Factors of Emotional Intelligence
Discuss about the Emotional Intelligence in Organization Development.
Emotional intelligence refers to the ability of people to recognize own and other’s emotion. Emotional intelligence helps to show prejudice in between various feelings and also label those appropriately. Emotional information helps to guide the thinking and the behaviour to manage the emotion for adapting the environmental goals (Goleman Boyatzis & McKee, 2013). However, emotional intelligence has various models that help to understand the emotional intelligence. Emotional intelligence reflects the capabilities to join emotions, intelligence and empathy to improve the thought and interpersonal dynamics understanding.
The main purpose of the business report is to present the emotional intelligence at the executive meeting. The discussion states various factors of emotional intelligence that can affect the individual life and other people’s life. Emotional factors have a link with the effective leadership. The assessment investigate that if emotional intelligence can be taught or not and explain the reasons. Moreover, the discussion finds the tests of emotional intelligence to convince the individuals.
According to Chiu et al. (2016), emotional intelligence has five key factors. The factors are self awareness, self regulation, motivation, empathy and social skills.
Self awareness is to identify and understand own moods and the motivation that can affect others emotion and feeling. The person needs to monitor its own self that include confidence, sense of humour and awareness of impression on the other people.
Self regulation refers to the control on the impulse. The person or the employee can listen the words and comments of others carefully before react (Matthews, 2013). The person should think before respond. This shows the emotional maturity.
Motivation is the interest of the individual in learning. Goleman, Boyatzis and McKee (2013) stated that motivation refers to the comparison between self improvement and wealth and status pursuit. An employee needs both internal and external motivation both. Emotional maturity includes initiative and commitment in completing a particular task and perseverance of adversity. The person should have the ability to motivate own self.
Empathy is the capability to understand the emotional reaction of other person. A person can achieve empathy when he is able to achieve the self awareness. Zeidner Kloda and Matthews (2013) suggested that one can understand the feelings and emotion of others when he is able to understand himself. Emotional maturity has two parts: perceptive and proactive. One should be aware of the perceptive of emotion of other and have active interest in the concern. Proactive helps to understand the needs and proper reaction of others.
Link of emotional factor with effective leadership
Social skills refer to the communication, influence and leadership and conflict management. Successful communication is that when both the communicator listen and respond properly. Influence leadership refers to the capability to guide and inspire people. Conflict management refers that when a leader has the ability to handle a difficult situation.
Effective leadership is related with the emotional factors. An intelligent and effective leader tries to manage each factors of emotional intelligence. In view of Zeidner, Matthews and Shemesh (2015) an effective leader is always self aware and should have a clear idea on the strength and weakness of own self. Effective leaders should maintain a diary to record the personal data and use the personal experience in handling other’s problem. The leaders should be calm and polite and communicate very minute with other employees. They listen others carefully before making any decision. Efficient leaders always has control on their emotions and flexible. As opined by Blazer (2012), an effective leader should know codes of ethics and needs to follow the ethics. In case of efficient leadership, self motivation plays the key role. Self motivation helps to achieve the goals and improve the quality of work. Leaders can take the help of leadership motivation assessment, which help to improve their capability. Efficient leaders always try to place themselves in other’s condition during examining a critical condition with the empathy. The leaders should be careful about the body language, which helps to motivate others. Leaders who know about the social skills properly are the effective leaders as a communicator. They are able to manage conflicts and help others to improve the communication skills.
Emotional intelligence can be improved on the basis of several core ability of individual mind. However, Vachon (2016) mentioned that emotional intelligence sessions help to develop the interpersonal skills as it can be teachable. These sessions help to develop the understanding, expressing, analysing and regulating skills of emotion. Every session involves short lectures, emotional exercises, reading and the discussion. All the participants can be provided a diary to note down their emotional experience. They need to analyse their personal emotional on the daily basis. The participants should utilize their experiences and follow the training. Blazer, Yaffe and Liverman (2015) mentioned that the six months training of emotional intelligence can show significant result. The participants will be able to modify their understanding towards their own emotion and others’ emotion. They will be able to improve the self awareness and self regulation to motivate owns self. It can be suggested that emotional intelligence can be taught by applying the proper methodology.
