Fostering Emotional and Social Intelligence in Organizations

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Fostering Emotional and Social Intelligence in Organizations The concept
Emotional and Social intelligence or ESI is no new term; it is the outcome of a research almost 35 years old. Being the product of a multidisciplinary research approach, it is considered a significant tool to examine behavioural competencies and their impact on performance. Social, Personal and Practical Intelligence

Philosophers and social scientists have observed 3 types of intelligence: * abstract intelligence,
* mechanical intelligence and
* social intelligence
Abstract intelligence is the level of IQ a person is born with or develops as he grows while mechanical intelligence is the motor capabilities that a person gathers due to acquiring different skills. Social intelligence is defined as the ability to recognize one’s strengths and weaknesses and be able to capitalize on one’s strengths while compensating or correcting for the weaknesses. Social intelligence gives rise to broadly three types of abilities: analytic, creative and practical. Emotional Intelligence

EI is best understood as ability, distinct from other types of intelligence , but contributing to ones’ overall cognitive capacity to process and capitalize on information. IT is a composite mix of emotional reasoning abilities like perceiving, understanding and regulating emotions. EI hence is a competency which leads to better and effective social and emotional functioning. Emotional and Social Intelligence Competencies

The array of competencies which make up ESI are broadly arranged into clusters of two different aspects. The interpersonal cluster i.e., Social awareness and relationship management have been redefined as Social intelligence competencies and the intrapersonal clusters i.e., self-awareness and self-management have been termed as Emotional intelligence competencies. Thus the term ESI helps differentiate between intrapersonal management of emotions and behaviour arising out of it as well as the formulation of behaviour in navigating the social environment and our workings with others.

Therefore an ESI competency is the ability to recognize, understand and use both EI and SI thus lading to superior or effective performance. In nutshell ESI is about how people handle themselves and their interactions with others. In bullet points, ESI is a set of competencies or abilities, organized along two distinct aspect(emotional and social) in how a person: * is aware of himself/ herself,

* manages him/her self,
* is aware of others, and
* manages his/her relationship with others

Context of the concept
Evidence for ESI
While a huge pool of evidence is available for the concept of ESI, the most startling fact is this: in the past, two-thirds of competencies that have been linked to superior performance in the workplace are either social or emotional in nature. Thus ESI is a set of emotional competencies that allows employees to use emotions to facilitate desired outcomes. Also, a study of Emotional intelligence is nothing but a study of emotions at workplace and in the organisation. It thus has the potential to add to our understanding of behaviour in organisations. From understanding arise the logical steps of prediction, direction and control; which in turn lead to high performance and better delivery. Quantitative data collected from observational experiments conducted to deciphering the link of ESI and career advancement has shown string positive correlation between ESI and career growth. Using the sample of general managers, it has been established that GMs with higher level of emotional competencies were most likely to have advanced careers. From advanced careers, it is judged that they will have better careers than have been predicted for them suing cognitive and personality measure alone. Thus how well a person can manage oneself and others explains a significant amount of variance in individual and organizational performance in today’s...
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