Developing Emotional Intelligence (EI) Essay - 2127 Words

This paper defined Emotional Quotient (EQ) and Emotional Intelligence (EI) and differentiated between the two terms often used interchangeably in papers to be synonymous for emotional intelligence. Businesses benefited greatly when employees utilized soft skills such as emotional intelligence, displayed a positive disposition and were able to work in healthier, more productive work environments. These competences were developed through self-awareness, self-management, social awareness and social-relationship management. The four elements were described in the Competency Based model by Daniel Goleman and Richard Boyatzis. Not all employees exhibited the same level or maturity of emotional Intelligence. Identification, development and†¦show more content†¦Those with interpersonal intelligence are more cued into other’s emotions and respond appropriately to their well-being. Elizabeth Guss described the hallmark of emotional intelligent people as those that others want to be around because they present positive interaction and make others feel good to be around them (Guss, 2005). This paper will define and differentiate between the terms Emotional Quotient (EQ) and Emotional Intelligence (EI) and touch on the importance of having these skillsets. The focus will allow one to build skillsets for increased emotional awareness by identifying the emotional impact stress has on one’s health as well as the health of others, by balancing our emotions, better communication will result and aid in conflict resolution. The attributes in the Competency based model by Daniel Goleman and Richard Boyatzis will be explained. Five key skills will be identified and defined for developing emotional intelligence. Last, the benefits of increased productivity as a result of having employees with good EQ skill sets. Review of the Literature EQ versus EI The two terms, Emotional Quotient and Emotional Intelligence have inaccurately become synonymous for emotional intelligence and used interchangeably. The distinction between them is Emotional Intelligence (EI) is innate or inborn potential and Emotional Quotient (EQ) is the measurement of the behavior. Babies are born with socialization and are receptive to â€Å"emotional sensitivity,Show MoreRelatedUnemployment And Underemployment Of College Graduates1072 Words   |  5 Pagesreport indicated that less jobs required general intelligence associated intelligence quotient (Shierholz et al., 2014, Para 4). Employers may demand a new skill set. BUSINESS AND EMOTIONAL INTELLIGENCE Importance of Emotional Intelligence Demand for teaching college students with a new skill set has increased among college educators. Learning and developing hard skills such as technical and cognitive skills is important; however, learning and developing soft skills are as much important. Liptak (2005)Read MoreThe Theory Of Emotional Intelligence1359 Words   |  6 Pagesway, or did they learn it along the way? Emotional Intelligence Theory attempts to answer all of these questions, and gives the rest of us a guideline on how to scale that emotional intelligence ladder. This analysis will look at the genesis of EI theory, review the applications within the school system and the workplace, and discuss how it affects to the social work practice. History Philosophers throughout the ages have hinted at emotional intelligence, but it was two American Psychologists, PeterRead MoreEmotional Intelligence : Can It Be Taught At Distance Learning Mba Programs?1055 Words   |  5 PagesEmotional Intelligence Students Name University Name, Course Number Emotional Intelligence: Can it be taught in Distance Learning MBA Programs? Today, managers need more than just top notch technical and intellectual skills. Leaders in healthcare, business and technology are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively. This paper will define EQ and EI and then explore why these skills improve workplace functioningRead MorePersonal Reflection On Emotional Intelligence1640 Words   |  7 Pages[Type text] [Type text] [Type text] Rodha Albaker INM407 Reflective Essay Emotional Intelligence- Personal Reflection Introduction and Definition of EI The topic of our group presentation was Emotional Intelligence (EI), a term that refers to the convergence of emotion and intelligence; that is, the ability to recognise one s own emotions and the emotions of others. According to Mayer and Geher (1996). There are physical cues (such as facial expressions and posture) that are universally-acceptedRead MoreEmotional Intelligence And Human Resource Management1144 Words   |  5 PagesIn the past years, many people have written about emotional intelligence role in the workplace. Experts belong to emotional intelligence (EI) field provides many models and definitions to understand the concept and meaning of emotional intelligence and its effects on individual’s (Employees, managers, supervisors) performance. As the world is becoming organizational world and as the time passes change is occurring in almost every field. Thus Organizations (public and private sector) have to manageRead MoreWhat ´s Emotional Intelligence? Essay913 Words   |  4 PagesFormally, Emotional Intelligence, commonly abbreviated as EI is defined as the capacity to reason of and about emotion so as to enhance reasoning or rather thinking. It is also defined as the capability of an individual to recognize and understand the meaning of emotions, their relations and use this information to reason critically and solve problems based on these emotions (Dann 78). The first Emotional Intelligence theory was initially developed by early psychologists back in the 1970s and 80sRead MoreEmotional Intelligence (Ei) Is A Topic That Has Not Been1647 Words   |  7 PagesEmotional intelligence (EI) is a topic that has not been completely explored because organisations do not see it as a current need, unless the role itself requires a measure. For this reason, it is a debated topic and still being researched. This essay will analyse the value of testing emotional intelligence during the employee selection process, its benefits and drawbacks, and the implications for the organisations to ensure testing emotional intelligence is valuable. In terms of employee selectionRead MoreEmotional Intelligence : An Effective Leadership Skills Essay933 Words   |  4 PagesEmotional Intelligence Emotional intelligence (EI) is having the ability to recognize, perceive, control, and evaluate one’s emotions. EI is also the ability to see how one’s emotions affect others (Marquis Huston, 2012; Mindtool, 1996-2015). In the healthcare landscape of today, effective leadership skills are critical to an organization. High EI is a skill that effective leaders possess (Sadri, 2012). When a leader has a high EI, they have a clear understanding of their strengths and weaknessesRead MoreRelationship Between Emotional Intelligence And Transformational Leadership Essay1514 Words   |  7 Pagesstudy by Mandell and Pherwani (2003), the relationship between emotional intelligence (EI) and transformational leadership style was examined in order to determine whether EI scores could be used to predict transformational leadership style. In addition, gender differences in the relationship between EI and transformational leadership were examined to determine if there is a signif icant interaction of gender and emotional intelligence. This research is important, because transformational leadershipRead MoreThe Impact Of Emotional Intelligence On Leadership999 Words   |  4 PagesThe Impact of Emotional Intelligence on Leadership and Leadership development in the non-profit sector. Gone are the days of intelligence relating only to academia and the testing of the intelligence quotient (IQ). The 21st century brought about the introduction of â€Å"emotional intelligence† as an added skill set in a leader’s tool kit. Essentially, the ability be aware and manage one’s own emotions, the others emotions, and effectively applying that information to guide ones thinking and actions

