The Role Of Emotional Intelligence In Business Communication: Case Study Report
One of our client of Data Solutions, wants us to prepare a report and analyze that do using Emotional Intelligence will help them to improve the effectiveness of organization or how does it help to improve the recruiting and promoting staff? Additionally, Data solutions is a digital data management company which analyze or handle huge sets of data. Till date, the Data Solution company have been recruiting technical expertise of professionals and managers to lead the business and for better decisions and strategic for the organizations. The CEO of Data Solution company had been talking about that his organizations has begun to use Emotional Intelligence as main criteria for recruiting staffs. Moreover, he mentioned that he had heard the term Emotional Intelligence and knows nothing about it. So, he wants our company to prepare a report and examine how Emotional Intelligence helps to improve the performance of his organizations.
The point of our organization is to help Data Solutions company to recognize the aces of utilizing the Emotional Intelligence when recruiting the employees. Furthermore, we need to discover the focal points as well as burdens of using Emotional Intelligence and we have to recommend them to use while selecting new staff. As their business handles a colossal mass of information. So, we need to be aware and exceptionally conscious while giving them fitting recommendations which enable them to take their business to larger amount.
This report finds appropriate measures for the Data Company and encourages them to employ high informational technology (IT) experts and supervisors. Additionally, assist them to finding the employees who have high passionate knowledge. Moreover, it enables the data company organizations to discover the new employees all the more exceedingly potential IT directors or staffs.
Different individuals have diverse identities, different wants and needs as well. Additionally, people groups demonstrate their emotions in an unexpected way. Thus, moving from these all place we as a whole need is consideration and intelligence. Emotional intelligence can be characterized as the capacity to know your emotions, to comprehend what they are discussing, to realize how your emotions influence the general population around you. It is said that people who have high emotional intelligence are extremely effective in each task they do it is because they are the one that other people groups need them on their team. The accomplishment of any organizations is to a great extent affected by the behavior of the people in it.
Moreover, emotional intelligence is ‘the capacity to prevail upon emotions in four regions: to perceive emotion, to integrate it in thought, to understand and to manage it’. The first area, perceive emotion finds the emotions in stories, music and appearances. Next second area, to incorporate it in thought encourages people groups to connect emotions with others mental sensation like shading and taste. The third area, understanding emotions realizes to know that emotions that comes from inverse or comparable and understanding of the messages they pass on. Lastly, who work in the fourth area, management of the emotions knows the social follows on feelings and will pass emotion in self as well as other people. The method for being different smart is called emotional intelligence which incorporates what your feelings are and utilizing your feelings to settle on choice throughout everyday life. (…. book author name…). correspondingly, emotional competence is otherwise known as the basis of emotional intelligence which are separated into five classes. They are:
- Social awareness
- Social skills
a.self-awareness: self-aware people are very much perceived about their emotions and their effects as well. They are self-confidents and their self-concept is solid. Moreover, they know how their feelings influences their performance and a directing of their qualities.
b.Self-regulation: when being self-aware, the individuals who are emotionally competent people, they are able to self-regulate and have self- control to monitor problematic feelings and impluse. Self-regulation people are trust worthy and they are able to maintain benchmarks of honesty in addition integrity. While presenting the view, they present themselves in openness and adaptable way and ways to deal with events and they have ability to react thoughtfully and fittings to the circumstance.
c.Self-motivation: people with emotional competent have a positive self-idea and are self-motivating. They strive to enhance or meet guidelines of excellence. Individuals with a self-concept are self-coordinated and they are able to communicate adequately. Importantly, they can settle on choice themselves about what they need to do.
d.Social awareness: Initially, social awareness means how individuals keep up relationships and consciousness of other’s feeling and requirements. Their helpful methodology allows them to regard and relate well to people from changed foundation, acknowledge and understand differing perspectives and challenge predisposition and intolerance. They have a capacity to listen and understand other’s people groups need and emotions and can mentor to work effectively while doing any errand. Social skills: individuals with social skills are able to understand peoples need.
Moreover, they communicate openly to share the information fully, and look for mutual understanding while listening to others. Those people with socially skilled helps to develop personal and workplace effectiveness via networking and building relations either via formal or informal networks. why do Emotional Intelligence play important key factor in today’s workplace? We can analyze that in the course of the most recent decade, the idea of Emotional Intelligence (EI) as a next method to conventional insight has been famous in the investigaton of management. EI gives noteworthy advantages to the organization and most of the advocates of the origination contend about it. The accomplishment of any expressed objectives of the organization straightforwardly related to the experience and insight of the manager of an association. the job and in addition ability of organization managers is to motivate the people, support them, to make mental contacts.
Importantly, the following job is to construct non-clashing relationships with them which decides the major possibility to accomplish the tactical and stated targeted goals of the hierarchical activity. The exploration conducted by the quantities of researchers, any organizations supervisors encounter high levels of passionate pressure because of the substantial duty and the force of the relational relations. however, the exploration which has been done before a couple of decades proves that no any emotions influence basic leadership process as a result there is no need to diminish them or to dispense them (Ramanauskas, 2016). moreover, managers must have the capacity to contact with their employees, partners, subordinates, and CEOs in an accurate way so that they accomplish the desired objectives and get over to the desired impact like any adjustments in conducts, thoughts, state of mind some more.
