Sunday, February 7, 2010

Chapter 5

"Emotional intelligence describes the ability, capacity, skill or, in the case of the trait EI model, a self-perceived ability, to identify, assess, and manage the emotions of one's self, of others, and of groups." Most managers do not realize the importance of this. Not only is it important for managers to be able to recognize their own emotions and be able to manage these emotions, but it is important for their coworkers. If a manager is not sympathetic to their employees emotions, they cannot properly run a business.
I'm sure everyone can recall a job where their emotions were disregarded and remember it as an awful experience. It is extremely difficult to work while being treated badly. Alternatively, if a manager cannot handle their own emotions, this could create a potentially uncomfortable and unpleasant working environment. Especially if a manager or business owner cannot control their anger or handle their personal problems, this leads to mistreating employees.

This is surprisingly common in many jobs. A boss who has a bad day and feels like it is alright to take it out on his employees.
There is a model known as the ability-based that attempts to help define emotional intelligence. This model has four parts: perceiving emotion, using emotion, understanding emotion, and managing emotion. This model, however, has received a lot of criticism when it comes to its validity in the actual work place. Despite this criticism, it is still widely known and serves as a guide to many.

Bradberry, Travis and Greaves, Jean. (2009). "Emotional Intelligence 2.0". San Francisco: Publishers Group West.

1 comment:

  1. A boss can have a huge effect on the work environment and the employees, but the employees also have an affect as well. In my opinion, both employees and bosses play equal parts in creating a suitable working environment, and therefore all should work togetger to create a warm environment.