MGMT2000 Emotional Intelligence Assignment Sample

Organisational Behaviour 

Introduction to Emotional Intelligence

Human being expresses their feelings and emotions which ultimately lead to behavior. Emotions have effects on the mindset and the thought process one carries within oneself. But the impact of emotions on intelligence and behavior of an individual is known as emotional intelligence (Bandi and Chauhan 2019,4). EI being an intangible factor has indirect and indirect effects on personal decisions, understanding the social complexities and one's behavior to varied situations.

EI is indeed the must-have skill that is required by the leaders to encounter various environmental instabilities to gain personal satisfaction which will eventually lead to organizational commitment. An employee with higher EI will have better performance and thereby enhancing the organizational commitment for better achievement (Bandi and Chauhan, 2019). Though there are multiple constructs in EI and how it affects the performance of one individual in any organization. This Critical essay will help in understanding the cause and effect of EI on self-success in the workplace and its consequences.

Every individual working in any organization has its competency level of working- in which they are good at work. EI is made of personal and social competence. Personal competence is based on self-managerial skills and self-awareness, whereas social competence is how one maintains the relation with others. The key component of the physical source of EI is the communication between your emotional and rational brains. For example – A person with high personal competence will always be self-centric and will play the role of an introvert, which will not be feasible in any organization. As employees need to be collaborative and sense of teamwork is required to achieve tasks assigned to them.

Having a personal competence will not take the person in a higher position which requires mingling with every department of the organization, sharing of ideas, and generate a sense of Teamwork. Social competence is valued as an added advantage on which leaders can rely on. Connectivity with all level of the corporate world gives you a network of beneficiaries which can be used during anytime of emergency. Any individual with a good social connection and having a large network of peers will always be an extrovert but analyzing self for what is right and wrong needs to bring in otherwise his intention to grow will be limited. Every individual especially leaders should have a higher level of EI balancing both personal and social competencies.

Effective working in any organization requires high EI where individuals share ideas, opinions, and suggestions, which leads to better team harmony. An Individual’s performance should be in alignment with the organization's objective such as improving productivity, payment for performance, and guided action-based performance (Shahhosseini, 2012). Since employees must have a set of priorities while working in a firm it needs to be clear about the work one needs to do. EI and performance depend on the situation of the working environment. According to Daniel Goleman, the five principles of EI includes—Self-regulation, self-awareness, empathy, motivation, and personal skills. A worker with high EI will able to work in teams and have control over their impulse (Arora, 2017).

Effective leaders are accountable for what is upheld against them. EI is often used as a decision making factor for employee promotion and pay rise. There are instances where crisis arises in the organization and it needs to be resolved. Thus every individual with high EI will have the ability to focus on the problems and find solutions. The notion of impulse control comes here. To be calm and addressing the situation with all stakeholder to ensure proper execution of the task is a challenging task, but an employee with high EI have exceptional talent to work under pressure with positive vibes they also motivate others to clear the toughest path( Arora, 2017). Hence understanding the key components of EI on performance needs to be devised.

As for any development of the competitive edge and ensuring higher performance the most challenging variable is the EI part. Thus the factors affecting EI are- Self-regulation, self- awareness, social awareness, social skills, stress management, self-actualization, motivation and leadership, impulse control, flexibility, communication, optimism and empathy and the capability of the team in which he is working (Kaur and Sharma, 2019). Understanding minutely self-awareness is the self-understanding of one’s strengths, weaknesses, goals, and ambition. Every individual must realize that the goals one cherishes must be achievable and not vague, in short, they must have their understanding of their capabilities.

Being self-regulatory will help in understanding the psychological aspects of how one controls one's emotions in front of others and sort issues rather than taking things personally. If an employee is not self-regulatory then their teammates won't value them which might lead to a conflict of interests and result in a chaotic and unpleasant relationship between each other. Social skills refer to employee relations with the outer world and other visualization of the individual’s natures. An employee with social skills is much more accepted in the leadership role. Implementing new ideas of social awareness in the work environment gives an overview of how the employee is sensitive to the new change. Employees with a higher concern of social awareness generally tend to show curiosity towards others and understand the issues in depth.

Stress management is the key factor in EI. Any individuals who are high in EI generally pose a cakewalk in dealing with stress. Stress leads to negative consequences in the body and mind. People need to lower down the stress level as it impacts the competency of an individual. Suppose an individual with a high-stress level may be deeply involved in the work and his major strengths might be overshadowed, eventually leading to a negative impact on the individual and the firm itself. Stress should be reduced as much a possible especially in the leadership role. High stress leads to low productivity eventually affecting the EI of the individual. Empathy is one of the key factors which affects EI. Every individual who focuses on being in other's shoes always has a sense of better understanding of the problems of others.

Since individuals might not be able to express themselves properly and this may lead to improper communication which is not a good understanding. Hence communication plays a vital role in understanding the situation of any situation. Better communication better understanding. Hence any employee who has empathy for a fellow employee will have a high EI as they understand their emotion and can provide a solution. The team in which an individual work matters the most in any decision making factor on EI.

