In order to understand the effect of Emotional Quotient on the organization it had to be defined and identified. Emotional Intelligence combines cognitive and non-cognitive abilities together and it tells us that of our ability to be victorious or successful. (Baack, 2012) A understanding of cognitive versus non- cognitive must first be defined. Cognitive abilities refer to the ability to memorize or retain information and being able to decipher information or problem solve. Non-cognitive abilities are those capabilities that allow us to intermingle with others or not be able to intermingle well. Baack defines Emotional intelligence as a person 's ability to detect and manage emotional cues and information. The five dimensions of emotional intelligence are self-awareness—being aware of personal feelings and emotions; self-management—the ability to manage personal emotions and impulses; self-motivation or persistence—the ability to continue giving effort even after setbacks or failures; empathy—the ability to sense the feelings of others social skills—the ability to cope with the emotions of others. (Baack, 2012) It keys on in our abilities to function within a group and looks at our interpersonal abilities. EQ has been very prolific in areas of leadership and employee development …show more content…
(Baack, 2012) The virtual organization is supported by technology like the internet, worldwide web, emails and video conferencing. The virtual organization began to first surface in the 1980’s when organizations started using outsourcing as a tool to hand certain functions of organizations. In the 90’s Jan Hopland, Roger Nagel and William Davidow and Malone created theories that began to use the term virtual organization or
Emotional intelligence (EI) plays an important role in every worker in organization or corporation, especially someone with the authority or power inside the organization. A leader has to become a source of inspiration and catalyst for the employee to improve their working condition. One true leader has the ability to read what people want even though it never being told (Meghan, 2014). This will allow the employee to build a good connection and relationship between the leaders, thus improve how the organization being conducted. Some people may denied that emotional intelligence did affect ones’ performance, but big corporation such as Google and Microsoft have implemented emotional intelligence in their working condition as a way to improve the organization performance. Chadha (2013) emphasize that there are 4 key element in emotional intelligence; self-awareness, self-management, social-awareness and relationship management. Within these four elements, one element that truly related between a leader and employee is relationship management.
As a supervisor in the military, I encountered an airman who had all the right qualifications according to the Air Force, but he was not able to complete his contracted term of six years. He survived basic training and a pretty intense two month technical school, but he only lasted two years in the Air Force before he was asked to leave. To work in the Public Affairs career field, he had to score well on the military entrance exam which means he demonstrated the cognitive abilities – a usual predictor of success. However, he was separated from the Air Force because of his poor social skills. This paper will discuss whether the airman's Emotional Intelligence (EI) could have been improved and the importance of a high EI to an organization.
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.
(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 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 and reflective practice are integral components of building a therapeutic relationship in nursing
Virtual corporations have some major characteristics (Judith, 2002, quoted in Byrne. n.d.) as following state: technology, excellence, opportunism, trust and no borders. Technology makes distance no longer a problem while entrepreneurs or companies far away from, due to the computer networks link people all over the world. Excellence was showed by each partner bringing its core competencies to the corporation, which can exert all advantages. Companies make alliances for specific market opportunity and this is a more efficiency work way than any others. Members in a virtual organization must trust their partners due to they meet the need by cooperating. The new communication ways were brought by computer networks, which blur the traditional hierarchies and boundaries.
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.
Emotional intelligence is the ability that people aware, understand and how to control their emotional in a positive perspective, and lead a success in social life (Jones, 2007). The questionnaires have covered five parts, which are self-awareness, manage emotions, motivating self, empathy and social skills. Hunsaker (2007) stated that the EQ test has provided an indication of overall people’s ability of emotional intelligence, for each individual component, there are also detail explain of result.
Emotional intelligence can be defined as the ability to identify and manage your own emotions and the emotions of others. It can be further broken down into other skills that include the following: the ability to perceive and identify emotions accurately in yourself and other people, the ability to use communication and language to describe the emotions, the ability to manage and regulate your own emotions and the emotions of other people, and the understanding that emotions are a form of data that can be used to assist in solving conflict, problem solving, social situations, negotiation, and appropriate behavior. The understanding of emotional intelligence also contains some attributes that assist in supporting its definition. Some of these
Emotional intelligence is popularly referred to as EQ or EI. It is used in referring to a set of social and emotional skills that are part of influencing the way contributors that are individual express and perceive themselves, maintain and develop relationships that are social, how they cope with challenges and also use information that is emotional in a meaningful and effective way. It is the ability to manage and understand a person owns emotions and those of the people that are around him (Goleman, Boyatzis, and McKee, 2013). Persons with a higher emotional intelligence have a direct access of what they are feeling, what is the meaning of those feelings and how those feelings can affect other people. For any contemporary leader to be successful
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:
An individual’s ability to control and express their emotions is just as important as his/her ability to respond, understand, and interpret the emotions of others. The ability to do both of these things is emotional intelligence, which, it has been argued, is just as important if not more important than IQ (Cassady & Eissa, 2011). Emotional intelligence refers to one’s ability to perceive emotions, control them, and evaluate them. While some psychologists argue that it is innate, others claim that it is possible to learn and strengthen it. Academically, it has been referred to as social intelligence sub-set. This involves an individual’s ability to monitor their emotions and feelings, as well as those of others, and to differentiate them in a manner that allows the individuals to integrate them in their actions and thoughts (Cassady & Eissa, 2011).