Impact of Emotional Intelligence on Workplace Relationships

This essay delves into the crucial role of emotional intelligence (EI) in fostering positive professional relationships within the workplace. It begins by defining EI and its core principles, including self-awareness, self-regulation, empathy, and motivation. The essay highlights how EI enhances teamwork, i...Read More

Skills For Higher Education

Table of Contents
ESSAY.............................................................................................................................................3
How emotional intelligence helps in improving professional relationship at workplace...........3
Barriers to emotional intelligence in organisational context.......................................................4
Ways to Overcome Barriers........................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

ESSAY
How emotional intelligence helps in improving professional relationship at workplace
Emotional intelligence is the ability of a person to manage and understand emotions. This
concept was established by John Mayer and Peter Saveloy in year 1990. In addition to this, it is
the process of identify and evaluate emotions of self or other people (Makkar and Basu, 2019).
The fundamental principles involved in these are social skills that is a persons ability to
communicate with other person so that they can find the best way to fulfil the needs of
individuals. self regulation that is the power of a person in managing emotions in order to not
being effected negatively. Self awareness that is the mental memory of an individual in order to
recall personal emotions, limitations and emotional triggers. Empathy , it means to understand
and recognize others people emotions. The last principle is Motivation, it is the capability of an
person to influence and motivate person to rid out of the emotion and experienced a joy (Pool
and Qualter, 2018). According to Mayer, emotional intelligence consist of four levels that is
perceiving, Reasoning, Understanding, Managing emotions. In earlier, the emotion and
intelligence are two different things and are viewed by people in opposition. But now, these
psychology is one and people are interested in knowing about their affects and causes.
Emotional intelligence improves the relationship at organisations and benefits the company in a
positive way. Due to this an organization create Healthier team work, as employees who have
high intelligence interact in a good way with the group members (Lakshmi and Rao, 2018).
Employees share their views and ideas and listen other point of view also. They complete the
task according to the team members and helps in making trust between the team members. They
respect each other and value the emotions of team members. Compassion makes an individual to
personally connect with the peoples and it is all done due to emotional intelligence. The main
advantage of EI at workplace is it creates compassion among the employees. Compassion helps
an employee to improve the reputation and goodwill of the organisation. The people who have
high degree of emotional intelligence have the ability to manage the time and do the task on a
specified time Which directly maximize the productivity of the organisation (Dwyer and
Hopwood, 2019). The superior benefit of EI at organisation is that a team leader did not need to
manage the employees. By recruiting the employee of higher EI level they ensures that projects
and tasks will be done with in the time frame. The employees know which task is to be
completed first and work according to the priority basis. Emotional intelligence helps employees

in knowing their weaknesses or strength and able them to take response from others so that they
can improve their negative points (Chakrabarti and Chatterjea, 2018). Employees are aware what
their roles and duties are and perform according to it. Workers with high EI have the ability to
handle the grievances that is occurred in the organisation and they know how to solve the
problems without creating a big issue at workplace. It is important for every professional person
to control itself in any of the conditions. People with broad EI have understand that acting
negatively and provocative creates unnecessary problems in the organisation, they prefer to be
patience and react in a positive way in any of the situations so that problems can be solved in an
effective and controlled manner. Changes are not easily accepted by the employees but
organisation have to work according to the new trends and needs of their customers in order to
earn profitability. Workers with good Emotional intelligence can easily adopt the changes and
adjust themselves according to it. They prefer to grow with the company and like to work as per
the new trends in the market. Every organisation want to give better and good environment to its
employees so that their employees feel comfortable and secure while working in the organisation
(Sharon and Grinberg, 2018). EI Creates a sense of belongingness among the employees and the
staff not only enjoying their work but also enjoy the company of their colleagues. For example,
In New York city organisations there is a informal place for employees where they can share
each other views and enjoy their tea. This activity is only take place because of the manager has
a high level of emotional intelligence. Emotional intelligence helps professionals in the
organisation to actively listen & understand the problems of the subordinates so that it can be
solve as soon as possible. It directly increase the morale of employees and they get satisfied with
the working of the organisation. Emotional intelligence at workplace brings the ability of
understanding and managing relationships in the organisation and helps employees to solve their
problems without mental stress and pressure (Hughes, 2018).
Barriers to emotional intelligence in organisational context
There are multiple barriers which can restricts the Emotional intelligence while
improving professional development at workplace. These barriers are faced by most of the
business organisations due to which employees working there are not able to sustain a strong
bond at professional level. General barriers in this context are anger, pride and anxiety. Anger is
the main reason due to which emotional intelligence of an employee disrupts and professional
relationship among employees of an organisation degrades. Due to anger issues, an employee is

