My Emotional Intelligence - Coursework Example

Name Class Unit Introduction Emotional intelligence refers to one’s ability to control and understand feelings. This concept existed in the start of twentieth century but was authored by Wayne in 1985. Emotional intelligence shows how human emotions and behaviour are effected by different factors. Emotions include the inherent psychological body reactions to situations and different information from the environment (Mayer, Salovey, Caruso &Sitarenios, 2001). This involves outcome from the reaction information input to a human being. A behavioural state results from these emotions. The state then extends to a distinct human behaviour (Schutteet al., 2001). It is measurable and more important than the intelligence quotient. Intelligence is the ability to perceive, understand and control the emotions. This may be for a group of people or an individual. Emotions are intelligently used for thought development and cognition analysis. Thoughts are developed for prioritization and selection of the response to be taken. This may take as little time like a second or two. This report is based on my emotional intelligence. This is through a though analysis of my emotional intelligence, discussion and a clear reflection of the same. Discussion Emotional intelligent gives insight in the way an individual understands the intrinsic emotions and those of others. The intelligence is either inborn or developed with time. Emotional intelligence is expounded using the following three models. Peter Salvoes and John mayor puts it that an individual processes the ability to process emotional information to steer through the social environment (Mayer, Salovey & Caruso, 2004). The trait model explains how human behaviour and abilities perception of an individual particular can be perceived through self-report. Daniel Goleman Mixed Model shows how a Combination of ability and trait forms a list of skills and characteristics that are important for leadership and performance. Good mental health is associated with a high emotional intelligent while low emotional intelligent is associated with low mental health. Expert analysis shows that the percentage contributed by emotional intelligent for proper leadership is above a half (Druskat & Wolff, 2001). Augments show that emotional intelligent may not be an integral part or a value addition to the normal intelligent quotient or senses of a person. Further theoretical developments have has led to introduction of ways of making assessments on emotional intelligence. The ability based model focuses on the capacity to reflect bout emotions, generate emotions and the ability to promote intellectual growth. The ability based model is criticized with for not providing prediction and validity in the work place. The ability model uses the mayor-solve-Caruso emotional intelligence test (MSCEIT) to test emotional intelligent. The test focuses on emotion perceptions, use of emotions, management of emotions and an ones understanding gives the level of Ability Emotion Intelligence model. Measurement of emotional intelligent is done for the trait model through the use of the Swinburne University Emotional Intelligent Test (SUEIT). The test checks on the well-being, self-control, sociability and emotionality (Palmer & Stough, 2001). Results and analysis The ability to perceive, evaluate and control emotions forms the important aspects of emotional Perception. Also nonverbal messages like body language and facial expressions require accuracy. This can be done well through emotional intelligence. Behavioural reactions results from the information perceived. Understanding emotions with accuracy brings about communication between the one perceiving the emotions and the sender of the emotional signal (Mayer et al., 2001). This avoids need to communicate through other ways like verbal communication. For instance, a child can tell when the parent is unhappy in a certain situation from the way of expression. Since the emotions of and individuals and those of others matters, one ought to manage emotions well in order to balance his own emotions and those of others. Emotions should be expressed, reflected and regulated consciously. Positive behavioural results can be obtained from proper emotional management (Mayer, Salovey & Caruso, 2004). There are several ways of analysing emotional intelligence. In this case, I utilized a test to measure my emotional intelligence. After taking the emotional intelligence test, I have discovered my strengths and weaknesses. Personally I have a high commitment to the task at hand. This has resulted to a higher commitment to work. I have known how to speak my problems to others through emotions. Performance in the work place has been characterized by a number of personal attributes. However, I use emotions as my non-verbal way of doing it. This has been effective since I am able to cope with the emotional response. I