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Emotional Intelligence
hat am I going to do when I learn that a classmate has basically stolen my story idea and is winning a contest using my story? hat should I do if I discover that a classmate had used the plot and theme of a story I wrote a few months ago, and simply changed the names of my original characters and changed the place in which my story was set? This paper responds to that challenge and brings emotional intelligence into the issue.
My story and the plagiarized version of my story
Some months ago I published a short story on an Internet site that got a great deal of positive response from those visiting the site. It was a story based on a major blizzard that hit western Minnesota. Emma, the wife of the protagonist Victor, was isolated in her home by a winter storm that dumped…
Works Cited
Lantieri, Linda, and Goleman, Daniel. (2008). Building Emotional Intelligence: Techniques to Cultivate Inner Strength in Children. Louisville, KY: Sounds True Publishing.
Singh, Yogesh, and Sharma, Ratna. (2012). Relationship between general intelligence, emotional intelligence, stress levels and stress reactivity. Annals of Neurosciences, 19(3), 107-109.
University of New Hampshire. (2005). A Person Can Be Highly Successful Without Emotional
Intelligence. Retrieved January 19, 2013, from http://www.unh.edu .
Emotional Intelligence in Law Enforcement
Emotional Intelligence for Officer in a Law Enforcement Environment
Law enforcement officers constitute exceptional and diverse personnel that experience a broad range of emotions. They therefore encounter numerous and strange challenges. Because of the nature, perception and significance of the services these officers offer to the public, their occupation is always under scrutiny and expected to portray high level of public standards. In addition, due to the demands and high expectations from the public, it is imperative to know whether emotional intelligence is vital in identifying the competence of law enforcement officers. The very important element in law enforcement field is the expertise of emotional intelligence competence.
This report illustrates that for an officer to manage the moods and emotions that emanates from the nature of their profession, self-awareness and leadership styles are significant because they tend to increase the perceptions and enhance future efficiency…
References
Daniel Goleman, Working with Emotional Intelligence (New York: Bantam, 2000), 24.
Daniel Goleman, Working with Emotional Intelligence (New York: Bantam, 1998); and Cary
Cherniss and Daniel Goleman, eds., The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations (San Francisco: Jossey-Bass, 2001).
Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal leadership: Realizing the power of emotional intelligence. Boston, MA U.S.: Harvard Business School Press.
Emotional intelligence Leadership - What makes a good leader?
Emotional intelligence (EI) refers to the capability to recognize, manage and assess emotions. Some researchers propose that emotional intelligence can be learned and reinforced, while others claim it is an innate trait (Cherry, 2011). Emotional Intelligence has become a crucial part of how today's leaders meet the significant challenges they face everyday. Emotional Intelligence can help leaders in an increasingly difficult leadership role, one that fewer and fewer people seem capable of fulfilling (Childs, 2011).
Emotional Intelligence does not fit the characteristic historical models of leadership. These models typically are associated with great figures of military history and summon up charismatic and sometimes dictatorial images. Nonetheless, people frequently use the same language for leadership today. Leaders must be brave, daring and tough with a strong sense of purpose and determination. Yet, this does not fit today's needs, for the reason that…
References
Antonakis, John, Ashkanasy Neal M., Dasborough Marie T. (2009). Does leadership need emotional intelligence? The Leadership Quarterly 20 (2009) p. 247-261.
Barrett, D.J. (2006). Leadership Communication: A Communication Approach for Senior-Level
Managers. Retrieved from http://scholarship.rice.edu/bitstream/handle/1911/27037/Leadership%20Communication%20 -
%20A%20Communication%20Approach%20for%20Senior-Level%20Managers%20-
Armed with such information, transformational leaders can respond appropriately thus effectively averting possible fallout. This is a clear indication that they possess empathy. Empathy according to Goleman (2004) is "the ability to understand the emotional makeup of other people." By easily identifying with the thoughts and concerns of their followers, transactional leaders can better take a group's pulse while at the same time correctly reading its concerns and thoughts.
