Discuss about the Emotional Intelligence and Political Skill.
In the current epoch, most of the organizations deliberate on the maximization of human resources. It is indispensable for the organizations to have a better cognizance of human behavior. In this way, these organizations can comprehend the skills of human beings for a relative advantage. In the segment, I intend to reflect on the concept of Emotional Intelligence that is a comparatively new-fangled concept. Emotional Intelligence (EL) defines the skills of perception, comprehension and management of one’s emotions. It covers a broad gamut of ideas related to the management of emotions and feelings (Schutte and Loi 2014). In the scholarly circle, the concept of Emotional Intelligence is highly mooted. The crux of the matter is whether the management researchers and scholars can use the concept to the organization. At the same time, they measure the significance of the concept of Emotional Intelligence (EL) in the recent time. Based on the premise, I aim to explore the concept of Emotional Intelligence (EL) and integrate the discussion with a practical experimentation.
Emotional Intelligence (EL) is defined as the ability of individuals to identify their own feeling. At the same time, the individual can comprehend the emotion of other people. Speaking in a brief, Emotional Intelligence (EL) is described as the capability to discern, evaluate and regulate the cognitive behavior of oneself and of other people (Goleman et al. 2013). The term ‘Emotional Intelligence’ (EL) is coined by an eminent psychologist, Michael Beldoch in 1964 (Martin-Raugh et al. 2016). According to the psychologists, Emotional Intelligence (EL) enables an individual to gauge people’s emotions and differentiate between all types of emotions (Trivellas et al. 2013). It helps an individual to utilize emotional knowledge to determine the thought and behavioral process. In the recent time, there are three principal variants of Emotional Intelligence (EL): a) Ability model, b) Mixed model and c) Trait model. The psychologists and social researchers believe that varied models of Emotional Intelligence (EL) culminate in the establishment of manifold equipment for the evaluation of the cognitive mold (Petrides et al. 2016). It is mentioned that the many measures overlap and they absorb different behavioral construct.
In the assignment, I wish to consider a particular company of Oman that demonstrates the notion of Emotional Intelligence (EL). The company assesses the quality of Emotional Intelligence (EL) among the employees. It stresses the fact whether Emotional Intelligence (EL) can be used to a particular situation. The company that I have chosen is Saud Bahwan Group, which is an important corporate organization of Oman. The Saud Bahwan Group plays a pivotal role in the economic life of the nation. It introduces world-class brands and brings them into the fold of the nation (Alam et al. 2016). The company carves out a unique place in the economic sphere of Oman. The Saud Bahwan Group maintains a prestigious position in domains like automotive and associated businesses, heavy vehicles and locomotive equipment. The group also plays a substantial role in molding the tourism sector of Oman and the Middle East (Ciarrochi and Mayer 2013). The Saud Bahwan Group embarks on international collaborative ventures, mainly with Japan, China and UAE. The group has a substantial share in the infrastructure related projects. In the assignment, my role is to understand the changing dynamic of the company and assess the importance of Emotional Intelligence (EL) in this respect.
In the segment, the assignment reflects on the relevant academic literature related to the concept of Emotional Intelligence (EL). The assignment focuses on the meaning and scope of Emotional Intelligence (EL). In the simplest sense, Emotional Intelligence (EL) is described as the capability to identify, evaluate and discern one’s own or other people’s emotion. The psychologists believe that Emotional Intelligence (EL) is the domain of cognitive capability that reinforces the interpersonal transformative behavior (Hutchinson and Hurley 2013).
The moot point is applicability of the concept of Emotional Intelligence to the workplace. In another way, it is essential to gauge the significance and scope of Emotional Intelligence (EL) in the workplace. In the 1990s, the research scholars coined the term ‘Emotional Intelligence’ (EL) that denotes the ability to locate, assess and differentiate one’s own or other people’s emotion (Pachauri and Bharti 2015). In the 21st century, the entrepreneurs and business leaders began to familiarize with the concept of ‘Emotional Intelligence’ (EL).