consequently get the action to take as the next priority (Druskat & Wolff, 2001). Reflection I have exhibited a positive attitude to challenges in my work place. When faced with an obstacle, reflection on a past experience over such motivates me to look for a solution or different way of handling a challenging situation .This often results to confident expressions in leading groups and bold motivational and facial expressions to my colleagues at work. My workmates read from my confidence and often come to refer from me. My level of expectation for success is high. I view success as attainment of results and not necessarily sticking to the initial procedures. I have improved on this attribute with time. There is a tendency of other people to confine in me within a group. I am able to read from their emotions and give the necessary attention when one has a particular pressing issue to communicate. My ability to understand this enables me to work in a group with strong co-working relations. Personal satisfaction is obtained when the information communicated is meted with the corresponding emotionally satisfying response. Some of the workers need just personal attention for satisfaction (Druskat & Wolff, 2001). Currently I evaluate the importance of things in my daily activities based on my past events. This has improved with time as my initial consideration of events was low. Consequently, I have improved efficiency and ability to make quality decisions. Emotionally, i am not swayed from my course of work by things that are not relevant to my prevailing situation but rather I categorize them as destructions which require low attention. This is due to development of balanced intrinsic emotional control mechanism. Emotions make an important daily ingredient (Mayer, Salovey & Caruso, 2004). Firstly, my communication both at home and at work is based on emotional intelligent. I do various activities both at home and at work based on my evaluation of the prevailing environment. For example, emotionally intelligent signals communicating displeasure and discomfort at some situations at home and during work enhance my ability to achieve my results. An emotion communicated intelligently relieves me from dissatisfaction. Moreover, effectiveness in this way of communication has been appreciated by my respondents due to my positive communication signals that gives them a perception of positive correction and expectation that they are capable of performing while avoiding being negative through instilling such things as guilt (Lopes, Salovey & Straus, 2003). My emotional control is high. I am able to balance my emotions and those of other people at various situations. However, this is easier when dealing with a group of people than when dealing with an individual (Petrides&Furnham, 2001). Productivity is mentioned irrespective of my moods. Intelligently coping with bad moods and my focus on a way of coping with such moody situations like taking a rest enable me to be more productive. It is worth noting that my motivation to speak to a group of people is dependent on perception based on emotional intelligence. Prejudgments gained from emotional intelligent guides my way of communicating to a group of people (Petrides&Furnham, 2000). Basically an Organization Behaviour model has individual, group and organizational levels of behaviours. Individual behaviour is dependent on one’s personality, values and diversity. These affect the emotions, moods, perception, motivation and decision making. Consequently it affects individual attitudes, task performance, withdrawal behaviour and citizenship behaviour. For a group, organizational behaviour refers to communication, leadership, politics, power, conflicts and negotiation with regard to the group’s structure, roles and team responsibilities. A result of group cohesion and functionality shows the behaviour of a group’s behaviour. Groups’ organizational structure and culture determines the change in its practices, human resource management and communication .This is evident in an organizations production and survival. The performance of a worker is an integration of a number of factors. An individual’s performance is based on capacity, social knowledge and skills. Additionally, the amount of effort spent during work depends on the person’s will to work and the opportunity availed for working (Petrides&Furnham, 2000). Analysis and discussion From the above reflection, it is evident that a personality is dependent on the way of reaction and interaction between people, a person’s pattern of thoughts, feelings, actions and characterization (Mayer, Roberts &Barsade, 2008). Traits are personal descriptions of one’s behaviour. Traits can be natured and are stable over time. Personality is measurable and is useful in hiring of workers using self-report surveys. A person is predictable using a person’s behaviour in a certain situation. Additionally, personality can be