Further, as I had earlier on indicated elsewhere in this text, Daft and Lane (2009) are convinced that when it comes to the management of change, transformational leaders perform relatively well. This is an indication that as compared to transactional leaders, transformational leaders do possess social skills. The hallmarks of social skills according to Goleman (2004) include but they are not limited to persuasiveness and effectiveness in change leadership. As drivers of change, transformational leaders have superior interpersonal skills and team…
References
Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). Philadelphia, PA: Kogan Page Publishers.
Bertocci, D.I. (2009). Leadership in Organizations: There is a Difference between Leaders and Managers. New York: University Press of America.
Daft, R.L., Kendrick, M. & Vershinina, N. (2010). Management. Hampshire: Cengage Learning EMEA.
Daft, R.L. & Lane, P. (2009). Management (9th ed.). Mason, OH: Cengage Learning.
In other words Emotional Intelligence means that the individual is capable of: (1) Accurately perceiving emotions in oneself and others; (2) Uses emotions to facilitate thinking; (3) Understands emotional meanings; and (4) Manages emotions well. This model is referred to as the 'ability' model of emotional intelligence. (Mayer & Salovey, 1997)
DANIEL GOLEMAN-PERSONAL & SOCIAL COMPETENCE
Daniel Goleman proposed the model of emotional intelligence based on the Personal and Social competencies of the individual. This work will look at each of these areas of competency for the individual in their 'personal' and 'social' interactions.
The Personal Competence Model
Within the framework of the personal competence model are the elements of:
1) Self-Awareness, 2) Self-Regulation, and 3) Self-Motivation.
The following chart illustrates these categories and the respective sub-categories that comprise each of the three in the Personal Competence model.
PERSONAL COMPETENCE MODEL
SELF-AWARENESS
I. Emotional Awareness is the recognition on one's…
Bibliography
Abraham, R. (2000).The role of job control as a moderator of emotional dissonance and emotional intelligence-outcome relationships. Journal of Psychology, Vol.134, 2.
Abraham, R. (1999). Emotional intelligence in organizations: a conceptualization. genetic, social, & general psychology monographs, Vol.126, 2.
BarOn, R. (1996). The Emotional quotient inventory (EQ-1): A test of emotional intelligence. Toronto: Multi-Health Systems.
Berk, L. (1994). Child development. Needham Heights, Massachusetts: Paramount
To empathize will not even require a person to understand the reason why some people feel that way, or feel different. Empathizing, as a component of emotional intelligence, is just mere knowing and/or being aware of how they feel and nothing more (Anderson, 1985).
The fifth and last component of emotional intelligence deals with handling relationships. This component is parallel to the management of various emotions to others, socialization, and handling conflicts and difficult issues (http://students.cup.edu/dup2093/components.htm,2006). ith such aspect of relationship-handling, this component of social intelligence clearly suggests a cognitive portion of human being. To successfully and efficiently handle relationships, one needs to know what kind of relationship he/she is looking for and what type of personality he/she has as compared to the type of personality of the other people he/she wants to meet, befriend, work with, etc. This is of course a task of analyzing (Omdahl, 1995). There should…
Works Cited and List of References:
Anderson, J.R. (1985). Cognitive psychology and its implications (2nd ed.). New York: Freeman.
Bar-On, R. (1996, August). The era of the EQ: Defining and assessing emotional intelligence. Poster session presented at the annual convention of the American Psychological Association, Toronto, Canada.
Bar-On, R. (1997). The emotional quotient inventory (EQ-i): Technical manual. North Tonawanda. NY: Multi-Health Systems.
Bar-On. R., & Parker J.D. (2000). The emotional quotient inventory: Youth version (EQ-i-YV), North Tonawanda, NY: Multi-Health Systems.
