of 2 anujjindal.in NG ve A sy Notes Emotional Intelligence Introduction 2 ssporance of Emotional intelligence Some myths about Emotional Intelligence Histgy of Enters lneneence GOwKEgTS dimensions tional Intelligence in the workplace Models of Emdtignal inteligence Introduction Emotional Intelligence has two conceptual components, “Emotions & Intelligence”. Let us examine both of them separately. The word ‘emotion’ is derived from the Latin word ‘emovere’ which means to ‘excite’. It can be defined as a subjective feeling + Emotions can be positive and negative Positive Emotions Descriptions Negative —, Descriptions Acceptance, iy LoverAttection adoration, longing, Anxiety, Alarm, devotion, infatuation Fear Apprehension, = Concern, Fright, tercor. contentment, bliss, Grief, disappointment, HappinessiJoy " Co delight, amusement, —— sorrow, gloom, enjoyment despair, suffering, dejectionAmazement, wonder, Outrage, hostility, astonishment, shock ‘Anger irvtability, wrath, indignation Surprise Contempt, disdain, Disgust abhorrence, revulsion, distaste Guilt, remorse, regret, Shame embarrassment, humiliation Each of these emotions is common in the workplace. For instance- + [shan is disgusted with favouritism which is shown to his colleague Chaitanya while assigning projects to him + Sarah feels happy when her boss comments in front of the sales team that she just landed the biggest contract of the year. Intelligence has been defined in many ways, the capacity for logic, understanding, self- awareness, learning, emotional knowledge, reasoning, planning, creativity, critical thinking and problem-solving. More generally, it can be described as the ability to perceive or infer information and to retain it as knowledge to be applied towards adaptive behaviours within an environment or context. Intelligence is most often studied in humans but has also been observed in both non- human animals and in plants despite controversy as to whether some of these forms of life exhibit intelligence. Intelligence in computers or other machines is called artificial intelligence. Intelligence Characteristics Logical Processes analytically, calculates, quantifies Verbal Thoughts through work Interpersonal Understands others, processes through interaction Intrapersonal Thinks in quiet, likes to be alone, goal oriented Visual Uses mental models, thinks three dimensionally Sensitivity in pitch, melody, rhythm, found in both performers and listeners MusicalPhysical movement involves whole body, processes by jumping or Bodilylkinaesthetic *' ody, ps Jumping dancing Naturalist Needs to be with/survive in nature Existential Not religion per se, knows why he or she is here, personal mission LS Emotionally mature, recognizes own anger, reacts to emotions of self and others. Emotional ntellige Itcan also help to connect with our feelings, tum intention into action and make informed decisions about what matters most to us. El helps to build relationships with people and get along in different situations and thus command respect in the group. Thus, Emotional intelli Importance of Emotional Intelligence In today's context, emotional intelligence is perceived as the most important element to a person's success. For example, while comparing IQ and EQ, theorists suggested that while 20% of success is contributed by 1Q, the remaining 80% of success is determined by EQ. Itis now widely believed that emotions rather than IQ may be the true measure of human intelligence. Therefore, behavioural scientists are now focusing on emotional intelligence. In particular, emotional intelligence is important in the following ways: 1. General happiness: Emotional intelligence leads to general happiness. A high EQ represents positive feelings which result in general happiness. As against this low EQ generates negative feelings which result in general unhappiness. 2. Rationality in Behaviour: Emotional intelligence leads to rationality in behaviour. With high EQ, a person is able to see the situation under which the behaviour takesplace from the right perspective. With such a perspective, a person is able to establish the right relationship between the ends and means and his behaviour tends to be rational. A lack of emotional intelligence leads to the wrong perception of the situation and the person interprets the information based on his emotions rather than reality. In fact, the emotional barrier in communication is one of the biggest problems. As the result, the person does not show rational behaviour. Since human beings live in society, they are not only responsible to themselves but also to the society. Living in society, a person takes something from it and gives something to it. This something may be in physical as well as psychological forms. In the taking and giving process, a person with high EQ displays the same behaviour towards others that he expects from them. if such a behaviour is reciprocated by others, the behaviour be’ fying to all the persons concerned. This brings general As self-centred. His behaviour is often dysfunctional leading to general unhappiness in society. Thus, persons with high EQ are assets of society while persons with low EQ are liabilities for it. Some myths about Emotional Intelligence Emotional intelligence must be taken from the right perspective. However, certain myths about emotional intelligence, it is not taken from the right perspective. Some of the most common myths about emotional intelligence are as follows: 1. Emotional intelligence is sometimes treated as being nice to others which is not true. Emotional intelligence generates rational behaviour which must suit the situation. In many situations, ‘being nice to others’ is not rational behaviour because the person does not expect such nicety. In these situations, even confronting or avoiding behaviour is the demand for emotional intelligence. 