Developing Emotional Intelligence Skills for the Workplace
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This article discusses the importance of emotional intelligence in the workplace and how to develop emotional intelligence skills for better communication, stress relief, and conflict resolution. It also provides guidance for managers to improve team performance, reduce occupational stress, and increase personal well-being.
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Developing Emotional Intelligence Skills for the Workplace
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Table of Contents INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 Investing in emotional intelligence..............................................................................................3 Importance of Emotional Intelligence.........................................................................................6 Guidance for Managers................................................................................................................8 Reflection...................................................................................................................................10 CONCLUSION..............................................................................................................................11 REFERENCES................................................................................................................................1
INTRODUCTION Emotional Intelligence refers to the ability of oneself that allows better understanding of emotions, use and manage them in a positive manner for stress relief, effective communication, surpassing challenges of life, being empathic to others and resolve the conflicts.There are four areas of emotional intelligence self and social awareness, self-management, & relationship management. Morrisons is the 4thlargest supermarket chain operating in United Kingdom. Goleman’s Emotional Intelligence theory gives five domains of EQ applicable in a workplace. Self-awareness refers to the acknowledgement of one’s feeling at given point of time. Self-regulation refers to the act of controlling or giving direction to the emotions, this domain forecast the adverse effect of acting in an impulsive way before reacting. Motivation makes use of the emotional attributes for attainment of the goals, eliminating all the obstacles. Empathy refers to sensing the other’s emotions. Social skill is the management of relationships, by inspiring employees to make them do the desired efforts. The above five domains of the EQ are formed from the five realms of the theory. The five realms namely are acknowledgement of one’s emotions, managing of one’s own emotions, motivating self, identifying others’ emotions to understand it and managing relationships. MAIN BODY Investing in emotional intelligence Benefits of having high level of EI for employees Helps in development of employees – In situations where employees of Morrisons reach the highest level of job position in company, they start feeling frustrated from the immobility in their progress to combat or avoid this feeling among them the company’s emotional intelligence training plays a great role (Bhoumick, 2018). The employees find them capable of developing leadership attributes and skills in them. These type of trainings helps employees in staying clam in the situation of crisis, interacting with customers with discontentment, solving problems with systematic approach. Reduces Stress – Stress is normal at workplace as it is an indicator of growth and challenges are being encountered by the company. But the negative impact of workplace stress can lead the organization in lower productivity and profitability crisis so it essential to manage the stress (Karimpour and et.al., 2019). Employees with stress management
can be benefited with high job satisfaction levels. EQ helps employees to manage their reactions on emotions of others. Conquering fears and insecurities – It is common that employees have fears and insecurities regarding to their official projects getting fail or messed up. There is vital role of emotional intelligence in helping employees to cop up with these types of fears and insecurities(Golemanand et.al.,2019). The factisthegap betweena high performing employee and low performing employee is emotional intelligence. Communication Skills – Another benefit of emotional intelligence is that employees are able to improve their communication skills. EQ is a border concept that not only helps employee to express their emotions but also recognize their emotions (Fteiha and Awwad, 2020). In addition to this the employees becomes competent to take the responsibility of what they feel. EI helps employees to communicate their needs instead of just their feelings. Benefits of management understanding EI and concepts related to it Teaches employees to react – the benefit of EI to management is that when management understands the EI, with that understanding it can teach its employees how negative feedback should be handled (Drigas and Papoutsi, 2019). Organizations often face the problemofemployeesgettingcarelessandaggressivetowardstheirworkinthe organizationwhen theyreceivebadfeedbackfrom theirsuperiorsregardingtheir performance (Oliver, 2020). With teaching employees EI company can relieve itself from facing adverse employee reactions towards their superior giving them constructive feedback. Creation of positive working environment -Emotional intelligence training in the organization helps the management in creation of positive working environment (Koc and Boz, 2020). Employees with negative attitude towards organizational practices is a condition that is highly undesirable by the management. This is for the reason that negative outlook of employees towards organization acts as an obstacle between healthy performanceofthecompany(Prentice,DominiqueLopesandWang,2020). Understanding of employee intelligence by the management of Morrisons helps it to make sure that the working environment of the company is positive. In the training of EI given to the employees of Morrisons helps the employees to have awareness about their