Emotional Intelligence in Organizations
he term "emotional intelligence" refers to a person's ability to identify and regulate his own emotions, as well as the ability to identify and respond appropriately to the emotions of others. he notion that emotional intelligence is linked to professional and commercial success has been around since the 1930s, when psychologist Robert horndike coined the phrase "social intelligence," essentially referring to intrapersonal and interpersonal communication skills. In 1948, the Office of Strategic Services developed the first assessment of "non-cognitive" brain functions, and in 1956, A& became the first corporation to utilize this assessment as a tool of measuring employees' emotional sensitivity, social communication skills, interpersonal skills, and the inclination to take initiative in social situations. In 1959, psychologist J.K. Hemphill and the Ohio State Leadership Studies "suggested that 'consideration' [of others emotions, desires and needs] was an important aspect of effective leadership," and in 1983, Howard…
This article supports Linda Elder's assertion that the ability to think critically is imperative in socio-professional situations, and that critical thinking is supported by emotional intelligence. The article presents the perspectives of professional executives, such as Lucent Technology CEO Patricia Russo and Avon's Andrea Jung. Though I did not cite the article directly in this paper, it nonetheless gave me a better understanding of the role emotional intelligence plays in cognitive functioning, and is therefore a highly valuable resource.
Sala, F. (2003). Laughing all the Way to the Bank. Harvard Business Review. Retrieved March 17, 2011 from http://hbr.org/2003/09/laughing-all-the-way-to-the-bank/ar/1
This article took a look at the role humor plays in professional success, and how positively effective humor is informed by a high degree of emotional intelligence. Though brief and to the point, the article was not without clinical support for its argument, and managed to present this support clearly and concisely. This was one of the few articles that identified and discussed a concrete application of emotional intelligence in the workplace, hence the unique value of this particular resource.
This is however not entirely the case. Working in physical isolation does not mean that there is no need for effective communication. Indeed, communication in such a case becomes even more important, as the lack of a physical workplace creates extra reliance upon communication. Workers still have to communicate with supervisors and customers, even if this is only in the virtual environment. Providing services to human customers will then sometimes necessitate a sufficient amount of EQ to handle possible problems.
Goleman's work represents a new awareness of the importance of EQ in the workplace. It furthermore provides the basis for future research not only in workplace intelligence, but also in implementing strategies for increased EQ in children and students at tertiary institutions. His work brings home the importance of personal and social competence in the workplace, and how these can be used to create an optimal integration of intellectual, intra-…
Sources
Goleman, D. (2000). Working with Emotional Intelligence: The New
Yardstick. Publisher: Bantam Books. http://catdir.loc.gov/catdir/samples/random051/98018706.html
Goleman, D. (2000). Working with Emotional Intelligence: The Hard Case for Soft Skills. Publisher: Bantam Books.
Goleman, D. (2000). Working with Emotional Intelligence: Self-Control.
It is: "Intelligence comprises the mental abilities necessary for adaptation to, as well as shaping and selection of, any environmental context" (Quoted by Pfeiffer 2004 p. 138). Although Sternberg's concept notes that individuals act intelligently when they can adapt to their environment, but also when they can alter their environment to meet their needs; this was seen as consistent with a basis in a "common core of mental processes, irrespective of culture or environmental context" (Pfeiffer 2004 p. 138).
Also identified were those core mental processes. They were:
Recognizing the existence of the problem
Defining the nature of the problem
Constructing a strategy to solve the problem
Mentally representing information about the problem
Allocating mental resources in solving the problem
Monitoring one's solution to the problem
Evaluating one's solution to the problem (Pfeiffer 2004 p. 138).
These have a lot in common with the components proposed by Akers & Porter.…
Works Cited
Akers, Michael D., and Grover L. Porter. "Your EQ Skills: Got What it Takes? So You Thought the CPA Exam Was Your Last Test? Read on." Journal of Accountancy 195.3 (2003): 65+. Questia. 3 Dec. 2004 http://www.questia.com/ .
Casse, Daniel. "IQ since "The Bell Curve." Commentary Aug. 1998: 33+. Questia. 3 Dec. 2004
Emotional Intelligence is a concept of current interest, largely communicated to the public through Goleman's bestselling book on the subject, Emotional Intelligence. The book itself is based on psychological theories and research that date back as far as the 1920's. To understand emotional intelligence it is necessary to consider the psychological research that supports the book.