2, Emotional intelligence does not mean giving free rein to feelings. Rather, it involves managing feelings so that these are expressed appropriately and effectively, enabling people to work together towards a common goal.3. There is a myth that men have higher emotional intelligence than women. It is not true. Various research has shown that emotional intelligence has nothing to do with gender though there are certain gender-specific characteristics of men and women. Men and women have their personal profile of strengths and weaknesses which may vary among different groups of men and women. 4. There is a myth that emotional intelligence is fixed genetically and develops only in early childhood. This is not true. While IQ does not change much after adolescence, emotional intelligence changes over a period of time. This happens because IQ is a biological phenomenon while emotional intelligence is a learned phenomenon. Therefore, emotional intelligence changes over a period of time through learning Which is a life-long process. In fact, through training and development programmes, it has been possible to increase the emotional intelligence of people. History of Emotional Intelligence In the 1990s, two psychologists John D. Mayer and Peter Salovey developed their first theory of I), which subsequently became popularized by uiblished a book named Emotional intelligence in 1995. He defines emotional intelligence as the capacity to recognise our own feelings and those of others, for motivating ourselves and for managing emotions well in ourselves and in our relationships Goldman's dimensions of Emotional Intelligence in the workplace 1. Self-awareness: It is understanding of own self and knowledge of true feelings at a moment. For instance, Sarah recognises that she is very annoyed, so she decided to cool down her anger before making any important decision. 2. Self-Management: It involves handling one's own emotions rather than hindering the task at hand, shaking off negative emotions and getting back on a constructive track for solutions. For instance, Hina holds back her impulse to become visibly upset and raises her voice at the customer's unfair complaint and tries to get more facts on what happened. 3. Self-Motivation: To remain self-motivated and optimistic in any given situation. For instance, Peter successfully completed the project despite various frustrations like a lack of resources and no management support.4, Empathy: It involves being sensitive to the feelings of others and being able to sense what others feel and want. For instance, the head of the Finance Department found all team members were tired and exhausted, so she took them bowling during the break and ordered some refreshments for them. 5. Social skills: These include the ability to read social situations and smoothness, in interacting with others and forming a network. For instance, Anurag guessed from non- verbal clues his staff members were not convinced by the company's new policy that he presented in the meeting, so after their meeting was over, he visited each of them to explain its benefits Models of Emo' nal Intelligence Currently, there are three main models of El: 1. Ability Model 2. Mixed Model 3. Trait Model Ability Model The ability model of emotional intelligence is put forth by Mayer, Salovey and Caruso. This model defines emotional intelligence in terms of ability, rather than a trait or characteristic. The model proposes four types of emotional abilities which are as follows: Emotional Perception: It refers to an individual's ability to recognize his own emotions and to understand the emotions expressed by others. This is the basic skill involved in EI because unless you can perceive emotions you cannot manage them. Emotional Use: The ability to use one’s emotions involves the skill of leveraging emotions to enhance our thinking, decision making and relationships. For example, Channelizing anger at perceived injustice towards fighting for one’s legitimate rights. Emotional Understanding: It involves using the specific information that various emotions provide and knowing how that might affect the behaviour of the person. For example, you promised your wife to take her to the movie, but you forgot. Once you return to home, you saw your wife being rude and angry. If you are a man of high EQ,you can