Emotional Intelligence Essay

senseal Intelligence EssayAn separate experiences varied emotions. Happiness, fear, provoke, affection, shame, disgust, surprise, lust, sadness, elation, love, frustration, anxiety, failure, light uponment, etc. are h nonpareilst e few emotions that affect our day to day typifyivity. Satisfaction with the presentation of good work, exhilaration on achieving an accolade, the pride in befriending a colleague, anger with not existence recognized, frustration with the procrastination of recommendations suggested, anxiety about meeting deadlines are just a few emotions an individual feels at work. The human flair is programmed to respond to such emotions. This is when an individuals activated scholarship comes into play, which helps them acknowledge their activated instinct and guides them in acting in a rational manner ( elbow room Checklists, 2002).The phrase mad intelligence was coined by Yale psychologist Peter Salovey and the University of New Hampshires John Mayer in 1990 to describe qualities feed in care under stand up wizards experience feelings, empathy for the feelings of others and directing emotions in launch to enhance support (Gibbs, 1995). They distinguished it from IQ, which determined whether community would be successful in school. The concept of ablaze intelligence gained popularity by Daniel Golemans books on the topic. It foc employ on an array of non-cognitive abilities of plenty that help in adapting to the miscellaneous aspects of life. Goleman stated that human competencies played a bigger role in determining success in life and study rather than cognitive intelligence. However, Mayer, Salovey and Goleman were not the first to recognise the signifi stoogece of emotional intelligence because years before managers, educators, and other professionals, these attri hardlyes were more generic and colloquially termed as people skills (Ruderman et al, 2001).According to Daniel Goleman (1998), randy Intelligence is the c apacity for recognizing our deliver feelings and those of others, for move ourselves, and for managing emotions well in ourselves and in our relationships. stimulated intelligence describes abilities distinct from, but complementary color to, academic intelligence. On the other hand, Dr. Dalip Singh (2003) provides an Indian perspective to emotional intelligence that states it as the ability of an individual to appropriately and successfully respond to a great variety of emotional inputs being elicited from privileged self and quick environs. Emotional intelligence constitutes three psychological dimensions such as emotional competency, emotional adulthood and emotional sensitivity, which motivate an individual to recognize truthfully, interpret honestly and handle tactfully the dynamics of human behaviour.Conceptualisation of Emotional IntelligenceAnybody feces become angry that is easy, but to be angry with the sound person and to the right degree and at the right tim e and for the right purpose, and in the right way that is not within ein truthbodys power and is not easy.-AristotleFigure 1 Conceptualisation of Emotional Intelligence (Salovey Mayer, 1990)Appraisal and Expression of EmotionRegulation of EmotionUtilisation of EmotionSelfOtherVerbalNonverbalNonverbal PerceptionEmpathyIn SelfIn OthersFlexible PlanningMotivationRedirected guardianshipCreative ThinkingEmotional IntelligenceThere are varied studies based on emotional intelligence. Although, these studies are diverse, they are rooted more or less to a similar concept. Figure 1 demonstrates an outline of the basic concept of emotional intelligence, as described by Peter Salovey and John Mayer in their article Emotional Intelligence (1990).Framework of Emotional IntelligenceMind is very restless, forceful and strong, O Krishna, it is more difficult to realise the estimate than to control the wind-The Bhagvad GitaA Western PerspectiveFigure 2 Components of Emotional Intelligence by Dan iel GolemanEmotional IntelligenceSelf AwarenessSelf ManagementSocial Competence family relationship ManagementEmotional Self-AwarenessAccurate Self-Assessment agencyEmotional Self-ControlTransparencyAdaptabilityAchievement chess openingConscientiousEmpathyOrganisational Awareness table service OrientationDeveloping OthersInspirational LeadershipChange CatalystInfluenceConflict ManagementTeamwork and CollaborationSelf-Awareness concerns knowing ones internal states, preferences, resources, and intuitions. The There are various frameworks on emotional intelligence. However, given below is a summary of Daniel Golemans framework, referred from his book The Emotionally Intelligent exerciseplace (2001) and the Emotional Competence blood line Technical manual(a) (Wolff, 2005).Daniel Goleman in association with the Hay Group identified eighteen agents of emotional intelligence that were baseed into four foregathers. The four clusters are namely Self-Awareness, Self-Management, Social Awareness, and birth Management.Self-Awareness Self-Awareness is knowing what one feels and how it reflects on performance. The cluster