EMOTIONAL Four primary areas The four primary areas of emotional intelligence involve understanding, using, and managing emotions effectively. One source classifies these areas as the abilities to, “accurately perceive emotions in oneself and others; use emotions to facilitate thinking; understand emotional meanings; and manage emotions” (Emotional, 2010). Accurate perception means that the person is correct about reading others’ emotions. Using emotions means not being totally logical in thinking. Understanding emotional meanings can help facilitate employee needs. And managing emotions is important to managerial skills, both in terms of managing others, and managing oneself.
Most important area The most important area of emotional intelligence to me as a manager is managing emotions. I am a passionate person, and sometimes it is difficult for me to control my emotions. This is the area I need to work hardest to achieve within, because it represents a challenge to me. Impact on managerial effectiveness Emotional intelligence has a great impact on managerial effectiveness, because it recognizes that employees and managers are people, not machines.
It is not totally rational or logical, but it is very useful. Involving emotions has the overall impact of making management more honest and open. Feedback and its importance It is important for managers to get feedback from employees, as well as to give them feedback. In terms of giving feedback, employees need to know whether or not they are doing a good job. Feedback fills this need. Positive reinforcement Reinforcement represents the power of positive reinforcement to defuse critical incidents and make them more palatable for both the person being disciplined and the person doing the discipline.
Over a hundred years ago, Pavlov did experiments where he rang a bell when his dogs were fed, and then he rang the bell and didn’t give them any food but they salivated. Then more complex theories came along in which behavior was seen to be dependent on its consequences. Conflict management Communication must be a two-way street in which both the sender and receiver of information benefit, and this is the overall mission and philosophy of the effective conflict manager.
The conflict management systems in many organizations are not without faults, often because they do not show a lot of attention to establishing functional leadership and communication links, and acts more dysfunctional in the organization. Coaching Coaching is important to managers in many ways. For example, if an employee is properly coached, they may improve their motivation. But if coaching is ineffective, motivation may lag. Stress and performance Stress can lead to emotional exhaustion and burnout. There are various coping strategies that can be used to address the problem of burnout on management and employee levels, in terms of informational support and the elimination of emotional dissonance from the workplace environment of the professional.
Five future actions #1 Empathize with employees emotionally #2 Control my own emotions to impact others #3 Give proper feedback to employees when appropriate #4 Show not just positional leadership, but also authentic emotional intelligence #5 Use coaching methods to inspire team players REFERENCE Emotional intelligence (2010). http: //www. unh. edu/emotional_intelligence/ei%20What%20is%20EI/ei%20fourbranch. htm