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    HRM PPT Ei

    Uploaded by

    Karuna Ks

    Copyright:

    © All Rights Reserved
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    HRM PPT Ei

    Uploaded by

    Karuna Ks
    10 views7 pages

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    hrm ppt ei

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    10 views7 pages

    HRM PPT Ei

    Uploaded by

    Karuna Ks

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 7

    By the time Kumar reached office, he was late by 30 minutes, and, Ezaz was waiting

    for him. Kumar was heading HR in the organisation, while Ezaz was the head of
    Finance. “One more of my team members has resigned this morning. How am I
    going to handle the audit now? You could not even fill the vacancy created by the
    exit of David four months ago.” Ezaz quipped in anger as he entered Kumar’s cabin
    which was adjacent to his. “That’s for you to figure out. That’s precisely what you are
    being paid for” retorted Kumar, still trying to switch his laptop on.

    Such a response enraged Ezaz and he yelled, “It is such arrogance of the HR
    department which is the root cause of most of the problems here…I am not going to
    tolerate this anymore.” This ensued into a bitter argument between Ezaz and Kumar,
    including blaming each other’s subordinates, and, it was audible to their team
    members sitting outside the cabins. While they reconciled later and took damage
    control measures, this incident disturbed the harmony between the two teams.

    Little did Ezaz know that Kumar had narrowly escaped an accident while driving to
    the office. Kumar’s nerves had not yet settled by the time he reached office.
    Kumar, being hazzled, in spite of knowing fully well regarding an upcoming audit,
    could not understand Ezaz’s worries and anger. Handling the audit with one team
    member completely gone and another half-gone was an uphill task.

    If one of them had at least been cognisant of the rising impulses and handled the
    discussion without anger, or, had a scheduled and well-prepared discussion some
    time later, this could have been avoided. In some similar cases, the spats though
    not verbal, transform into silent ego battles, and, do not get mended for great lengths
    of time. Quite often, they lead to ‘office politics.’ If colleagues can be empathetic to
    one another, workplaces would become a great deal better and consequentially
    more successful. This is just one example depicting the need for a higher state of
    emotional intelligence at the workplace. Emotional intelligence, as the name
    suggests, is about being intelligent with Emotions.

    Emotions aren’t always what they seem – humans are complex


    beings with an array of emotions that can be hard to read. For
    example, someone displaying angry emotions could, in fact, be
    masking a great sadness. Having the ability to read these emotions
    and understand where they arise from is known as emotional
    intelligence
    Simply, emotional intelligence is defined as the “ability to identify
    and manage one’s own emotions, as well as the emotions of
    others.”
    Another term for EI is emotional quotient (EQ), with researchers
    often comparing it to intelligence quotient (IQ). While IQ measures a
    person's knowledge and problem-solving skills, EQ focuses on their
    emotional awareness and their skills.

    IQ and EQ are not static metrics, and individuals can work to


    improve both their intellectual and emotional capacity.

    History

    The phrase "emotional intelligence" was introduced in a 1990


    paper by Peter Salovey and John D Mayer published in the journal
    "Imagination, Cognition, and Personality."

    Salovey and Mayer also began research programs to develop


    methods of measuring EI and exploring its importance. These
    programs included studies where participants were shown an
    upsetting film. Results showed people who could identify and name
    the mood the film produced in them (known as emotional clarity)
    recovered faster.

    Five years later, psychologist and science journalist Daniel Goleman popularized the
    concept in his book, Emotional Intelligence. Goleman describes the fundamental
    components of EI and demonstrates the ways they influence success in many aspects of
    life: work, personal relationships, mental health, and physical well-being.

    Over the last few decades, the concept of emotional intelligence has evolved
    significantly as researchers continue to investigate, expand, and refine its
    framework.

    What Researchers Found


    Executives are quickly coming around to the importance of emotional intelligence
    in the workplace. In a recent survey, more than 40 percent of leaders stated that
    emotional intelligence would be a “must-have” ability within the next three years.
    Further research indicates why executives want their employees to have
    emotional intelligence at work. Here’s a quick look at some of the numbers:
    A study from UC Berkeley determined that emotional intelligence was four
    times better at predicting a person’s success than measuring IQ.1
     On average, those who have higher emotional intelligence earn $29,000
    more than people who have low emotional intelligence.
     When looking at top performers at companies, 90 percent of them have
    greater emotional intelligence scores.
     An internal study by PepsiCo found that managers with stronger emotional
    intelligence at work outperformed their annual revenue goals by up to
    20 percent.

    As more organizations understand why emotional intelligence matters, it has


    become increasingly important for people to develop the characteristics of
    someone with a high EQ score

    Pillars of ei
    1. Self-awareness
    Emotional self-awareness—identifying your emotions, recognizing the relationship
    between your emotions and your actions or performance, and acknowledging how
    your emotions impact others

    People with high emotional self-awareness can reflect on their:

     Mood
     Strengths
     Weaknesses
     Wants
    An example may be an employee who knows they respond poorly
    to tight deadlines. In response, they always plan ahead and ensure
    work is completed well in advance.

