Emotional Intelligence and Performance at the Workplace Essay Example

an aspect that all the parties in an organizational should adhere to.

Secondly, awareness of others in an organization is a vital aspect employee and leaders management tool. Studies have shown that a managerial team that has a higher awareness of the emotions of employees has a higher probability of detecting and reacting appropriately to the emotions of colleagues around them (Druskat, 2013). In the understanding of how the emotions are created and how they affect the performance of employees is important in how the leadership will deal with the emotions of others. Through this, the management is likely to determine the cause of emotions and the strong emotional attachment to others. Workers, on the other hand, should be able aware of the feelings of colleagues and the managers to enhance proper coexistence between the management and other staff.

The listening skills enhance the aspect of active listening to the concerns of workers instead of speaking. Emotionally strong leaders can adequately understand the content of what the workers are saying as they pick emotions being the given sentiments. Similarly, workers should adopt listening skills as they can as well assist fellow workers in addressing issues that may not require the intervention of the organizational leadership. Organizational management should concentrate on training workers on the importance of the listening skills to all the parties in a corporate setup. Majorly, most of the issues raised by workers in a corporation are situations that leaders can do little to transform. However, employees will still have the urge to be heard by the management as this offers an emotional reprieve for the employees.

Relationship management enables the organizational leadership to maintain a

proper relationship between themselves and the workers as well as other stakeholders interested in the firm. Employees can work as a team in the organization through the most appropriate relationship management techniques as a form of emotional intelligence. In the management of conflict, the relationship management aspect will enable the leaders to make appropriate decisions based on the understanding of the EQ between the warring parties in the organizational conflict. Management of organizational leadership can be embodied through recruiting a management and employees who are well-versed in managing their relations and those of other workers in the workplace setting.

Most responsible leaders should be able to anticipate incoming and respond appropriately to varying situation. Managers with the lowest EQ will wait for damage to occur and respond to situations. For instance, the management should be able to foresee incoming layoffs and take an appropriate action of informing the workers before the conditions occur. This partly encourages workers as the management offers sympathetic means of dealing with such oncoming occurrences. One of the most effective ways of enhancing employee motivation and performance through the EQ is providing periodic training to all the workers and the management on the most appropriate ways of dealing with their emotions as well as minding the emotions of their colleagues. A proper training plan will enlighten the workers on the importance of EQ techniques and will finally enhance peaceful coexistence (Wong, 2002). This is more likely to increase the employee motivation and performance in the long term.

As a plan on improving worker morale and performance, the organizational leadership should concentrate on being the role models in their management, decision-making in the overall

running of the business activities. It id through being role models that workers feel motivated to mind the welfare of all in the organization boosting the performance, motivation and satisfaction of all in the workplace. To sum up, EQ is an aspect that organizations cannot afford to ignore in a world where there are all sorts of pressures and emotional stress. Organizations that ignore the EQ techniques are more likely experience tons of organizational conflicts throughout

References

• Brackett, M. A., Rivers, S. E., & Salovey, P. (2011). Emotional intelligence: Implications for personal, social, academic, and workplace success. Social and Personality Psychology Compass, 5(1), 88-103.
• Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.
• Wong, C. S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The leadership quarterly, 13(3), 243 274.