Explanation of either Emotional intelligence teachable or not
Every day life of the individual needs the emotional intelligence skills. Emotional intelligence can be applied to the development of interpersonal relationship. An employee has to perform different roles in the workplace and the communication style is also changed in every situation (Burnett & Pettijohn, 2015). For example, in a difficult situation, the leaders have to make decision. In such cases, the leaders need to be calm and be aware of self awareness and self regulation. Most of the time, in difficult moment, people cannot control themselves and react vulgarly. Emotional intelligence training can help them to modify themselves to handle the situation. In case of mistake, most of the employees blame each other instead of accepting their own fault. Emotional intelligence plays the major role in such situation to make peace and control the situation (Yadav, 2014). The emotionally strong person will understand the situation and will focus to solve the problem instead of blaming others.
Conclusion
It can be concluded on the basis of the discussion that emotional intelligence plays significant role at the workplace. Emotional intelligence is a part of psychology and help to improve the personal skills and personality. Emotional intelligence helps to present a sharp personality and body language. The effectiveness of emotional intelligence is that it helps to handle critical condition without any conflict. It helps to utilise the skills of a leader. The five factors of emotional intelligence needs to be understand to modify own self. Efficient leaders never blame other employees rather focus on the method to solve the problem. Emotional intelligence sessions help to develop the individual self awareness and self regulation. However, the person should also give some effort to improve the emotional intelligence so that they can avid the problems regarding the emotional intelligence. The habit of making personal diary helps a person to improve themselves. They need to put the personal expertise in difficult situation and in modification of other’s behaviour.
References
Blazer, D. (2012). Substance Use Disorders in Later Life: a Hidden Epidemic. Psychiatric News, 47(16), 16b-25. https://dx.doi.org/10.1176/pn.47.16.psychnews_47_16_16-b
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2568230/pdf/jnma00164-0063.pdf
Blazer, D. G., Yaffe, K., & Liverman, C. T. (Eds.). (2015). Cognitive aging: Progress in understanding and opportunities for action. National Academies Press.
https://www.ncbi.nlm.nih.gov/pubmed/25879131
Burnett, M., & Pettijohn, C. (2015). Investigating the Efficacy of Mind-Body Therapies and Emotional Intelligence on Worker Stress in an Organizational Setting: An Experimental Approach. Journal of Organizational Culture, Communication and Conflict, 19(1), 146.
https://www.alliedacademies.org/articles/jocccvol19no12015.pdf
Chiu, L., Mahat, N., Rashid, B., Razak, N., & Omar, H. (2016). Assessing Students’ Knowledge and Soft Skills Competency in the Industrial Training Programme: The Employers’ Perspective. Review Of European Studies, 8(1), 123. https://dx.doi.org/10.5539/res.v8n1p123
https://www.ccsenet.org/journal/index.php/res/article/view/52349/31503
Goleman, D., Boyatzis, R., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
https://hbswk.hbs.edu/archive/2875.html
Matthews, G. (2013). Development of Emotional Intelligence: A Skeptical – but Not Dismissive – Perspective. Human Development, 46(2-3), 109-114. https://dx.doi.org/10.1159/000068585
https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.921.9971&rep=rep1&type=pdf
Vachon, M. (2016). Targeted intervention for family and professional caregivers: Attachment, empathy, and compassion. Palliative Medicine, 30(2), 101-103. https://dx.doi.org/10.1177/0269216315624279
https://journals.sagepub.com/doi/abs/10.1177/0269216315624279
Yadav, S. (2014). The role of emotional intelligence in organization development. IUP Journal of Knowledge Management, 12(4), 49.
https://www.iupindia.in/1410/Knowledge%20Management/The_Role_of_Emotional_Intelligence.html
Zeidner, M., Kloda, I., & Matthews, G. (2013). Does dyadic coping mediate the relationship between emotional intelligence (EI) and marital quality?. Journal Of Family Psychology, 27(5), 795-805. https://dx.doi.org/10.1037/a0034009
https://psycnet.apa.org/journals/fam/27/5/795/
Zeidner, M., Matthews, G., & Shemesh, D. (2015). Cognitive-Social Sources of Wellbeing: Differentiating the Roles of Coping Style, Social Support and Emotional Intelligence. Journal Of Happiness Studies, 17(6), 2481-2501. https://dx.doi.org/10.1007/s10902-015-9703-z
https://medind.nic.in/jak/t08/i1/jakt08i1p83.pdf
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