Do Managers Need Emotional Intelligence to Manage Successfully in the Workplace? Why or Why Not?
This essay will argue that emotional intelligence is an essential element in the workplace management. Emotional intelligence can be defined as the ability to perceive, understand, use and manage emotions. A manger is responsible in planning, organizing, leading and controlling which this essay will focus on two of the four management functions that are leading, planning and organizing. It will firstly focus on how emotional intelligence affects the effectiveness of leaderships by affecting the communication effectiveness. Secondly, it will focus how emotional intelligence affect decision-making by helping managers perceiving the emotional climate of the workplace. Lastly, it will argue that how high emotional intelligence help managers in solving conflicts and disputes in the workplace.
Firstly, it is likely that emotionally intelligent leaders could lead their subordinates better. This is because managers with higher emotional intelligence are able to notice and lead the emotional climate of the workplace. Labors under this working environment may then likely be more productive and have better service performance. Ashkanasy and Daus stated that emotional intelligence has constructive implications for leadership and teamwork and emotionally intelligent managers may be able to anticipate the emotional climate in their organization and to understand the emotional interests of subordinates (2002, 82). This suggests that emotional intelligence may help managers understanding the culture and atmosphere of the organization. Jones and George suggested that leaders who involve negative moods repeatedly could have difficulties in building harmonious relationships and producing trust between they and their subordinates (cited in George 2000, 1032). Therefore, managers with high emotional intelligence may control their feelings well that a harmonious relationship with their juniors can be formed easier. Hence, emotional intelligence facilitates the leadership
Firstly, it is likely that emotionally intelligent leaders could lead their subordinates better. This is because managers with higher emotional intelligence are able to notice and lead the emotional climate of the workplace. Labors under this working environment may then likely be more productive and have better service performance. Ashkanasy and Daus stated that emotional intelligence has constructive implications for leadership and teamwork and emotionally intelligent managers may be able to anticipate the emotional climate in their organization and to understand the emotional interests of subordinates (2002, 82). This suggests that emotional intelligence may help managers understanding the culture and atmosphere of the organization. Jones and George suggested that leaders who involve negative moods repeatedly could have difficulties in building harmonious relationships and producing trust between they and their subordinates (cited in George 2000, 1032). Therefore, managers with high emotional intelligence may control their feelings well that a harmonious relationship with their juniors can be formed easier. Hence, emotional intelligence facilitates the leadership
Bibliography: Ashkanasy, N.M. & Daus, C.S., 2002. Emotion in the workplace: The new challenge for managers. The Academy of Management Executive, 16(1), pp.76–86. George, J.M., 2000. Emotions and Leadership: The Role of Emotional Intelligence. Human Relations, 53(8), pp.1027–1055. Trehan, D.R. & Shrivastav, U.S.S., 2012. Perception of Top Management Executives Towards Importance of EI for Professional Success, Journal of Management Research, 5(3), pp.55–67. Yip, J.A. & Cote, S., 2013. The Emotionally Intelligent Decision Maker: Emotion-Understanding Ability Reduces the Effect of Incidental Anxiety on Risk Taking, Psychological Science, 24(1), pp.48–55.