The concept of emotional intelligence first surfaced in the psychology literature in 1920, as what was then defined as 'social intelligence.' Thorndike described three types of intelligence: abstract intelligence; concrete intelligence; and social intelligence. Social intelligence was defined as "the ability to understand and manage men and women, boys and girls -- to act wisely in human relations" (Thorndike 228).
In the 1940's, Wechsler distinguished between 'intellective' and 'non-intellective' abilities and also predicted that the 'non-intellective' factors would be a greater predictor of success in life than 'intellective' factors,
The main question is whether…
Bibliography
Gardner, H. Multiple Intelligences. New York: BasicBooks, 1983.
Goleman, D. Emotional intelligence. New York: Bantam Books, 1995.
Mayer, J.D. 'Emotional intelligence: popular or scientific psychology? APA Monitor, 30:8.
Mayer, J.D. & Salovey, P. 'The intelligence of emotional intelligence.' Intelligence, 17 (1993), 433-442.
Emotional Intelligence and Midwife Practice
There are many different kinds of knowledge and intelligence, and while scientific/medical knowledge is often considered paramount in pregnancy and birthing scenarios another kind of intelligence can actually be just as important, if not more so. Though there is some controversy over the exact definition and use of the term, emotional intelligence -- which can be basically understood as the ability to recognize and effectively respond to the emotions of others and of oneself -- has been recognized as a very useful and even necessary asset and knowledge area in many endeavors (Matthews et al., 2004; Wharam, 2009). A high level of emotional intelligence, which is to some degree inborn but which can also be achieved through practice, conscious awareness, and increasing openness and receptiveness, can ease many situations and lead to more comprehensive and effective decision-making (Wharam, 2009). There are also many aspects of…
References
Johns, C. (2009). Becoming a Reflective Practitioner. New York: Wiley.
Johns, C. & Joiner, A. (2002). Guided Reflection. Malden, MA: Blackwell.
Matthews, G., Zeidner, M. & Roberts, R. (2004). Emotional Intelligence. Cambridge, MA: MIT Press.
Wharam, J. (2009). Emotional Intelligence. New York: John Hunt.
Emotional intelligence has for many years been an accepted skill in business, if one tough to measure. Emotional intelligence is a predictor of managerial success, and that it can be measured through performance analysis, rather than through testing. As business today has become more oriented towards teamwork, there has been a push to analyze the level of emotional intelligence in the team setting. There are multiple dimensions to emotional intelligence -- self-awareness, self-regulation, motivation, empathy and social skills. The same skills that lead to a high EI level are the ones used in teams -- since teamwork is defined by a high level of social interdependence. Positive, effective interpersonal relationships are an important element of successful teams. A high EI contributes to such relationships. Assessing the EI of teams therefore rests on the ability of management to assess these particular traits within the team and its individual members.
One of…
Works Cited:
Druskat, V. & Wolff, S. (2008). Building the emotional intelligence of groups. Harvard Business Review. Retrieved March 7, 2013 from http://www.talentfactor.nl/wp-content/uploads/2011/09/Building_The_Emotional_Intelligence_of_Groups_HBR_spring_2008.pdf
Dulewicz, V. & Higgs, M. (2000). Emotional intelligence -- A review and evaluation study. Journal of Managerial Psychology. Vol. 15 (4) 341-372.
Luca, J. & Tarricone, P. (no date). Does emotional intelligence affect successful teamwork? Edith Cowan University. Retrieved March 7, 2013 from http://www.ascilite.org.au/conferences/melbourne01/pdf/papers/lucaj.pdf
Prati, L., Douglas, C., Ferris, G., Ammeter, A. & Buckley, M. (2003). Emotional intelligence, leadership effectiveness, and team outcomes. International Journal of Organizational Analysis. Vol. 11 (1) 21-40.
2008). Interestingly, this study also showed that the age and length of service for nurses was also related to their experience of work related stress independently of emotional intelligence, with younger and less experienced nurses reporting lower levels of stress than those with longer service records (Landa et al. 2008). While emotional intelligence is a major part of dealing with stress occurring in the workplace, then, it is not the sole factor in determining how this work stress is experienced or dealt with, but rather other life factors must be taken into account, as well.
