EQ is the ability to create a balance between knowing what person doesn’t know and that what person knows can be improved. In an organization, the leader has two minds one that feels and another that thinks (Ealias and George 2012). EQ can use, identify and understand emotions in positive ways to get relief from high stress and refuse
Framework of EQ
Emotional Intelligence (EQ) is the key to every managerial success. It consists of four basic attributes: self-management, self-awareness, social awareness and management of the relationship. As the researchers know that it is not the smartest person who are the most successful in life; people are preferable knowledgeable and yet they are mentally inept and failure at scheduled work or in personal relationships (Ciarrochi and Mayer 2013). Self-management helps to maintain personal competencies inside the organization by maintaining integrity; employees become flexible to handle challenges, which will assist them to achieve great success. Self-awareness helps to understand others emotions and feelings, helps to understand personal strengths and weaknesses to improve performances and to find out opportunities for future developments. Social awareness of EQ helps to understand current trends of the society to meet up the requirements of the clients for greater customer satisfactions (Ealias and George 2012). Relationship management is another vital aspect of EQ, which helps the managers with strong leadership skills to guide the employees and engage them to achieve collective goals with social competencies.
Figure 1: Components of Emotional Intelligence
(Source: Martin-Raugh et al. 2016, pp-45)
Emotional Intelligence in Organizational Behaviors
In an organization structure of emotional competence is crucial for personal and social competencies. This aspect with organizational behaviors engages people, structure, environment and some administrative tools that help to increase the productivity of the company (Zeidner, Matthews and Robertsv 2012). Employees of the company are the living beings who serve people to meet organizational goals and objectives. If an emotionally intelligent manager can provide a healthy working for the environment by understanding their feelings and their requirements, an enthusiastic team will do good work which will increase the reputation of the organization. Emotional intelligence is needed for reconstructing the structure of the organization to ensure the fact that employees have a secure feature with improved behaviors (Murphy 2012). In order to make critical and crucial decisions for the organizations, higher authorities should have the capabilities to make a strong relationship with the colleagues for better communication purposes. Emotional intelligence must be inducted into the training program of the company to manage the working environment with active strategies.
Researchers have observed a case study on AMADORI, which is as a supplier of McDonald’s in Europe, assesses the aspects of emotional intelligence in organizational behaviors and links it to the individual performance and organizational performances. Managers’ performances, their leadership skills in this period, dropped the employees’ turnover by 63% (Ciarrochi and Mayer 2013). For this issue, Hr department of the organization has decided to integrate EQ process in their performance evaluation activities. This emotional intelligence process helps the higher authorities to develop a secure communication platform for achieving business goals successfully (Ealias and George 2012). Adopting of this activity, performance of this company has been improved with a significant growth which has been shown in the following figure
Figure 1: Performance Improvements by EQ Process
(Source: Kell et al. 2016, pp-42)
The above case study will help the readers to understand the key drivers of emotional intelligence for organizational success. These key drivers are trust, motivation, change, teamwork, and execution. People working together in a workplace must have trust and confidence with each other to share ideas, feelings for achieving organizational goals. Motivation is much needed for a healthy working environment so that people feel energized to improve their works. The above case study shows that changes made in the performance management activities are very much needed to improve the performance of the company. Teamwork is another strong field of AMADORI, which helps them to compete with external challenges with confidence. Data for this particular case study has been collected from the interview sessions with the employees of AMADORI ad from the online surveys such as blogs, articles, and journals.
Ciarrochi, J. and Mayer, J.D., 2013. Applying emotional intelligence: A practitioner's guide. Psychology Press.
Ealias, A. and George, J., 2012. Emotional intelligence and job satisfaction: a correlational study. Research journal of commerce and behavioral science,1(4).
Martin-Raugh, M.P., Kell, H.J. and Motowidlo, S.J., 2016. Prosocial knowledge mediates effects of agreeableness and emotional intelligence on prosocial behavior. Personality and Individual Differences, 90, pp.41-49.
Murphy, K.R., 2014. A critique of emotional intelligence: what are the problems and how can they be fixed?. Psychology Press.
Zeidner, M., Matthews, G. and Roberts, R.D., 2012. What we know about emotional intelligence: How it affects learning, work, relationships, and our mental health. MIT press.