Human Resources Contents Library
Human Resources, human beings need to differentiate between the positive, neutral, or negative stimuli arising from the circumstances around them. There remain two choices for humans either respond to life scenarios with proper intelligence or react emotionally to life situations.
Emotional Intelligence (EQ) for HR at the workplace is the composition of four human resource traits/characteristics identification of own emotions, the ability for managing own emotions, recognizing others’ emotions, and relationship management. These are also commonly known as the four components of emotional intelligence, as described by Daniel Goleman in his famous book on emotional intelligence in 1995.
The Emotional Intelligence (EQ) in human resources is in the below-mentioned pictorial of Emotional Intelligence's four quadrants which explain what an employee knows about self and others; and what employees do to own and others, for self-awareness & social-awareness; and Self-management & Relationship-management purposes, respectively.
It is important to know what may happen at the workplace; it is not as simple as it looks, but no worries! Then again it is not impossible to know the facts at the workplace!
If you are a self-reliant personality, you may take a few days to cover the emotional leaps wisely; others may take more time as per their willpower.
Emotional Intelligence (EQ) does not say to ignore the reality of the happenings around; rather very looking into the rooted details of the problem may result in better solutions at the workplace.
Therefore, the wise advice is to follow the reasons behind the problems
Remember only being anxious may increase the depression level, and the depression is already there due to the state of affairs. This may affect the situation worse!
Importantly gaining emotional intelligence by human resources (HR) at the workplace causes ease for the employees to respond wisely rather smartly, and avoid reacting to the anxiety caused by the employees’ burnout states and the sensitivity of the workplace situations/job conditions
Here the question arises that how EQ for HR can be achieved then. Whenever problems arise in Organizations, watch for the root elements of the cause-and-effect relationships of the scenarios being faced, the human brain is then required to see the probable/possible alternatives to come up, with the possible solutions.
And last, follow the potential choice for a trial to convert the conditions on a betterment graph scale, whereby problems can be converted into opportunities! Wow!
The answer is yes, and it is as easy to understand as human beings that every decision relates to some emotions behind, therefore identifying as well as managing own and others’ emotions lead to a peaceful environment and the waves of emotional states do not hinder the sane decision making. It is important to know that emotional quotient (EQ), is the measurement of (HR-human resource) emotional intelligence which makes the following special characteristics improvement – in other words, they are called the possible benefits of HR emotional intelligence:
Research & Development emphasizes the Importance of Emotional Intelligence at Workplace as it is evident that Emotional Intelligence is positively associated with and results in the following three inevitable, pivotal, and potential Human Resource and Work Relationship Attributes (HR-WRAs), as per the International Journal of Organizational Analysis (June 2020):
Emotional Intelligence at Workplace is as important as an important predictor for:
HR Research about EQ in 2021 discloses that the COVID-19 pandemic has evolved with new challenges for employees as well as employers worldwide, though Emotional Intelligence has been a proven tool, by the very Practical Research in Strategic Human Resource Management (SHRM), for Human Resource Managers to find an HR solution to the HR problems faced amidst pandemic scenarios globally!