Impact of Emotional Intelligence Dimensions on Employee Performance

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The study aims to do an extensive study on Emotional Intelligence (EI) and the impact of EI and its overall dimension on the Employee in Resin Manufacturing industry at Mumbai, Navi Mumbai and Pune region. The study focus on overall dimension of EI of Employee in Resin Manufacturing industry. A sample size of 100 has been selected from Mumbai, Navi Mumbai and Pune industrial region in order to carry out a Pilot study. Convenient sampling technique was used to collect the data. The study also attempts to review the relationship of Emotional Intelligence with its Dimension such as: Decision Making, Stress Management, Creativity, Delegation, Human Resources, Leadership, Time Management, Motivation Counselling and Conflict Management. The main findings of the study are to find the gap areas where further research can be done by the researchers to explore the impact on overall dimensions of EI of employees’ deeply. The analysis of data has revealed that there is a positive relationship between the EI and the performance of employee. The study concludes that Emotional Intelligence helps to enhance the Managerial Effectiveness and helps to reach company and Organisation at great height. Assessment helps to find out new scientific Knowledge to the existing theory and Practice. It provides guideline to carry in-depth analyses. The study further stress on the fact to give more efforts towards the Decision Making, Stress Management, Creativity, Delegation, Human Resources, Leadership, Time Management, Motivation, Counselling and Conflict Management of Employee in Resin industry as it helps to improve overall Emotional Intelligence and thus stress level can be minimized.

Introduction

A Latin verb ‘to move or move away’ has given birth to the word “Emotion”. It refers to a feeling that is biological and psychological. Peter Solovey and John Mayer (1990) gave the first model of emotional intelligence. Emotional Intelligence (EI) is: A rear personal skill characterizes a rich balanced personality. As Aristotle put it ‘rear ability to be angry with a person, to the right degree, at the right time, for the right purpose, and in a right way’ and this is not an easy job.

Emotions can make or undo a person. The difference lies in EI. The skill and capacity of recognizing and managing effectively the emotions of others and emotions of oneself is known as Emotional Intelligence (EI). It is the social and interpersonal complement to the traditional brain intelligence. The concept of emotional intelligence has been offered to supplement general intelligence. The people who are balanced and proactive and have integrity in their approach are emotionally stable and have high level of EI. Such people respond in a better way even in crunch situations and get along well with others most of the time. It will be correct to say that people with high level of EI have better insight of themselves, others and situation as well.

Definitions of Emotional Intelligence

Peter Salovey and John D. Mayer have put in a lot of hard work and carry out many studies in the area of emotional intelligence. They have defined emotional intelligence as, “the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions” (1990).

Robert Cooper and Ayman Sawaf stated that “Emotional intelligence is the ability to sense , understand and effectively apply the power and acumen of emotions as a source of human energy , information, connection and influence.” “An emotionally competent person performs better under pressure.’ –Dave Lennick, Executive VP, American Express Financial Advisers.

‘Knowing others and knowing oneself, in one hundred battles, no danger. Not knowing the other and knowing oneself, one victory for one loss. Not knowing the other and not knowing oneself, in every battle, certain defeat.’ –Sun Tzu, The Art of War.

“Emotional Intelligence (EI), often measured as an Emotional Intelligence Quotient (EQ), is a term that describes the ability, capacity, skill or a self-perceived ability, to identify, assess, and manage the emotions of one’s self, of others, and of groups.” – en.wikipedia.org

Emotional Intelligence in the Workplace

In the present scenario with changing global conditions and markets, it has really become difficult for many organizations to retain and continuously motivate the talented workforce. Emotional Intelligence has a key role to play in this aspect the matter of fact is many organizations, big or small, have already started put in efforts in this particular area. As this concept of EI has taken the centre stage, many organizations are trying to take full use of it by putting in concentrated efforts in it. People, property and processes are the three main important dimensions of any organization. In this people are the very important for any organization and EI is playing a vital role in managing the people factor of any organization. Emotional intelligence is the most important predictor of workplace

Who Needs Emotional Intelligence?

