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MASTER 3. GENERAL EFFECTS………………………………………………………………… 4. CONSEQUENCE ON ORGANIZATION…………………………………………….

 

 

MASTER OF MECHANICAL ENGINEERING (INTERNATIONAL DESIGN)

OCTOBER 2017

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EMOTIONAL INTELIGENCE

 

 

 

 

 

 

 

 

 

 

 

 

SUBMITTED BY: Mohan Raj Gopalakrishnan Nair

BATCH: MSC MECHANICAL (International
design) – October 2016

STUDENT NO.: 
S174672

SUBJECT:  Human resource management

SUBMITTED TO: 
 Dr in?.
Aleksandra Wi?niewska

WORD COUNT: 2349

DATE OF SUBMISSION:

Table of Contents

 

 

 

 

 

 

1.
INTRODUCTION……………………………………………………………………..

 

2.
CLASSIFICATION…………………………………………………………………….

 

3. GENERAL
EFFECTS…………………………………………………………………

 

4. CONSEQUENCE
ON ORGANIZATION…………………………………………….

 

5.
LEADERSHIP AND EMOTIONAL INTELLIGENCE: A SYNTHESIS…………….

 

6. THE DARK SIDE
OF EMOTIONAL INTELLIGENCE…………………………….

 

7. REFERENCE………………………………………………………………………..

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

“Emotional Intelligence: long
neglected core component of mental ability or faddish and confused idea
massively commercialised”

-A.
FURNHAM

 

1. INTRODUCTION

 

To succeed at the best is a human moto from the ancient era, however the
people who just succeed lied is the history pages where the rest of intelligent
people stays behind. This is applicable in all fields of present society.

 

E.g.: A student
with much potential is not able to succeed socially or a Company employee with
greater abilities stays in his same position for ever.

 

The study of
Emotional intelligence has its roots from the Great Darwin`s ideology that, who
posited that emotional expressions was essential for survival.

 

Over times,
Scientist and physiologist have realised that there lies a new intelligence
that isn’t related to standard cognitive intelligence – it’s called Emotional
Intelligence. On Simple terms it is the ability to be aware of self-emotions
and emotions of others and use this knowledge to manage the emotions for the
betterment of all.

 

Emotional
intelligence comprises of various combinations of various combinations of
competencies which makes a person to be aware of, to understand, to be in
control of their own human emotions, to understand and recognise the emotions
of others. This acquired data over emotions and its attributes helps in
attaining the set goals of individuals, a cluster or co-operates without any
block within in any manner.

 

Emotional
intelligence have resemblance with various other emotional attributes such as collective
intelligence, empathy and emotions to enhance thought and understanding of
interpersonal dynamics. On a basic analysis is was found that the people with
better EI capabilities are proven to be more successful in their workplace and
their respective fields as they have better self-awareness and knows the tricks
and tips in the emotion games.

 

 However, substantial disagreement exists
regarding the definition of EI, as the ideologies along with the worlds is on
its run for betterment and changes, the tactics and the concept in Emotional
Intelligence and its strategies is being updated. Even the Genetic variation
and life style have transformed the Human emotions to another level.

 

 

 

2. CLASSIFICATION

 

The present
scenario has classified Emotional Intelligence into three models.

1.     
Ability model

2.     
Mixed model

3.     
Trait model

 

ABILITY MODEL

 

Based on research made by Salovey and Mayer’s it is defined as “the
capacity to reason about emotions, and of emotions, to enhance thinking. It
includes the abilities to accurately perceive emotions, to access and generate
emotions so as to assist thought, to understand emotions and emotional
knowledge, and to reflectively regulate emotions so as to promote emotional and
intellectual growth.”

 

Their model
claimed that EI had mainly four characters;

 

1.      Perceiving emotions

The ability to detect and
decode emotions in faces, Pictures, voices, and cultural artefacts along with
the ability to identify one’s own emotions.

2.      Using emotions

The ability to harness
emotions to facilitate various cognitive activities, such as thinking and
problem solving.

3.      Understanding emotions

The ability to comprehend
emotion language and to appreciate complicated relationships among emotions.

4.      Managing emotions

The ability to regulate
emotions in both ourselves and in others or in other words inter and intra
control ability.

 

Measurement:

The complete analysis of emotions in humans is still an unexplored zone,
the present methods used to decode this is the Mayer-Salovey-Caruso Emotional
Intelligence Test (MSCEIT), which is based on a series of emotion-based
problem-solving items.  There are other
numerous methods to find the ability based model of EI.

 

 

 

 

 

 

MIXED MODEL

This model go hand in hand with the ideas proposed by
Daniel Goleman focuses on EI as a wide array of competencies and skills that
drive leadership performance.

 

 Goleman’s model
focuses on five main EI constructs

Self-awareness

The ability to know one’s emotions, strengths,
weaknesses, drives, values and goals and recognize their impact on others while
using gut feelings to guide decisions.

 

Self-Regulation 

Involves controlling or
redirecting one’s disruptive emotions and impulses and adapting to changing
circumstances.