contains three competencies.Emotional Awareness It is important to identify and recognise ones own feelings and know how they affect ones performance. Self-Awareness is key to realizing ones own strengths and weaknesses.Accurate Self-Assessment Is knowing ones strengths and limits. It is important for individuals to be aware of their abilities and limitations, seek out feedback and learn from their mistakes, and know where they need to improve and when to work with others who declare complementary strengthsSelf-Confidence It is a strong sense of ones self-worth and capabilities. Self-confidence is a positive trait that plays a large role in personal and professional success.Self-Management Self-management refers to managing ones internal states, impulses, and resources. The Self-Management cluster contains six competenciesEmotional Self-Control Th is involves keeping luxuriant emotions and impulses in check. It is the absence of distress and disruptive feelings. Signs of this competence include being unfazed in stressful situations or traffic with a hostile person without lashing out in return. Employees who possess such virtues try to merge personal goals with organisational goal.Transparency Is about maintaining faithfulness and acting congruently with ones values. Transparent individuals are forthright about their own mistakes and confront others about their lapsesAdaptability Flexibility in handling flip-flop is known as adaptability. This is one of the most important components presently. An individual needs to be open to mod information and can let go of old assumptions and so adapt how they operate. This is very important for innovation and growth.Achievement It is the drive in an individual, which strives to improve or meet standards of excellence. Optimism is a key ingredient of achievement because it can determi ne ones chemical reaction to unfavourable events or circumstances those with high achievement are proactive and persistent, have an optimistic attitude toward setbacks, and operate from hope of success.Initiative It is the readiness to act on opportunities. It involves taking anticipatory action to avoid problems before they happen or taking advantage of opportunities before they are visible to anyone else. Individuals who lack Initiative are reactive rather than proactive, lacking the farsightedness that can make the critical difference surrounded by a wise decision and a inadequate one.Conscientious It includes being careful, self-disciplined, and scrupulous in attending to responsibilities It likewise involves persistence in pursuing goals despite obstacles and setbacksSocial Awareness Social awareness refers to how people handle relationships and awareness of others feelings, needs, and concerns. The Social Awareness cluster contains three competenciesEmpathy Empathy is sensi ng others feelings and perspectives, and taking an active interest in their concerns. Empathetic individual sense others emotions through facial expressions and non-verbal modes. This sensitivity to others is critical for superior job performance whenever the focus is on interactions with people.Organizational Awareness It involves reading a groups emotional currents and power relationships. It is resilient to the behind-the-scenes networking and coalition building that allows individuals to wield influence, no matter what their professional role.Service Orientation Service orientation is about anticipating, recognizing, and meeting customers needs. This empathetic system talks about a long-term perspective that involves trading off immediate gains in order to preserve customer relationships.Relationship Management Relationship management concerns the skill or adeptness at inducing desirable responses in others. It includes social skills. The Relationship Management cluster contai ns six competencies.Developing Others This component involves sensing others development needs and bolstering their abilities. It is a talent of not just of excellent coaches and mentors, but also out stand leaders. It is not scarcely decisive for front-line managers but also vital for leadership at top aims.Inspirational Leadership This component is about inspiring and guiding individuals and groups. It draws on a range of personal skills to inspire others, in order to achieve common goals. Outstanding leadership integrates emotional realities and install them with meaning and resonanceChange Catalyst Initiating or managing change is known as change catalyst. Employees mustiness be able to recognize the need for change, remove barriers, challenge the status quo, and enlist others in pursuit of new initiatives.Influence Influence is wielding effective tactics for persuasion. The influence can be in forms of persuasion strategies, impression management, dramatic phone lines or a ctions, and appeals to reason. Employees must sense others reactions and veer their own responses such that it diverts interaction in the best direction.Conflict Management Conflict management is all about negotiating and resolving disagreements. Listening