Within the organization many people can be benefitted by the development of EI in different ways. It goes this way that at higher levels where the nature of job is highly complex, a high level of emotional intelligence is required. For success in organisation. Emotional intelligence pays off most at the top level since it is the executives’ performance at work that has greater financial leverage. The most important group of people for whom emotional intelligence is significant is explained below.

Executives

As an executive, the person need to be smart enough to take daily decisions which are important for the organization. The executives are accountable for their decisions taken and hence should have high level of emotional intelligence in order to connect with their work force / team in a better way. A better communication with their people will result in a better decision which will in turn help the organization to achieve the desired result.

Managers / Supervisors

Again the managers have to deal with their team members on daily basis regarding their various issues. The managers have to be smart enough to influence the performance and overall attitude towards work of the employees’. A smart manager is a good leader as well who positively influences the overall functioning of his or her team.

Team Leaders / Project Managers

A team leader or a project manager is completely responsible for creating congenial environment for its team so that maximum output can be achieved. It is very much a responsibility of the team leader or project manager to ensure that people from diverse backgrounds work in cohesion towards achieving common goal for the organization in any given project.

Dimensions of Emotional Intelligence

Emotional intelligence is constituted by many elements. Different scientists and psychologists have proposed different frameworks but the best known framework is that of Daniel Goleman. His emotional competence framework is simple yet comprehensive.

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Dimensions of Overall Emotional Intelligence

Decision Making

Decision making can be regarded as an outcome of mental or cognitive process leading to the selection of a course of action among several alternatives. Decisions are basically choices made from among two or more alternatives. Managers have to take many decisions in a day. Though every decision may take just a few seconds, each one has a major impact on the organization. Hence making right decisions at the right time becomes an essential criterion for every successful manager.

Stress Management

Stress is an indispensable factor in all organizations. Recently stress has been attributed as the major reason for all failures, diseases and break-downs. We are aware of the rate of suicidal deaths prevailing among highly stressed Information Technology workers. Hence it is essential to manage stress and divert it towards positive outcomes. In scientific terms, stress is a dynamic condition in which an individual is confronted with an opportunity, constraint or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important. Stress can be caused by environmental, organizational and individual factors. To be effective at work managers need to handle stress. Positive outcomes are always observed when stress is kept under control.

Creativity

Creativity is a mental and social process involving the discovery of new ideas or concepts or new associations of the creative mind between existing ideas or concepts. Products of creative thought have both originality and appropriateness. Although popularly associated with art and literature, it is also an essential part of innovation in business professions. An organization that nurtures and encourages creativity helps managers to be creative. Studies have proved that organizations can develop a culture to enhance creativity. Amabile stated that expertise, creative thinking skills and intrinsic motivation enhances creativity in business professionals. Being creative therefore certainly gives a manager the necessary edge to enhance his effectiveness.

Delegation

Delegation is the assignment of authority and responsibility to another person – normally from a manager to a subordinate, to carry out specific activities. Delegation empowers a subordinate to make decisions (ie) it is a shift of decision making authority from one organizational level to a lower one. Before practicing actual delegation a manager must perform the following assessments:-

What tasks can be delegated – and to whom? Who are worthy and ready now – in terms of their skills, knowledge, maturity and dependability? What kind of training, briefing, “empowerment” and support do they need from the superiors? What can the superior do to present the tasks to his subordinates in such a way that it appeals to them? When all these pre-requisites are followed, delegation leads to desired effective results and progressive development of the people in the organization.

Human Resources

The term HRM and HR have largely replaced the term “personnel management” as a description of processes involved in managing people in organizations. The organization’s most valued assets are the people. Managing people is the most vital task of any manager. Managers require this skill because they need to manage others. Having positive interpersonal skills increases the productivity in the organization since the number of conflicts is reduced.

