Emotional Intelligence in the Workplace

Posted on Wed, 12/20/2017 - 16:51 by avantgarde

Emotional Intelligence (EI) is the ability to identify and manage your own emotions and the emotions of others. It is generally said to include three skills, that are; (a) Emotional awareness; (b) The ability to harness emotions and apply them to tasks like thinking and problem solving; and (c) The ability to manage emotions, which includes regulating your own emotions and cheering up or calming down other people.

Various theories concerning emotions in organizations present that emotional states in the workplace are crucial determinants of performance and satisfaction  Because emotions are certain reactions to many surrounding stimuli and are composed of both environmental and personal factors, they set people's thoughts about their co-workers, subordinates, and managers and satisfy demands of one's social system. Finally, they affect our actions and performance in consecutive tasks.

However, should emotions in the workplace be disclosed or not is always seen as a million dollar question. Communication between people in an organization is likely to be highly affected by the extent to which they disclose and share information concerning not only ideas but also emotions, influencing, therefore, an organization's climate , more specifically trust, support, and encouragement. People within an organization are likely to chose and decide what thoughts and feelings they want to share with others. It is always done at some point and results from human nature, because as a coworker one is obliged to somehow participate in the organizational life and interact with people precisely through disclosure. However, lack of distinction between what one wants to share and what one does not want to share (in other words revealing whatever comes to one's mind) will result in overwhelming not only this individual, but also those who surround him or her . Furthermore, if work atmosphere does not allow to trust others and especially a group leader who is responsible not only for his teams outcomes, but also for its attitudes, people will not express how they feel about certain issues and may be only obediently accomplish their tasks. Emotions resulting from such a situation will contribute to creating dissatisfaction and decrease in motivation level.

One aspect of emotional disclosure, including both an employer and employees, is letting others to get to know a person better as well as to understand him or her. This means that an employee reveals both strengths and developmental areas in order to facilitate the cooperation process, meaning let others know what kind of assistance is needed in his or her case. This is applicable to inexperienced as well as professionally advanced employees and is a useful indicator for a situational leader in terms of spreading out supervision, assistance, and monitoring development. 

 So people's emotional life creates conflicting forces such as impulses and defense mechanisms which further interact with the rational part creating an inner dialogue. It is important to look inside and understand this dialogue. The same issue is observable within organizations. There are leaders and managers who look at what is going on only superficially. They do not pay their attention to the internal dynamics and analyze only what seems to be obvious like the organization's mission, goals, strategy. They look at jobs, tasks, selection processes and so on. In other words, they focus on what is rational.

Emotional intelligence being a the ability not only to supervise emotions of oneself and others but also to apply information to direct one's thinking allow people to use emotions accurately and control themselves and others in a way which will result in positive outcome. 

A person who is emotionally intelligent is likely to benefit fully from a situation by adjusting his or her moods to a task at hand .