Emotional Intelligent
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Emotional Intelligence
Patricia M Giles
Principles of Management 331
Mr. Franquet
Campbell University
July 10, 2005
Abstract
In recent years emotional intelligence has become one of the hottest topics between organizations. Researchers 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
In recent years, 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. In today businesses, 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 examines the definition of emotional intelligence and issues surrounding its application in a workplace.
Emotional intelligence began when two physiologist professors, John D. Mayer and Peter Salovey, were discussing about politics on a summer season. They were discussing about cognition and emotion in politicians, wandering how a smart person (not all politicians are) could be so dummy. Consequently, after hours of brainstorming they finally got into a conclusion that “smart decision-making requires more than the intellect as measured by traditional IQ.”
As a result of this personal, intellectual and professional discussion, John D. Mayer and Peter Salovey were the first ones in introduces the term emotional intelligence into the psychology field. They suggested that the capability to recognize and comprehend emotions defined a new intelligence. Consequently, the formal, scientific Mayer-Salovey model, label emotional intelligence as the capability to recognize emotional information and to reason with emotions is summarized by Leslie O. Wilson who offers a definition of emotional intelligence categorized into five domains by Mr. Salovey:
Knowing ones emotion: this step has the ability to monitor emotions from moments to moments as they happen. Individuals on this step must be able to make decisions with assurance and certainty.
Managing emotions: this step refers to the ability to handle emotions in suitable manners. Individuals in this position are better able to get rid of negative feelings such anxiety, irritability, etc.
Motivating oneself: individuals on this step focus on their emotions as a tool to achieve goals. People in this stage possess attributes such self – motivation which allow them to be highly effective and productive.
Recognizing emotions in others: individuals on this stage are familiar to subtle interactions which indicates what others want or need. On this stage empathy is important people ability.
Handling relationships: this stage refers to the individuals ability to manage their emotions and their interaction with others. Leadership and interpersonal relationship are important skills that managers must have.
Soon after the formal, scientific model of Mayer-Salovey, another psychologist, Daniel Coleman defined emotional intelligence as a:
…different way of being smart. It includes knowing your feelings and using them to make good decisions; managing your feelings well; motivating yourself with zeal and persistence; maintaining hope in the face of frustration; exhibiting empathy and compassion; interacting smoothly; and managing your relationships effectively. Those emotional skills matter immensely – in marriage and families, in career and the workplace, for health and contentment.
In putting together the researchers definitions, then emotional intelligence can be defined as knowing yourself, choosing yourself, and giving yourself. With this principle we can obtain optimal results in businesses, schools and community as whole, but also improve relationships with yourself and others. Emotional intelligence also refers to the capability of become familiar with our own feelings and those of others, for motivating ourselves, and for managing emotions in ourselves and in our relationships. It is distinctive that emotional intelligence also describes abilities different from, but complementary to, academic intelligence measured by IQ. It is important to distinguish that emotional intelligence has to do with things such as instinct, feelings, and emotions that is based our existence. IQ, on the other hand, has to do with the measure of the rational mind.
It been demonstrated that emotional intelligence has a great impact on leadership. However, leadership must develop and achieve vision, mission, objectives and goals of the organization to be effective between its members. Creating a compelling