There is no human behavior that is not accompanied by one or more emotions.
Positive management of them greatly facilitates success in the tasks we undertake.
But, how much can emotional intelligence influence performance, level of commitment and job satisfaction of employees? How can it impact in relation to the most important values that govern a company and constitute 'the center' of each individual?
Daniel Goleman identifies as Emotional Intelligence (EI) at a general level as the ability to recognize and regulate emotions in ourselves and in others.
Many agree that EI is something that is developed and shaped over time and with experience, and that it allows people to acquire emotional skills.
The main ones that we can take into account are: the ability to know how to express emotions verbally or non-verbally, holding them as they are perceived; the absorption and assimilation of them to know how to take advantage of them when facing a problem; understanding what emotions tell us; and therefore the ability to regulate one's own emotions and those of others in order to know how to channel the energies they generate in a productive, effective and positive way.
There are many variables which delineate different aspects of EI according to the profile of an employee, such as gender, age, educational level, for example. And we could deduce that, faced with a greater maturity of the individual and a greater predisposition to sustain their emotions, recognize them and know how to regulate them, the greater will be their EI. The higher the EI, the better the effects on the results you can achieve at work.
It should be noted that the level of work commitment is not really linked to EI since people with a high EI do not have great problems in finding work and therefore feel that they can choose the best opportunity.
And this we can consider as one more competence that I translate with detachment. Awareness of oneself and of one's own feelings favors self-regulation and therefore generates creativity and openness to change. The commitment to a company is surely determined by the level of performance that the employee has during the course of his career and the permanence within the same organization. But perhaps we can consider equally committed a person who, by following their emotions in a detached way, knows how to take advantage of their emotional abilities in different contexts and moments of life, without fear of change.
Eduardo Orozco Silva speaks brilliantly - in my opinion - of corporate or business intelligence before speaking of IE, and highlights the link between the two.
Organizational intelligence is the ability of an organization to make effective decisions, as a result of the knowledge acquired and the knowledge generated, from internal information and external information.
Therefore, it is the intellectual capacity of organizations in which individual knowledge is shared and regenerated into new knowledge of an organizational nature.
The lack of emotional intelligence can have a negative impact on people and cause disastrous results in the professional field, since EI is what defines the extent to which a person has known and has been able to transfer that potential in their actions.
Basically emotions determine the level of performance that we are capable of in a state of equilibrium or emotional imbalance; Likewise, they determine what kind of relationship we will maintain with our subordinates (leadership), with our superiors (adaptability) or with our peers (teamwork). Emotions determine how we respond, communicate, behave and function at work and / or in the company.
A true leader, for example, in order to know and be able to interpret the organization's strategy and guide his team to achieve certain objectives, must know how to promote the development of business intelligence thanks to his own emotional intelligence. The latter is one that allows you to interact with others, work in a group, tolerate difficult and conflict situations, strengthen emotional ties, establish social empathy, control impulses and maintain adequate levels of humor.
The neuroscientist Joseph Le Doux studied the level of influence of the emotional brain on the rational one in particular situations, stating that "the decision-making that we make is aimed at recovering the lost emotional balance." It would be a systemic response, compensating for fear, anxiety or uncertainty involved in deciding. And this is nothing more than the capacity for self-regulation that everyone can have or learn to manage to a greater or lesser extent.
The very administration of emotional salary is a function dependent on the ability of leaders to perceive the emotional states of the environment and then evaluate, weigh and make rational decisions.
The satisfaction of the client of a company depends on the attitude and emotional intelligence of the employees.
There is a demand for happiness that any company can and should offer its employees because it affects their results. Hence the implementation of the emotional salary. When the management of a company intends to be demanding with its employees and wants to obtain a high degree of professionalism, it will have to develop mechanisms that ensure that employees are happy and behave with sufficient emotional intelligence. It is important to strive for the achievement of an emotionally intelligent organization, so that each of its employees results in benefits that improve their quality of life.
The ultimate goal is to give intelligence to emotional life.
