Critically Discuss the Relation Between Emotional Intelligence And Employee Performance - Essay Example

?Critically discuss the relation between emotional intelligence and employee performance Employee performance deems a lot of significance for the organizations because employees know that their work levels are constantly being kept a tap upon and that they need to manifest their own basis through hard work and solid commitment. It is a fact that the workplace domains are remarked as excellent areas for the sake of the employees who would remark the office place domains as their respective homes and thus stay within the confines of their office for longer periods of time. The employees therefore appreciate jobs which ask of them to stay at office for longer periods of time and thus work late, even in the night hours. What is even more interesting is the fact that they come back to work sooner than others. Apart from such individuals, there are the people who do not like to enjoy the workplace domains at all. They rely more on the work being done in an amiable way and thus leave when the time is up for their work manifestations. Thus it is correct to suggest that there are one’s own personal preferences as well as justifications which are provided towards the work regimes. This paper takes a keen look at the basis of emotional intelligence being linked up with the employee performance realms and how the same bring in the much needed value for both the organizations and the employees in meticulous. Moving further ahead with the discussion at hand, the focus remains on a better comprehension of the tangent related with emotional intelligence and how the same works to good effect for the employees, whereby it leaves a lasting impression on their respective work performances. It is important to note that the complaints that are made within the office place ranks could be from the top management realms to the bottom ones, from bottom towards the top realms and even between peers at the same level. This implies that at a certain stage within the organizational course, grudges and rifts do come about amongst the employees and thus they make their voice get heard in one way or the other (Curhan, 2006, 89). At often times it has also been seen that these complaints that are made are too strict but lack any names within their folds whatsoever. The top management believes that the subordinates are always lazy at work and dissatisfied with their norms without any organization and productivity happening at their respective ends (Reilly, 2009, 56). There are times when the top management does take notice of the fact that these problems have attained significance for good or for bad; however the same need to be stopped in order to bring about sanity within the workplace domains. Therefore the emotional significance is touched upon in entirety under such situations because it deems quite a lot of significance in the long run. The most basic definition of emotional intelligence is the ability or skill to properly identify, find out and thus take control of one’s emotional realms and the people around such individuals. Thus the emotional intelligence understandings are reached upon when the individuals working within a group have to deal with one another and thus document their own selves as well, within a short amount of time, and without much hassle coming to the fore. The employees need to understand that the other individuals working within a group or an entity, are also human beings and they are having an emotional intelligence all this while as well (Boyle, 2006, 122). There is a dire need to understand on the part of the organizations that deal with emotionally charged up people to take a look at their psychological realms and thus solve the issues that hamper their smooth working domains. What this will do is to gauge how well they can adapt with the different situations that come about and how sanity shall prevail in the end within the workplace environments. High levels of performance are rest assured within the workplace dynamics because a great amount of importance is attached to the same dictum of understanding and properly analyzing the employees’ emotional intelligence ranks. Emotional intelligence is something that has come to the fore with the passage of time. This is because emotional intelligence touches quite a few significant aspects that entail the people from a number of different angles and perspectives. The employees who can control their emotions and sentiments well within a workplace entirety are usually the ones who are the most successful ones at the end of the day. How employee performance is gauged in terms of the emotional intelligence quotient is certainly very important to decipher within the contexts of the organizational philosophy. What this implies is the fact that the emotional intelligence domains essentially limit the individuals into learning something totally new or amending the stance that has been taken upon by an individual. The employee performance understandings are reached upon when there is a dire need to set things right within an organization and when there is the essential talk of doing things his own way, however with the comprehension of the organizational rules and policies. The employee performance tangents are deemed as significant because this would tell the top management understandings are in line with the human resource management philosophies. The emotional intelligence only helps them get in close contact with the rules and policies of the organization and tells these employees what exactly is needed of them in the long term scheme of things. The performance of the employees is directly proportional to how stable they are mentally and physically, and how safe an air of contentment they provide to the other individuals who are working under the aegis of the organization in the long run (Weisberg, 2009, 77). One must contemplate the due role of the emotional intelligence perspective within the contexts of the organization. The overall productivity ranks within the organization are taken care of when emotional intelligence is deployed to the maximum. The link between the work realms and the ways under which the employees contribute to the best possible levels are established nonetheless, which is something that goes down well with the organization in the long run. Therefore the workers are asked to give in their very best in terms of both skills and