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behaviour. The employees with the EI training are aware about the negative impact of their behaviours or reactions in negatively influencing others. Employees are able to recognise the opportunities where they can maintain positivity in their reactions. Shows limits to employees – Training of Emotional Intelligence does not mean teaching employees to eradicate the negative feelings they have altogether but empowers them with the techniques and tricks applying which they can deal with those negative emotions.Theemployeesbecomingexpertinrecognizingtheiremotionsandits consecutive impact over the others, becomes aware about their limits. Concepts high levels of EI can improve Wellbeingandperformance:Emotionalintelligenceislinkedtowellbeingand performance of the employees. The domains of emotional intelligence are linked with employee wellbeing and their performance. When employees are aware about their emotions and feelings and how to manage their reactions the health of the employees are affected in a positive way (Gilar-Corbi and et.al., 2019). Work stress management abilities are present in the employees with emotional intelligence so their mental health is assured. EI helps management in creation of a good working environment. For instance, Morrisons with good working environment ensures that the employees are motivated towards their job and performance of the company is high. Employees with EI knowledge or expertise are aware of impact of their actions over the others so they make sure that their actions do not have adverse impact over the other employees. This instils the value and principles in the organization. Further the employees trained with EI recognize their responsibility of the actions (Alzoubi and Aziz, 2021). Having a responsible attitude make sure that the grow and develop. Possessing of all these attributes further increases the chances of employees to get promotions or appraisal this is linked with the financial wellbeing of the organizational employees. Hence EI is linked with the wellbeing of employees and their performance plus overall performance of the organization. Managing Stress: Emotional Intelligence is linked with managing stress. Every individual response differently to the stress. EI can be used by employees to recognize their emotions. Employees with higher levels of EI can handle the stress more efficiently. EI have domains of self- regulation and management that can be used by the employees for regulating the impact of stress on themselves and their lives. Self – regulation of stress
levels by an individual ensures that this stress does not get transferred to others that exist in their surroundings. Self – management skills helps employees to manage the stress they have (Sánchez-Álvarez, Berrios Martos and Extremera, 2020). Good regulation and management of stress by employees help them to perform well. High performance of employees is desirable for the management. Employees are aware about the areas that triggers or initiates them to take stress. Awareness about this helps them to manage their work before handed so that they do not have to feel stress. Empathy: Empathy means the ability in oneself to understand what is being felt and share it. Sympathy means level of understanding between two or more individuals sharing same feeling. Self- discipline is the first element of empathy and emotional intelligence. It gives a well- established framework following which the employees can keep aside their feelings, emotions and interact with the customers and/ or do their jobs (Boyatzis, 2018).EmotionalIntelligenceallowsemployeestohavecontrolovertheir communication. Optimism is the next attribute allowing employees and management to shape positivity in the experience they have with each other. The third element is known as competitiveness (Sergey, Boris and Nadiia, 2019). For successful growth of the organization it is necessary for the company to make sure that it remains competitive in the market. Importance of Emotional Intelligence The resources invested on the well – being of the employees working remotely are of the utmost importance to the organisation as efficiency and effectiveness of the employees working remotely depends upon the efficiency and effectiveness of the resources invested for them (Kotsou and et.al., 2019). The resources will assist the employees in management of any uncertainties like new leave policies, devising of the communications plan which are transparent and efficiently designed for sharing of accurate information and critical messaging, emotional counselling and professional coaching by the leaders of the field and professional coaches in the business,dedicatedhelplineswhichprovidethefacilityofcounsellors,psychiatristsand psychologiststo support the mental health, better focussing on the work through digital technology like artificial intelligence chat bots, arrangements of webinars and organisational channels for communications to engage, empower, motivate and energize the employees via
motivational speakers and other experts, promotion of hygiene through employee awareness via organisational channels of communication and webinars, etc. The resources will also provide businesses with opportunities to reanalyse their priorities and the wider spectrum (Flores, 2019). These resource will thrive to keep the employees working remotelymotivateandresultantly,maintainingandincreasingtheproductivitylevelsby promotion of their work online, providing flexible working hours to the employees working remotely, upgradation of the technical skills and achievement of goals with identification of relevant work, etc. (Lubbadeh, 2020). Also, the digital and physical gap are bridged by the managers by connecting via video conferencing online and carrying out of activities like online virtual coffee breaks which are informal sessions including knowledge sharing and carrying out activities like immunity booster sessions of yoga to make working in the group more fun online and develop a sense of oneness and the feeling of community. Wellbeing of employees is of the utmost importance to any organisation as the employees are the one who are working in the organisation to achieve the organisational objectives and goals (Kwon and et.al., 2019). The employees need to be healthy and motivated to work energetically and even take an extra effort other than the normal course of actions he is performing. The pandemic was a great lesson teacher to the organisations who were ignorant of the well – being of its employees and did not take into account emotional intelligence as pandemic unfortunately resulted into numerous number of deaths and even people getting criticallyill(Al-Habaibehandet.al.,2021).Suchdeathandcriticalillnessaffectedthe organisations as the number of employees reduced who were working for the organisation or who were critically ill were not able to work after recovery on their full potential due to their weakened immunity. Pandemic has taught that the remote working is the new trend in which proved to be beneficial for the organisation as well as employees working remotely. The organisations gained bytheincreaseddurationofworkinghoursremotelyacrosstheglobeanddeciding accountability of the employees working remotely became more efficient (Top 10 Benefits of an Employee Wellness Program. 