Emotional Intelligence, Employee Motivation, And The Importance Of Leadership For An Organization

Emotional intelligence

Emotional intelligence is a new type of study that is related to the psychology. The definition of this keeps on changing and varies from person to person. It is also related to the emotional empathy that is the ability to focus on the emotions and identify the mood of other and yourself (Brackett, Rivers, and Salovey, 2011). It provides description related to the life challenge like stress management, difficult incidences, ability to manage the honesty in the organization, courtesy, respect and consideration. In order to achieve all the above qualities there is a need to have good communication skills and good social level of mind. It is the capacity to be aware about the emotions and also to express them in the balance manner. It can be done by regulating the emotions and to manage the inter relations empathetically and judiciously is known as emotional intelligence (Druskat, Mount, and Sala, 2013). The emotional intelligence is comprises of five main domains that is

• To know the emotions
• To manage the emotions
• To motivate others and yourself
• To identify, recognize and understand the emotions of the other people
• To manage and balance the relations in the best way

Emotional intelligence plays a vital role in today’s era. It is perceived as one of the relevant element in the success of the person’s life. At work place, where there are many complexions in the environment, it is important to understand the emotions of others to keep yourself as well as other happy. It helps to bring happiness as it supports motivation, mental piece and satisfaction to the individuals who are working with the company (Goleman, Boyatzis, and McKee, 2013). It reflects the human intelligence and the art of an individual to understand the others emotions.  The other best part of emotional intelligence s that it brings rationality in the nature and behavior of the employees. Rationality refers to the capacity of the human being to explain the ability of the actions take place. It helps in fulfillment of social objectives of the human being as being human being one should be concern for the society. It helps to bring harmony in the working of the company as there will be less conflict takes place between the employees.

Five practical suggestions for motivating employees and explanation that why we think them are effective. There are many suggestions that can help the company to establish effective leadership in the organization.

1. The leadership of the company must act as the role model and they should help the other employees to analyses and identify the skills present in them. It will help to achieve the goals of the company.  It can also develop a passion in the employees to work for the betterment. He is the one who assign work according to the interest of the employees that keep them happy and motivate to work better.
2. The other way is by clearly define the mission, vision and objectives of the employees to each and every employee so that they can be aware about the same and work according to the same (Gardner, Cogliser, Davis, and Dickens, 2011).  
3. They have to make sure that every member of the team must be aware about the goals and objectives of the company. Each employee must be aware about the work they have to perform and the ways that through which the work has to be done
4. The process of motivation can be done by the empowerment of the employees by delegating powers, challenges, productive work through which the employees would be able to judge their skills and potential to work in the future.
5. The leaders have to work with each and every employee to have personal development and growth of them in the organization (Walter, Cole, and Humphrey, 2011). They can provide personal training, mentoring and coaching to polish the talent and skills of the same.

There are various types of motivational theory that are used by leaders motive the employees like

Herzberg’s two-factor motivational theory that is comprises of two major factors motivators factors and hygiene factors that are used by the leaders of the company to motivate the employees (Gardner, Lowe, Moss, Mahoney, and Cogliser, 2010). It can be applied by fulfilling the needs that comes under this theory. It is by motivating, supporting and appreciating the employees for what is performed by them.

Maslow’s hierarchy of needs has identified five basic levels of physiological, safety, love/belonging, self-esteem, and self-actualization (Day, Fleenor, Atwater, Sturm, and McKee, 2014). It can be applied by identifying the needs of the employees at various stages of life.

The employees can be motivated by providing them incentives, let them trust you; convince them for the betterment of the company, productivity, transparency, positivity, etc. There are other types of motivation take place in organization that is financial and non financial. The motivation can help to achieve the goals of the company.  The motivation is done by the leaders who are the one who assign work according to the interest of the employees that keep them happy and motivate to work better. They can provide those rewards, bonus, incentives, and feedback to the employees, performance appraisals, positive atmosphere, coaching, etc.

Importance of emotional intelligence at the workplace

There are two types of benefits that are provided to the employees that are monetary and non-monetary benefits. These are the reward systems that provide motivation to the employees to work better and o increase the productivity of the business organization.

A leader who is intelligent in emotional intelligence and follow the various approaches like situations and contingency approach n the business organisation can be the best leaders as he has the ability to understand the organization and employees in the best way any one can do the same. He helps the employees to motivate them, to make them satisfied and understand their problems.  Ultimately, it will help in achieving the goals and objective of the company as well as of the employees (Dinh, Lord, Gardner, Meuser, Liden, and Hu, 2014).  An effective leader acts as a boon to the organization as well as on the employees. He is the one who is able to manage the emotions of the employees at coordinate them with the requirement of the company. A well-rounder leader is the one who is emotionally intelligent and   should have the art to understand the emotions of others. They have interpersonal and intrapersonal skills and capabilities that help them in the same.

There are many leaders who set an example for the others by their qualities. The three major qualities that help in the empowerment for the employees are confidence that is contagious in nature. Communication and convincing skills to communicate the employees related to the terms and conditions, policies and strategies of the company so that they are clear for what they have to do and can be motivated to perform better. He is the one who is responsible to bring changes and innovation in the organization (Auerbach, 2012). According to experience of many people, it is analyzed that effective leadership helps in the bringing in the authentication, wisdom sharing, differentiation and motivation.

References

Auerbach, S. ed., 2012. School leadership for authentic family and community partnerships: Research perspectives for transforming practice. Routledge.

Brackett, M.A., Rivers, S.E. and Salovey, P., 2011. Emotional intelligence: Implications for personal, social, academic, and workplace success. Social and Personality Psychology Compass, 5(1), pp.88-103.

Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), pp.63-82.

Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.

Druskat, V.U., Mount, G. and Sala, F., 2013. Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.

Gardner, W.L., Cogliser, C.C., Davis, K.M. and Dickens, M.P., 2011. Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), pp.1120-1145.

Gardner, W.L., Lowe, K.B., Moss, T.W., Mahoney, K.T. and Cogliser, C.C., 2010. Scholarly leadership of the study of leadership: A review of The Leadership Quarterly’s second decade, 2000–2009. The Leadership Quarterly, 21(6), pp.922-958.

Goleman, D., Boyatzis, R. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.

Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.

Walter, F., Cole, M.S. and Humphrey, R.H., 2011. Emotional intelligence: Sine qua non of leadership or folderol?. The Academy of Management Perspectives, 25(1), pp.45-59.