The Impact of the Bar-On Model in Human Experience In accordance with Dr. Bar-On (2010), the Bar-On model also analyzes the impact of emotional-social intelligence in human performance, happiness and the exploration of a meaningful life. The impact of emotional- social intelligence in human performance is widely analyze and measure by the following factors: “the ability of someone to manage emotions, cope with stress and resolve problems,” among others (Bar-On, 2010, p. 58). All of these factors not only contribute to a person’s social competence but also are essential for a person to be successful within a work environment. In addition, this model also evaluates the impact of emotional intelligence in happiness. Dr. Bar-On defines happiness …show more content…
Coaching is very distinctive from other types of therapies because it focuses on encouraging a person’s success and growth through their own self-awareness, introspections and self-discovery. This therapy is mainly non-directive because the coach actively listens, ask meaningful questions, and promotes innovative reasoning. For those reasons, in the past decade coaching has been widely used in the improvement of organizations across the world. I believe that emotional intelligence is a concept that should be used extensively in coaching. Primarily, these both concepts have a variety of factors in common. For instance, one of the main factors of emotional intelligence is the awareness of your own and other’s emotions. One of the key purposes of coaching is increasing the coachee self-awareness. Additionally, coaching not only will increase the emotional intelligence in the coachee, but it will also increase this concept on the coach. This is because a coach without a high level of empathy, self-regard and appropriately emotional expression can harm the process of both growth and success of the coachee. Finally, the fact that emotional intelligence can be used in coaching is proof that this construct can be used in other forms of therapies related to positive
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.
(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
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)
The fakability of Bar-On's Emotional Quotient Inventory short form: catch me if you can. Human Performance, 20(1), 43-59. Khalili, A. (2012). The role of emotional intelligence in the workplace: a literature review. International Journal of Management, 29(3), 355-370.
Cohn et al (2012), predicted the good life outcome or results in many areas. The theory of broaden-and-build theory stated that experiencing happiness improve people’s life. With the sample size of students (N=86), assessed happiness and resilience at the start until the end of the month. Positive emotions implies as the increase of the resilience and happiness, whereas negative emotions had a delicate effect. Change in resilience intercede the interaction between positive emotions and improving life satisfaction suggested those happy persons become more contented in life not simply because they feel excel, but because they providing something such as money that someone can use when needed for living well.
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).
Stein, S. J., & Book, H. E. (2011). Emotional intelligence and your success (3rd ed.). Mississauga, Canada: John Wiley & Sons Canada, Ltd.
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.
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.
In this report the importance of emotional intelligence and the different EI theories has been discussed. EI has become vital in our daily personal and professional life. In professional life it helps in the management of the conflicts and understanding the emotional level and the desires of the other person. At workplace the lack of emotional intelligence creates many issues. There should be proper education about the emotional intelligence. The Personal SWOT Analysis is way of judgment of individual character strengths, weaknesses, opportunities which can be gained and the threats which can face in future. This is the best way of judgment of one’s basic strengths so it can be used in best manner, weakness, so they can be overcome, exploration of opportunities and the management of the threats in best way.
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.
Myers, L. L. & Tucker, M. L. (2005). Increasing Awareness of Emotional Intelligence In A Business Curriculum. Business Communication Quarterly, 68, pp. 44-50.
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
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).