The Emotional Intelligence of the group members have a great impact on the group’s collaboration which led to excellent group performance for the last two years. To be more specific, similarities on the results of Self-Awareness has provided cohesion to the group since the…
65). Because we have almost close scores on self-awareness, we were all transparent and comfortable in expressing our feelings, our moods, and temper. We did not have a unrealistic expectation from the leader that he is a superman and infallible. Because of this, we can challenge anyone’s idea which is helpfulduring brainstorming.
The article, What Makes a Leader? (2004), elegantly states “Someone who is highly self-aware knows where he is headed and why” (Goleman, p. 85). Since all of the team members have results that are close to one another, the team was ver clear in its direction. Everyone cooperated well even in trying times. Since we were attuned to one another’s limitations, we provided support to members who were upset or frustrated. We believe that this trait – Self-Awareness would be a good cornerstone in the future when we become mentors in organizations. Being Self-Aware also gave a sense of direction to group members because we continually focused on the goal.
Another helpful result that had positive impact was Social Awareness. Except for the case of Maria who was only a few points higher than the rest, similarities in Social Awareness quotient indicates that anyone in the group is sensitive to other group members. Leaders must have a high Social Awareness so they can adjust to their working environment. Members look up to their leaders, and when members sense that their leaders are not interested in their issues, they get demotivated. Indeed, Offermann was downright valid in his article When Followers Become Toxic (2004), when he said “The leader who automatically rejects his followers’ opinions can be as unwise as one who unthinkingly goes along with them” (p. 57). The impact of this to the team is that we realized that all of us are potential leaders.
One category that made a difference was that of Relationship Management. We all had differents scores as reported in ...
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The concept of emotional intelligence is tied around the ability to be aware and express emotions; moreover, it is the ability to be aware of other people’s feelings, establish interpersonal relationships and the ability to manage and regulate emotions.
Emotions are the characteristics that revolve around an individual, such as happiness, sadness, and anger. Intelligence is ability to give an explanation, identify and show the similarities and differences. Emotional intelligence has been found to be the best way to achieve set goals and objectives in an organization.
According to research, its significance comes in because individuals perform in different levels based on the difference in their intelligences. Cherniss (112) points out that people with low levels of emotional intelligence perform poorly in the areas of self-control and social relations as compared to ones with a high one.
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Originally, these researchers concluded that EI consisted of three mental processes: appraising and expressing emotions in the self and others, regulating emotion in self and others, and using emotions in adaptive ways (Vitello-Cicciu 2003). In 1995, they further refined EI into four mental abilities: perceiving/identifying emotions, integrating emotions into thought processes, understanding emotions, and managing emotions.
e the concept of emotional intelligence for organizational reasons can serve to play a significant role in the choices made by all participants for the betterment of the collective goal(s) at hand. Utilizing proper emotional intelligence behaviors is imperative towards reaching
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