Human Resources Contents Library
In today’s turbulent times, when COVID-19 has hit global businesses, several groups have been shut; hence the pandemic has caused a panic scenario around the world so far. What is important now is to focus on the well-being of employees which in other words is known as one of the important components of Emotional Intelligence, at the workplace for the continuation of the operations smoothly, hence HR Performance improvement shall take place as a definite outcome of such focus. Simply also put those successful employees at the workplace need to have high emotional intelligence i.e. high EQ.
How emotional intelligence for self and others can be achieved at the workplace is yet the question of key concern for the working environment worldwide nowadays!
But, no worries! Indeed that is not as difficult as it seems to be! We help you to know about the focus on this important tool of Emotional Intelligence and its relationship with HR Performance!
There are four components of emotional intelligence, and how it is related to human resources (HR). A person who is highly emotionally intelligent is considered to be in good rather better mental health condition as compared to the normal workmen.
Daniel Goleman, Harvard Psychology Faculty, wrote a book in the year 1995 on emotional intelligence. He defined emotional intelligence as having four components as follows:
Identification of human’s own emotions or self-awareness consists of: humans who can identify the states of emotional scenarios in life, hence recognition and responses are required here, instead of reactions to situations in normal life happenings and at the workplace.
After an employee can identify their emotional state, it is easier to respond to the situation instead of reacting to it. If simplified, it can be said that now an employee can understand and manage their own emotions.
Hence, self-emotional management causes ease in own and others’ lives and therefore eases the way for HR to perform daily office tasks easier and better!
When employees can manage self-emotional states, it is time to recognize the emotions of those other humans around them in the social circle they are moving in.
This helps again to understand better the people around in the office with you and the society at a large scale, it is known as social awareness.
When social awareness takes place, the conditions are better understood and the reactions of people are not judged but rather helped with an empathetic viewpoint. This resultantly improves HR Performance due to conducive environment creation.
When people are done with both the self-management of emotions and the identification-cum-understanding of others’ emotional conditions, thereafter they are a step forward in being able to manage their relations in terms of understanding the emotions of others causing responding and not reacting to the circumstances taking place in the organizational setup and the society at large, causing possible better HR Performance, this in psychology language is known as human relationship management.
Emotionally intelligent people are considered to have good social skills and empathy for others. They have an intrinsic motivation for the total good of the people, hence they understand nonverbal communication.
Also, they can pay attention to the situations of life with an empathetic viewpoint and solve problems of daily life better. They are open to receiving feedback and take that as an improvement tool and not as critics.
The biology behind the EQ is the surface in the left brain of human beings having the amygdala connected to the limbic system, for provocation management and controlling emotions.
Organizations must provide training in such a vital domain of human psychology to increase not only the emotional intelligence improvement of its HR but also as a result to improve HR performance.