Emotional intelligence (EI) is the ability to understand, use and manage people's emotions in a positive way to relieve stress, communicate effectively, empathize with others, overcome challenges, and resolve conflicts (Salovey and Grewal, 2005). Emotional Intelligence is a set of skills related to emotion and emotional information. EI can also illuminate the roles of the organization (Côté, 2014). Emotional intelligence is the ability of individuals to perceive, express, understand, use, and manage emotions within themselves (personal intelligence) and in others (social intelligence) that lead to adaptive behavior (Mayer and Salovey, 1997). The simple idea of EI is the ability to understand and manage, regulate emotions (Schutte and McKenley, 2002).
Learning and
Development has a broad coverage (Swayamdipta, 2017). Companies use the
learning and development concept to give to organization employees an
understanding of all the activities of knowledge dissemination, skill building
and skill development in the divergent fields that companies work depending upon the nature of business (Imran
and Tanveer, 2015).
L&D focus mainly on
uplifting two sectors of the workforce:
1)
Enhancing knowledge and skills in the domain of their business.
For
Example;-
The
garment company hopes to provide employees with the knowledge and skills they
need to run the business by providing training on how to cut a panel, how to
sew a garment, how to pack and check quality.
2)
Developing human aspects.
For
Example;-
The
same company that gives training for its employees in areas like Stress
Management, Leadership development, Team building and Management, Strategic
thinking, Innovation development, Emotional Intelligence form the part of
Developing human aspect in the work force.
Developing and
improving the emotional intelligence of the employee enables better management
of the people (employee) and enhances his ability to manage his team to achieve
the desired results (Gondal and Husain, 2013).
Building EI in
employees is only a small part of the broader L&D activity base but a very important
part of human energy enrichment and management (Cherniss, Goleman and Emmerling,
1998). All organizations that place importance on training and development of
their employees designate adequate space for their employees to train on EI (Boyatzis,
2009).
Emotional intelligence
refers to how well we handle our relationships with ourselves. There are four domains that are considered an
integral part of emotional intelligence (Ghanizadeh and Moafian, 2010).
1. Self-awareness:
“Self-awareness represents the capacity of becoming the object of one’s own
attention (Morin, 2011).”
§ Knowing
what we are feeling, why we are feeling?
§ People
emotional state,
§ Strengths
and limitations,
§ People
self-worth and capabilities
2. Self-management:
“Self-management means you understand your personal responsibility in different
aspects of your life, and you do what you need to fulfill that responsibility (Edward,
Rasmussen and Munro, 2010).”
§ The
ability to control impulses
§ internal
resources adaptability
§ Flexibility
3. Empathy:
“No consensus on the definition of empathy exists. Empathy has been described
as emotional and spontaneous, cognitive and deliberate, or some combination of
the two (Dohrenwend, 2018)”. Empathy is know what someone else is feeling and
having the ability to experience what they are feeling, mentoring,
developmental needs (Eisenberg and Strayer, 1990).
4. Putting
them all together in skilled relationship:-
Then organization has productivity, well-being,
success and harmonious co-existence in our personal, professional and social
life.
List of Reference
Boyatzis, R.E., 2009.
Competencies as a behavioral approach to emotional intelligence. Journal of
Management Development.
Cherniss, C., Goleman,
D., Emmerling, R., Cowan, K. and Adler, M., 1998. Bringing emotional
intelligence to the workplace. New Brunswick, NJ: Consortium for Research on
Emotional Intelligence in Organizations, Rutgers University.
Côté, S., 2014.
Emotional intelligence in organizations. Annu. Rev. Organ. Psychol. Organ.
Behav., 1(1), pp.459-488.
Dohrenwend, A.M., 2018.
Defining empathy to better teach, measure, and understand its impact. Academic
Medicine, 93(12), pp.1754-1756.
Edward, K.L., Rasmussen,
B. and Munro, I., 2010. Nursing care of clients treated with atypical
antipsychotics who have a risk of developing metabolic instability and/or type
2 diabetes. Archives of Psychiatric Nursing, 24(1), pp.46-53.
Eisenberg, N. and
Strayer, J. eds., 1990. Empathy and its development. CUP Archive.
Ghanizadeh, A. and
Moafian, F., 2010. The role of EFL teachers’ emotional intelligence in their
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Gondal, U.H. and
Husain, T., 2013. A comparative study of intelligence quotient and emotional
intelligence: Effect on employees’ performance. Asian journal of Business
management, 5(1), pp.153-162.
Imran, M. and Tanveer,
A., 2015. Impact of training & development on employees’ performance in
banks of pakistan. European journal of training and development studies, 3(1),
pp.22-44.
Mayer, J.D. and
Salovey, P., 1997. What is emotional intelligence. Emotional development and
emotional intelligence: Educational implications, 3, p.31.
Mayer, J.D., Salovey,
P. and Caruso, D.R., 2004. TARGET ARTICLES:" Emotional Intelligence:
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pp.197-215.
Morin, A., 2011.
Self‐awareness part 1: Definition, measures, effects, functions, and
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Nelson, D.B. and Low,
G.R., 2011. Emotional intelligence. Boston: Prentice Hall.
Ryback, D., 2012.
Putting emotional intelligence to work. Routledge.
Salovey, P. and Grewal,
D., 2005. The science of emotional intelligence. Current directions in
psychological science, 14(6), pp.281-285.
Schutte, N.S., Malouff,
J.M., Simunek, M., McKenley, J. and Hollander, S., 2002. Characteristic
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Swayamdipta, S., 2017.
Learning Algorithms for Broad-Coverage Semantic Parsing (Doctoral dissertation,
Ph. D. thesis, Carnegie Mellon University Pittsburgh, PA).
