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The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations
Abstract
Defining and assessing emotional intelligence -- Human resource applications and emotional intelligence -- Effective social and emotional learning in organizations Contiene: bibliografía e índices de nombre y materia
... Various data and research results of researchers as illustrated above shows the fact that nowadays society, especially parents, are more concerned with brain intelligence than the character building of their children. (Cherniss & Goleman, 2001). Whereas Megawangi (2004) explains that parents who fail in educating their children's character may be caused by busyness or because they are more concerned with the cognitive aspects of the child, therefore the school is one of the leading Boarding schools have their own advantages from public or schools where students do not live in dormitories. ...
This study aims to see how the school management in developing the character of students in one of the boarding school in West Sumatera. This study uses qualitative methods with a case study approach. Sources of data were taken to 38 informants consisting of 8 elements of the school namely the principal, teacher, boarding supervisor, security and cleaning service, canteen keeper, students and parents. All data obtained by in-depth interviews with all informants, the authors also took data through direct observation at the research site. Overall the results of the study show that there are seven character values instilled by the school, namely religious character, curiosity, discipline, confidence, responsibility, independence and honesty. The seven character values are instilled through twelve activities such as tahsin and tahfidzd Al-Quran, worship services, prayers in congregation, learning clinics, training and guidance, Arabic and English communication programs in the dormitory, motivation, joint sports, mutual cooperation and daily activities. Character building design as implemented by the school, it turns out that it is able to change the behavior of students in a more positive direction such as manners, discipline, obedience to worship, obedient to the rules, clean and tidy life, daring to appear, regular life, and honest behavior. This means that the school has succeeded in fostering the character education of students through various activities and all these activities are well planned by the cooperation of all elements of the school. The author considers the design to be emulated by other schools as a guide in fostering the character of students
... Goleman (1996) divides emotional intelligence that can affect one's success in working into personal competencies consisting of self-awareness, self-regulation and motivation, and social competence, namely empathy and social skills. The concept of emotional intelligence offered by Goleman can help improve the achievement of individuals, groups and so on affect the improvement of performance in an organization (Cherniss and Goleman, 2001). Graham (1991) and Bolino et al (2002) suggest three forms of OCB, namely obedience, loyalty, and participation. ...
Quality public services have many choices in a competitive environment, therefore organizations need to pay attention to details in organizational dynamics such as Organizational Justice and Emotional Intelligence. This research method is a quantitative research using analytic observational design and a cross-sectional approach. The population in this study were employees of the Makassar City Polombek Shipping Polytechnic with a total sample of 75 people. The results showed that organizational justice had a positive but not significant effect on the quality of service through Organizational Citizenship Behavior on the employees of the Barombong Shipping Polytechnic Makassar City and emotional intelligence had a positive but not significant effect on the quality of service through Organizational Citizenship Behavior on the Barombong Shipping Polytechnic employees in Makassar Makassar city.
... Such dimensions should be considered as a foundation to improve less-practiced dimensions of self-management and relationship management for managers in public and private hospitals. This implies that emotional intelligence development is an incremental process (Goleman and Cherniss 2001;Cartwright and Pappas 2008;Daher 2015). ...
This study aims to investigate the levels of emotional intelligence for managers in public and private hospitals in Jordan for the purpose of identifying the relative practice of emotional intelligence dimensions by managers in each sector. The research will also look into the differences (gaps) in self- and other-assessed emotional intelligence for managers in both public and private hospitals. As such, the theoretical importance of this research lies in its ability to contribute to filling the missing gap in the literature while forming the basis for or being the object of reference for any future research in the field. The researchers adopted a quantitative research design. Data were collected using a 360-degree questionnaire, in which managers’ self-assessments, and the assessments of two other raters (supervisors, peers, or subordinates), were used to measure the levels of managers’ emotional intelligence in both public and private hospitals. A total of 179 managers and 358 raters participated in our study. The results of the study revealed that differences between managers’ self-assessments and others’ assessments might be an indicator of inflated managers’ self-assessments. Differences between managers’ self-assessments and others’ assessments were larger in public hospitals compared with those in private hospitals. Hence, our study provides valuable recommendations and implications to enhance the practice of emotional intelligence among managers both in public and private hospitals in Jordan.
