Emotional Intelligence A Part Of Organizational Setting

Introduction In this era of technological advancement and highly competitive workplace, emotional intelligence , though the word sounded familiar, enough amount of researchers such as the Goleman.D(2012) suggested that this concept is a subject matter of high importance. In order to prove that ‘ Emotional intelligence has no part in the organization setting as emotions play no part in business’ is a misconception statement, this essay will focus on its background, its importance and significance with a conclusion that emotional intelligence is a part of organisational setting and why the organisations should adopt this concept for reaping better benefits in achieving their business goals. Emotional Intelligence: A Recap Given the†¦show more content†¦A concept that benefits both the employee and the employer/the organisation. Unfortunately, one cannot check these kind of emotions at the working space, so being aware of individual potential and the relating to others is important says Momeni,J (2007). It is a well known concept or a general practice by the human resource professionals that they would prefer to bring on board a candidate who possess a high emotional intelligence in contrast to the one having low intelligent quotient (Dziechciarz,J.,2003). The reason behind this decision is simply because that it helps a person in assessing people’s behaviors, management styles , attitudes, interpersonal skills in making the formal communications with an organisation more effective (Goleman,D.,1997). It is important now to understand the model of Emotional Intelligence. Emotional Intelligence Model: Emotional intelligence(EI) and organisational effectiveness model by Cherniss et al.(2001) lights upon the concepts of Emotional intelligence for organizational improvement. The elements of his models provide a sufficient understanding on how emotional intelligence can create a significance in an organizational setting. Figure 1.0: Adapted from Cary Cherniss and Daniel Goleman (2001) The model has a specific approach where it’s been classified into two different sections. One that contains leadership, human resource