This paper defined Emotional Quotient (EQ) and Emotional Intelligence (EI) and differentiated between the two terms often used interchangeably in papers to be synonymous for emotional intelligence. Businesses benefited greatly when employees utilized soft skills such as emotional intelligence, displayed a positive disposition and were able to work in healthier, more productive work environments. These competences were developed through self-awareness, self-management, social awareness and social-relationship management. The four elements were described in the Competency Based model by Daniel Goleman and Richard Boyatzis. Not all employees exhibited the same level or maturity of emotional Intelligence. Identification, development and implementation of the EQ skill set were required of employees for increased productivity and overall benefits for the organization such as harmony in the work environment with increased productivity and better team work because of the improved problem solving abilities developed from EI. Developing Emotional Intelligence Emotional Intelligence (EI) was conceived in 1983, when Howard Gardner, a Harvard psychologist published a new theory debunking the conventional IQ theory as being too narrow to describe human intelligence. His recognition that life successes depended on many intelligence criteria and expanded the two academic IQ intelligence categories (verbal and math/logic) into a broader base to include visual/spatial, kinesthetic, and artistic. He then added the last two personal varieties that have become the ground breaking new concept of emotional intelligence (EI) -- intrapersonal and interpersonal intelligence (Guss, 2005). People with intrapersonal intelligence know themselves, t... ... middle of paper ... ...ne’s emotional intelligence. Retrieved from http://www.eqi.org/contact.htm Knowledge@Wharton. (2007, April 18). Managing emotions in the workplace: Do positive and negative attitudes drive performance?. Retrieved from http://knowledge.wharton.upenn.edu/article/managing-emotions-in-the-workplace-do-positive-and-negative-attitudes-drive-performance/ Neal, B. (2013, May 15). Handling tough situations with emotional intelligence.. Retrieved from www.astd.org Nowack, K. (n.d.). Emotional intelligence: Defining and understanding the fad. T&D Magazine, Retrieved from http://www.ASTD.org Richardson, D. (2013). A simple guide to help you gain a more effective style. Retrieved from http://eqi.org/eidefs.htm Segal, J. & Smith, M. (2013, March). Emotional intelligence (EQ): Five key skills for raising emotional intelligence. Retrieved from http://www.helpguide.org/metnal/eq5
For moreover, Daniel Goleman (2004) explained that emotional intelligence plays an integral role in defining character and determining both our individual and group densities. It involves the ability in monitoring one’s own and others emotion, to discriminate among them, and to use the information to guide one’s thinking and action. It means to embrace the power of emotion intelligently, it involves abilities that may be categorized, into five (5) domains: (1) self-awareness, (2) emotional maturity, (3) self-motivation, (4) emphatic understanding, and (5) quality communication.
Zeidner, M., Roberts, R.D., & Matthews, G. (2008). The science of emotional intelligence: Current consensus and controversies. European Psychologist, 13(1), 64-78.
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,
Stough, C., Saklofske, D.H., & Parker, J.D.A. (2009). Assessing Emotional Intelligence: Theory, Research, and Applications. New York: Springer Science.
Khalili, A. (2012). The role of emotional intelligence in the workplace: a literature review. International Journal of Management, 29(3), 355-370.
In the book Emotional Intelligence by Daniel Goleman, the central thesis that he tries to point out is that emotional intelligence may be more important than I.Q. in determining a person’s well being and success in life. At first I didn’t know what Goleman was talking about when he said emotional intelligence, but after reading the book I have to say that I agree completely with Goleman. One reason for my acceptance of Goleman's theory is that academic intelligence has little to do with emotional life. To me, emotions can be just as intelligent as your I.Q. In this essay I hope to provide sufficient evidence to show why I agree with Goleman’s thesis on emotional intelligence.
Emmerling, R. J., & Goleman, D. (2003). EMOTIONAL INTELLIGENCE: ISSUES AND COMMON MISUNDERSTANDINGS. Issues and Recent Developments in Emotional Intelligence, 1(1), 1-32.
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)
Leaders today are presented with an ever-increasing reliance on unifying a team or organization to achieve goals and objectives. With this demand for higher-level leaders, the ability through which a leader is able to appeal to specific traits and qualities is never more important. Emotional Intelligence (EI) is one area of focus that a leader in the marketplace today must be able to appeal to and demonstrate as a core competency.
Mayer, J.D., Salovey, P., Caruso, D.R. (2000). Emotional intelligence as Zeitgeist, as personality, and as a mental ability. The Handbook of Emotional Intelligence, ed/. J.D.A. Parker 9San Francisco: Jossey-Bass, pp92-117.
The definition of emotional intelligence given by Salovey and Mayer (1990) focuses on the ability to understand one’s own and others’ emotions and also to manage one’s own emotions positively. On the other hand, Goleman’s definition (1995) covers more aspects, including 25 abilities and skills such as trustworthiness, communication and empathy. The former definition is more scientific and appropriate while the latter one is called the ‘corporate definition’ because its contents accommodate the interests of large corporations. However, the academic findings of the two professors are not widely known while Goleman’s edition is commonly accepted due to his best-seller book ‘Emotional Intelligence’ (Goleman 1995). The following essay will be mainly based on Goleman’s definition.
Ciarrochim, J., Forgas, J.P. and Mayer, J.D. (2001) Emotional Intelligence in Everyday Life. East Sussex: Psychology Press.
Goleman, D., 2005. Emotional Intelligence: Why It Can Matter More Than IQ. London: Bloomsbury Publishing.
Performing emotions to facilitate concerning thought employee might have and to reason with their own emotions. Chains on how employees are able to understand their emotions and the ability to manage emotions within themselves and others (Kerr, Garvin, Heaton, & Boyle, 2006, P. 265-279). Emotional intelligence involves four features: self-awareness, self-management, social awareness, and relationship management.
Myers, L. L. & Tucker, M. L. (2005). Increasing Awareness of Emotional Intelligence In A Business Curriculum. Business Communication Quarterly, 68, pp. 44-50.