easily discover that the angriness of your wife is the result of your failure to fulfil the promise. Emotional Management: It refers to the ability of an individual to self-regulate emotions and to regulate emotions in others. A person with a high level of this ability can harness positive or negative emotions and manage them in a way that facilitates the completion of required tasks. Mixed Model This model introduced by Daniel Goleman focuses on El as a wide array of competencies and skills that drive leadership performance. Goleman’s model outline five El dimensions: 1. Self-awareness: The ability to know one’s emotions, strengths, weaknesses, drives, values and goals and recognize their impact on others while using gut feelings to guide decisions 2. Self-regulation: It involves controlling or redirecting one’s disruptive emotions and impulses and adapting to changing circumstances. 3. Social Skills: These involve managing relationships to get along with others. 4, Empathy: Considering other people's feelings, especially when making decisions. 5. Motivation: It includes being aware of what motivates them. Goleman includes a set of emotional competencies with each construct of El. Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and developed to achieve outstanding performance. Goleman posits that individuals are born with a general emotional intelligence that determines their potential for learning emotional competencies. Trait Model The trait Model is the most recent model of El given by Petrides. This model marks a break from the idea that El is ability-based and proposes that people have, as part of their personalities, several emotional self-perceptions and emotional traits. Simply put, Trait El concerns people’s perceptions of their own emotional abilities. Trait El is defined as “a constellation of emotional self-perceptions located at the lower levels of personality hierarchies”. Petrides terms this as a trait of emotional self-efficacy. This means that emotions are subjective and emotional intelligence isquite simply, an individual's own perception of his own ability to work with emotions. Petrides asserts that there is no standard profile of an emotionally intelligent person because certain traits are adaptive, functional and useful in some situations while the same traits may hamper individuals in other contexts. For example, being reserved would be useful in a job role that demands research in isolation (e.g., job of a scientist) but may not be suited to a job role that expects social interaction and agreeableness (e.g. job of a public servant) Thus, the trait model of El focuses on particular personality traits helpful perceiving and regulating emotions. It emphasizes that emotional self-perceptions and emotional traits in one’s personality play a significant role in one’s emotional intelligence How to Manage Emotions? 1. Self-awareness: For managing emotional intelligence, it is necessary that people must develop self-awareness, that is, they should be able to evaluate themselves in the light of their emotions and feelings. Equally important is the ability to be aware of the relationship between emotions and actions, that is, being aware of what emotions have caused what actions. This awareness helps an individual to develop positive emotions and overcome negative emotions. 2, Managing Emotions: For effective emotional intelligence, it is necessary that one should be able to control those emotions which are dysfunctional like anger, fear, sadness, etc. These emotions may be channelized into positive ones by continuous practice. One of the better ways of overcoming these feelings is to refrain from taking any action when an individual is in grip of such emotions. After a certain period, he may return to his normal behavioural pattern for taking any action 3, Empathy: Empathy is the act of ‘putting one’s legs in another's shoes, that is, understanding the emotions and feelings of others while interacting with them. Itis important to listen to others without getting carried away by one’s own personal conditions. Thus, empathy helps in evaluating any situation in a better way. 4, Cooperation: Cooperation is a motto; a collective action of one person with another or other persons towards a common goal. Since employees work as team members inan organization, it is essential for them to know how and when to take the lead and when to follow. This knowledge brings better cooperation in teamwork. 5. Resolving Conflicts: in an organizational setting, one must be able to resolve conflicts whether interpersonal or intergroup. People in conflict are generally locked into a self-perpetuating emotional spiral in which the genesis of the conflict is usually not clear. Therefore, by managing these emotional issues, the conflict can be resolved Understanding such emotional issues enables a person to resolve conflict.Cy aa Allindian || Allindia || All India All India All India Rank 01 Rank 03 Rank 06 Rank 10 Rank 11 Rajendran § a ENROLL NOW ! Bl youtube.comanujindal (G] anujindal.in callus at: +1 oyenase225 Notes Emationa nel ince