Emotional Intelligence Paper

George (2000) identified that there was four aspects emotional intelligence. These aspects allow leaders to transform and motivate team members. These aspects are a) awareness of own and others’ emotion, b) emotional facilitation, c) emotional understanding and d) management of own and others’ emotions (Jordan & Lawrence, 2009). This first ability allows a person to accurately appraise others’ emotions along with portraying personal emotion. While this ability is related to individual level self-awareness, having the awareness of one and other’s emotion states allows for the establishment and maintenance of supportive relationships with others (Prati, Douglas, Ferris, Ammeter, & Buckley, 2003). The second aspect is the thorough knowledge about emotions. This allows the leader the ability to predict emotional reactions based on various scenarios. The knowledge would aide leaders in emotional regulation and the management of team
To maintain social roles, the regulation of is useful. Positive effects on performance and general interactions can also be achieved with effective emotional regulation (Prati, Douglas, Ferris, Ammeter, & Buckley, 2003). The management of emotions is the fourth and final aspect in the emotional intelligence concept. This last aspect ties the other three aspects together by allowing leaders to create more effective teams through the management of emotions by directing one’s own emotions as well as others emotional responses and interaction processes. (Prati, Douglas, Ferris, Ammeter, & Buckley, 2003). These four abilities allow the creation of friendly relationships within the team. These relationships determine the integrity of the team, improve its consistency, attractiveness and facilitate communication in the team, which in turn contribute to team effectiveness (Golonka & Mojsa-Laja, 2013).
Emotional Intelligence on Team