and empathizing are crucial to this skill. Difficult situations need to be dealt with diplomacy, encouraging debate and open discussion, and thus coordinate a symbiotic situation.Teamwork Collaboration It is about working with others toward shared goals. It involves creating group synergy in pursuing collective goals. Teamwork itself depends on the collective EI of its member.An Indian PerspectiveFigure 3 Component of Emotional Intelligence by Dr. Dalip SinghEmotional IntelligenceEmotional CompetencyEmotional MaturityEmotional SensitivityTackling Emotional UpsetsHigh Self EsteemTactful Response to Emotional Stimuli handling EgoismSelf AwarenessDeveloping OthersDelaying GratificationAdaptability and FlexibilityUnderstanding the T hreshold of Emotional ArousalEmpathyImproving Interpersonal RelationshipsCommunicability of EmotionsIn his book Emotional Intelligence at Work (2006), Dr Dalip Singh provides an Indian framework of emotional intelligence. He states that emotional intelligence is constituted of 3 psychological dimensions- emotional competency, emotional maturity and emotional sensitivity.Emotional Competency It is the capacity of an individual to tactfully respond to emotional stimuli, have high self-esteem, tackle emotional upsets, manage ego, and therefore be able to enjoy emotions, relate to others have emotional self-control and thus succeed as an individual.Tackling emotional upsets Frustration, lower status complexes, stress, exhaustion, fear, anger, sadness, conflicts, etc. poses as hindrances. By managing and channelizing these emotions in a positive manner, is being emotionally competent.High Self-Esteem Having high self-esteem can help deal with criticism and challenges. Optimism is one su ch way of boosting self esteem. This helps perceive challenges and criticism as learning opportunities and increases confidence, which results in individual growth and improvement.Tactful Response to Emotional Stimuli This means being creative and applicatory towards emotions, which are caused because of the self, and the external environment. An emotionally goodly employee will try to manipulate the ongoing environment to his/her advantage by reacting appropriately.Handling Egoism All emotional conduct is bound by self-interest. By being egoistic, one may have problems in interpersonal relationships. Taking initiative to sort out an introduce based on ego is a sign of emotional competence.Emotional Maturity The ability of an individual to evaluate emotions of self and others, develop others, delay enjoyment of immediate psychological satisfaction and be adaptable and waxy.Self-Awareness It involves recognition of emotions and identifying them as strengths and weaknesses. This enables an individual to help identify emotions in others as well, thus improving strong point of interpersonal relationships.Developing Others By recognising the ability of other individuals, one may involve other peers in projects, etc. and thus produce an enhanced level of activity.Delaying Gratification By exhibiting patience and learning to control emotions, one can delay gratification. This helps in judging how to handle the situation more effectively without being rash.Adaptability and Flexibility Knowing when and how to make decisions are essential emotional skills. Adapting to the situation in accordance is extremely important. It is also very important to be flexible during various situationsEmotional Sensitivity Sensitivity is ability to respond to affective changes in your interpersonal environment. Emotional sensitivity constitutes understanding the threshold of emotional arousal, managing the immediate environment and creating a comfortable environment within a group. Understanding the Threshold of Emotion Arousal It is important to understand the relationship between feelings and action. whiz must understand the cause behind the emotion.Empathy Empathy is the ability to sense the feelings of others. It helps share and accept another persons feelings. By having empathy one can distinguish between own personal judgements and reactions and the emotions of others.Improving Interpersonal Relations By developing interpersonal relations, a positive environment is created. To build such an ambience one must inculcate trust, confidence and reliance. This leads to success in a workplace.Communicability of Emotions It is important to communicate emotions. It is vital to communicate emotions with confidence and self-respect. Negative emotions can convey pessimism, bitterness distrust and inferiority therefore, it is important to communicate emotions positively.A Spiritual Perspective of Emotional Intelligence from the Bhagvad GitaEmotions are reflective o f a societys weakness and strengths and can be disruptive and interfering when displayed at a wrong time. However, when verbalized constructively it can play a role in organisational effectiveness. The ancient sacred teachings of the Bhagvad Gita can clean up an employee to identify, interpret and apply emotions in their personal and professional life.Hinduism advocates that