The importance of emotional intelligence in creating HR!

 

Emotions and moods, or feelings, are essential to the leadership process. More precisely, it is suggested that emotional intelligence that is, the capacity to recognize, comprehend, and control one's own and other people's moods and emotions contributes to effective leadership in businesses. The assessment and expression of emotion, the use of emotion to improve cognition and decision-making, understanding of emotions, and emotion management are the four main components of emotional intelligence that are discussed. Next, I suggest that emotional intelligence plays a role in effective leadership by emphasizing five crucial components of effective leadership: creation of group goals and objectives; teaching others the value of work-related activities; creating and sustaining zeal, assurance, optimism, cooperation, and trust; promoting adaptability in decision-making and change; and establishing and maintaining a meaningful identity for an organization. Radhakrishna and Raju (2015)

The Concept of Emotional Intelligence

In addition to generating unparalleled interest from the general public and scientific community, the idea of emotional intelligence (EI) is also gaining popularity among academics and researchers. Since it has eclipsed less noteworthy traditional psychological concepts like personality and intelligence quotient (IQ), Sharma (2012). EI is regarded as one of the trendiest buzzwords in today's business sector. The goal of this study is to provide an overview of the body of research on emotional intelligence by going over the history of the term and its different definitions. By going over several EI models and talking about the numerous ways to quantify EI, it also makes the notion of EI more understandable. By examining the origins of EI, the research sheds further insight on the topic in the Indian context. Thory (2013).

In a job where intelligence and competency are the only things that matter, the significance of feelings and emotional processes is frequently undervalued. An empirical review revealed the beneficial correlation between emotional intelligence and other workplace attributes that support the success and excellence of both the workforce and the organization. Conclusion: Emotional intelligence plays a critical role in the workplace and can yield positive outcomes in the following areas: Bal and Firat (2017).

1) Job Satisfaction, Job Performance, Turnover Intentions;

2) Stress, Anxiety, Happiness;

3) Self-Efficacy;

4) Organizational Commitment, Organizational Performance; 

5) Styles/Strategies for Handling Conflict;

6) Counterproductive Work Behavior, Ethical Behavior.

The Advantages of Emotional Intelligence

The foundation of an organization's journey towards robust corporate governance is emotional intelligence, as the research findings show There should be a focus on developing creative corporate culture strategies and training initiatives that identify and nurture emotional intelligence.Goleman (1995) Empathy should be included in the education and training of leaders and staff members because polls indicate that it has a good impact on a variety of working parameters. With the primary goal of improving the elements of EI in a business setting, ICTS can also be a useful technique when building software or apps. To get a comprehensive picture of the emotional intelligence in the workplace, research should also be done with larger sample sizes, across a variety of industries, companies, and businesses, as well as across national borders. Neale, Spencer and Wilson (2011).

References

• Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

• Bal, C. G., & Firat, I. (2017). The Impact of Emotional Intelligence on Team Performance and Learning Organization of Employees. International Journal of Academic Research in Business and Social Sciences, 7(7), 304-325.

• Goleman, D.P. Emotional Intelligence: Why it Can Matter More than IQ for Character, Health and Lifelong Achievement; Bantam Books: New York, NY, USA, 1995.

• Neale, S., Spencer-Arnell, L., & Wilson, L. (2011). Emotional intelligence coaching: Improving performance for leaders, coaches and the individual. Kogan Page Publishers.

• Radhakrishna, A., & Raju, R. S. (2015). A Study on the Effect of Human Resource Development on Employment Relations. IUP Journal of Knowledge Management, 13(3).

• Sharma, R. (2012). Measuring social and emotional intelligence competencies in the Indian context. Cross Cultural Management: An International Journal, 19(1), 30-47. https://doi. org/10.1108/13527601211195619 [8] K

• Thory, K. (2013). A gendered analysis of emotional intelligence in the workplace: Issues and concerns for human resource development. Human Resource Development Review, 12(2), 221-244.