Essays on For and against Emotional Intelligence Coursework

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Generally, the paper 'For and against Emotional Intelligence" is a perfect example of management coursework. Emotional intelligence is one of the factors that greatly contribute to human behavior. It refers to that personal ability of each individual to control, perceive as well as evaluate emotions. It has also been defined as the social intelligence subsets involving people’ s abilities to monitor their very own as well as other people’ s emotions and feeling to make a difference and be in a position to make use of the information gained in guiding their actions and thoughts.

According to the research that has been carried by a number of people; some claim that it is inborn while others argue that it can be strengthened through teaching (Terence, 1984). There are a number of theories that have been developed by different sociologist to help people understand the human behavior in different levels like at personal level like personal motivations and personalities, the level of a team like group dynamics and personality and finally the level of organizational differences like culture and structure differences found in different organizations.

These factors are what contributes to differences in the human behaviors, the manner in which they interrelate with others, the management and structures found in different organizations and the relationships in teams. Emotional intelligence Emotional intelligence which is abbreviated as EQ (emotional quotient) is a behavior model which was developed in the early years of the mid-1970s by the famous psychologist Gardner Howard and others. It is a very important aspect of human being since it is what defined their personal development as well as organizational development. This is because it is the principles of EQ that gives a way of enabling people to understand as well as be able to assess the behaviors of other people, the styles of marketing, the different attitudes, different interpersonal potential and skills.

It is also a very important factor of consideration, especially when making planning for the human resource, selection and interview recruitment, job profiling, management development, understanding customer service and customer relations (Sosik & Jung, 2002). This is because of the fact that all of the above entails dealing with the human beings who are different in so many ways and so understanding the concept of emotional intelligence will help improve the human aspect of interrelation as well as management of the organization. It is the Emotional intelligence that strongly provides a link with matters of spirituality and loves a factor that contributes to humanity and compassion to work.

The theories of the emotional intelligence, on the other hand, enable the measure and illustrate the capacity contained in different people as far as their value is concerned (Robbins, et el, 2008). This is because of the fact people are different and by measuring their capacity it is very easy even for the managers to be able to assign duties to the employees at the workplace.

Despite the fact that emotional intelligence has been associated with great success in that person who has a very high EQ are said to be very successful especially academically, research has proved otherwise. This is because they argue that success is not just EQ but it is worth much more. They have come up with empirical evidence that shows measuring success only by EQ ignores some very essential characters and behavior since there are so many people in the world who are very brilliant academically but are inept both interpersonally and socially (Robbins, et el, 2008).

This means that even relating with others in the workplace or even relating to their employees is a big problem hence a very great contribution to their downfall. There are four main factors that should be considered for anyone to be able to use his or her emotional intelligence appropriately. They are the perception each individual has as far as emotions are concerned, one’ s ability to use his or her emotions to reason out, one’ s ability to reason out using the emotional intelligence and finally the ability of any person to be able to manage as well as take control of their emotions (Robert et el, 2008).

Some of the issues like one’ s ability to understand and perceive their own emotions are very important irrespective of their level of emotional intelligence since it is that which enables them to be able to control and regulate their own emotions before helping other do it.

Also, this will help people to be better managers of the relationship. Emotional intelligence has been associated with the aspect of embracing as well as relying on a number of areas like some branch of behaviors, communication theories and emotional theories. It should be noted that the ability of an individual to understand his or her emotions greatly contributes to his or her ways of communication with other people. This is because communication is more than verbal; it also entails the aspects of physical communication displayed by different attitudes (Peter et el, 2004).

The process of emotional development is associated with the reduction of stress both at the individual level as well as et the level of the organization, it is also a way through some of the conflicts in the society and country at large is reduced hence helping in enabling people to understand and improve their relationships, increase stability and also ensure harmony. This will also improve the issues of social competence through social skills and awareness and personal competence through self-awareness, self-motivation and regulation. Emotional intelligence is very important in the place of work through paving a way to be able to assess all organizational needs, gives a way to assess the individual abilities and qualifications for the purposes of job assignment, enables the assessment to be delivered in great care in that the communication approach is well developed and delivered to the people.

There is also the aspect of learning choices maximization, participation among the employees is also encourages since they are able to understand each other and embrace each other’ s ideas and opinions (Jeanne, 1997).

People are able to link their personal goals to be in line with the organization’ s they are working for; they are also able to make adjustments to their individual expectations. Also, it is very important to the management of the organization in that it enables them to make an assessment of the motivation and readiness for the workers to embrace emotional quotient development. It is also the key for working towards change in the world. This is because it is the key for fostering a good relationship between the leaders and the people under the leadership; it enables people to be able to do personal and self-directed learning as well as change, enables people and organization to split the organizational and personal goals to be achievable (Goleman, 2006).

Through teaching people how to manage their personal emotions it has helped them to give the right feedback, build support, improve their self-awareness and encourage personal insights.

Reference

Daniel, G. 2000. Working with emotional intelligence. Oxford: Oxford University press.

Elenkov, D. 1998. Can American Management Concepts Work in Russia? A Cross-cultural Comparative Study. California Management Review, 40(4), pp. 133-156.

Gaines, S.O. and Reed, E.S. 1995. Prejudice: From Allport to DuBois. American Psychologist, 50 (2), pp. 96-103.

Gerald, M, & Moshe, Z. & Richard, D. 2004. emotional intelligence: science and myth. London: Greenwich publishing group.

Goleman, D. 2006. Emotional intelligence. New York: Barron's Educational Series.

Jeanne, S. 1997. Raising your emotional intelligence: a practical guide. Lexington, MA: Lexington Books/D.C. Heath and Company.

Peter,S & Marc, A. & John, D. 2004. Emotion intelligence: key readings on the mayer and Salovey model. Thousand Oaks: Sage Publications.

Robert, J, Vinod, K, & Manas, K. 2008. Emotional intelligence: theoretical and cultural perspective. New York: Pearson Education.

Robbins, S, Judge, TA, Millet, B, & Waters-Marsh, T 2008, Organizational Behavior, 5th ed. Frenchs Forest: Pearson Education Australia,

Sosik, J. and Jung D. 2002. Work-group characteristics and performance in collectivistic and individualisti cultures. The Journal of Social Psychology. Washington, pp 5-23.

Terence, R., 1984. Motivation and performance. Chester: Pearson

Weaver, K. 2000. Attitudes toward Cooperative Strategies: A Cross-Cultural Analysis of Entrepreneurs. Journal of International Business Studies, 31, Fourth Quarter 2000: pp 591-609.

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