used in prediction where strong norms and standards exist. However some traits are found to prevail in some situations and not others (Bar-On, 2005). Attitude, behaviour and relationship can be moderated using a number of factors. These include existence of social pressure, personal and direct attitude experience, importance of the attitude and accessibility (Brackett et al., 2004). The linkage between attitude and behaviour exists due to the fact that our behaviour drives a change in attitude. Lack of compatibility between attitudes can result in lack of cognitive dissonance. Thus, consistency is achievable through change of attitudes, rationalization and behaviour modification. Stability and attitude resonance is desirable and sought for by an individual (Bar-On, 2005). Behaviour aspects from Emotional Intelligent lead to different performance qualities among workers (Goleman, 2006). A positive feeling is experienced from the job characteristics. Also involvement in the job is enhanced while the workers get empowered psychologically. Improvement on competence, job meaningless and autonomy are achieved in the work. For good working and acceptable behaviour, various job behaviours are recommended .These refers to identification with specific organizations and their goals, continual will to work in the organization in all the three dimensions. There are three behavioural attitude namely, emotional attachment to the organization, one’s evaluation and decision to stay and normal and ethical responsibilities. Good worker relationship with new workers, the extent of employee’s confidence with an organization system, attitude towards rewards, involvement in decision making, and supervisor-employee cooperation are important positive behaviours. Employee engagements, passion for work and job satisfaction are positive behavioural traits. There are other factors that are contributed by emotional intelligence (Ciarrochi, Chan &Caputi, 2000). These are dispositional effects, a person’s emotional state, emotional events at work and dispositional effects. These coupled with personality factors like high self-esteem affect a workers performance amicably (Goleman, Boyatzis& McKee, 2013). Moreover, dissatisfaction in work can occur as a result of negative behaviour. Work exit and negligence are distractive behaviours while constructive behaviours include active voicing of positive ideas and loyalty in the work place (Goleman, 2006). The organization aims at having these positive behavioural outcomes; Employee satisfaction, moderating values within the organization, employees’ willingness to continue to work, satisfaction of employees, acceptable work tenure, performance oriented motivation, avoidance of work deviance, and proper worker output estimates. A management can employ various measures to enhance the worker emotional environment and the resultant behaviour. These measures are personal screening for consciousness, personality traits evaluation, and consideration of training and development, self-awareness, and reduction of team conflicts. There are ways of solving conflicts positively. Constructive ways include increasing trust, safety and health of a relationship. Some of the preparatory ways are stress management, creativity, creation of humour, non-verbal communication and ability to handle emotionally challenging situations. For conflict resolution, focus is done on the upbringing of those involved in the conflict to a free environment for free dealing with the need, considering the important parts of an argument and taking it positively. Forgiveness of other peoples past enables lasting solution of conflicts. Emotional intelligence is gained at any point of life through adoption of acceptable behaviours (Tjosvold, 2008). Conclusion Emotional intelligence is composed of competencies which makes one understand and control their own emotions as well as understand those of others. This helps a lot in our success especially at the workplace. From the results, it is evident that I have to improve on certain aspects of emotional intelligence. I am able to face challenging situations in the workplace in a positive way. My efficiency has also been improving with time. Additionally, i am able to work and communicate well in a group with others. My emotional control is high at the workplace. The analysis shows that my emotional intelligence is improving over time. I am also gaining skills on solving conflicts in a positive manner. References Bar-On, R. 2005.BarOn Emotional Quotient Inventory: A Measure of Emotional Intelligence. Technical Manual. MHS. Bar-On, R., Tranel, D.,Denburg, N. L., &Bechara, A. 2004.“Emotional and social intelligence.” Social neuroscience: key readings, p.223. Brackett, M. A., Mayer, J. D., & Warner, R. M. 2004.