Social skill 

Managing relationships to
move people in the desired direction

 

Empathy 

Consideration of another
individuals emotions during the process of new decision making.

 

Motivation  

Being driven to achieve for
the sake of achievement

 

Measurement:

The Emotional
Competency Inventory (ECI) and the Emotional and Social Competency Inventory
(ESCI), developed by Goleman and Boyatzis provide a behavioural measure of the
Emotional and Social competencies, which was an effective method of measuring
mixed method of Emotional Intelligence to a greater extend. The Emotional
Intelligence Appraisal is another modelling method and which can be taken as a
self-report or a complete 360-degree assessment.

 

TRAIT MODEL

This model was proposed by Konstantinos
Vasilis Petrides where according to him Trait EI is “a constellation of
emotional self-perceptions located at the lower levels of personality”. In
simple terms trait EI refers to an individual’s self-perceptions of their
emotional abilities.

 

Measurement:

There are many
self-report measures of EI including the EQ-i, the Swinburne University
Emotional Intelligence Test (SUEIT), and the Schutte EI model. The most widely
used and widely researched measure of self-report or self-schema emotional
intelligence is the EQ-i 2.0. However none of these assess intelligence,
abilities, or skills, but rather, they are limited measures of trait emotional
intelligence.

3. GENERAL EFFECTS

 

Higher emotional
intelligence is positively correlated with many aspects:

 

1. Better social relations
for children

Being the most
delicate part of a society the influence of EI Among children and teens is at
most, emotional intelligence positively correlates with good social
interactions, relationships and negatively correlates with deviance from social
norms, anti-social behaviour measured both in and out of school as reported by
children themselves, their own family members as well as their teachers.

2. Better social relations
for adults

 When it comes with the Adults, High emotional
intelligence among adults is correlated with better self-perception of social
ability and more successful interpersonal relationships while less
interpersonal aggression and problems.

3. Highly emotionally intelligent individuals

 It perceived more positively by others .Other
individuals perceive those with high EI to be more pleasant, socially skilled
and empathic to be around.

 4. Better family and intimate
relationships  

As Human are efficient of
Emotional bonding, high EI is correlated with better relationships with the
family and intimate partners on many aspects.

5. Better academic achievement

Emotional intelligence is
in hands with the better achievement in academics as reported by teachers can
be confusing if a strategy over IQ and mere studies are blended.

6. Better social relations during work performance and in negotiations

Higher emotional
intelligence is correlated with better social dynamics at work as well as
better negotiating ability.

7. Better psychological well-being

Health in the aspect of
mental and physical well-being is necessary for any individual. Emotional
intelligence is positively correlated with higher life satisfaction,
self-esteem and lower levels of insecurity or depression. It is also negatively
correlated with poor health choices and behaviour.  

4.
CONSEQUENCE ON ORGANIZATION

 

It was recently but not the last
that organization or companies came to know the truth that their success rate
was not merely dependent on recruiting employees with just better IQ.

 

When individuals within the firm has
not developed their EI, they tend to get stopped by their setbacks. They either
overcome the struggle or just get trapped over the infinity loop. Their
negative attitude towards the other members of the team will result in the
increased animosity and difficulty in being productive.

 

They may club their personal
emotions along with the group emotions. All in all, these types of situations
prevents them from attaining the possible success rate within the organization.

Individuals with still better EI
faces the same issues within the firm, however they react in a different way,
they are able to control their emotions and analyse and find how their
behaviours are affecting their choices and themselves, this helps them to
overcome the issues.

 

The
main advantages that can be obtained:

 

·       
Everyone’s ideas are respected

·       
Team work at their optimum

·       
Gossip and other negative behaviours
stops

·       
Everyone encourages and celebrates
each other’s success

·       
Stumbling blocks and quickly
surmounted

·       
Integrity is valued

·       
Hardship is always rewarded

·       
Potential will keep on developing

·       
Decisions are value based

·       
Betterment of the Organization

·       
Individual perfection will be at high

 

Emotional
Intelligence can take place in a firm in multiple forms and can have multiple
impacts within the organization. However in general, rather than mere IQ, EI
has become an unavoidable part of any organization.

 

 

 

 

 

 

5. 
LEADERSHIP AND EMOTIONAL INTELLIGENCE: A SYNTHESIS

 

The leader of any organization has a direct
influence on the culture of work environment. Studies have found the impact of
leader on the behavior of employees, strongly plays a role in the development
of the organization.

 

 

 

Figure 1

 

 

 The Figure
1 illustrates organizational factors that are interrelated. Each of these
factors influences emotional intelligence. At the same time, the HR functions
of recruitment and selection, training and development, and management
performance have a strong impact on leadership.

 

 The
leadership has a direct influence on the extent to which HR functions are
effective in helping to increase the EI of organizational members. The high
level of EI helps in identifying talents, delegation of roles accordingly and
resolving the conflict amicably. The review of literature revealed mechanisms
of EI and its synthesis with leadership. The mechanism includes the qualities
given as under:

 

An accurate social perception helps
people in attaining a mediate knowledge of other group member’s behaviours and
enables the leaders to tackle these situations in an effective way.