    2. Self-management
    Awareness of an emotion is a good start, but the next step is to
    learn how to manage them and reproduce the desired response.
    For example, we can all remember a boss or colleague acting
    impulsively or irrationally without self-management or regulation.

    They often create emotionally charged workplaces filled with


    unresolved conflict and resentment, for example, staff can be
    distracted by poorly managed disagreements and unwilling to
    collaborate or innovate for fear of repercussion.

    The goal of self-management is to take emotional responses and


    recognize them, but not let them hijack your behavior or control how
    you handle relationships.

    3. motivation

    A vital trait of every leader or successful employee is motivation.


    Motivated people are driven to achieve goals and exceed the
    expectations set for them.

    High emotional intelligence means this motivation is derived from


    completing the goal itself, not external factors such as financial
    reward or status.

    Motivated employees enjoy fixing problems and seeking creative


    challenges. They maintain a positive attitude (even in the face of
    new obstacles), are always looking to learn, and take pride in their
    work.

    An example of high EI and motivation in the workplace could be a


    leader overseeing a struggling team. While low emotionally
    intelligent individuals may look for extenuating factors out of their
    control to blame for the situation, strong EI means the leader uses it
    as an opportunity to prove their worth and turn the team around.

    4. Social awareness
    Social awareness, or empathy, is about accurately sensing how
    other people feel about a situation. It requires excellent listening
    skills and the ability to understand people, build a rapport, and
    become attuned to their body language, tone of voice, and
    expressions. and expressions.

    People with high social awareness can read their colleague's


    emotions, relate to them, see the situation from their perspective,
    and take it into account to make objective decisions.

    It is important to remember that empathy is not the same as


    sympathy. It takes other people's emotions into account to make
    the best decision based on all the available information.

    5. Social skills
    The final pillar of emotional intelligence is putting all of this together
    to enhance social skills and relationship management. This is more
    than just being friendly and personable. It means taking the
    emotions of everyone involved to manage social interactions
    successfully.

    EI's social aspect is often described as "friendliness with a


    purpose." For example, social skills help create purpose in a
    workplace by getting the desired response from a team and
    ensuring everyone is on board with an idea to make it a success.

    Excellent social skills allow leaders to effectively communicate their


    vision and inspire others to work to their best. It requires them to
    negotiate, find common ground, and collaborate with a wide range
    of people.
    It also leads to improved conflict resolution. EI helps reduce tension
    when disagreements occur, bringing both sides together to
    reconcile issues in a positive manner.

    Benefits of emotional intelligence in the workplace


    So, we now know why emotional intelligence is such a great skill to
    have. But what are the benefits of having a high level of emotional
    intelligence in the workplace?

    1. Improves workplace environment


    Many aspects of a workplace environment are impacted by the emotional
    intelligence of team leaders and members. For instance, having high EI means being
    more optimistic and empathetic, and it can also reduce workplace bullying.

    Moreover, it enables people to employ effective conflict management strategies to


    maintain peace and find workable solutions when faced with disagreements. The
    outcome is a workplace that is more positive, compassionate, inclusive, and
    harmonious, which can be a monumental advantage for employee recruitment and
    retention.

    2. Career prospects

    A high EQ is a desirable trait for employees to have, especially


    seeing as it correlates to job performance. It goes without saying
    that employers will seek those out who will perform better, so
    having a high level of emotional intelligence could potentially open
    doors to new roles and opportunities.

    3. Reduces stress
    Whether it’s due to tight deadlines, a heavy workload, or miscommunications, a
    certain amount of job-related stress is inevitable. However, research indicates that
    individuals with higher emotional intelligence experience less stress in workplace
    environments.
    Therefore, instead of folding under pressure during difficult times or letting minor
    hiccups derail an entire project, these supervisors and employees exhibit emotional
    self-control and resiliency, enabling them to confidently confront and overcome
    obstacles at work. Furthermore, various studies suggest that EI is a predictor of
    overall wellness and mental health, which helps ensure a happy and healthy
    workforce.

    4. Increases accountability
    It’s impossible to avoid errors at work. Someone is bound to misunderstand the
    instructions of a particular task or fail to meet their monthly goal. In these instances,
    it is helpful to have managers and employees who exhibit high emotional intelligence
    as it serves to increase accountability behaviors and promote openness to
    constructive criticism.

    This means that rather than blaming others for their mistakes or getting defensive
    about useful feedback, these individuals acknowledge the role they play in each
    situation, take responsibility for it, and seek help to correct it. This is particularly
    beneficial to companies as accountability is an essential quality of high-performing
    teams.

    5. Strengthens customer service


    Imagine that one of your customer support representatives is working with a blatantly
    rude client. But instead of becoming upset and acting on impulse, they thoughtfully
    identify their emotions, empathize with the other person’s perspective, express their
    thoughts clearly, and strive to find a reasonable solution to the problem.

    By demonstrating these key competencies of emotional intelligence, your employees


    can markedly increase customer satisfaction.

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