A Day with Mr. Raines Essay Example

Essays on A Day with Mr. Raines Essay The paper "A Day with Mr. Raines" is an outstanding example of an essay on English.  Ã‚  Last weekend, I decided to interview one of my uncle’s friends, Mr. Michael Raines. He used to work with the United States Marine Corps. He left the service in 2009 and has been to Asia such as Japan, the Philippines, Thailand, Cambodia, and Laos. I decided to interview him for this assignment because I would like to know his experiences on that side of the world. Mr. Raines was able to live in Japan because he went to boot camp for the United States Marine Corps in that country. He had just graduated from high school then. Japan made a big impression on him. It was then that he became interested in Asia. Eventually, he married a Filipina and lives in the Philippines for three years. During his stay there, he and his wife were asked assigned by their employer for six months in Thailand. It was this trip that gave him a chance to go to Cambodia and Laos, which were reachable by land trave l. For employment and purposes, Mr. Raines was required to go to the two countries to process his visa. He only stayed in the two countries for one to two days and regrets not being able to see the famous sites there. Mr. Raines said that his experience in these Southeast Asian countries were eye-openers because the cultures were very different from American culture. For one, he shared that families find it pleasing to live together in one home. Unlike in America where children are eager to live on their own once they reach eighteen, sons and daughters who are twenty and above can be found still living with their parents and this is not looked down on. Another new experience for him was how people shared dishes together. In these countries, it was the norm to order or cook two or three dishes for sharing. It took a while for Mr. Raines to get used to all these changes. However, he said he would not trade them for anything else. He said his interest in Asia gave him the best gifts â €“ his wife and two children.