The concept assumes a new connotation in the workplace. The scope of ‘Emotional Intelligence’ (EL) is to measure success and personal qualities are directly proportional to success. According to emotional intelligence, personal attributes like perseverance, self-regulation, and community skills determine the level of success in any domain. In an extensive literature, scholars find out the ways to enhance the qualities of employees’ Emotional Intelligence (EL) (Huang 2016). However, the organizations seek better managers with an excellent Emotional Intelligence (EL). It is indispensable for the organizations to hire managers with high emotional intelligence and interpersonal skills.
In this regard, I intend to reflect on the work performance of the top organizations like Glassdoor or Suad Bahwan group. It is found out that workers with high Emotional Intelligence (EL) can deliberate on an effective team-work, maintain flexibility and spawn advanced technologies and innovations.
In the segment, I want to reflect on the historical development of Emotional Intelligence (EL). It is significant to understand how the concept of Emotional Intelligence (EL) evolves from the early 20th to the late 20th century. In the 1930s, Edward Thorndike elucidated the concept of ‘social intelligence’ (Njoroge and Yazdanifard 2014). It can be defined as the capability to communicate with other people. In the 1940s, David Wechsler claims that affective attributes of intelligence are important for success in life. In the 1950s, psychologists like Abraham Maslow explained how people built and reinforced emotional capability. In 1985, Wayne Payne coined the term ‘Emotional Intelligence’ (EL) in his doctoral thesis. In the 1990s, the psychologists like Peter Salovey and John Mayer publish their masterpiece, “Emotional Intelligence” (EL) and highlights the theme (Codier and Odell 2014). In 1995, the writer Daniel Goleman popularized the concept of emotional intelligence in a prestigious journal. In the early 21st century, the people of industry and managers give a good boost to the concept of ‘Emotional Intelligence’ (EL).
Emotional intelligence helps an individual identify, comprehend and measure the utility of emotion in any corporate organization (McCleskey 2014). Emotional intelligence (EL) is an important factor for the achievement of corporate goals. It helps to accentuate the profile of any corporate organization. The benefits of Emotional Intelligence are a colossus in the modern organization. It is believed that an employee with a low emotional intelligence can adversely affect the organization. This culminates in the development of poor morale of the employees in the corporate organizations (Ramchunder and Martins 2014). It is noted that self-awareness, self-composure and self-motivation are the main factors of Emotional Intelligence (EL). A person with a high Emotional Intelligence (EL) is a jewel to the organization. He is self-aware and self-regulated most of the time. These kinds of people are self-motivated and help to maximize the profit level of the company (McCleskey and Berrios 2016). Another vestige of Emotional Intelligence can be found in an Employees’ interpersonal skills. It is believed that a person with a high emotional intelligence can exercise his cognitive faculties. With the help of the Emotional Intelligence (EL), he or she can reach the apex of any corporate organization.
In the section, I want to reflect on the psychological implication of Emotional Intelligence (EL). It is important to explore the integration of Emotional Intelligence and personality traits. One has to understand that Emotional Intelligence forms a part of human personality. It is believed that personality provides the space in which Emotional Intelligence functions. It is significant to comprehend the level of Emotional Intelligence through the prism of a developed personality. At the same time, psychology plays a crucial role in molding the cognitive behavior of an individual. It is to be noted that psychological premise and emotional intelligence are inseparably interlinked (Meisler 2014). In order to note the significance of Emotional Intelligence (EL) in organizations, comprehension of psychology is important.
In the segment, I aim to reflect on the impact of the practice of Emotional Intelligence (EL) on Suad Bahwan Company. In the assignment, I have chosen Suad Bahwan company, which is an important name in the automobile industry. The Suad Bahwan company has an extensive outreach in Oman. At the same time, the management of human resources follows the program features of Oman. Alongside, it gives a boost to the national priorities. The Suad Bahwan group imparts training to a number of Omani staffs and enhances their skills in the particular domain of operation. Because of this induction process, the Suad Bahwan company absorbs employees with a moderate to high Emotional Intelligence quotient. The employees with a moderate emotional intelligence level can pick up the training courses contributed by the company (Higgs and Dulewicz 2016). The Suad Bahwan Company is aware of the Emotional Intelligence practices in a detailed way. They know that Emotional Intelligence can be defined as the ability to identify, comprehend and evaluate one’s own emotions and other people’s emotion.