2021). Organisations also gained by saving the costs of the runningtheofficepremiseslikeelectricitycosts,transportationcostsoftheemployees, maintenance costs of the office premises when the premises were used regularly by the employees, etc. Productivity and efficiency of employees also increased as they were working
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from home and thus were living with their families which boosted their energy and motivation to work more efficiently. Organisations laid an extra stress on the well – being of the employees during the pandemic while working remotely by advancing various health and safety services to the employeesandcarryingonyogaand meditationsessiononlineover videoconferencing (Bayighomog and Arasli, 2022). Naturally,employeewell–beingaccruesvariousbenefitstotheorganisationlike engagement of the employee in the operations and working of the organisation and towards the achievement of the organizational objectives and goals (Shahid, Stirling and Adams, 2018). Here, the employee is actively engaged and works effectively and efficiently in attaining and completing his targets (Chandola and et.al., 2019). Well – being of the employees leads to happening of less unhealthy working practices like negative communications, errors and frauds, dishonesty and unprofessionalism in the behaviour of the employees, stress, anxiety, depression, hypertension, alcoholism, etc. Such employee well – being will result into increased productivity of the employees and resulting into cost savings for the organisations, improved health behaviour towards physical as well as mental health avoid bad health behaviours like smoking, drug use, etc., reduced risk of chronic diseases like blood sugar, blood pressure, cardia issues, etc., reduced workplace stress in the daily activities of the organisation and reduced employee turnover and thus cost savings on the health care of the employees, decreased absenteeism by improving the health of the employees thus being more productive and more invested towards the organisation, improved retention of employees in the organisation by rendering the employees loyal to the organisation as employee is also motivated to achieve his personal goals along with the organisational goals and objectives. Guidance for Managers Emotional intelligence of the managers will include various factors related to the manager himself as well as to the personnel working under him. These factors include increasing leadershipability,increasingteamperformance,improvingdecisionmaking,decreasing occupational stress, reducing staff turnover and increasing of the personal well – being (How managers develop emotional intelligence and apply it: New study. 2021). Now these are the aspects on which manager shall focus to develop the emotional intelligence. Now working on
these aspects is not an easy task and will require the manager to work on the following emotional intelligence capabilities to develop the emotional intelligence: Self - Awareness:It simply means awareness of emotions of self specially when such emotions are being experienced i.e., not realizing later that what just happened and to be aware of the situation in the current state when it is happening like angry, happy, sad, frustrated, etc. Such self – awareness is the indication of self – control i.e., how a person is able to change the emotions according to the situation like in case of anger (Wang and et.al., 2021). Therefore, self – awareness is the most crucial capability and an initiator to be developed to develop emotional intelligence. Social – Perception:It is the ability of a person to accurately read and assess other people’s emotions as they are and feeling them at the moment. It also includes close analysis of the direction of the group’s emotions and the distribution of the group’s emotions (Issah, 2018). Through this a person is able to effectively differentiate between the actual justified emotions and the fake emotions just for the show. It is rather complex but critical to apply social perception in the work culture to know the attitudes, intentions, thinking and goals of the people working in the company. EmotionalLiteracyorEmotionalUnderstanding:Itsimplymeansabilityto understand the reasons behind the emotions that a person is feeling or experiencing i.e., how literate a person is to understand the cause of his current emotions (Gadhavi and et.al., 2021). This will assist the manager to predict the reaction of the employees working in the organization in various situations and how their reaction will affect the working of the organization. Thus the performance of the employees can be managed. Emotional Regulation:It involves regulating of the emotions i.e., increasing, decreasing or maintaining both the intensity of the motions (Mustafa and et.al., 2020). In such a way the manager or leader can also influence the decisions of other personnel working under him. It will involve setting of objectives regarding appropriate emotions, selection of appropriate strategy to regulate the emotions and finally implementing such strategy to regulate emotions. Although appearing to be similar, there is a huge difference between empathy and sympathy. It can be said that empathy is a better approach to connect and communicate with those experiencing a significant emotional pain. When a person is able to understand and share