Affirmative Action Equality or Reverse Discrimination free essay sample

What is interesting however, is that I am equipped with my usual assume items: GAP my major, extra-curricular achievements, etc , and have the advantage of being mixed-race. As a dual citizen, I can better fit the diverse profile that firms today are seeking. The underlying issue is that these employers are facing pressure to hire individuals that increase the racial, gender, and economic background diversity of the company. Even though it might give me the slight preference I need, I reject the belief that these non- discrimination profiles should be met and instead support the claim that employers should not be constrained in their decision making. Hirers should select applicants without bias and match them with their job according to their own merit and character. Any affirmative action should not be based on gender nor race, but instead should be financially based in order to provide a fair chance for success. The purpose of affirmative action is to level the playing field; to ensure that no matter the race, gender, or economic disadvantage, there is an equal opportunity for everyone. In the context of the hiring process, it means that nobody should be overlooked due to those reasons. According to American philosopher Louis P. Pajama (1 998), there is a division in the overreaching topic of affirmative action. Pajama separates the topic into two classes: weak and strong affirmative action with the distinguishing factor being that weak action seeks equal opportunity whereas strong goes for equal results. This strong type of affirmative action looks to compensate for groups of people that have been oppressed in the past. The advancement of people within the same group that had been historically discriminated upon does not truly aid the issue because those that faced the oppression are not present any longer (Fingers, 1998, p. 88). Such action only furthers the discrimination. Relating this advancement to workplace hiring, employers are pressured to specifically hire minorities or females. In some cases, the employer can benefit financially from a diverse hire. Former Time magazine writer, Lisa Attacked Culled, who was born and grew up in Japan, acknowledges the strong possibility that she may have been a quota hire. She writes that her boss was known for his trend of hiring to increase diversity and that he did receive bonuses for doing so (Culled 2007). The argument is not that Culled or any of the other employees that were aired due to a non-merit reason were not qualified to earn their positions. The argument is that in the process of searching for diversity, reverse discrimination occurred when a whole subset of the population was overlooked due to aspects outside of their control. Stated by American philosopher and Professor Carl Cohen (2003), There is no ethnic preference that can be benign. What may seemingly aid in the erasure of prior discrimination ultimately leads to new, unwanted discrimination. The moral problem here is that if person A is discriminated upon, he is due compensation. However, person A should not be due compensation at the expense of person B. Moreover, preferential or compensatory hiring has an overall negative effect economically. In order to avoid lawsuits and to create an appropriate and respectful environment, companies have to go through a diversity training process (Bergman 2012). In a study on diversity training, researchers found that the negative effects were more than just economic. Management diversity itself has been found to be damaged when firms make the training mandatory. The data collected over 30 years amounted to annual losses of millions of dollars by the hundreds of companies observed. (Dobbin, Kale, Kelly, 2007). Using this information to support the original claim that hiring to meet a diversity profile, we can see the compounding effect of discrimination and how affirmative action for those racially or sexually discriminated upon can be detrimental to them as well. Hiring based on merit and character certainly has its economic advantages. Suppose you have person A and person B. Both have equal ability but person B has a higher skill level than person A. Therefore, you would hire person B because he/she would not impose the training cost that person A would. Also, the time that person A would spend training, person B could spend working Fingers, 1998, p. 282). Of course, the disadvantage to solely hiring based upon merit would be the lack of equality. People with higher skill levels would us episodes go to prestigious institutions with heavy financial requirements. Therefore the individual starting from a lower class family would not have the equal opportunity that someone from a well to do family would. This is where believe affirmative action should be used; regardless of race or gender. In todays world, believe a man and woman equally able to succeed given the same tools and resources. Instead of focusing on leveling the difference teen men and women, we should devote our attention to those resources and in doing so, advance both men and women Minorities and majorities. As a result, we could minimalism the ill effects of reverse discrimination. Promotion and hiring due to nepotism and familial relations is an inherently unfair advantage that decreases the legitimacy of that individuals merit. Nepotism shares similarities to hiring based on a diversity fueled agenda in that the job applicant may not be qualified for the position. However, nepotism differs in that the employer may have a greater knowledge Of the applicants character since they are related. This relation could result in Stability and continuation (Durham, 2014). This personal knowledge could indeed make the applicant more qualified than individuals who are not related to the employer even if they are equal in all other aspects. Therefore, deciding against nepotism is seemingly more difficult and should be taken case by case. In an eye-opening excerpt, Stanford alumni David Sacks and Peter Thiele co- wrote about how the Stanford University admission process had begun to rethink why they were racially discriminated to the benefit of minorities. .. Why should the under-qualified son of a black doctor displace the qualified daughter of a Vietnamese boat refugee? They asked (Sacks Thiele, 1998). College admissions is one of the biggest steps in creating equal opportunity for individuals since an education provides the skills that makes one qualified to be employed. My argument supports the movement for an affirmative action that is based more upon ones financial background and eliminating the related barriers. Strong affirmative action has its g oal as compensation for historical wrongdoings. Believe that this causes more discrimination for hose receiving the action as well as reverse discrimination for those whose opportunity is taken away from them.