In order to maximize the productivity of the company, it embarks on the disbursement of incentive schemes among the employees. This results in the enhancement of performance of the employees. Due to the introduction of the schemes, many employees are inducted into the production circuit. They are obliged to undertake an extensive training course with the company. After the successful completion of the course, the employees start working with the company and demonstrate their skills (Templeton et al. 2015). The proficiency level is depended on the skills and cognitive faculties of the employees. If an employee has a high Emotional Intelligence, then he is a jewel for any company. Therefore, the Suad Bahwan Company is not an exception in this regard. The employees with a high Emotional Intelligence are highly motivated to take any leads for the company. The Suad Bahwan Company intends to recruit staffs with a high Emotional Intelligence. Consequently, the employees display a moderate to high Emotional Intelligence and accept accolades from the organization.
At the same time, the Emotional Intelligence practices have a profound impact on the psychological milieu of the company. The company deliberates on an expansive training program that hones the skills of the employees. With the advancement of the training course, the employees’ capabilities are measured based on the performance index. It is noted that Emotional Intelligence influences the employability functions of the staffs. An individual with a high Emotional Intelligence can perform effectively and at a rapid pace. These people demonstrate proficiency in teamwork and collaborative projects. They are oriented towards teamwork and have the cognizance of the production unit. They understand the changing dynamic of the corporate field (Templeton et al. 2015). As a matter of fact, they undertake numerous projects and perform with effectiveness. Therefore, the Suad Bahwan company absorbs people with high Emotional Intelligence.
The Suad Bahwan company knows that an individual with low or inferior Emotional Intelligence level cannot cope with the workload. These people are not self-motivated or self-composed. They have no motive in their mind. At the same time, they cannot outline their work schedule. Due to this reason, the Suad Bahwan company hires people with a good Emotional Intelligence level. At the same time, the grueling psychometric analysis is embedded in the program. The psychometric analysis helps to evaluate the performance of the employees. At the same time, it measures the interpersonal skills of the employees in a detailed way (Boyatzis et al.2013). The Suad Bahwan company uses the particular tool to assess the level of effectiveness in employees. In this way, the Suad Bahwan company creates an enlightened environment for the employees. During the induction process, the employees are given substantial scope to demonstrate their expertise and knowledge. At the same time, the company sees whether the employees can apply their practical knowledge to any situation. This is the most important component of Emotional Intelligence practice.
It is noted that Emotional Intelligence comprises four components like self-awareness, self-motivation, self-regulation and relationship management. Emotional intelligence forms a significant component of effective leadership. An effective leader has certain qualities that help him reach new heights. These qualities are self-awareness, self-composure, high level of perception and skills of comprehension. He is adept at handling high-level tasks and delivers them on time. The Suad Bahwan company also wants to instill leadership qualities into their employees. To my belief, the Suad Bahwan company is one of the largest organizations in Oman. The company deliberates on an expansive training program that enhances the skills of the staffs. However, I would recommend that the company should engage in other activities. In recognition of talent, the company should confer accolades on the efficient employees. At the same time, it is indispensable for the employees to show positivity through their performance. I would recommend that the Suad Bahwan company indulge in the proper recruitment of staffs based on the level of Emotional Intelligence. The company should utilize most of the talent resources to hire efficient employees. At the same time, it should grade the prominent employees based on the levels of Emotional Intelligence (EL).
Conclusion
Summing up, the assignment reflected on the concept of Emotional Intelligence (EL) and welded the discussion with practical experience. The assignment focused on the scope and meaning of the concept. In the process, I have explored the case of Suad Bahwan company and revealed light on the productivity of the employees. With the help of the Emotional Intelligence practice, the company assessed the level of performance of the staffs. At the same time, the assignment shedded light on the impact of the Emotional Intelligence (EL) on the psychological environment of the company.
Reference
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