his or her emotional intelligence, the level of ability to understand other individuals, what motivated them an dhow to work as a group with them. However, even though there are various testing procedures for emotional intelligence, there is no theoretically grounded measure of emotional intelligence. It is recommendable that organizations help their employees to develop emotional competencies, eve in the absence of measurement, by employing best practices course of action. It is relevant to suggest that emotional intelligence can be learned a practiced, ultimately creating a wiser and more profitable business situation, and leadership would benefit from the consideration of emotional intelligence in subordinates and its effects on the leadership process.
The ability to express and control our own emotions is vital for our survival in society and the work place but so is our ability to understand, interpret, and respond to the emotions of others. Salovey and Mayer proposed a model that identified four different factors of emotional intelligence (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 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
George, J. (2000). Emotions and leadership: The role of emotional intelligence. Human Relations, 53(8), pp 1027-1055.
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.
The scope of emotional intelligence includes the verbal and nonverbal appraisal and expression of emotion, the regulation of emotion in the self and others, and the utilization of emotional content in problem solving. (pp. 433)
Mamta, M., & Gupta, A. (2010). Relationship of Emotional Intelligence with Work Values & Internal Locus of Control: A Study of Managers in a Public Sector Organization. Vilakshan: The XIMB Journal Of Management, 7(20), 1-20.
Khalili, A. (2012). The role of emotional intelligence in the workplace: a literature review. International Journal of Management, 29(3), 355-370.
Emotional intelligence has a large amount of number, which in common with social intelligence. Both of them are relevant with perception and understanding of other’s emotion, oneself and act cleverly way in interpersonal relationships. They are mood driver, a neurological and biological state of mind which are the significant key for human relationship, furthermore they are overlapping, interdependent and multidimensional. Additionally, found that most successful people seem to behave wiser in socially and emotionally, for instance, in the workplace and close relationships (Kang,Day, & Meara, 2005). However, each of them contains and focuses on different elements. According to
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
Fernandez-Araoz C.(2001) The challenge of hiring senior executives, The emotionally intelligent workplace: how to select for, measure, and improve emallenge emotional intelligence in individuals, groups, and organizations, Jossey-Bass Ch.6
Not having emotional intelligence will bring selfishness and aggogance to the workplace therefore high emotionally intelligence will bring positive relationship between you and your workmates in your