abilities so that they could bring in a sense of optimism towards work and their personal selves as well. This would increase their chances of making merry with the work flows and also in having proper ties with the people around them, which remains very important on any given day. There is the significant understanding that the work ethics will come into the play because it has got a due role within the thick of things. One can quote the example of an employee who is not trying at all to be at ease with the people within the workplace realms and is usually a difficult nut to crack (Boyatzis, 2009, 45). Other examples that could be provided here include those individuals who are always looking at reasons to indulge within fights and rifts at the workplace domains. This essentially makes life difficult for others, and offers them other alternatives to think about. These alternatives are in the form of hiring another individual in place of this emotionally charged up person or even asking him to mend his ways by warning him in a stern way. It is correct to state here that people who possess a deeper level of emotional intelligence within their own selves are usually seen as being very successful in life and they bring a fresh change of attitude towards the workplace ethics and undertakings. It is only on their behest that the workplace turns into a cozy and fun-filled environment, one which is appreciated by all and sundry. Example could be of a manager who is fun loving and gets his work done through humor and wit and is liked by his sub-ordinates for his comforting mannerism related with work (Keane, 2006, 112). Thus emotional intelligence is a deep embedded game that happens within one’s own self and which is significant to understand on not only the part of the person who comprises of the same but also the ones who work around him. The definitions and meanings of emotional intelligence are changing every now and then and the reason for the same is that it is a new field of science and the psychological research is pretty limited at the very present. Increased flexibility at the workplace works to the benefit of the employees and thus they give their best shot at becoming effective towards the organization. They seek these flexibilities in order to relieve their mind and to work with a new lease of energy and passion. A workplace environment seems to gain a great deal of benefit if the employees are contented with their jobs and their peculiar roles are expanding on a regular basis. Dull and mundane job roles would mean that their job foci are not clear. Being flexible at work makes the employees feel cozy and comfortable with the way work is done yet it can have its downsides as well (Foss, 2005, 87). The employees might start taking the organization and its flexibility issues in the wrong sense. They might just begin to take the company for granted and end up coming late and leaving early. Discipline will make the employees feel committed towards their jobs more than ever and therefore start appreciating the organization. However workplace flexibility usually brings in the much needed commitment levels of the employees and they prefer not to switch to other jobs since they feel they are at home. Thus the impacts are both positive as well as negative (Mele, 2003, 90). Now this brings to mind the responsibility element of the employees and the organization as to how they manage this relationship and decide for their own good whether or not this workplace flexibility is helpful or otherwise. Work must reign supreme under all conditions and the organization needs to know this salient aspect before it plans to have flexibility manifestations at office. To conclude with, one must comprehend that it is significant to discern the fact as to how and in what manner emotional intelligence could benefit the basis of employees and workers in a workplace setting since this is generally a new phenomenon which is on the rise. The future of work has a number of drastic issues that must be settled early. This is because employees fear for these issues to crop up on an irregular basis. A couple of issues that will shape up the future of work include privacy and the ever-falling motivation. This brings into reckoning a couple of significant problems that hamper both men and women who work within the realms of a workplace environment and the same means a great amount of distraction for the people who are focusing on getting employed within such companies as varied vacancies are opening up from time to time (Arthur, 2001, 321). It is a fact that privacy for the sake of the employees remains a quintessential aspect as this tangent is close to the hearts of the people who matter the most. It is a fact that privacy for employees is something that has a great amount of value upon their entireties as no one likes to share his/her respective views within the workplace limits. It will be interesting to note the responses of the subjects after a period of a year or two and by that time much research would have come in line with the same topic. What is quintessential right now is to comprehend the fact that it is for the betterment of employees as well as employers to let emotional intelligence exist within the workplace regimes so that a health environment is given fresh lease of life in an otherwise usually secluded workplace atmosphere. Bibliography Arthur, D. 2001. The Employee Recruitment and Retention Handbook. AMACOM, p. 321 Boyatzis, R. 2009. Competencies as a behavioral approach to emotional intelligence. Journal of Management Development 28(9), p. 45 Boyle, E. 2006. Emotional intelligence and leadership effectiveness. Leadership & Organization Development Journal 27(4), p. 122 Curhan, J. 2006. Emotional intelligence and counterpart mood induction in a negotiation. International Journal of Conflict Management 17(2), p. 89 Foss, N. 2005. Strategy, Economic Organization, and the Knowledge Economy: The Coordination of Firms and Resources. Oxford University Press, p. 87 Keane, T. 2006. Exploring Stakeholder Emotional Intelligence. Management Research News 29(3), p. 112 Mele, A. 2003. Motivation and Agency. Oxford University Press, p. 90 Reilly, M. 2009. A study of personality preferences and emotional intelligence. Leadership & Organization Development Journal 30(5), p. 56 Weisberg, J. 2009. The relationship between emotional intelligence and psychological wellbeing. Journal of Managerial Psychology 24(1), p. 77 Read More