Introduction
Emotional intelligence is a part of human intelligence showing people’s ability to understand and analyze their own and other people’s emotions. Nowadays, that phenomenon is actively researched: there are various studies on the subject and tests for measuring emotional intelligence. It is not the same as intellectual intelligence, but it still provides particular abilities to people and may be valuable for them in different life situations. This research paper explores emotional intelligence in terms of its significance for managers and employees in the workplace and provides a personal reflection on the subject. Emotional intelligence is equal in importance to intellectual intelligence, and it can be significantly impactful in the workplace for employees and managers.
Emotional Intelligence in the Workplace
First of all, emotional intelligence can seriously influence managers and employees, affecting their actions and behavior at work. Researchers argue that emotional competencies “can theoretically be developed in individuals to enhance their professional success” (as cited in O’Connor et al., 2019, p. 3). High emotional intelligence levels among a company’s employees and managers can positively impact general performance, organizational commitment, job satisfaction, and other work aspect correlated with emotion. For instance, managers skilled at comprehending others’ emotions can use that to help their subordinates work with the highest possible efficiency. At the same time, employees can utilize emotional intelligence to understand their colleagues’ feelings, supporting them. Thus, emotionally intelligent managers and employees are able to perform their tasks with maximized effectiveness, which positively influences the company’s activity.
Everything mentioned above proves that employees’ emotional intelligence is essential for their employers to know and understand. According to O’Connor et al. (2019), employers can use that knowledge to predict performance in the workplace and improve outcomes. Suppose a company has invented a new product, and the following month is to be challenging for the firm’s employees since there are many preparations to be made before going into the market. An employer who understands their workers’ emotional intelligence can predict that they may be overwhelmed by the amount of work, decreasing effectiveness. It may be beneficial to consider several ways to help the employees. For instance, the employer can hire part-time workers for the new project period or provide additional payments to the workers to motivate them. Understanding the workers’ emotional intelligence is essential for any manager or employer as it can enhance organizational commitment and work performance.
Emotional Intelligence: Personal Reflection
Having completed an emotional intelligence exercise, I have learned that I have an excellent emotional intelligence. Cherry (2021) reports that such people “are adept at dealing with social or emotional conflicts, expressing their feelings, and dealing with emotional situations” (para. 13). I was not surprised as I have always been skilled in perceiving and evaluating my own and other people’s emotions. I am empathetic and attuned to my feelings and can express them appropriately. These qualities, along with various emotional abilities, are inherent in emotionally intelligent people (Cherry, 2022). Furthermore, my emotional intelligence influences my performance in the workplace as I can quickly identify a problem if one occurs among my colleagues and find a solution. I often help them if they experience the overwhelming pressure of work and lose control: I can reason with them and set a positive mood. Thus, we avoid many work issues and maintain an effective work performance.
Emotional intelligence can be as important as intellectual intelligence. People form a society together, and each person is a part of it, meaning that they constantly interact in various circumstances. Understanding and appropriately interpreting own and others’ feelings can help people become successful, build families, and even be happy. Intellectual knowledge is essential as it promotes personal development, but emotional intelligence can also contribute to that goal, additionally promoting societal development. People live as members of society: the ability to control their own emotions can prevent unnecessary conflicts, and the ability to understand others’ feelings can help make friends or set influential connections. Therefore, the significance of emotional intelligence is equivalent to that of intellectual intelligence.
Based on my own test score, strengths, and weaknesses, I have identified some areas that I might enhance to help my career and its development. Although the exercise has demonstrated that I have high emotional intelligence, there is always room for improvement. Cherry (2022) suggests people should reflect on their self-awareness to learn emotional intelligence and increase its levels inside their minds. I want to proceed with learning to understand how my feelings and emotions are connected with my beliefs and behaviors and how they can impact other people. That knowledge is vital for my career since it can improve my abilities as a team member, meaning I can be more effective when working with others.
Conclusion
Overall, emotional intelligence, which is as important as intellectual intelligence, can be vital for employees and managers in the workplace. The ability to process and manage own emotions and understand and appropriately interpret others’ feelings can positively impact job satisfaction, general performance at work, and organizational commitment. Therefore, people should learn emotional intelligence and improve the associated skills to be more efficient at work and successfully live as a part of society.
References
Cherry, K. (2021). How emotionally intelligent are you? Verywellmind.
Cherry, K. (2022). 7 habits of emotionally intelligent people. Verywellmind.
O’Connor, P. J., Hill, A., Kaya, M., & Martin, B. (2019). The measurement of emotional intelligence: A critical review of the literature and recommendations for researchers and practitioners. Frontiers in Psychology, 10(1116), 1-19.