Essays on Emotional intelligence Assignment

Download full paperFile format: .doc, available for editing

The paper "Emotional intelligence " is an outstanding example of a management assignment. Emotional intelligence is the individual ability to monitor emotions collectively (personal and other people) hence labeling them appropriately and using that particular information to guide behavior and thinking. Three aspects of emotional intelligence involve perceiving emotions, reasoning with the emotions, understanding the emotions and managing the emotions. Emotional intelligence is a fundamental skill for potential employees in customer service. It involves the entire task of managing emotions at individual and third party levels hence becoming a crucial part of the customer management business.

For employees working for the customer service jobs, they should have the skill since it will help in managing the emotions of the customer as well that of the individual. In such a case, it will be possible to culture an effective organizational behavior (Aswathappa 2010, p. 67). Emotional intelligence is crucial in improving organizational outcomes in various ways. Through perceiving the emotions, the individual knows when the customer or co-worker has unstable emotions. This makes it possible to reduce the chances of collision amongst the employees. Reasoning with the emotions helps in creating a good environment where people can understand each other hence facilitating a good working environment (Brooks 2006,p. 78).

Therefore; emotional intelligence works better for improved organizational outcomes. Teaching emotional intelligence is technical, and practical skills are the most applicable in the task. First, caring about people is crucial since it gives a chance to get to the details of individual information hence understanding the emotions of that particular individual (). Embracing individual differences are crucial in the pursuit of effective emotional intelligence. It will prevent any possible instances of crisis hence creating a good working environment.

Individual differences should be sources of strengths rather than weaknesses.

References

Aswathappa, K. (2010). Organisational behaviour (Rev. ed.). Mumbai [India: Himalaya Pub. House.

Brooks, I. (2006). Organisational behaviour: Individuals, groups and organisation (3rd ed.). Harlow: Financial Times Prentice Hall.

Glenn D. Walters (2000) Beyond Behavior: Construction of an Overarching Psychological Theory of lifestyles. Library of congress. USA

Gerald Matthews, Ian J. Deary, Martha C. Whiteman (2003). Personality Traits. Cambridge University press. USAv

Buelens, M. (2006). Organisational behaviour (3rd ed.). London: McGraw-Hill.

Heinrichs, K. (2013). Handbook of moral motivation theories, models, applications. Rotterdam: Sense.

Karthick, K. (2010). Organisational behaviour (Rev. ed.). Mumbai [India: Himalaya Pub. House.

McShane, S., & Travaglione, A. (2007). Organisational behaviour on the Pacific rim (2nd ed.). North Ryde, NSW: McGraw-Hill Australia.

Stephen P. Robbins (2013). Organisational behaviour in Southern Africa, 2nd edition. South Africa Pearson publishers

Ricky Griffin, Gregory Moorhead (2013) Organizational Behavior: Managing People and Organizations. Michael schenk. USA

Download full paperFile format: .doc, available for editing
Contact Us