How does EI differ from traditional conceptions of intelligence?
Traditionally, intelligence is tested as a score known as an IQ, or intelligence quotient. An intelligence quotient is a score that is derived from a series of standardized tests, that measure general intelligence. General intelligence refers to the general competent of a person’s mind, or their mental ability. It refers to the understanding, reasoning, problem solving, and learning, of complex materials (Roberts, 2001). On the other hand, emotional Intelligence, or EI, is the intelligent use of emotions (Ackley, 2016). Emotional Intelligence differs from traditional conceptions of intelligence because it is non-cognitive, and measures how someone regulates their emotions in different situations and environments. EI is also different from traditional conceptions of intelligence because it is not measured in a single way, and does not have a distinct meaning.
After completing the emotional intelligence test, do you think that emotional intelligence can be “learned?” Do you see value in focusing on working to increase your emotional intelligence? Why or why not?
After completing the emotional intelligence test, I do think that it’s something that can be learned. A lot of the questions/statements that I answered, or responded to in the emotional intelligence test that I took online were learned behaviors. For example, “I can listen without jumping to judgment”. While some people have a naturally process information this way, someone who does not can be taught to. Since emotional intelligence has been linked to effective leadership, I think it is important to focus on increasing one’s emotional intelligence. In the Mittal article, there were interviews conducted for research about correlation between effective leadership and emotional intelligence. This research came back with the following conclusive statements:
1.Effective leaders and aware of their impact on others and use it to their advantage, 2. Effective leaders have empathy for others; yet can still make tough decisions, 3. Effective leaders are astute judges of people without being judgmental, 4. Effective leaders are passionate about what they do, and show it, 5. Effective leaders balance feeling and logic in making decisions, 6. Effective leaders are excellent communicators, 7.Effective leaders create personal connections with their people, and 8.Effective leaders temper drive for results with sensitivity to others (Mittal, 2012).
The list mentioned above is common things that emotional intelligence tests measure for, and also things that make the most effective leaders. It is important for those who are interested in leadership positions to focus on their emotional intelligence so they are able to be as effective as possible.
Is there a relationship between EI and leadership, between EI and motivation? How would you define those relationships?
There is undoubtedly a relationship between EI and leadership. AT&T noted that leaders in their management who had a high EI account for 20% more productivity than leaders who were low in EI (Doe, 2015). I would define the relationship between EI and leadership and a dependent one. Research that has been conducted has proven that leaders who have high emotional intelligence are the most effective leaders. As far as the relationship between EI and motivation, I am unsure if the two relate, and how they would relate if they did. I guess it could be said that as a manager, it is possible that the way they handle situations and decisions could increase motivation in employees that work for them if they exhibit a high emotional intelligence.
Have you worked for a manager that you think exhibited a high degree of EI? Conversely, have worked for a manager that exhibited a low level of EI? What was the impact of this manager(s) on your own motivation, productivity, and job satisfaction? Do you think the manager’s EI was beneficial when interacting with employees from culturally diverse backgrounds? Provide specific examples to explain the effects on cultural diversity in the workplace.
Unfortunately, I have not had the opportunity to work for a manager that I think exhibited a high degree of emotional intelligence. After doing research on EI for this paper, I believe that EI should be a factor that is taken into account when hiring or appointing someone to a managerial position, as well as having periodic EI training courses for managers, and/or supervisors. I have worked for several managers who in my opinion, exhibited a low level of EI. Going back to the article written by Mittal and Sindhu, there are a number of emotional intelligence qualities that a person must possess to be an effective leader. The low level of EI that I experienced from a previous manager affected my work tremendously. I would dread going to work and show up late most days, I was reluctant to take on new tasks, especially ones that were helpful to said manager in any way, and would spend a lot of my time at work looking for other jobs. Two of the biggest areas of EI that this manager lacked in were empathy, and being aware of their impact on others and using it their advantage. Lacking empathy and speaking to people in demeaning ways makes it hard to interact with anyone but makes it even harder when dealing with cultural diversity. Unfortunately, this specific workplace I have been making reference to in this section, was not very diverse. Being that there weren’t many minorities in the workplace, the manager should have been more mindful of the impact that he had on making the minorities feel welcomed, rather than making them feel like they were there to meet a quota.