The Influence of Lecturer Authority on Learning Motivation of Islamic Education Management Students This study aims to determine the effect of the authority of lecturers on the learning motivation of students majoring in Management of Islamic Education at Alauddin State Islamic University. This research was an ex post facto kind of study. The population of this research is 40 students studying Management of Islamic Education, the sample was selected by a sample of 26 people using a sample random sampling technique. The data is collected by the swaps, and then the data obtained from the instrument is analyzed using descriptive analysis. In the teaching and learning process, the authority of lecturers can increase student learning motivation, so that in the future, policy directions can be determined that can trigger lecturers to increase their authority. Research results indicate too that the motivation for studying can be affected by the dignity of the faculty exists in aspects the dignity of faculty that exists aspects of dignity such as excellence, confidence, decision-making skill, responsibility for his decision, and abiding nature of norms. Abstrak: Pengaruh Kewibawaan Dosen terhadap Motivasi BelajarMahasiswa Manajemen Pendidikan IslamPenelitian ini bertujuan untuk mengetahui pengaruh kewenangan dosen terhadap motivasi belajar mahasiswa jurusan Manajemen Pendidikan Islam Universitas Islam Negeri Alauddin. Penelitian ini merupakan jenis penelitian ex post facto. Populasi dalam penelitian ini adalah 40 mahasiswa Manajemen Pendidikan Agama Islam, sampel dipilih sebanyak 26 orang dengan menggunakan teknik simple random sampling. Data dikumpulkan oleh swap, dan kemudian data yang diperoleh dari instrumen dianalisis menggunakan analisis deskriptif. Dalam proses belajar mengajar, kewibawaan dosen dapat meningkatkan motivasi belajar mahasiswa, sehingga ke depan dapat ditentukan arah kebijakan yang dapat memicu dosen untuk meningkatkan wibawanya. Hasil penelitian juga menunjukkan bahwa motivasi belajar dapat dipengaruhi oleh harkat dan martabat fakultas yang ada pada aspek harkat dan martabat fakultas yang ada, yaitu aspek harkat dan martabat seperti keunggulan, percaya diri, keterampilan mengambil keputusan, tanggung jawab atas keputusannya, dan sifat patuh dari norma.
Sumber daya manusia yang professional sangat dibutuhkan dalam suatu organisasi untuk mencapai tujuan. .Profesional akan nampak dari kinerja karyawan yang dipengaruhi faktor kecerdasan emosional dan kepuasan kerja karyawan. Demikian juga pada Kantor Diskoperindag Kabupaten Pemalang , masalah yang nampak kuantitas pegawai kurang dalam penyelesaian pekerjaan , masih rendahnya kualitas kerja yang dihasilkan pegawai ,rendahnya produktivitas organisasi inovasi yang terhambat, dan semangat kerja menurun.Metode penelitian dengan metode sensus dan analisis data dengan Regresi Linear Berganda.Populasi dan sampel adalah seluruh karyawan/ pegawai Diskoperindag Kabupaten Pemalang sebanyak 119 pegawai berstatus pegawai tetap (ASN) .Tujuan penelitian ini untuk mengetahui pengaruh kecerdasan emosional dan kepuasan kerja terhadap kinerja pegawai. Hasil penelitian menunjukan bahawa kecerdasan emosional berpengaruh positif dan signifikan terhadap Kinerja pegawai pada Kantor Diskoperindag Kabupaten Pemalang dan kepuasan kerja berpengaruh positif dan signifikan terhadap Kinerja pegawai pada Kantor Diskoperindag Kabupaten Pemalang.
Penelitian ini bertujuan untuk mengetahui keterkaitan iklim panti asuhan, self concept dengan motivasi melanjutkan studi remaja panti asuhan �X� ke Universitas. Responden penelitian berjumlah 81 orang dipilih menggunakan cluster random sampling. Skala yang digunakan untuk pengambilan data antara lain Skala Motivasi Melanjutkan Studi ke Universitas (a=0,930), Skala Iklim Panti Asuhan (a = 0.862), dan Skala Self Concept (a=0,870). Hasil analisis regresi menunjukkan terdapat keterkaitan signifikan yang kuat antara iklim panti asuhan dan self concept dengan motivasi melanjutkan studi remaja panti asuhan �X� ke Universitas (Fhitung > Ftabel yaitu 53.151 > 3,11; p<0.05; R=). Selain itu, uji korelasi pearson hipotesis kedua dan ketiga penelitian ini terbukti menunjukkan keterkaitan signifikan yang cukup kuat antara iklim panti asuhan dengan motivasi melanjutkan studi remaja panti asuhan �X� ke Universitas (p<0,05;r=0,423) dan terdapat keterkaitan signifikan yang kuat self concept dengan motivasi melanjutkan studi remaja panti asuhan �X� ke Universitas (p<0,05; r=0,756). Sumbangan efektif iklim panti asuhan dan self concept terhadap motivasi melanjutkan studi remaja panti asuhan �X� ke Universitas sebesar 57,7%.