experiences and emotions of another person it can be said that he is empathizing with another person. It simply means sharing feeling of someone else (Bloom and Lambie, 2020). To empathise is an effective way to create a bridge between two persons and allowing compassion, understanding and genuine healing to settle in. By being empathising, a person is able to point of view of others and becomes helpful. On the other hand, sympathy includes a lot of judgement towards other person’s feelings and emotions (Paruchuri and Asadullah, 2018). It means to be able to understand the situation of other person from self-perspective. It involves putting self in other person’s shoes and trying to understand why the other person has a particular feeling thus able to understand the reason for such emotions and to be able to provider solutions to the person which are healthier, comforter and more comforting. The suggestions provided above regarding the development of emotional intelligence of the managers which included capability to develop self – awareness, capability to develop social perception, capability to develop emotional literacy or emotional understanding and capability to develop emotional regulation are totally feasible and totally dependent upon the personal efforts of the manager and the personnel (John, Anthony and Bakari, 2020). The manager needs to be personally aware and updated so as to inculcate the sense of above senses namely self – awareness, social perception, emotional literacy or emotional understanding and emotional regulation. Although the suggestions provided above are feasible but organisations need to have certain resourcestoallowtheimplementationofthesuggestions.Oneoftheresourcescanbe formulation and implementation of systematic and appropriate guidelines, policies, procedures and protocols to be applicable on the working of the personnel according to which the managers and employees have to work so as to develop the emotional intelligence (Di Fabio and Kenny, 2019). The suggested techniques will be better suiting both the larger as well as smaller organisations as managers need to be emotionally intelligent whether it is large or a small organisation to keep the employees motivated and keep them working towards the goals and objectives of the organisation. Reflection As per the results of the online quizzes taken by me and as per the development plan, my level of emotional intelligence came out to be ‘not bad’. The results say that I’m better than the average population at reading of expressions of others. And such a skill of reading of other’s
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emotions and expressions can be improved by practice. Through the preparation of this report I was able to understand the meaning of emotional intelligence and the areas where emotional intelligence is applicable. Also, I came to know the frameworks of emotional intelligence namely Goleman’s Five Domains of EI and Bradberry. I came to know the benefits of investment in emotional intelligence by the businesses through the employees having high level of emotional intelligence along with the management being able to understand and demonstrate the high level of emotional intelligence toward the employees (Sorribes, Celma and Martínez‐Garcia, 2021). I also learnt about the aspects which are positively affected by the high levels of improvement in the emotional intelligence like performance and wellbeing of the employee through CIPD key domains, concept of empathy vs. sympathy, management of stress related to business, legal and moral issues through HSE management standards, etc. and supporting each aspect with the examples of an organisation along with the statistics and research. The above report also made me understand the organisational advantages of the resources that are invested by the organisation on the wellbeing of the employees and that too specially with respect to the employees working remotely (Back, Tulsky and Arnold, 2020). Most importantly, the report taught me the importance of the wellbeing of the employees and working remotely during the time of pandemic which included savings of operating costs for the organisation and saving of travelling and accommodation costs for the employees living on rentals (Navas and Vijayakumar, 2018). Also, the benefits of the wellbeing of the employees from the point of view of the organisation are discussed i.e., what positive effect the improved andmaintainedwellbeingoftheemployeewillhaveintheorganisation’sworkingand operations and the overall achievement of the objectives and goals along with the common goals and objectives. I also understood that skills of emotional intelligence are very necessary to be developed in the managers of the organisation as they are the one managing the other employees of the organisation and thus shall be fully capable of showing the emotional intelligence and support towardtheemployees(4ReasonsWhyEveryManagerShouldCareAboutEmotional Intelligence. 2022.). Now for such emotional intelligence to be inculcated in the managers four most important emotional intelligence capabilities shall be developed namely self – awareness, social – perception, emotional literacy or emotional understanding and emotional regulation.
These 4 capabilities are of utmost importance for the manager to develop the ability of emotional intelligence. CONCLUSION Emotional intelligence or emotional quotient or EQ including understanding, usage and managing of one’s emotions in a very positive and productive way which will result in relieving of stress, effective communication, empathizing with others, overcoming of challenges and conflict diffusion. Remote working can be defined as working as an employee of an organisation from a place other than the office centrally operated by the employer like home, any private office, other shared working space, etc. The above report thus conclusively explains the concept of emotional intelligence (EI) along with areas of EI and associated frameworks. Benefits of EI to the employees are explained along with benefits of management EI and other concepts. The above report also contains importance of emotional intelligence in case of varied groups of workers and especially with respect to the remote workers. Then the report gave guidance to the managers regarding effective and efficient development of the emotional intelligence skills. At last, personal reflection on the emotional intelligence is being provided with.
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