Traditionally organisations have concentrated upon the intelligence of individuals and held the point of view that intelligent people in terms of IQ succeeded more. However, these ideas are continually challenged by the idea of emotional intelligence being key indicators of management performance (cited in Khosravi, Manafi, Hojabri, Aghapour and Gheshmi, 2011, pg 3). Emotional intelligence is ones ability to perceive and regulate other people’s emotions (cited in Sadri, 2012, pg 536). In present society, emotional intelligence of management is essential to positive communications in projecting ideas, increasing value of teams through creating common team values and hence increasing the job satisfactions of individuals in workplaces from corporations to sales. Emotional intelligence is consequently directly related to the overall performance of a company and also the efficiency of individual employees. It can also be said that emotional intelligence is much more important then pure intelligence in shaping leadership success (cited in Sadri, 2012, pg 537).
Managers use communication as a method to transfer meaning to others for the ultimate purpose of achieving their goals and objectives. The ability to communicate efficiently depends upon the manager’s capability to empathise with his or her peers, that is, the manager’s level of emotional intelligence. Goleman’s study asserts the notions of emotionally intelligent individuals are more successful at communicating their ‘ideas, goals and intentions’ (cited in Zeidner, Matthews, Roberts, 2004, pg 386). Similarly, Wasielewski’ studies suggests emotionally intelligent individuals are able to ‘excite and enthuse’ or make others ‘feel cautious and wary’ (cited in George, 2000, pg 7). This sort of behavior will consequently motivate or demotivate individuals in the workplace. Thus emotional intelligence is crucial as it allows managers to communicate effectively and therefore achieve his or her goals by influencing...
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