This essay will argue that emotional intelligence is an essential element in the workplace management. Emotional intelligence can be defined as the ability to perceive, understand, use and manage emotions. A manger is responsible in planning, organizing, leading and controlling which this essay will focus on two of the four management functions that are leading, planning and organizing. It will firstly focus on how emotional intelligence affects the effectiveness of leaderships by affecting the communication effectiveness.
Secondly, it will focus how emotional intelligence affect decision-making by helping managers perceiving the emotional climate of the workplace. Lastly, it will argue that how high emotional intelligence help managers in solving conflicts and disputes in the workplace. Firstly, it is likely that emotionally intelligent leaders could lead their subordinates better. This is because managers with higher emotional intelligence are able to notice and lead the emotional climate of the workplace.
Labors under this working environment may then likely be more productive and have better service performance. Ashkanasy and Daus stated that emotional intelligence has constructive implications for leadership and teamwork and emotionally intelligent managers may be able to anticipate the emotional climate in their organization and to understand the emotional interests of subordinates (2002, 82).
The Research paper on Relationship between Emotional Intelligence Abilities and Team Processes
Clarke’s article seeks to use the emotional intelligence ability model to establish emotional intelligence’s significance as part of individual difference among team members and if it can affect team effectiveness. It is a report on a research conducted using the ability model of emotional intelligence to identify the relationship between EI and the transitional, action-based and inter-personal ...
This suggests that emotional intelligence may help managers understanding the culture and atmosphere of the organization.
Jones and George suggested that leaders who involve negative moods repeatedly could have difficulties in building harmonious relationships and producing trust between they and their subordinates (cited in George 2000, 1032).
Therefore, managers with high emotional intelligence may control their feelings well that a harmonious relationship with their juniors can be formed easier. Hence, emotional intelligence facilitates the leadership effectiveness by creating a pleasant relationship between managers and their subordinates.
According to George, the correct use of emotions can direct attentions of pressing affairs and signaling what should be the focus of attention (2000, 1036).
This supported that how emotional intelligence help achieving the management principle of unity of direction that is all employees working towards a same goal. Trehan and Shrivastav stated that effective managers are mostly relying on the feeling expressions to help deliver their messages (2012, 59).
This further emphasizes the importance of emotional intelligence in effective communication among managers and their subordinates.
Therefore, emotionally intelligent managers may manage successfully in the workplace. Secondly, it is believed that high emotional intelligence can help managers make more organized decisions. This is because personal feelings may affect decision-making and the decision made under personal feelings may not be the relatively best option to the organization. Damasio and Goleman stated that although the definition of rational decision maker is an individual who can make decisions without being affected by personal feelings, feelings are essential to make logical choice (cited in George 2000, 1030).
This supports that management of feelings is fundamental to organized decision-making. Ashkanasy and Daus further supported that emotionally intelligent managers could make decisions according to emotional information to achieve creative and positive outcomes (2002, 81).
The Essay on Emotional Intelligence 9
Emotional intelligence is used to depict the capacity or skill or a case of a self perceived capacity to recognize, evaluate and control an individuals sentiments, those of others and groups. Diverse forms have been suggested for the definition and disparity exists as to how the term needs to be used. The originality of emotional intelligence is traced from the work of Darwin regarding the ...
This can be concluded that managers with high emotional intelligence may make decisions that could consider the feelings of others that can hence be achieved smoothly. Robbins, Judge and Sanghi indicated that managers might make a different decision when they are raged or when they are calmed (cited in Trehan and Shrivastav 2012, 61).
This supports that better management of emotions may affect decision-making of managers. Yip and Cote stated that emotion-understanding ability helps reducing the effects of nervousness to the unrelated risks of current decisions (2013, 49).
This further supported that with higher degree of emotional intelligence, managers are more likely to be able to disregard unrelated risks because of better emotional understanding skills. Therefore, it is generally accepted that mangers that are high in emotional intelligence can make more organized decisions.
Lastly, it is highly believed that emotional intelligence may help resolving disputes and conflicts because different use of emotions and the ability to perceive and understand emotions could help finding the key to the resolution. In the workplace, disputes and conflicts among workers often arise which requires a manager to resolve. According to Trehan and Shrivastav, resolution to conflicts is greatly attributable to the manager’s ability to identify emotional elements in the conflict and to get the conflicting parties to work through their emotions (2012, 63).
This suggests that emotional intelligence is essential to managers to settle disputes and conflicts between workers. Ashkanasy and Daus also emphasized the importance of emotional intelligence in settling disputes and conflicts by stating that emotional intelligence has positive effects in teamwork and avoidance of conflicts (2002, 82).
This further highlights the importance of emotional intelligence in preventing a considerable number of conflicts. Epstein stated that emotional intelligence contributes to constructive thinking and problem solving with a minimum of stress (cited in George, 2000, 1042).
This shows the significance of emotional intelligence in resolving disputes and conflicts. Therefore, it can be concluded that emotional intelligence is an essential component for mangers to manage successfully in workplace. In conclusion, this essay has argued that high emotional intelligence is essential for managers to manage successfully in workplace. It firstly argues that emotionally intelligent managers lead their subordinates better because they are able to perceive and understand the emotional atmosphere and climate of the workplace.
The Dissertation on Emotional Intelligence Goleman Training Emotions
How Do You Feel? 'Emotional intelligence' is starting to find its way into companies, offering employees a way to come to terms with their feelings -- and to perform better. But as the field starts to grow, some worry that it could become just another fad. From: Issue 35| June 2000 | Page 296 By: Tony Schwartz Illustrations by: Cynthia Von Buhler Appreciation, apprehension, defensiveness, ...
Then, it suggests that managers who are having a high degree in emotional intelligence could make more organized decisions because they can calmly calculate the relatively best option to the event without being affected by negative moods. Lastly, it emphasizes the importance of emotional intelligence to managers in resolving conflicts, that the appropriate use of emotions and expressions may help settling the conflicts and disputes.
