Discuss About The Emotional Intelligence On Counterproductive.
The concept of emotional intelligence has been discussed in this particular book. The book has to say that the concept of EI has an intuitive appeal and face validity as it has captured the attention of social scientists within a short span of time. It helps in showing the importance of EI in the present world with suitable examples and this book also provides a link between emotional intelligence and effective work performance. The book also provides information regarding the various paths and routes through which emotional intelligence can affect the individual as well as group performance. The main aim of the book’s research is to provide detailed information about several paths and routes through which EI can affect the performance of the individual and the group. The topic of the book is extremely relevant to the topic of research and hence it is a beneficial tool which helps in writing this particular essay.
Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
The book discusses about the concept of Primal leadership in connection to emotional intelligence and its importance in the organization. Leaders face the increasing challenges including the concept of globalization and economic roller coaster. The hyper speed of evolving information technologies, the competitive forces in the workplace involve examples from workplace stories. For a competent and proper workforce it is desirable to have emotionally independent leaders along with emotionally independent employees. The book covers aspects on why leaders should have the motivation to lead and bring about change in their organizations. Only if the leaders are emotionally independent can be build emotionally intelligent organizations. The book discusses how emotionally independent leaders bring about the emotional reality of teams and also help in the creation of sustainable change. The different styles of leadership effective in this perspective of emotionally intelligence and emotionally intelligent organizations have been discussed here. Therefore this book is an important resource reference for this essay.
Hutchinson, M., & Hurley, J. (2013). Exploring leadership capability and emotional intelligence as moderators of workplace bullying. Journal of Nursing Management, 21(3), 553-562.
This reference is basically about the understanding on leadership capability and emotional intelligence as moderators of workplace bullying. The study aims in exploring the capability of emotionally intelligent leadership as a means of mitigating bullying behaviour within the environment of the workplace. In case there is the presence of bullying in the workplace it does not remain conducive to work. Therefore it is the duty of the organisations to ensure that such sort of behaviour is not encouraged from any quarters. Leaders who are emotionally intelligent can help and stop such a specific problem in the workplace and therefore leaders can act as powerful mediators of incidents of workplace bullying. Both leadership as well as emotional intelligence help in the mitigation of bullying behaviour but a certain disparity exits between different sorts of situations in the workplace.
Jung, H. S., & Yoon, H. H. (2012). The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel. International Journal of Hospitality Management, 31(2), 369-378.
This particular article focuses on the interrelationships of employees in the hotel industry. Their counter productive work behaviors are also analyzed and in this connection the organizational citizen behaviors are also studied. It is seen from the study that others emotional appraisal, use of emotions, self emotional appraisal have the power to influence counter productive work behaviors. Being elements of emotional intelligence the emotional appraisal of others affected the work behavior of employees. There needs to be a certain emotional stability which was necessary in the workplace. Emotional intelligence is a very crucial aspect in the research where it has been seen that its importance in organizations of any category are important. Having emotionally intelligent employees has the power to increase the productivity of a particular organization.
This article says that emotional intelligence has become a very crucial issue in the present organizational world. It has been mentioned that traditionally themes like irrational thoughts and negation have been considered in connection to organizational life. The role of emotions in the workplace has started gaining importance in the present scenario. There are organizations where emotions are given their due importance and these organizations have excelled considerably in their domains of operation. The performance of an employee at work is bound to effect the overall organizational performance. Therefore having emotionally intelligent employees has a positive impact on the success of the organization.
The particular book puts emphasis on the fact that emotional intelligence is extremely important in the workplace. The book puts light on the fact that there might be several crisis situations in leadership and this might be overcome by the cultivation of a proper level of emotional intelligence. The leaders of organizations need to know the art of compromise, the importance of taking up newer and better responsibilities in the workplace and so on. There needs to be an overall understanding of emotional intelligence to help the organizations grow and making the work place a better place for all the employees.
Sadri, G. (2012). Emotional intelligence and leadership development. Public Personnel Management, 41(3), 535-548.
This book discusses the importance of emotional intelligence and leadership development in this particular context. Only if the leaders are emotionally independent, they can build emotionally intelligent organizations. Both leadership as well as emotional intelligence help in the mitigation of problems in the workplace but certain amount of sensitivity is required which is lacking in several organisations at present. This book is a very helpful reference in this particular essay as it helped in understanding the concept which was the topic of the particular essay.
Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring workplace implications of Emotional Intelligence (WLEIS) in hospitals: Job satisfaction and turnover Intentions. Procedia-Social and Behavioral Sciences, 73, 701-709.
This is also a helpful reference in the essay formulation. It discusses about the impact of emotional intelligence in hospitals. It provides us with relatively novel ideas and also provides information but the reference falls short in the sense that it specifies only on one aspect of an organization in the medical sector. Nevertheless the article is important and crucial in the essay formulation.