“Emotional intelligence and its relation to everyday behaviour.” Personality and Individual differences, Vol.36, no.6, p.1387-1402. Ciarrochi, J. V., Chan, A. Y., & Caputi, P. 2000. “A critical evaluation of the emotional intelligence construct.” Personality and Individual differences, Vol.28, no.3, p.539-561. Druskat, V. U., & Wolff, S. B. 2001. Building the emotional intelligence of groups. Harvard Business Review, Vol.79, no.3, p. 80-91 Goleman, D. 2006. Emotional intelligence. Bantam. Goleman, D., Boyatzis, R., & McKee, A. 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Lopes, P. N., Salovey, P., & Straus, R. 2003.“Emotional intelligence, personality, and the perceived quality of social relationships.” Personality and individual Differences, Vol.35, no.3, p.641-658. Mayer, J. D., Roberts, R. D., &Barsade, S. G. 2008.“Human abilities: Emotional intelligence.” Annu. Rev. Psychol. Vol.59, no.1, p. 507-536. Mayer, J. D., &Salovey, P. 2007. Mayer-Salovery-Caruso Emotional Intelligence Test. Multi- Health Systems Incorporated. Mayer, J. D., Salovey, P., & Caruso, D. R. 2004. Emotional intelligence: Theory, findings, and implications. Psychological inquiry, p.197-215. Mayer, J. D., Salovey, P., Caruso, D. R., &Sitarenios, G. 2001. Emotional intelligence as a standard intelligence. Psychological inquiry. Palmer, B., & Stough, C. 2001. Workplace SUEIT: Swinburne University Emotional Intelligence Test–Descriptive Report. Organisational Psychology Research Unit, Swinburne University, AU. Petrides, K. V., &Furnham, A. 2001.“Trait emotional intelligence: Psychometric investigation with reference to established trait taxonomies.” European Journal of Personality, Vol.15, no.6, p.425-448. Petrides, K. V., &Furnham, A. 2000.“On the dimensional structure of emotional intelligence.” Personality and individual differences, Vol.29, no.2, p.313-320. Schutte, N. S., Malouff, J. M., Bobik, C., Coston, T. D., Greeson, C., Jedlicka, C., ...&Wendorf, G. 2001. “Emotional intelligence and interpersonal relations.” The Journal of social psychology, Vol.141, no.4, p.523-536. Tjosvold, D. 2008. The conflict‐positive organization: It depends upon us. Journal of Organizational Behavior, Vol.29, no.1, p.19-28. Appendix # Question Strongly Disagree Disagree Neither agree nor disagree Agree Strongly agree 1 I know when to speak about my personal problems to others 1 2 3 4 5 2 When I am faced with obstacles, I remember times I faced similar obstacles and overcame them 1 2 3 4 5 3 I expect that I will do well on most things I try 1 2 3 4 5 4 Other people find it easy to confide in me 1 2 3 4 5 5 I find it hard to understand the non-verbal messages of other people 1 2 3 4 5 6 Some of the major events in my life have led me to re-evaluate what is important and not important 1 2 3 4 5 7 When my mood changes, I see new possibilities 1 2 3 4 5 8 Emotions are one of the things that make my life worth living 1 2 3 4 5 9 I am aware of my emotions as I experience them 1 2 3 4 5 10 I expect good things to happen 1 2 3 4 5 11 I like to share my emotions with others 1 2 3 4 5 12 When I experience a positive emotion, I know how to make it last 1 2 3 4 5 13 I arrange events others enjoy 1 2 3 4 5 14 I seek out activities that make me happy 1 2 3 4 5 15 I am aware of the non-verbal messages I send to others 1 2 3 4 5 16 I present myself in a way that makes a good impression on others 1 2 3 4 5 17 When I am in a positive mood, solving problems is easy for me 1 2 3 4 5 18 By looking at their facial expressions, I recognise the emotions people are experiencing 1 2 3 4 5 19 I know why my emotions change 1 2 3 4 5 20 When I am in a positive mood, I am able to come up with new ideas 1 2 3 4 5 21 I have control over my emotions 1 2 3 4 5 22 I easily recognise my emotions as I experience them 1 2 3 4 5 23 I motivate myself by imagining a good outcome to tasks I take on 1 2 3 4 5 24 I compliment others when they have done something well 1 2 3 4 5 25 I am aware of the non-verbal messages other people send 1 2 3 4 5 26 When another person tells me about an important event in his or her life, I almost feel as though I have experienced this event myself 1 2 3 4 5 27 When I feel a change in emotions, I tend to come up with new ideas 1 2 3 4 5 28 When I am faced with a challenge, I give up because I believe I will fail 1 2 3 4 5 29 I know what other people are feeling just by looking at them 1 2 3 4 5 30 I help other people feel better when they are down 1 2 3 4 5 31 I use good moods to help myself keep trying in the face of obstacles 1 2 3 4 5 32 I can tell how people are feeling by listening to the tone of their voice 1 2 3 4 5 33 It is difficult for me to understand why people feel the way they do 1 2 3 4 5 Total EI score: 127 To calculate your EI score, add up your responses to the 33 items; however, reverse your scores for items 5, 28 and 33. Overall scores range from 33 to 165. There are no definite cutoffs. However, the authors of this scale reported that mean score for therapists was 134.92. Women also tended to have a higher average score (M = 130.94) than the men in the sample (M = 124.78). Read More