1. EMOTIONAL INTELLIGENCE: IN THEORY AND PRACTICE AT WORKPLACE-A CASE STUDY
Salovey and Mayer defined Emotional Intelligence (EI) as “the subset of social intelligence that involves the ability to monitor one’s own and other’s feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action.” Psychologist/journalist Daniel Goleman (1995) popularized the construct defining EI as:
“The capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships.”
Table 1 Summarizes the major EI dimensions that Goleman has determined:
Goleman provides a very comprehensive explanatory foundation for EI based on the human brain, but also suggests that learning plays an important role in EI, thus it can be developed. He states:
“Our genetic heritage endows each of us with a series of emotional set points that determines our temperament. But the brain circuitry involved in extraordinarily malleable; temperament is not destiny. The emotional lessens we learn as children at home and at school shape the emotional circuits, making us more adept-inept-at the basics of emotional intelligence.
In his second book “Working with Emotional Intelligence” he goes much further on the role of learning and development of EI in maturing adults: …show more content…
For example, in one study of division heads of a global food and beverage company, McClelland had found that out of leaders with EI types of competencies, 87 percent placed in the top third for bonuses based on performance, and their divisions on average outperformed revenue targets by 15-20 percent. It was on the basis of these types of studies that Goleman found it important to identify the specific EI competences associated with each style of leadership. 2. CASE
Salovey and Mayer defined Emotional Intelligence (EI) as “the subset of social intelligence that involves the ability to monitor one’s own and other’s feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action.” Psychologist/journalist Daniel Goleman (1995) popularized the construct defining EI as:
“The capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships.”
Table 1 Summarizes the major EI dimensions that Goleman has determined:
Goleman provides a very comprehensive explanatory foundation for EI based on the human brain, but also suggests that learning plays an important role in EI, thus it can be developed. He states:
“Our genetic heritage endows each of us with a series of emotional set points that determines our temperament. But the brain circuitry involved in extraordinarily malleable; temperament is not destiny. The emotional lessens we learn as children at home and at school shape the emotional circuits, making us more adept-inept-at the basics of emotional intelligence.
In his second book “Working with Emotional Intelligence” he goes much further on the role of learning and development of EI in maturing adults: …show more content…
For example, in one study of division heads of a global food and beverage company, McClelland had found that out of leaders with EI types of competencies, 87 percent placed in the top third for bonuses based on performance, and their divisions on average outperformed revenue targets by 15-20 percent. It was on the basis of these types of studies that Goleman found it important to identify the specific EI competences associated with each style of leadership. 2. CASE