The aim of this section is to focus on the outline of the specific essay which has been provided in this particular case. This section comprises of two specific parts. At first a dot point outline of the essay is provided with a description of each and finally a draft of the introduction of the essay is provided.
Emotional intelligence is basically the capability to recognise, understand and properly manage a person’s own emotions and the emotions of the co-workers in the organisation. In case individuals possess a high level of emotional intelligence, they can identify as well as recognize their own emotional states as well as the emotional conditions of the others and this helps in relating better, better management and achievement of better amount of success. The four most important characteristics of emotionally intelligent individuals comprise of self-awareness, self-management, social awareness and relationship management. In case a person becomes emotionally intelligent, he or she can motivate the people working under him or her. Emotionally intelligent leaders are self aware; they know their individual worth, their areas of development and also are aware of how their behaviour affects others. Emotional intelligence comprises of building a high performing team by the improvement of communication, building of relationships and creating of a positive work environment.
The term “emotional intelligence” had been coined by scholars almost two decades back but the concept was adopted by business leaders a bit later. The term was utilized in the context of business and its importance in the workplace. The term is finding an increased amount of importance in the human resource departments and also in the boardroom discussions. Emotional intelligence is basically a set of competencies which basically show the ability a person has to recognize his or her capability to manage any situation that can arise based on their ability. The concept also covers the importance of a person’s behaviours, moods, impulses and also to manage any state that might arise.
The idea of emotional intelligence is believed to involve emotional empathy, the complete attention to and discrimination of a person’s emotions. It also involves the accurate recognition of a person’s and others’ moods, mood management or control over emotions of a particular person and the response with suitable emotions and behaviours in different life situations. It also helps in balancing of honest and proper expression of emotions against the feelings of courtesy, consideration and respect. There needs to be the possession of proper social skills and communication skills. Empathy, its proper utilization in life is important because there needs to be an inherent understanding in all human dealings involving a variety of people in life (Sadri, 2012).
Emotional intelligence helps in the indication of how success can be achieved in a person’s life. It helps in the achievement of success of a person in both his professional as well personal life. Emotional intelligence is the capability to understand emotions including the own emotions of a particular person. The behaviours which have low EQ either from people in managerial positions or other co-workers can have several negative impacts on the minds of the people (Ryback, 2012). The issues such as angry outbursts, rude or insensitive comments, incivility and moodiness can lead to the concept of stress and also work environments which are not conducive for proper performance. There have been several employees who have reported that due to low level of emotional intelligence at the workplace, their performance declined and about 80-90% of employees lost a crucial time of their work worrying about a certain unpleasant incident of their lives. There have been instances where it has been reported that a substantial percentage of time was also wasted in the avoidance of the low EQ offender. There have been more than 75% of respondents who said that their commitment to their employer had also reduced. There have also been instances where employees have resigned due to the low EQ behaviour among the people.
The people or in fact workers who have higher EQ are capable of working in teams, adjusting to change and being flexible. There can be several degrees or qualifications a person can possesses but in case he or she does not have emotional qualities, it is extremely difficult to succeed. With the evolving nature of the workplace, there needs to be room for new technologies and innovations so that these qualities become increasingly important (Hutchinson & Hurley, 2013). It becomes crucial for the managers and other business leaders as well to make sure that they are operating in emotionally intelligent ways in order to meet the needs of the workers of any particular situation.
There are certain typical characteristics of people who possess high emotional intelligence quotients. These people are balanced, curious, gracious, self-aware, empathetic, and also people who believe in bringing about change positively. There is no limit to the amount by which emotional intelligence quotient can be increased. There is no specific time in a person’s life when the emotional intelligence can be increased or bettered. It is commonly considered that childhood is basically the most crucial time for the development of emotional intelligence and emotional quotient. This is because of the reason that as children, people learn about the world and how to relate with the world. The life in a family is representative of the entire world as a whole. Family life teaches about the importance of relationships, friendships as well as working together as a team. Not only nature but also the concept of nurturing comes into play at the time of development of emotional intelligence. Taking proper steps for the improvement of EQ brings immediate benefits to the health and also the relationships of a particular person. The concept of emotional intelligence is so crucial that possessing it is a competitive advantage for employees over those who do not possess it (Trivellas, Gerogiannis & Svarna, 2013).
Employees who have higher Emotional intelligence are beneficial to their respective organisations for many reasons. They are responsible for building great work relationships with their co-workers and clients such that they are graceful and collected even in situations which are highly stressful and they are able to understand and react suitably to the actions of other workers. The business leaders who possess strong emotional quotients are even better off at hiring managing growth problems as well as in teaching others and leading them (Goleman, Boyatzis & McKee, 2013). Refining one’s own emotional intelligence helps in becoming a better employee and even better leader of an organisation.