Leadership

Leadership is the ability to influence a group toward the achievement of goals. It can be described as the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. In order to lead others, a manager has to possess influencing and persuasion skills. As a leader, a manager must have a vision and should be able to translate his vision into objective and strive to achieve them. A manager can initiate effective performance in his subordinates through leadership. Effective managers employ leadership through empowerment. They share power and responsibility with their employees. They are generally considered as consistent or unwavering in their decisions.

Time Management

Time is an unmanageable and continuous resource. Time management refers to a range of skills, tools and techniques used to manage time when accomplishing specific tasks, projects and goals. This set encompasses a wide scope of activities, and these include planning, allocating, setting goals, delegation, analysis of time spent, monitoring, organizing, scheduling and prioritizing. There are several misconceptions about time. People believe that effective time management is about saving time or working quickly or working on many tasks at a time. But this is not time management. Time management is about spending time on a task after analysing its importance and reducing the time spent on unproductive tasks. Time is not poorly available but poorly utilized.

Motivation

Motivation is the activation or energization of goal oriented behaviour. Stephen P Robbins defines “motivation as_ the willingness to exert high levels of effort toward organizational goals, conditioned by the efforts’ ability to satisfy some individual” need. Many theories have been used to describe motivation but the most popular theory is Abraham Maslow’s “Hierarchy of Needs” Theory .He hypothesized that within every human being there exists a hierarchy of five needs. They are physiological needs, safety needs, social needs, esteem needs and self-actualization needs.

Counselling

When personal conflict leads to frustration and loss of efficiency, counselling may prove to be a helpful antidote. Although few organizations can afford the luxury of having professional counsellors on the staff, given some training, managers can perform this function well. All individuals in the organization undergo a period of frustration due to many factors in the organization and society. This affects their performance and ultimately the organizational goals.. Every effective manager employs non-directive counselling in his dealings with his subordinates. Listening with sympathy and understanding means a little more than being a good listener. This will help many people to cope with problems that interfere with their job effectiveness.

Conflict Management

Conflict is processes that begins when one party perceives that another party has negatively affected or is about to negatively affect something that the first party cares about. Conflicts can be a serious problem in any organization. The destructive consequences of conflict upon an organization’s performance are generally well known. Conflict management refers to the long term management of intractable conflicts. There are a range of methods for alleviating or eliminating sources of conflict. Conflicts can be managed through negotiation, mediation and diplomacy.

Job performance

An employee’s performance can be identified by a scale known as job performance. When an employee gets the benefits such as bonuses and salary packages, he performs well. Motivation and any credit given by higher management to the employees in front of other is also a type of appraisal. Job performance is a commonly used, yet poorly defined concept in industrial and organizational psychology, the branch of psychology that deals with the workplace. It’s also part of Human Resources Management. It most commonly refers to whether a person performs his job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Kinds of performance

Performance may be of two types depending on the use of resources:

  • Effective Performance – Completing the tasks entrusted on time and not taking more than the resources provided.
  • Efficient Performance – Completing the tasks entrusted utilizing less than the amount of resources including time.

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Impact of Emotional Intelligence Dimensions on Employee Performance. (2022, Jun 29). Edubirdie. Retrieved August 8, 2022, from https://edubirdie.com/examples/impact-of-emotional-intelligence-dimensions-on-employee-performance/
“Impact of Emotional Intelligence Dimensions on Employee Performance.” Edubirdie, 29 Jun. 2022, edubirdie.com/examples/impact-of-emotional-intelligence-dimensions-on-employee-performance/
Impact of Emotional Intelligence Dimensions on Employee Performance. [online]. Available at: <https://edubirdie.com/examples/impact-of-emotional-intelligence-dimensions-on-employee-performance/> [Accessed 8 Aug. 2022].
Impact of Emotional Intelligence Dimensions on Employee Performance [Internet]. Edubirdie. 2022 Jun 29 [cited 2022 Aug 8]. Available from: https://edubirdie.com/examples/impact-of-emotional-intelligence-dimensions-on-employee-performance/
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