a man should first seek wisdom and thereafter pursue material ambition. In order to achieve self-realisation, one must have perfect emotional self-control. The Indian scriptures state that our senses are like wild horses, the body its chariot and the mind its reins. judgment is the driver. The Atman is the Lord of the chariot. If the senses are not kept under proper control, they will throw this chariot into a deep abyss. He/she who keeps the reins firm and drives this chariot intelligently by controlling the horses (senses) will reach the destination (Moksha or the Abode of Eternal Bliss) safely. The Gita st ates that renunciation should be a goal of an individual, but renunciation does not imply on shrugging off any duties to society. It further states that work that gives peace and joy is right and which brings depression and restlessness in wrong. An individual with high emotional intelligence can judge right from wrong.Present day life makes it convenient for people to suppress and avoid emotions but it is important to connect with these emotions, but if emotions are strangers to people, they will not enjoy a rich and satisfying life. Connecting to emotions brings a state wholeness to mind and body and this state is known as emotionally competent.In order to achieve harmony at a workplace and elsewhere, the Bhagvad Gita identifies the following areas onhow to succeedhow to fade out conflictsjealousy- its agate line and falloutstanding for righteousness (dharma)believing in the path of action (karma)tackling emotional upsets effectivelyHow to succeedThe concept of emotional intelli gence and its role in success has been explained in the Gita. It states that there are two paths to success in life- knowledge and desire. Knowledge is the rational mind term desire is the emotional mind. Knowledge helps distinguish between fact and fantasy. Desire is the cause of bondage and the mind must control the desire for objects of joy under control. The rational mind faces the object and this is known as the objective mind (Manas in Sanskrit). Modern day psychologists term it as IQ. Desire on the other hand is an emotional response to the immediate environment and drives a person to satisfy the desire. With desire comes attachment, with which comes passion, with which comes desire again. When desire is not fulfilled, it induces anger. Anger causes loss of memory and loss of memory, which causes loss of wisdom n brings ruin. Therefore, one must not desire for world pleasures and suppress their desires. The inner mind is called the subjective mind (Buddhi in Sanskrit) and m odern day termed as EQ. In fact, it hints that IQ superior than EQ, contrary to modern philosophy. However, this may be interpreted by saying that certain emotions lead us to depression, anger, jealousy and the wrong path, which should be suppressed, while contrasting emotions lead us to harmony and self-esteem and should be encouraged. Emotions therefore need to be harnessed and directed so that the mind and therefore the individual finds peace. In such an individual, the objective (IQ) and the subjective mind (EQ) are in unison and the mind is disciplined.Nevertheless, recent research shows that EQ plays a more ascendent role in attaining success than IQ. The Gita also defines emotions based on the concept of the 3 moods (Gunas), which are Unactivity (Sattwa- perfect purity), Activity (Rajas- dusky colour) and Inactivity (Tamas- foul darkness). The mind is in Sattwa, it is purified from all Rajas and Tamas and the individual experiences inner peace and happiness. These moods are in different proportions in individuals and reflect different personalities. For e.g. an employee with heavy Tamas (low EI) will be harmful for the organisation and therefore should learn to be emotional sensitive in recognising the ongoing environment, which will help discard wrong impulses and attain righteous behaviour.How to resolve conflictThe background of the Bhagvad Gita is flooded with conflict. Arjuna has to fight his kinsmen for justice. This brings a feeling of grave depression, dejection and fear to Arjuna and he begins to tremble with anxiety. In such an emotionally supercharged setting, his emotions and his concepts of duty confuse him and he decides to quit. He turns to Lord Krishna who tells him that disgrace would fall upon him if he ran away from the battlefield. Krishna motivates Arjuna to get up and fight and made him realise his inner strengths and competences so that he could walk the righteous path. Arjuna then acted emotionally intelligent by fighting the war inspite of his emotional bonding with his enemies. He was firm with disapprobation and displayed emotional maturity. He proved that being emotional does not indicate weakness. In the same way, employees can re-energise themselves when they are de-motivated because of conflict. The Gita epitomises the mental conflicts and dilemmas of individuals with a purpose and their firmness that leads to affirmative action. Everyday, employees of an organisation face emotional and mental conflict in