There are several advantages of emotional intelligence at the workplace. The myriad benefits of the same are responsible for the fact that employers look for employees who have certain characteristics of emotional balance and motivation within them. Employers look for several characteristics at the time of interviewing employees. There are several characteristics which are considered to be crucial to the workplace including being a quick learner, having relevant experience and also working well in a particular team. The employers also look for general intelligence, signs of logical thinking capabilities and proper ambition. However, in addition to all such features, the employers at present look for features or capabilities of emotional intelligence in addition to such features. There are several benefits of having emotionally intelligent employees. It has been proven by research that emotional intelligence makes people work better with others. It is basically about the way in which people function in their relationships which involve themselves (Jung & Yoon, 2012).
It has been seen that employees are capable of working better as a team at the time when they have higher emotional intelligence. People who possess higher emotional quotient communicate better with the members of their team in comparison to those who do not possess sufficient emotional intelligence. Emotionally intelligent employees share ideas and are also open to others’ ideas and suggestions. These people usually do not take control of a situation without discussing with the others at first. Such employees value their co-workers and value their ideas and inputs. They are also respectful and thoughtful with regard to the fact that the group works together. This situation can be considered to be ideal for a particular employer.
Another important benefit of emotional intelligence is that of morale boosting in the place of work. At times when office is full of staff who get along with another, the company culture is bound to be more and more stronger. Due to a light and balanced work situation the workplace also becomes an area of enjoyment. Not only will the members of the staff enjoy the work which they are doing but they will also enjoy working with their colleagues. Colleagues who get along are also bound to enjoy each other’s company in the office break times and therefore work towards developing a powerful sense of team work and that of support within the workplace. Such a positive vibe and a work environment will be reflected in other business areas and this will ultimately benefit the office environment and the achievement of various targets (Druskat, Mount & Sala, 2013).
Due to the presence of emotional intelligence there are several adjustments which can be made easily which would not be possible otherwise. It is crucial that a company should not remain stagnant and always look for better change opportunities. There can be situations in which change can cause turmoil. There are issues which the managers of organisations face and struggle with. Employees who have higher emotional intelligence can always adjust with the situations more or less easily and can also grow alongside the company. The personality trait of being emotionally intelligent can be extremely valuable and also contagious among the team of which the individuals are a part.
Increased level of emotional intelligence helps in the understanding relating to their own strengths and weaknesses. Such individuals are capable of taking criticism about themselves in a positive way and they use it to improve as well as grow as individuals. It often happens that managers of organisations become defensive at the time of providing feedback to employees and this often causes frustration and stops the amount of productivity. Another problem which the leaders face is when their employees themselves do not understand their limitations. Emotionally intelligent people know their capabilities in a limited amount of time, others are likely to overpromise and under-deliver. Employees with high emotional intelligence can also learn from constructive criticism and they might also be aware of what they are capable of performing (Khalili, 2012).
Emotionally intelligent people are also capable of handling tough and problematic situations with ease. There might be situations where the employees might not feel comfortable specifically if the individual is in a position of leadership. People who are emotionally intelligent are happy, capable of handling tasks well and also staying positive despite temporary problems at work. It is important for an employee to remain calm under all situations and prevent any sort of emotional outburst and remain calm under any situations. Emotionally intelligent employees are capable of understanding the fact that acting in negative and irrational ways can escalate situations beyond repair.
A point which cannot be ignored is the presence of compassion within the workplace. One of the greatest positives of emotional intelligence is the capability to maintain as well as display compassion for fellow human beings. Compassion is a quality which helps in a person connect with other people and this is possible on a very emotional level. Compassion is a required quality at the time of working with employees. The morale and overall reputation of the workplace is managed better with the help of compassion (Khalili, 2012).
One of the most important benefits of emotional intelligence is the understanding of what makes other people tick. Due to this understanding better professional relationships can be formed and therefore professional and interpersonal relationships can be developed into a solid one. Having a high and a proper amount of emotional intelligence helps a person to be tuned into the body language of the people with whom he or she is working and therefore the relationships are genuine and reliable. Emotionally intelligent people become better leaders and in this process they ultimately become one step ahead of other companies
References:
Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.
Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Hutchinson, M., & Hurley, J. (2013). Exploring leadership capability and emotional intelligence as moderators of workplace bullying. Journal of Nursing Management, 21(3), 553-562.
Jung, H. S., & Yoon, H. H. (2012). The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel. International Journal of Hospitality Management, 31(2), 369-378.
Khalili, A. (2012). The role of emotional intelligence in the workplace: A literature review. International Journal of Management, 29(3), 355.
Ryback, D. (2012). Putting emotional intelligence to work. Routledge.
Sadri, G. (2012). Emotional intelligence and leadership development. Public Personnel Management, 41(3), 535-548.
Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring workplace implications of Emotional Intelligence (WLEIS) in hospitals: Job satisfaction and turnover Intentions. Procedia-Social and Behavioral Sciences, 73, 701-709.
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