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 Emotional intelligence for employee engagement.

 

Emotional intelligence is a recent concept, and there is no measure of how much emotional intelligence that person needs to lead a positive lifestyle, however, according to the data, it has been shown that emotional intelligence plays a major part in a persons life and further an there are instances that emotional intelligence becomes more powerful than the IQ (Goleman, 1996). Nowadays, emotional intelligence is a major requirement as due to the digitalized world, most people stay behind a computer and communication through digitalized platforms rather than having face to face conversations which often cause broken discussions, cryptic voicemails, and abbreviated text messages, and leads to miscommunications (Bradberry and Greaves, 2009).

 

It is being said that Leadership and relationships have a significant role when it comes to organisational success, Further according to a study single most important factor to have employee satisfaction and job performance is feelings of employee engagement; this satisfaction level is based on the relationship employees have with the organization leaders (Nowack, n.d.). When its come to the manager's role in organisations, it is being said that it plays a critical role as depending on the workplace created by the management, employees are getting motivated to provide their maximum support to achieve the organisational goals (Suehs, 2015).

(Nadeem et al., 2019)

 

 

 

Personal attitudes have a clear effect when it comes to the workplace behaviour of an individual. The emotional connotation of employee engagement depends on the feelings and beliefs of employees; when an individual has the right kind of attitude, leading and managing others and developing the right kind of job is fairly easy (Sarangi and Vats, 2015). according to the studies done through 119 information technology professionals, there is a weak but positive correlation between emotional intelligence and employee engagement; having a high Emotional intelligence help an individual to be an effective and engaged employee (Yucel Karamustafa and Kunday, 2018).

 

I am working for a leading telecommunication organization in the country and When the recruitment process is being held, the human resources organisation specifically makes candidates go attend a test to check the emotional intelligence level as the organisation is a customer-oriented organisation and has the right values will help the organisation continue positive environment within the organization and out side the organization when dealing with customers. Once the recruitment process is done, the organisation makes sure that employees know how much the organisation values emotional intelligence. Throughout the initial induction, the organisation emphasises that going the extra mile by not following the processes is acceptable if the employees know that it is the right thing to do. to differentiate the right from the wrong, it is essential to have emotional intelligence.

 

In conclusion, high emotional intelligent employees are a value addition to any organisation. Their emotional availability and understanding will make a pleasant environment even for other employees. Emotional intelligence will allow having better employee engagement due to the positive and open attitude this individual approaches. It is highly likely that emotional intelligence will bring positive outcomes when it comes to employee engagement.

 


 References :

 

 

Bradberry, T. and Greaves, J., 2009. Emotional Intelligence 2.0. [ebook] Available at: <http://file:///C:/Users/User/Downloads/Emotional%20Intelligence%202.0%20(%20PDFDrive%20).epub> [Accessed 19 December 2021].

 

Goleman, D., 1996. Emotional intelligence why it can matter more than IQ. [ebook] Available at: <https://discuss.forumias.com/uploads/FileUpload/7f/488838859f186d8ea5e1ef8cf6a89f.pdf> [Accessed 19 December 2021].

 

Nadeem, K., Akram, W., Ali, H., Iftikhar, Y. and Shamshad, W., 2019.The Relationship between Work Values, Affective Commitment, Emotional Intelligence, and Employee Engagement: A Moderated Mediation Model

Nowack, K., n.d. Leadership, Emotional Intelligence and Employee Engagement: Creating a Psychologically Healthy Workplace. [ebook] Available at: <https://www.envisialearning.com/system/resources/28/43-abstractFile.pdf?1269662216> [Accessed 19 December 2021].

 

Sarangi, S. and Vats, A., 2015. Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals. [ebook] Available at: <http://file:///C:/Users/User/Downloads/46180-169440-1-PB.pdf> [Accessed 19 December 2021].

 

Suehs, D., 2015. Emotional Intelligence and Employee Engagement: A Quantitative Study to Explore the Relationship between the Emotional Intelligence of Frontline Managers and Supervisors and the degree of Employee Engagement of their Direct Reports in a Tertiary Care Health Care Setting. [ebook] Available at: <https://core.ac.uk/download/pdf/48622364.pdf> [Accessed 19 December 2021].

 

The Relationship between Work Values, Affective Commitment, Emotional Intelligence, and Employee Engagement: A Moderated Mediation Model

Yucel Karamustafa, E. and Kunday, O., 2018. The relationship between emotional intelligence and employee engagement with the moderating role of gender. [ebook] Available at: <http://file:///C:/Users/User/Downloads/THE_RELATIONSHIP_BETWEEN_EMOTIONAL_INTEL.pdf> [Accessed 19 December 2021].

 

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