An Organization is a conglomerate of diverse individuals who adhere to various cultural and societal mind-set. Efforts towards creating a unified cultural framework have often gone in vain in several organizations.
Emotional intelligence and emotional quotient
Emotional intelligence is a concept which has unified the diversity to bring everyone on the same platform. Emotional quotient of an organization is an important subjective measurement of the productive health of the workforce.
Emotional relationships combined with regular dialogues at various levels of an organisation drive the work force towards achieving amazing feats in life by increasing their satisfaction level. A satisfied workforce is a boon to an organization. The concept of employee satisfaction and continuous improvement is now acclaimed and accepted globally.
Psychology today provides basic definition of what we popularly establish as Basics of Emotional intelligence
“Just as the word `satisfaction’ conjures up visions of positive feelings, `stress’ evokes images of the dark side of our emotions.” (J. Organiz. Behav. John Wiley & Sons, Ltd.)
Categories of Emotional intelligence
To know how to cook a delicious meal, we must be aware of a perfect recipe and the ingredients.
Similarly Lazarus and Lazarus (1994), in a literary outfit offer five categories of emotions as ingredients to master a recipe for personal excellence.
The first is what they call the `nasty’ emotions, which include anger, envy, and jealousy.
The second is what is referred to as the existential emotions, which are anxiety, guilt, shame etc.
The third category is emotions provoked by unfavourable life conditions, including relief, hope, sadness, and depression.
The fourth category is emotions provoked by favourable life conditions, like happiness, pride, and love.
The last ones are the empathetic emotions, including gratitude and compassion. Mastering these emotional traits is crucial for personal and organizational excellence.
All these behavioural patterns remain clearly evident in a workforce and even in the career graph of an individual.
Everyone has to pass through these stages during their active life- it may be jealousy when someone else is promoted or relief when a sales target is met.
There may be numerous situations when the work force of an organization suffer from these emotional pangs while working towards achieving the goal even as a parallel current may be running in opposite direction hindering the process.
It is, therefore, important to understand emotions to deal with the work force. Thus, Entrepreneurs in order to be successful have to worry more about emotional quotient (EQ) than the intelligence quotient (IQ).
Components of Emotional intelligence
Furthermore, Goleman had proposed a construct to explain the capacity to cope with emotions, which he refers to as emotional intelligence. Emotional intelligence has five components:
(1) Knowing one’s emotions— self-awareness of one’s emotions as they are happening;
(2) Managing emotions so they are appropriate;
(3) Motivating oneself– marshalling emotions in the service of a goal;
(4) Recognizing emotions in others or empathy–the most fundamental `people skill’; and
(5) Handling relationships–which is skill required for managing emotions in others.
Have you tried coping up with emotions in subtle manners? It is very much a part of all self-help camps and sessions.
Related article- Understanding categories of Emotional intelligence
Also, Solomon observed, `Part of that knowledge is surely an understanding of our emotions, which are, after all, much of what makes life worth living’.
Emotional intelligence- Implications and practice
Directors of all operations are assigned the job of creating an environment which reflects Organization’s theme established by the founders.
As per Maslow’s theory on Hierarchy of needs, human behaviour is guided by various factors and falls in different zones. At the epicentre of all the conflict within most organizations are satisfaction of the esteem needs, that is, commanding or receiving due respect from all colleagues to satisfy their cognitive and aesthetic needs.
Emotional intelligence at times drives human farther than they expect themselves to reach and plays a major role in cognitive process and behaviour. Most of the employees within an organization have emotions attached to the prophesied success stories which can be debated to be mood rather than emotions.
Now a days, a lot many organizations have started to behave like organisms and emotions have started to play a key role in defining behaviour within organization.
Several recent studies have proved that when employees are involved in the process of innovation and development, the growth is many fold. One of my other post includes emotional intelligence as one of 3 innovative tools for Business growth.
Toyota proved this several years ago with Kaizen, or, continuous development. Researchers argue that emotional intelligence has always played an important subtle role in organizational development.
The change managers only stir capabilities and they let the emotion within oneself drive him/her to new capacities and creative capabilities to unleash innovations.
We all must carry emotions without getting emotional. IQ is a quantitative measure of capabilities while EQ takes a holistic approach to quantify capabilities through an enhanced awareness of emotions.
Try it yourself at work for better results. The picture below (Credits- Inovizion Consulting 2012) presents an excellent comparison of Intelligence Quotient (IQ) and Emotional Quotient (EQ).