their workplace. The Gita offers a message for practical living one of philosophical sublimation and mental transcendence.Jealousy- Its origin and falloutJealousy is an omnipresent emotion that condemns rationality and encourages feeling of aggression, dejection and inferiority. Negative emotions like jealousy also help re-energises a de-motivated mind. The Mahabharata has an array of instances of jealousy. Dronacharya favoured Arjuna oer the other Pandavas and Kauravas because of his persever ance and skill at archery. This made Duryodhana jealous and ill feelings for the Pandavas grew in his heart. Duryodhana fell victim to this jealousy and laid out evil plots for the Pandavas which last led to the Mahabharat. The story highlights that emotions jealous brings about emotions like hate, revenge, fear, anger, apprehension, shock, depression on one hand and dedication, concentration and motivation on the other.Jealous brings about feelings of inferiority and ego in employees and if not handled in time, may manifest into aggression, hate and revenge. Secret hatred turns into bitterness, says the Gita. Jealousy develops when individuals feel they are criticised unfairly. Emotional competence negates the tinct of jealousy, emotional maturity does not allow negativity to develop and emotional sensitivity helps understand the threshold of the emotion and appropriate response to it. Nonetheless, jealousy can be harness to facilitate healthy competition and personal growth. Emp loyees must practice to create positive relations with each other. This will also help become ethical. Peacefulness and selflessness build a mature and tranquil personality.Stand for righteousness (Dharma)Dharma is a system of morality, duty, charity, etc. Human beings are anticipate to follow Dharma till their last breath.The infamous game of dice in the Mahabharata, where the Kauravas disrobed and insulted Draupadi in front of a full assembly, after she was lost to them in a game of dice, tells us a tale on Dharma. It is observed that powerful characters of the Mahabharata- Bhishma, Dhornacharya and Vidura failed to protect their Dharma in the event of adversity. They stayed silent as the Kauravas committed atrocities on Draupadi. The argument of Bhishma being bound to the throne and Dhronacharya and Vidura duties toward King Dhritarashtra is weak. The ill treatment of Draupadi, is symbolic of the insecurities of women in todays society and the silence of Bhishma, Vidura and Dhro nacharya shows the inability of individuals to manage their emotions and stand up for righteousness.In todays world, it is not common to see straightforward employees keep silent about irregularities and misconduct in a business. They succumb to such situations and fail to stand up for a righteous cause. By following the righteous path, one will display emotional sensitivity toward social evils and emotional maturity in standing up to them. This would be an emotionally intelligent response.Believing in the path of action (Karma)Karma is the belief in which, a persons fate is determined according to his deeds. Karma states that as you sow, so do you reap. The Bhagvad Gita preaches Karma Yoga (duties towards nations, organizations, family, etc). Karma in modern management can be interpreted as doing the right thing at the right time.Lord Krishna tells Arjuna, , Your only duty is to act (right to work) and not to hanker after the fruits (or the results) thereof. Neither the purpose of your actions nor the work should bind and blind you. To work is to worship with total non-attachment and selfless attitude. Krishna also tells him, Action is better than inaction. Without action, no one can survive. Respond in such a way that it does not bind but frees one from ignorance. Do all work as worship to God. Do everything to the best of your ability suited to your ongoing environment.An emotional intelligent employee would interpret his emotions and follow the path of action. prodigal emotions like lust, greed and jealousy are bad karma. A manager who learns appropriate emotions is emotionally intelligent. Every action produces an emotional effect. Emotion is a motivating factor. Karma affects individuals and their external environment. An employee with good karma increases productivity at workplace and satisfaction of personal life. Being habituated to good karma an individual will strengthen the ability too get along with a situation. To be emotionally competent one m ust follow the path that is emotionally, spiritually and practically beneficial to humanity.Tackling emotional upsets effectivelyEmotional hullabaloo affects productivity, effectiveness and self-image in both personal and professional life. When in exile, Draupadi is upset about the misconduct inflicted on her by the Kauravas and opens her heart to Lord Krishna. In response, she is told to be patient, optimistic and focused towards her aim, in order to enjoy the fruits in the future. It is important for employees to delay instant gratification of reacting to situations and respond when the environment is