The question I'm asking is to clarify if there is a link between Emotional Intelligence and the HR Industry if there is a link, can we increase the work performance of people in the said industry by improving their emotional intelligence or possibly develop a soft skill through Emotional Intelligence training and can it increase their work performance?
Emotional intelligence is undoubtedly a helpful attribute for HR managers and professionals. To be specific, improved intuition and more empathy will enable a more thorough understanding of employees' feelings, their needs for personal development, and their acceptance of or resistance to specific HR initiatives, such as a specific effort to increase diversity. Greater self-awareness will encourage more accurate self-assessments. This will encourage the HR manager/professional to focus on tasks that can be personally done well while delegating to others those that can *not* be personally done well. Meanwhile, the development of social skills and political acumen will lead to improved communications and relationship-building as well as greater effectiveness in specific tasks such as conflict resolution.
Obviously, you can find number of studies available on this topic. EI really makes a difference. You should look for some other uniqueness, this has already been explored
Well it comes down to the IQ VS EQ aspect. Hence i do support use of more EQ/EI. many people may have a high IQ but low EQ. Many papers on this, have fun integrating them into your study. Go ahead and find the link or propose a conceptual EQ/EI model via your results. good luck
Hello , my name is Dr Kauffmann, and I am specialized in change management.
if you want to work with Emotional Intelligence, you should first think about several issues (my thesis was about the Authorfare and socio-economics).
Among them is about the fact that people in organizations are still seem and studied as ''actors'' and a system and not as ''Authors'' of their way....consequently thy cannot change adequately...and the act resistance....(cf my thesis).
Then using Emotional Intelligence is profoundly connected to empathy and the ''sense, awareness of real development''. So about ''real development'', this process must be understood more like one in a fourfold point in the group of intricated processes:
first comes evolution (movement)
second is change (like box moving)
third is transformation (the ''trans'' characteristics here are crucial and the way of mutation)
fourth is metamorphose (human species are doted , capable of metamorphose, and here it is particularly crucial, because they can higher their level of consciousness with added different points of view and understanding. This is the high peak of EQ.
Then you have ''resistance and fear'' that comes with the illusion, ego and greed, but most of all with the management of risks and all the ''IN' processes as insecurity, intangibles, etc... (see my model IN7RI, in my thesis).
If you would like to discuss it , you can reach me at [email protected]
Have a nice day,
Sincerely
Xavier
I can only speak of ICT-intensive environments and HR. I could not think of any good example of EI helping HR people who work in these environments. HR as a function need to be reformed in other to support ICT-intensive endeavors.
Certainly, as the human resource is the main engine for all operations and tasks that the organizations carry out, and it is also the most important resource that the organization owns and the main source of its differentiation in light of the environment in which it operates, and there are a set of factors that would indicate the behavior of this resource and its relationship with other individuals who deal With them, and among the most prominent of these factors is the emotional intelligence of the human resource, which is reflected in the ability to perceive emotions through thinking and understanding emotional knowledge and organizing emotions so that the individual can influence the feelings of others
clearly yes.
Through the Authorfare theory, with its matrix programming and EI (I have more than 15 years experiences using it in public and private sectors), you can increase up to more than 15 to 20% even higher % of efficiency performances on certain industry sectors.
Let me know should you have any interest.
My personal email is [email protected]
Sincerely
Dr Kauffmann
Certainly yes, but need a careful study because human resource is a very sensitive organ of any organization.
yes emotional intelligence training improves business performance. Genos International does a great job of explaining emotional intelligence in 6 steps with the The Genos Model of Emotional Intelligence.
I would recommend you read the following artticle:
- Ernest H. O'Boyle Jr., Ronald H. Humphrey, Jeffrey M. Pollack, Thomas H. Hawver and Paul A. Story (2011) The relation between emotional intelligence and job performance: A meta‐analysis, Journal of Organizational Behavior, Volume32, Issue5, Pages 788-818.
EQ is an important skill that people involve in HR must acquire. HR personnel with very low EQ also equally have very poor interpersonal skills. They need to go get some training on what EQ is and at the same time learn the skills required to develop good interpersonal skills.
HR is dealing with living organisms and not papers, books and machines. A training on organizational psychology embedded with EQ and IPS is what these people involve in HR, especially fortnightly salaries calculators need.
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