Since the team is the final destination and their ability to handle and withstand different circumstances needs to be addressed, every individual's contribution is needed to face the work pressure, uncertainties, and goals the organization desired. For example, if any individual is working hard but his teammates are not working with the same efficiency then the individual will feel inferior and also reduce the work that he is performing. This will indirectly affect the productivity of the team as a whole. Hence the individual aspect of working hard will go in vain and might result in clashes with his fellow teammates. The EI level is decided by the team push-pull factor on the individual mind-set. Thus the overall factors affect EI, which eventually impacts the performance of the employee (Kaur and Sharma, 2019)

Various models have initiated the relationship between employee performance and Emotional intelligence. According to Salovey and Mayers emotions are essential to better understand the social environment. It brings in utilizing emotions, perceiving emotions, managing emotions, and understanding emotions. Understanding how perceiving motions works- It is the ability to understand others' emotion and also individuals make a major part in EI. Conceiving other emotional values and ethics plays a strong role in EI. Utilizing emotions- Every individual who has a goal to achieve will utilize other values and inculcate it into a positive and constructive effort to reach the goals. Understanding emotion- Recognising the puzzles in the emotions and breaking it to one’s suitability will create a passion for finding a solution.

Thus a person who understands emotion will always have a high EI (Dhani et al, 2016). According to Petrides and colleagues in the trait model, the individuals’ traits decide EI. As every individual has personalities according to self-perception and emotional traits which can’t be measured scientifically but by individuals' self-report. This model can only be viewed through the eyes of the individual personality. The basic understanding of EI in today’s world needs to be clear. How much EI does affect the organization especially in HRD. As EI is essential to sustain and grow in the corporate world the work requires proper measurement of individual traits that built the person's EI score. To clarify the general performance in the organization EI helps individuals to help people to pick jobs properly.

During any training and development period, trainers must acknowledge the skill of those individuals who have High and Low EI. Thus setting up a benchmarking in EI will be essential in terms of designating them into the selective department with workload pressure. A test can be conducted to check the EI levels either by DKEIT (Deepa Krishnaveri emotional intelligence test) in which 18 scales measurement are brought to test the adaptive tendency towards EI. And then JPI ( Job Performance Inventory) can be used to measure employee performance. In this JPI 17 items were used on a 5 point scale ensuring the factors of accuracy, competence, punctuality, and teamwork to evaluate their performance and find the relation in between job performance and emotional intelligence (Dhani et al, 2016)

Conclusion on Emotional Intelligence

Achieving the EI skills in the competitive world with efficiency and job performance has shown that there is a relationship between EI and success which is influenced by others. An employee with high EI competency has better work performance than others with low EI which has indirectly reduced the turnover. Satisfaction levels of employees depend on the salary, work-life balance, and the environment they work in. Interestedly the leaders who have the vision in organizational development always try to nurture work-life balance. It is also found in the study that better emotional intelligence leads to better work performance and leads to organizational commitment. Employees with motivation will always remain productive and help the firm reach its goals.

Since an organization invests in its manpower for better productivity it is necessary that they also see their employee adapt to new changes they implement. Understanding the value of EI undertakes to forecast to improve the life skills of individuals. Every individual understanding and analyzing the competency one should carry will reflect his work-life balance. There is a clear relationship between EI and work-life balance that both create competitive advantage and success for the organization. The potential every employee carries with him and understanding the differences to help him to upgrade his skill will result in better satisfaction from both sides and make it an organizational success.

References for Emotional Intelligence

Bandi, Srinivas and Chauhan, Nirupa.2019. “Effects of emotional intelligence on employee performance.” ISBR Management Journal 1, no.4: 1-17.

Shahosseini Mohammad, Silong Abu Daud, Ismail Ismi Arif, Uli Jegak nak. 2012. “The role of emotional intelligence on job performance”. International Journal of Business and Social Science 3, no.21: 1-6

Arora, Bhavna.2017.” Importance of emotional intelligence in the workplace”. International Journal of Engineering and Applied Science 4, no.4: 1-3.

Kaur, Jasleen and Sharma, Anupama.2019. “Emotional intelligence and work performance”. International Journal of Recent Technology and Engineering 8, no.2s3: 1-7.

Dhani Priyam, Sehrawat Anil and Sharma Tanu.2016. “ Relationship between emotional intelligence and job performance: A study in Indian context. International Journal of Science and Technology 9, no.47: 2-13.

Mayer, John D , Salovey Peter and Caruso, David R. 2008.” Emotional intelligence- new ability or eclectic traits?” American Psychological Association 63, no.6: 503-517.

Petrides K.V, Mikolajczak Moira, Ruiz- Sanchez and Mavroveli Stella.2016. “ Development in traits of emotional intelligence research”. Emotion Review 8, no. 4: 335-341

Goleman, Daniel.1998. “The emotionally Intelligent workplace”. Consortium for Research on Emotional Intelligence in Organisation. 

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