Background
Research has shown that top performers (10 per cent) often differ from median performers in terms of emotional and social intelligence.
Objective
The purpose of this study is to review a one-year, one-to-one, person-centered business coaching programme with the management and the production team members within an organisation, exploring the development of emotional and social intelligence skills.
Design
The research used an experimental design and applied paired t -test in preand post-intervention conditions, using the ESCI-360° as a measurement tool to measure changes in emotional and social intelligence over the period .
Results
The analysis showed that the intervention had a strong effect in all measures (targeted competencies, overall score, targeted versus non-targeted competencies, EI versus SI competencies) of the production team (N = 34) and a significant effect on the targeted competencies of the management team (N = 10).
Conclusions
A person-centered coaching approach can assist in the development of the levels of emotional and social intelligence competencies scores.
Promiscuous behaviours are evident among students(Cooper, 2002; Douglas et al.,1997). The present study aims to investigate the relationship between emotional promiscuity and emotional intelligence among the student population. 120 individuals with ages ranging from 19 to 26 years participated via an online Google-based survey and completed the Emotional Promiscuity Scale (EPS; Jones, 2011) and Trait Emotional Intelligence Scale Short Form (TEIQue-SF;Petrides & Furnham, 2006). Results showed negative correlation coefficients between emotional promiscuity and emotional intelligence (r (120) =-.205, p < .05) and its subscales for well-being (r(120) =-.186, p < .05), self-control (r (120) =-.214, p < .05), emotionality (r (120) =-.219, p < .05), and sociability (r (120) =-.237, p < .05). Findings suggests the importance of emotional skills to effectively manage promiscuous emotional behaviours to promote the well-being of students.
Метою є дослідження такої характеристики емоційного інтелекту курсантів військового інституту,як здатність розпізнавати емоції, а також оцінитипередбачуваність вибору стратегій подолання бойового та військово-професійного стресу в залежностівід типу емоцій. Методи і матеріали. Дослідженняпроводилося у квітні 2022 року серед курсантів третього курсу Військового інституту телекомунікацій та інформатизації, які навчаються за спеціальністю“Військове управління”. На першому етапі дослідження було здійснено активацію переживань курсантів за допомогою кататимних імагінацій (продукування образів) – їм було запропоновано намалюватисимволічні образи їх переживань. На другому етапібули використані інструменти самозвіту – курсантам було запропоновано описати емоції, які вонивідчувають з приводу пережитих подій та ті заходи,які вони вживають, щоб створити баланс між собоюі зовнішньою ситуацією. Отримані результати булиопрацьовані за допомогою дескриптивного і кореляційно-регресійного аналізу. Результати. З’ясовано,що 22.0% курсантів продемонстрували нездатністьрозібратися у своїх емоціях та почуттях – вони незмогли назвати свої емоції з приводу пережитихподій та намалювати символічні образи їх переживань. 78.0% курсантів зуміли визначити свої емоції.Курсанти відчували емоції, які мають складні структури, але у яких можна було виділити такі базовікомпоненти: “тривога”, “гнів”, “апатія”, “надія”. Усьогобуло названо тридцять два видів емоцій та емоційнихстанів, що може свідчити про ясне розуміння курсантами свого емоційного стану та тих емоцій, під впливом яких вони перебувають. Вибір копінг-стратегійздійснювався курсантами на основі оптимістичної/песимістичної інтерпретації стресової ситуації.Висновки. На спроможність військовослужбовціврозпізнавати свої емоції впливають такі чинники:1) невід’ємною частиною та ключовим нормативнимкомпонентом військової субкультури є придушенняемоцій та уникнення переживань; 2) існує небезпекаповсякденного бойового та військово-професійногостресу, що пов’язано зі специфікою військової діяльності; 3) ймовірність виникнення в умовах бойовогота військово-професійного стресу особливого психологічного стану алекситимії; 4) ризик розвиткув умовах бойового та військово-професійного стресупсихологічного стану емоційної бурі або емоційногостану моральної втоми, пригніченості та байдужостідо того, що відбувається. Тому, вивчення емоційногоінтелекту військовослужбовців потребує розробкиспеціального інструментарію. Між емоціями, щопереживають військовослужбовці під час бойовогота військово-професійного стресу і вибором стратегій подолання стресу існує значуща кореляція.
We investigated differences in the costs and benefits associated with being a mentor in a matched sample of 80 male and 80 female executives. Women were as likely as men to be mentors and reported outcomes and intentions for future mentoring similar to men's. Implications and areas for future research are discussed.