The ability to
orchestrate one’s emotions as per the need of the team helps in accomplishment
of the team task, which in turn influences the entire team’s performance.

 

 

 

 

6. THE DARK SIDE OF EMOTIONAL INTELLIGENCE

 

Emotional intelligence is important, but the unbridled enthusiasm has
obscured a dark side.

The new
evidences within organization gives evidences that people horn their emotional
skills they become in manipulating the people in and around them.

 

Along with the inspiring
speech delivered by the leaders in the organization filled with emotion, the
audience are likely to scrutinize the message and remembered less of the
content. In jobs that required extensive attention to emotions, higher
emotional intelligence translated into better performance.

 

In jobs that
involved fewer emotional demands, the results reversed.

Corporates to
meet their personal goals and to gain their money at high, plays with the
emotions of their employees as a threat or heavy pressure could bring up the
maximum potential of an individual or a group.

 

Other negative
effects of EI are:

 

a.       Drug use:
EI and implementation of this technique in an improper way leads to the intake
of various forms of Drugs amongst the individuals, as they undergo serious
pressure in their organization.

 

b.      Health: People
undergo serious health issues as they are working under a long and severe
stress over them, issues over eyes along with increased blood pressure issues
are some mere examples over this.

 

c.       Religiosity: Being
one of the sensitive part of our world, wrong implementation of EI due to
grudge over any other religions can be catastrophic.

 

d.      Bullying: EI
acts as a weapon of bullying at times within an organization or a community
when it is implemented by bad leadership or under the influence of a
psychopath.

 

 

 

 

Being a super
sensitive technique, adequate precautions and tactics should be made up, as the
key to Human Emotions are still not found.  

 

 

 

 

 

 

7. REFERENCES

 

 1. Coleman, Andrew (2008). A Dictionary of
Psychology (3 Ed.). Oxford University Press.

 

 2. Murphy, Kevin R. A critique of emotional
intelligence: what are the problems and how can they be fixed? Psychology
Press, 2014.

 

3. Article at
Harvard Business Review 9 January 2017 Archived 2 February 2017 at the Way back
Machine.

 

4. Article at
Huffington Post 20 July 2016 Archived 2 February 2017 at the Way back Machine.

 

5. Article at
“psychcentral.com” 30 October 2015 Archived 2 February 2017 at the Way
back Machine.

 

6. “How
good is your EQ” at “thehindu.com” 6 December 2015 Archived 3
February 2017 at the Way back Machine.

 

7. Goleman,
Daniel (1998), What Makes a Leader? Harvard Business Review.

 

8. Petrides,
Konstantin; Furnham, Adrian (2001), “Trait Emotional Intelligence:
Psychometric Investigation with Reference to Established Trait
Taxonomies”, European Journal of Personality, pp. 425–448

 

9. Salovey,
Peter; Mayer, John; Caruso, David (2004), “Emotional Intelligence: Theory,
Findings, and Implications”, Psychological Inquiry, pp. 197–215

 

10. Goleman, D.
(1998). Working With Emotional Intelligence. New York, NY. Bantum Books.

 

11. Cavazotte,
Flavia; Moreno, Valter; Hickmann, Mateus (2012). “Effects of leader
intelligence, personality and emotional intelligence on transformational
leadership and managerial performance”. The Leadership Quarterly.

12. Atwater,
Leanne; Yammarinol, Francis (1993). “Personal attributes as predictors of
superiors’ and subordinates’ perceptions of military academy leadership”.
Human Relations.

 

13. Barbey, Aron
K.; Colom, Roberto; Grafman, Jordan (2012). “Distributed neural system for
emotional intelligence revealed by lesion mapping”. Social Cognitive and
Affective Neuroscience.

 

14. Yates, Diana.
“Researchers Map Emotional Intelligence in the Brain”. University of
Illinois News Bureau. University of Illinois. Archived from the original on
2014-08-13.

 

15.
“Scientists Complete 1st Map of ‘Emotional Intelligence’ in the
Brain”. US News and World Report. 2013-01-28. Archived from the original
on 2014-08-14.

 

16. Harms, P.
D.; Credé, M. (2010). “Remaining Issues in Emotional Intelligence
Research: Construct Overlap, Method Artifacts, and Lack of Incremental
Validity”.

Industrial and
Organizational Psychology: Perspectives on Science and Practice

 

17. Beldoch, M.
(1964), Sensitivity to expression of emotional meaning in three modes of
communication, in J. R. Davitz et al., The Communication of Emotional Meaning,
McGraw-Hill, pp. 31–42

 

18.
“Contributions to social interactions: Social Encounters” Archived
2017-09-05 at the Wayback Machine. Editor: Michael Argyle, reprint online on
Google Books.

 

19. Leuner, B
(1966). “Emotional intelligence and emancipation”. Praxis der
Kinderpsychologie und Kinderpsychiatrie. 15: 193–203.

 

20. Gardner, H.
(1983). Frames of mind. New York: Basic Books.

 

 

 

 

 

 

 

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