Emotional Intelligence and its Impact on Organizations

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Research analyst have defined emotional intelligence as the ability of an individual to monitor

their and other’s emotions, to differentiate between various emotions and being able to identify

them and use this information to influence their behavior and decision-making.

In recent times, EI has gained popularity in corporate world by becoming an essential component

of metrics that evaluate leadership effectiveness especially when leaders are working in a team.

The work of analyst Goleman has been crucial in in providing EI the necessary attention and

highlighting its importance in organizational affairs. As a result, today we observe several EI

leaders inspiring their teams to work efficiently to attain organizational objectives. Despite this

vast progress, there remains a lot of room for research on the correlation of EI with

organizational cultures and workplace environments.

Over the years, consensus over the importance of emotional intelligence in workplace has grown

significantly with a large number of leaders taking up on the idea that employer’s EQ is much

more essential to running business and manage employees than their IQ. A higher EQ is

representative of an employer’s ability to understand other’s emotions and forge strong

relationships. It also allows them to make sure that people in their surrounding feel safe

emotionally and therefore are loyal to their leaders. All such qualities makeup for a great leader

which are a rarity these days.

Based on EQ theories, personal traits such as self-control, perseverance, and the ability to

interact and communicate effectively are crucial to organizational success. While a lot of effort

has been put into research on improving employees EQ, however it is believed that highering

managers are better of in decision-making when selecting people with high EQ scores.

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While personal traits are a major determinant for opting for employees with higher EQ, studies

have shown that such employees are better team players as well. Such employees are easier to

work with in teams, flexible to changes with ability to adapt to challenging situations. This raises

several questions on the degrees achieved and theoretical concepts of talented graduates who fail

to fulfill the minimum EQ level since they face several problems in making it to these large

organizations.

Renowned writer, Daniel Goleman, has highlighted few key traits that compel organizations to

seek employees with higher EQ levels in order to achieve greater success. Candidates that fulfill

criteria for organizational requirements have high self-awareness i.e. they posses the ability to

understand their own strength and weaknesses thus allowing them to anticipate in what way their

actions can affect others. This trait makes them open to constructive criticism which results

employees using the feedback to improve their work standards [ CITATION Chi11 \l 1033 ].

Moreover, such employees show a greater sense of maturity over their emotions and are able to

express them with restraint and control which allows managers to maintain healthy workplace

environment and prevent negativity in employee morale. Most importantly, emotionally

intelligent individuals tend to be highly self-motivated. Their resilience and optimism allow them

to stand tall in face of adversity and thus they use their inner ambition to drive for personal and

organizational goals.

These individuals are emphatic in nature which allows them to show a great amount of

compassion towards their colleagues, connect with them on an emotional level which is highly

important on organizational level since companies always seek employees who are of great

service and genuinely respond to concerns of their fellows. Lastly, people with higher EQ are

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efficient when it comes to gaining trust of others and building their rapport. This is highly

beneficial for firms as it reduces office politics, nurtures and healthy workplace environment and

allows each employee to perform at their highest potential [ CITATION Kha12 \l 1033 ].

Based on the EQ test I have taken online, the results suggest that I have an average EQ with high

chances of improvement. It states that in situations where me or my colleagues face uncertainty,

I am likely to portray emotional sensitivity since I am well aware of how my actions and

behavior can impact others. It also points out that due to involvement in others affairs, I might at

times avoid my own emotional stability which in-turn can have adverse effects on all of us which

shows that I am yet to develop one of the most important traits required to have a higher EQ: the

ability to air our own grievances.

Since I have only participated in one of these tests, I do not have significant data to comment on

its consistency, however, these results do not come as a surprise since most of the things

indicated our likely true and representative of my own feelings as well. Based on these aspects, I

have decided to further investigate recommendations made by this assessment.

The growing importance of EQ is evident of the fact that in coming years, organizations would

have reformed their recruitment strategies with greater weightage given to a candidate’s

emotional intelligence. Research and studies supported have confirmed that emotional

intelligence indeed is as very valuable asset that organizations need to acquire to for achieving

their goals.

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 Bibliography
Chin, S. T. S., Anantharaman, R. N., & Tong, D. Y. K. (2011). The roles of emotional intelligence and

spiritual intelligence at the workplace. Journal of Human Resources Management Research, 2011, 1-9.

Khalili, A. (2012). The role of emotional intelligence in the workplace: A literature review. International

Journal of Management, 29(3), 355.

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