This study examined the relationship of career mentoring to the promotions and compensation received by 404 early career managers and professionals working in a variety of organizations. The results indicate that with a number of variables controlled, career mentoring was related to both promotion rate and total compensation. The results also support the conclusion that career-oriented mentoring has a greater relationship with promotion rate for people from the highest-level socioeconomic backgrounds than for those from lower-level backgrounds. We provide several explanations for the effects of career mentoring on early career progress and suggest a number of areas for future research on mentoring and other developmental relationships. Studies of the early career progress of managers and professionals have frequently been based on the principle that ability, achievement, and con
The authors investigate the relationships between four personal difference variables and job outcomes of retail store managers. They also investigate the influence of job tension on managerial performance and of the manager's performance on the financial performance of the retail store. Empirical results indicate that achievement orientation and inner- and other-direction of retail store managers have important direct as well as moderating influences on key job processes and outcomes. Empirical results demonstrate the critical influence of managerial effectiveness on retail store performance.
Although organizations invest heavily in training programs to enhance managerial effectiveness, little attention is paid to the transfer of such training from the workshop to the workplace. This paper describes a cognitive-behavioral model that offers a systematic approach to the maintenance of behavior. Relapse prevention strategies are discussed, and implications for management training and research are considered.
In recent years, retailers have placed greater emphasis on developing long-term relationships to obtain sustainable benefits on issues such as product quality, price, and markdown allowances. The author examines the impact of situational factors such as the time orientation of a relationship and the importance of the issues to be resolved on the use of various negotiation strategies (problem solving, compromise, and aggressive) in channel relationships. He also investigates the impact of different strategies on channel member outcomes and satisfaction. The data used to test the model were obtained in a mail survey of 124 retail buyers in six regional department store chains. The study results indicate that when retailers are long-term oriented, problem-solving and passive aggressive strategies are used for resolving conflicts on major issues. The use of problem-solving strategy to resolve major conflicts resulted in higher outcomes and greater satisfaction than either compromise or aggressive strategies. The findings also provide insights on the use of various negotiation strategies by retailers to resolve conflicts on important and relatively unimportant issues.
Data from qualitative field studies of 22 cross-race (African-American and white) supportive work relationships between pairs of junior and senior people are used to examine how people's strategies for dealing with the issue of race affect the kind of relationship that develops between the two and whether the senior person becomes merely a sponsor for the protege, providing him or her with career support such as advocacy for promotions, feedback, and coaching, or whether the senior person becomes a mentor, offering psychosocial support and friendship along with instrumental career support. The study showed that the parties' preferred strategy for dealing with racial difference-either denying and suppressing it or discussing it openly-and whether both parties preferred the same strategy influenced the kind of relationship that developed. Only when the parties preferred the same strategy did the more supportive mentor-protege relationship develop. The paper provides a model of how racial dynamics affect cross-race developmental relationships.
This paper focuses on the relationship between the internal dynamics and success of a population of intense work groups, professional string quartets in Great Britain. We observed three basic paradoxes: leadership versus democracy, the paradox of the second violinist, and confrontation versus compromise. The central findings indicate that the more successful quartets recognized but did not openly discuss the paradoxes. Instead, they managed these inherent contradictions implicitly and did not try to resolve them. The discussion addresses the study of intense work groups, the forces that drive these paradoxes, and potential applications to other organizational groups.
This article explores the possibility of efficacy-performance spirals in individuals, groups, and organizations. Spirals are deviation-amplifying loops in which the positive, cyclic relationship between perceived efficacy and performance builds upon itself. Collective efficacy is defined, and upward and downward spirals are considered. Evidence from multiple levels of analysis is presented, and factors affecting the occurrence, continuation, and stopping of spirals are proposed. In addition, we consider compositional and cross-level effects by proposing factors that will moderate the relationship between spirals at different levels of analysis. Overall, 15 propositions are presented as guidelines for future research.
This paper reviews the literature on mentorship and presents an intitial framework for research on mentor-protege relationships for both men and women. Critical dimensions of this framework include the context within which a mentor-protege relationship exists, the gender of these role partners, the characteristics each partner seeks in the other, the stages of the relationship, and the positive and negative outcomes accruing to the mentor, to the protege, and to their organization.
The social impact of achievement motivation training upon small businesses is summarized for nine programs conducted in five countries in the period 1963-1974. Financial impact of this training is also shown as it is used in combination with business education courses, in conjunction with technical training/consulting, as well as by itself. The training resulted in significant improvements in gross sales, net profit, and other areas in each of the applications.