favourable. The Gita also sermonizes on dealing with stress. Stress is the cause of built up emotions and the apparent inability to meet challenges. The Bhagvad Gita says that stress is born when goals are made without keeping in mind qualification and capacity, mentation that one is solely responsible for achieving the goal and by perceiving that without the result life would no t be worth living. It says that great intelligence is needed to achieve a goal.Knowing ones inner-self will help eliminate selfish and egocentric existence and respond appropriate to situations. Pent up emotions must be expressed in a healthy environment. It is very important to express emotions. Good and bad experiences are important in order to understand life. With contrasting emotions like joy and sorrow, revenge and forgiveness, friendship and enmity one needs to strike a balance in expressing them.By learning to do so, the Gita indirectly directs individuals to be emotional intelligent.Emotions can be so overwhelming that it may take over human cognition and incognition. This is detrimental. The Bhagvad Gita thus guides employees to manage these emotions. If only we would confess Our Sins, Our Fears, Our Disagreements, Our Delusions, Our Weaknesses, etc., we could be cleansed from all unrighteousness. Such a situation maybe described as being emotionally intelligent in modern times.Emotional Intelligence block outThere are various test to measure emotional intelligence. Given below are a few that are more popularly usedEI MeasureTypeTheoretical FrameworkEI Dimensions and ScaleMayer-Salovey-Caruso EmotionalIntelligence Test (MSCEIT)Self-reportquestionnairereferenced againstexpert and consensus opinionSalovey Mayer (1990, 1997)Perception, appraisal, and expression of emotionEmotional facilitation of thinkingUnderstanding and analysing emotional informationRegulation and management of emotionEmotionalCompetenceInventory, Version 2 (ECI-2)Self-report questionnaireGoleman, (1995,1998)Boyatzis,Goleman, Rhee (1999)Self-awarenessSelf-managementSocial awarenessSocial skillsEmotionalQuotient Inventory (EQ-i)Self-report questionnaireBar-On (1997)IntrapersonalInterpersonalAdaptationStress managementGeneral moodEmotionalIntelligenceQuestionnaire (EIQ)Self-report questionnaireDulewicz Higgs (1999, 2000)Self-awarenessEmotional resilienceMotivationInterpersonal sensi tivityInfluenceIntuitiveness conscientiousnessFigure 4 Measures of Emotional Intelligence and Characteristics (McEnrue Groves, 2006)Emotional Intelligence in an OrganisationA study conducted by TalentSmart in 2009, shows the link between emotional intelligence and job performance. The studied showed thatEmotional Intelligence alone explains 58% of a leaders job performance.90% of top performers are high in emotional intelligence.Just 20% of low performers are high in emotional intelligenceVarious other studies highlight the importance of emotional intelligence in an organisation. Employees who have higher levels of emotional intelligence are associated with better performance. Research conducted by the Centre for Creative Leadership shows that emotionally intelligent employees have the following traitsParticipative Management It is important to build relationship skills in organizations and encourage value interdependency within and between groups. Participative management has the largest number of meaningful correlations with measures of emotional intelligence. Employees who are good listeners and consult others for their input before implementing change are likely to be assessed as good co-operators. They are able to find pleasure in life, able to foster relationships, control impulses, and understand their own emotions and the emotions of others.Putting People at Ease Emotionally intelligent employees make others relaxed and comfortable in their presence. Putting people at ease is related to impulse control, which is the ability to delay gratification. Being able to behaviourally put people at ease has to do with controlling ones own impulses and emotions. Putting people at ease is related to happiness, suggesting that an individuals temperament is related to how comfortable people are around them.Self-Awareness Emotionally intelligent employees have an accurate understanding of their strengths and weaknesses are thus are self-aware individuals. Self-aware ness is related to impulse control and stress tolerance. An emotional outburst is not a characteristic of self-awareness. Others may draw conclusions about self-awareness from how one deals with difficult and challenging situations. Anxiousness interprets lack in self-awareness.Balance between Personal Life and Work Emotionally intelligent employees know how to prioritise activities in their personal and professional life such that neither is neglected. Such employees reflect social responsibility, impulse control, and empathy. They give the impression that they are balanced, able to contribute to a group, control their impulses, and understand the emotions of others.Straightforwardness and Composure Emotionally intelligent