not able to have a productive conversation which leads to miscommunication at workplace. This
is the reason employees of a company are not able to understand each other and their
expectations (Gerhardt, 2019). This considerably reduces the professional relation of individual
in a business firm.
Other than this, Pride is another barrier which restricts the development of professional
relations at a company. There are some people which considers themselves as always right. They
believe that their perception is right and other people are wrong. This aspects imbalances their
emotional intelligence and they do not prefer to have coordination and cooperation with other
people. In case of a workplace, high pride among people restricts them in formulating strong
bond with other staff members due to which overall level of professional relationship minimises
(McCloughen and Foster, 2018). There are some situations in which Anxiety is also considered
as a barrier to emotional intelligence at workplace. Due to the presence of anxiety, creativity and
clear thinking of an employees suffer. Due to this, an employee is not able to concentrate on the
needs, expectations and requirements of their colleagues. This results in creation of conflicted
environment at workplace and professional development of a company is compromised in a
considerable manner.
Ways to Overcome Barriers
In order to make proper implementation of different barriers in the working of their
organisations, it is important for the organisation to make eradication of the issues and deviations
which are being founded out in the work of their employees. So there are some measures which
are provided with the help of which the issues faced over emotional intelligence could be
overcome. While Feeling Angry employees can remove themselves from the circumstance to
give an opportunity to "chill." This will helps in getting a much more clear image of what's
happening so that right alternative can be achieved from a distressful situation (Pitafi, Liu and
Cai, 2018). At the Time of Getting Pride in Way an employee is needed to tolerate blemishes,
particularly in ourself. While individuals who are prideful can appear to be "arrogant" or
"brimming with themselves," in truth, pride for the most part originates from frailty. Employees
at a company can compensate to other employees if their pride hurt their sentiments. While
Feeling Anxious an employee can take the help of their colleague so that effects like panic
disorder can be avoided (Zwozdiak-Myers, 2018). This will allow the person to maintain their

emotional intelligence so that working productivity and strong relationship can be sustained at
workplace.
CONCLUSION
As per the above mentioned report, it is being concluded that controlling the different
elements like anger, pride and anxiety could help individuals in maintaining the emotional
intelligence in much effective and efficient manner. With the help of this, working productivity
along with the strong relationship can easily be developed where they could be sustained at
workplace for a longer period of time.

REFERENCES
Books and Journals
Makkar, S. and Basu, S., 2019. The Impact of Emotional Intelligence on Workplace Behaviour:
A Study of Bank Employees. Global Business Review. 20(2). pp.458-478.
Pool, L.D. and Qualter, P. eds., 2018. An introduction to emotional intelligence. John Wiley &
Sons.
Lakshmi, K.N. and Rao, K.S., 2018. A Study on Role of Emotional Intelligence on Employee
Performance. International Journal of Civil Engineering and Technology, 9(3).
Dwyer, J. and Hopwood, N., 2019. The business communication handbook. Cengage AU.
Chakrabarti, G. and Chatterjea, T., 2018. Intelligence?… emotions?… or, the emotional
intelligence: Theories and evidence in global context. In Employees' Emotional
Intelligence, Motivation & Productivity, and Organizational Excellence (pp. 11-49).
Palgrave Macmillan, Singapore.
Sharon, D. and Grinberg, K., 2018. Does the level of emotional intelligence affect the degree of
success in nursing studies?. Nurse education today, 64, pp.21-26.
Hughes, C., 2018. Conclusion: Diversity intelligence as a core of diversity training and
leadership development. Advances in Developing Human Resources, 20(3), pp.370-378.
Gerhardt, P., 2019. Emotional Intelligence Skills Guide and Workbook. Lulu. Com.
McCloughen, A. and Foster, K., 2018. Nursing and pharmacy students’ use of emotionally
intelligent behaviours to manage challenging interpersonal situations with staff during
clinical placement: A qualitative study. Journal of clinical nursing, 27(13-14), pp.2699-
2709.
Pitafi, A.H., Liu, H. and Cai, Z., 2018. Investigating the relationship between workplace conflict
and employee agility: The role of enterprise social media. Telematics and
Informatics, 35(8), pp.2157-2172.
Zwozdiak-Myers, P., 2018. The teacher's reflective practice handbook: Becoming an extended
professional through capturing evidence-informed practice. Routledge.