The Administrator and or Mr. Henry Sy October 18, Essays

The Administrator and or Mr. Henry Sy October 18, 2015 Shoe Mart Aura Building Corner 26th st. C-5 Road,BGC, Brgy.Fort Bonifacio,Taguig City Dear Sir, Greetings in Christ gracious name. I am Pastor Ramyl Fernandez,legal age and a resident of Mini Park, Zone 7,Brgy. Fort Bonifacio,Taguig City. Sa biyaya ng Diyos ako po ay isa sa mga nagmamay ari ng mga bahay dyan sa may ibaba ng SM Aura Building. Sa totoo lang po,ang bahay po naming nasa gilid na ng kanal ay isa po sa naperwisyo nang lumaki na ang volume ng tubig na dumaloy tungo doon sa ibaba likha ng pagkabago ng mga daluyan diyan sa itaas dahil sa pagkakaroon ng SM Aura building.Pwede po kayong mangatwiran ng kung anu ano,pero di po ako makikipagkatwiranan pa.Maaaring indirect ang epekto sa amin,ngunit sa totoo lang sa pagkatayo ng SM Aura building ay talagang napinsala kami ng aking pamilya sa baha, lalo na noong mga unang buwan ng tag ulan after maitayo ang SM Aura building.Syempre wala po akong choice kundi ayusin sa sarili kong gastos,or else tiniis nalang namin ang baha, pero talagang grabe ang panalangin ko noon kung saan kukuha ng gagastusin,pero sa biyaya ni Lord,natugunan din at sa dahan dahan ay nahanapan ng paraan pero kulang kulang 80 thousands ang nagastos ko suma total.Alam kong barya lang po yan kay Idol Mr.Henry Sy,pero sa tulad ko mahirap na hagilapin yan. Sumulat po ako noon sa nasirang Kapitan Wilfredo Sayson,ngunit kinamatayan nalang niya ay di pa natugunan ang aking ipinaaabot sa SM Aura Management.Pero one month bago siya pumanaw ay nakapangako pa yon sa akin na kanyang ipaaabot sa SM Aura Mangement.Inisip ko noon na naipaabot na nya kaya naghihintay ako,pero wala namang kahit sinong kinatawan mula sa SM Aura na nagpasabi kaya inisip kong malamang di niya naipaabot sa pamunuan ng SM Aura. Nitong huli ay nalaman kong pati yaong mga may ari ng nasa pinakagilid na mga bahay ng sakop ng SM Aura building ay ipinabayaran pa ni Idol Mr. Henry Sy ng danyos perwisyos na kung tutuusin wala naman talagang pinsalang nalikha sa kanila ang SM Aura.Sa totoo lang po mas may karapatan akong magdemand ng danyos perwisyos kaysa kanila. Naka move on na po ako sa gastusan sa biyaya ni Lord.Wala na po akong demand na anuman,pero sana naman,kung binayaran yong mga di totoong napinsala,sana naman nagsuring maigi ang inyong mga kinatawan dito sa ibaba sa totoong napinsala.Ang layunin ko po sa liham na ito ay upang ipagbigay alam sa pamunuan ng SM Aura o kay Idol Mr. Henry Sy mismo ang mga bagay na ito.Pero kung sakali mang ilihim nyo nalang kay Idol Mr.Henry Sy,ay wala rin po akong choice kundi kay Lord Jesus nalang aasa. Salamat po sa pagbigay pansin.God bless you po. TrulyRespectfully Yours, Pastor Ramyl Fernandez The Administrator Shoe Mart Aura Corner 26th st. C5 road,Bonifacio Global City Brgy.Fort Bonifacio,Taguig City