Cognitive Intelligence vs Emotional Intelligtence in Modern Organizations

Emotional intelligence is very helpful in maintaining a healthy working environment through decreasing conflict, increasing harmony and building strong, healthy relationships. Emotional intelligence is defined as the ability to identify and understand self and others’ emotions in a proactive way. Emotional intelligence can be achieved through acceptable behavior and stress management training. Emotional intelligence helps in proactive emotional approach that is efficient in emotional balance management. It is guided by self-awareness, self-management, social awareness and relationship management (PENN Behavioral Health Corporate Services, 2008).

There are many aspects to effective managerial leadership that worth researching, but my interest is to further explore the role of Emotional Intelligence (EI) in the workplace. EI is the ability to be aware of one’s own emotions and the emotions of those around him/her in the

There are many different positions in an organization that require different knowledge, skills and abilities. Supervisory and management positions encompass more than just technical knowledge, skill and expertise in their given area, but being leaders over others. This is of interest to organizations in having leaders who are able to motivate, understand and get their teams to work together. Many organizations are looking to improve their performance and productivity through finding and placing the right people in leadership positions. How the concept of emotional intelligence and its evolution has come to the forefront in assisting companies about leadership performance and decisions will be discussed along with the debate among

Ashforth & Humphrey (1995) say that it is a common belief that, when emotions are intertwined with role, performance, or both, they tend to interfere with task achievement. However, to be emotionally intelligent is to be able to let out emotions the right way. When we are able to stay humble during success and determined during failures, patient during anger and calm during frustration, we basically already win. However, on the other hand, no matter how logical we are, if we are just restless, then it will not be worthwhile.

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.

Gone are the days of intelligence relating only to academia and the testing of the intelligence quotient (IQ). The 21st century brought about the introduction of “emotional intelligence” as an added skill set in a leader’s tool kit. Essentially, the ability be aware and manage one’s own emotions, the others emotions, and effectively applying that information to guide ones thinking and actions (Salovey and Mayer 1990). This type of leader is mindful not to offend, employing an empathetic approach while genuinely using self-discipline and care when interacting with others. According to Goleman (1998) “Effective leaders are alike in one crucial way: they all have a high degree of emotional intelligence. “ His position is a good leader will know what type of leadership to engage, based on the situation.

Emotional intelligence is a very important business tool ,that I can use to understand and manage my own emotion state and others emotions in an organization to communicate effectively and solve problems in tense and stressful situations by using the four attributes of emotional intelligence of Daniel Goleman.

present that Self-awareness is very fundamental for leaders. If a manager is emotionally intelligent, he can extend this to the understanding of how and why employees react emotionally to different stimuli in their workplace. That can enable him/her to cope better with workplace changes at all times (Salovey, et al., 2004). Self-motivation is defined as the ability to persist in the occurrence of setbacks and failure. An example of discouraging moments of a project is when faced with a recession. Self-motivation as an aspect of emotional intelligence would be entirely valuable to assist project managers not give in to pressure and extend this to the junior project workers. Empathy is another crucial aspect of EI, which entails the ability of a manager to sense how others feel. Trejo (2014) argues that executives with high EI are more likely to achieve adorable business outcomes and get considered as effective leaders by their subordinates (Trejo, 2014). Social skills are the fifth intractable aspect of emotional intelligence. Concerning project management, Emotional Intelligence is the ability to handle the emotions of employees and staff. AlHashemi and Tzudiker (2011) assert that social skills regarding Emotional Intelligence enable the manager realize, understand and control self-emotions and that of junior workers and groups. The implication of this is the creation of deeper relationships with the team thereby surrounding the management with content people. That in return helps build a successful journey towards the favorable

In recent years emotional intelligence has become one of the hottest topics between organizations. Researches 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.

People who have a high level of emotional intelligence are able to deal with conflict, failure, and rejection in a constructive way. In fact, research has shown that the most success businesses are run by people who are emotionally intelligent and able to act assertively and constructively without flying off the

In our everyday lives, we are constantly interacting with other individuals. These interactions have an effect on our emotions. We have to learn how to identify and deal with these emotions because they have a direct effect on how we deal with issues at work. Individuals can work their way through this process by becoming aware of the importance of emotional intelligence.

Professional success is an innate goal of all individuals in their employment. Much success in the workplace can be contributed to one’s emotional intelligence (EQ) or their understanding of emotions in themselves and co-workers which can use to form positive collegial relationships (Cherniss & Exetin, 2006). The book Emotional Intelligence 2.0 by Bradberry and Greaves (2009), effectively explains what Emotional Intelligence and provides useful strategies to improve one’s EQ. However, while the book has a foundation in scientific study, it is not much more than a glorified self-help book as it does not contain much of any scientific support. This, however, is the authors’ intention as they state that the “single purpose” of the book is to increase the reader’s emotional intelligence. This critique will examine the scientific basis of the claims Bradberry and Greaves’ as a result of their research in emotional intelligence in addition to the validity of their EQ appraisal. This critique will also examine the most effectual aspects of the book which when successfully adapted, can produce benefits for individuals as well as their organizations. In addition, the critique will also point out areas in which HR professionals can benefit from the book.

In 1990 Saloyev and Mayer’s conducted a research on the relationship between intelligence ad emotion, which led to the concept of emotional intelligence (Ozdemir, K & Ozkul, A, 2016,1451) According to Saloyev and Meyer, emotional intelligence is defined as “an individual’s ability to observe the people in the environment, ability to track his own feelings and ability to impose three feelings into his actions and options” (Ozdemir, K & Ozkul, A, 2016,1451) Emotional Intelligence (EI), according to Salovey and Mayer’s model depends more on the personality trait of a leader rather than intelligence. (2016) A leader is having to constantly make choices; how to spend their time, what to say to people, how to communicate ideas and visions. How is a leader supposed to know what to do when things get complicated? A leader needs to be smart, but perhaps not by only using his or her intellect. A leader uses his or her intellect and common sense to solve many problems, but when he or she uses emotional intelligence the success is greater. According to Goleman, Mayer & Salovey, Emotional Intelligence (EI) is confirmed as a key component for effective leadership and leaders with high EI competencies are able to identify, assess, predict as well as take control of their own emotions as well as that of their team members (Goleman 1995, Mayer & Salovey, 1997, Davis, Stankov, & Roberts, 1998). EI offers a set of skills a leader can learn from to achieve personal and organizational

Emotion is reaction accepted from stimulation from within and external individual which is cause affect change happen. Motivation is a state in human self (necessity, desire, or wish initiating behavior and motivate a person to implement something .Beside that, motivation is once element in our self are included in individual emotional intelligence. According to Daniel Goleman, emotional intelligence is ability to self-motivation, building internal resistance until able to put in order soul and self-satisfaction when facing challenge in daily life. He said emotional intelligence “the capacity for recognizing our own feeling and those of other, for motivating ourselves and managing emotions well in ourselves and in our relationship…” The motivation is important with an individual especially for student and employee to manage their emotion to

Development of emotional intelligence, however, is more complex. It may start with one’s self by knowing the mental state in a situation in order to assess capabilities and limitations. Because knowing is not enough, one must also know how to control emotions to prevent conflicts. Staying calm under pressure distresses situations and a right mindset uses motivation to develop emotional intelligence by staying committed to fulfill duties or achieve a goal with the use of emotional maturity. (Ravenscraft n.p.)