Emotional intelligence and performance in the workplace

Emotions are of extraordinary importance in the total economy of living organisms and do not deserve to be opposed to “intelligence”. There is an intelligence based on emotions, people who have this ability are less depressed, more employable and have better relationships. Emotions cause people to react and lose control, which is an important psychological determinant of human behavior. People often wonder what is the use of emotions in intelligence. The notion of emotions is an old phenomenon, but its link with intelligence is relatively recent.

The word “EMOTION” is derived from the old French word esmovoir meaning to shake and the Latin word emovere meaning to move. Emotions make things happen. This is the core of emotions: they move us to action. Human beings cannot escape their feelings, moods and emotions. And yes, they affect your way of thinking and vice versa.

For example, when a person is in a negative mood, they are more bug-seeking, more detail-oriented, and tend to be more critical. Now, in the event that he is in a good mood, he tends to generate and seek more opportunities and have an open view of the world around him.

EMOTIONS AND INTELLIGENCE

Intelligence is the cognitive ability or functioning of a person’s mind that is measured by IQ. But IQ alone is not an indicator of an individual’s ability to adapt and cope with life situations and the efficiency of her workplace. Emotion-based intelligence determines a person’s success in the workplace or outside of the workplace. IQ hires you and EQ fires or promotes you. And a combination of both determines professional success. There is a very close link between an individual’s intrapersonal ability and her interpersonal skills. For example, in this concept the formula of the 3 Rs works.

1. RECOGNIZE
2. REDIRECT
3. REFLECT

Acknowledging one’s feelings and redirecting those feelings (intrapersonal capacity) and reflecting that redirection of feelings in one’s behavior for better communication, effectiveness in interactions, and exhibiting greater understanding of the environment.

WHILE HUMAN BEINGS FUNCTION ON BOTH RATIONAL AND EMOTIONAL LEVELS, EMOTIONS ARE AT THE HEART OF OUR ENERGY, COMMITMENT AND MOTIVATION.

EMOTIONAL RESPONSES OF THE EMPLOYEE AND THEIR JOB PERFORMANCE

The pendulum has now swung toward the recognition that employee emotions are unavoidable and influence their behavior and job outcomes. The notion that emotions influence job performance is not new, what is new is that it links emotions to job performance and its valuable consequences in organizations.

In organizations, SELF-relevant skills can be classified into SELF-AWARENESS (emotional awareness, accurate self-assessment, self-confidence) and SELF-MANAGEMENT (self-control, transparency, adaptability, achievement, initiative, optimism).

Skills with reference to OTHERS can be described as social awareness (empathy, organizational awareness) and RELATIONSHIP MANAGEMENT (inspiration, influence, development of others, catalyst for change, conflict management, teamwork and collaboration).

What I have observed in my workplace is that employees who have low emotional competencies lose their jobs even after being selected from hundreds of interviewed applicants. As an employee joined the organization, during the faculty development program she was called to share her experiences, but she refused saying she was not ready, our director took her refusal as her shyness, nervousness to be in front and gave lots of motivating examples from her own life and expressing disappointment at her refusal and then again asking her to speak but all to no avail because she took that behavior as an insult by not acknowledging her emotions and emotional responses and those of the director and reacted as a slave to emotions. She couldn’t bear that incidence and never came back.

Emotional intelligence can help explain why employees with strong educational backgrounds or cognitive skills aren’t always the best team members and leaders.

For example, I’m first in college for BIM and first in college for MBA, but in the workplace, my colleague who has average academic scores is the most effective employee and most desirable person there just for that concept of 3R who recognizes his emotions and those of others well and redirects them. emotions and reflecting these skills in their behavior to better communicate and interact with others and have better relationships.

Thus, these differences in employees’ emotional competencies and their responses to other employees, situations that determine both their personal and professional success, and to what extent, if properly measured at the time of hire, rather than just measure your IQ, could increase efficiency and rethink the workplace. your HR strategy, increasing the overall effectiveness of the organization

“Only with the heart can one see correctly; what is essential is invisible to the eyes.”

-Antoine de Saint-Exupéry