How does Learning and Development (L&D) help in improving the Emotional intelligence of an organization

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 success. ELT journal, 64(4), pp.424-435.

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: Theory, Findings, and Implications". Psychological inquiry, 15(3), pp.197-215.

Morin, A., 2011. Self‐awareness part 1: Definition, measures, effects, functions, and antecedents. Social and personality psychology compass, 5(10), pp.807-823.

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 emotional intelligence and emotional well-being. Cognition & Emotion, 16(6), pp.769-785.

Swayamdipta, S., 2017. Learning Algorithms for Broad-Coverage Semantic Parsing (Doctoral dissertation, Ph. D. thesis, Carnegie Mellon University Pittsburgh, PA).