The way in which we consider about emotional intelligence probably won’t be something, however when in the event we find someone without it then it can create a cause. “in today time, EI is an elevated sense of mindfulness, and there are some of things that contribute to your emotional state like where you end up mindful of the thoughts you’re picking, the individuals with whom you are surrounding yourself in addition the world you are choosing. making a workplace environment that cultivates EI makes organizations more beneficial and functional. “in the event you have more high-flourshing individuals in the workplace, they will show sign of improvement, they will be more collaborative, and they are going to be advantageous, (……. . author name…. ). individuals with EI operate with greater expectations and less from their own egos. They encourage their partners and settle on better decisions for everybody.
How emotional intelligence is developed: Emotional intelligence is one of the most critical factors that are being considered by leaders when selecting employees as well as applications into managing their organizations. To apply emotional intelligence is a difficult skill for leaders who have just approached it and to get the best results they need to know the basics to develop it. According to Goleman’s study, there are fundamental elements for improving the way Emotional intelligence works:
- Identifying one’s emotions;
- One’s management emotions;
- Motivating oneself;
- Recognizing emotions in others;
- handling relationships.
Identifying one’s emotions: This is the primary factor that business leaders, as well as team leaders, have to master to understand their employees, members better. Depending on the personality of each employee, they have different emotions, as well as their emotions effect to their working behavior. Damasio’s (1994) idea shows that emotions played a decisive role in making even the simplest everyday decisions.
One’s management emotions: The leaders may feel challenging to manage their employee’s behavior, but they will get more challenging when they want to manage their employees’ emotions. So leaders need to know how to communicate skillfully to create influence and indirect control to their employees’ emotions.
Motivating oneself: Motivating others is also a way of EI applications because when there is a positive motivation, accurate and timely, the results will be higher than the unmotivated one.
Recognizing emotions in others: The emotional evaluation of employees will create a closer feeling among team members, staff and team leaders, as well as management levels. Organizations are the universal setting where individuals find abundance in their lives through their work and want this investment of their time to be meaningful. Last but not least. (5) Handling relationships: Maintaining good relationships between employees and employees, between employees and leaders, and between employees and employees will allow an organization with a high EI. It also creates a working environment with high efficiency and positive. Contribution occurs when employees feel that their personal needs are being met through their active participation in their organization.
How to determine the results of EI in your company: The effectiveness of EI application in an organization, the company is seen from many angles such as Financial, Relationships with customers, Staff training and personal development, Social-cultural events. Concerning Financial, the results can look at the company’s profits (after taxes, fees, and so on) and financial stability over the years which is likely to be the result of which leaders expect most when applying EI in their for-profit organization, which is a significant target in financial institutions. Regarding relationships with customers, leaders can judge over the level of customer satisfaction, customer satisfaction with the services, products of the company, the number of new customers in this year, the volume and the amount of the transaction from new customers and loyal customers. Managers and leaders can also look at staff training and personal development; the result is the productivity of employees, the level of satisfaction of the employees with the compensation they receive, the profit that each employee brings to the company. Besides, the development of each employee also is the positive assessment of the application of EI.
Conclusion: We, therefore, infer that in an organization there are superiors who are confident, efficient and maintain good relations, but need to be emotionally intelligent, and also superiors who believe and consider the views of their subordinates opting for new ideas. Thus, only when you are self-aware you can manage yourself better. In turn, only if you can manage yourself, you can handle relationships well and hope to achieve personal and professional goals.
The importance of emotional intelligence hinges on the link between sentiment, character and moral instincts. Three attributes, i. e. , technical skills, IQ or emotional intelligence, are important for a leader. Through this report, it clarifies the applicability of EI in the way an organization operates, as well as in the process of recruiting new employees – an important turning point for the company. Each employee is an essential factor contributing to the success of the company.
Recommendations: Because EI is an emotional application that controls the behavior, emotion, reaction, communication of management levels with employees to achieve positive results in the work environment. The application of EI in recruitment also helps HR managers, as well as the leaders, selected the suitable candidates for the company’s way of operating. If you know how to use it correctly and accurately, it would be the best way to find the best staff for their company. Counseling sessions can be conducted at regular intervals where the superior has to provide information regarding areas in which the subordinate has to improve. It is suggested that the management may conduct development programs in psychological aspects so that superiors can have better understanding about subordinates. In order to know the job related behaviors, these aspects can be included in the performance appraisal techniques.
In order to develop the number of emotionally intelligent managers, organizations can utilize Organization Development (OD) techniques like Gestalt Therapy. Employees are the main assets of any organization. Therefore, it is important for the management to consider the feelings of employees and their problems. An organization’s collective level of emotional intelligence determines the degree to which that organization’s intellectual capital is realized and its overall performance.
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