This is the reason that work stress is such a prevalent problem in the current period; work is intimately related to many of the external stressors affecting many people today, concerning their financial standing and their future prospects (Froman 2010). Working to increase emotional intelligence, while not able to correct these external stressors nor to…
References
Chang, C. & Chang, F. (2010). "Relationships among traditional Chinese personality traits, work stress, and emotional intelligence in workers in the semiconductor industry in Taiwan." Quality & quantity 44(4), pp. 733-48.
Froman, L. (2010). "Positive Psychology in the Workplace." Journal of adult development 17(2), pp. 59-69.
Hogan, M; Parker, J.; Wiener, J.; Watters, C.; Wood, L. & Oke, A. (2010). "Academic success in adolescence: Relationships among verbal IQ, social support and emotional intelligence." Australian journal of psychology 62(1), pp. 30-41.
Landa, J.; Zafra, E.; Martos, M. & Luzon, M. (2008). "The relationship between emotional intelligence, occupational stress and health in nurses: A questionnaire survey." International Journal of Nursing Studies 45(6), pp. 888-901.
But although the theory of emotional intelligence as one of the components of human intelligence has made inroads into academia, specifically in morals education in the lower grades, adult people in the competitive workplace in organizations, despite all discussion of teamwork, are often judged by overly rigid criteria that bear little relation to their ability to relate to, work well with, or objectively evaluate their colleagues. Even when emotional intelligence assessments are made in the workforce, this is rarely done in relation to self-examination and to encourage self-awareness of the worker's own biases. The idea of emotional intelligence in business is still more often outwardly directed, in terms of phrases like 'getting to know one's colleagues better,' rather than to better understand one's own strengths and weaknesses. However, self-knowledge of cultural and psychological biases remains lacking in business today, and is particularly critical, especially during recruitment of new employees, as…
Works Cited
Gardner, Howard. (1980) "Multiple Intelligences." Frames of Mind. Cambridge: Harvard University Press. Cited by Business Balls. Retrieved 2 Jul 2005 at http://www.businessballs.com/howardgardnermultipleintelligences.htm
Emotional Intelligence
Jack Watson
Self-Awareness
Jones has a self-image that is born out of significant life accomplishment and tremendous ability. As a consequence, the impression he gives is one of extreme confidence to the point of arrogance. But Mr. Jones is not arrogant, he is simply confident in a way that corresponds to his achievements and his age. As a young man, Mr. Jones has not had the number of years behind him that would have tempered the impact of his meteoric rise on his image of himself. These factors make him less capable of relating to his direct reports even when he attempts to do so with genuine effort. It is clear that he has a difficult time with meaningful interaction with those who are under him in the organization because of the stiff and rigid way in which he attempts to interact. Interestingly, despite his amazing accomplishments in…
Emotional Intelligence
Daniel Goleman's pop psychology classic Emotional Intelligence: Why it Can Matter More Than IQ arrives at an ideal time: when school counselors, psychologists, and educators are realizing the limitations of current curricula, traditional approaches to education, and standardized testing. Goleman's book also criticizes the modern medical and psychiatric establishments for ignoring the relevance of revered human qualities like empathy. Modern American social institutions should, according to the author, value emotional intelligence as much as academic prowess. More than a philosophical treatise, however, Emotional Intelligence relies on cognitive, behavioral, and biological studies as a research backbone. Therefore, the book is well-documented and the author supports his main points with scholastic studies. School counselors can easily reap benefit from Goleman's ideas when working with students and can also adapt many of Goleman's suggestions in their personal practices.
A large portion of Emotional Intelligence is dedicated to scientific proof of the…
Emotional Intelligence
ole of Emotional Intelligence in Nursing Leadership
Leadership
The cumulative term that defines the competitive advantage of an organization in the prevailing era is leadership. An organization may succeed in erecting spacious buildings, and getting multiple resources, but it takes people to run an organization, hence human resource is the most important asset that gives a logical meaning to acquired resources of an organization. But yet the directions of actions are demonstrated by individuals who have a high built in ability to organize the subordinates in a democratic rather than an autocratic manner-leader.
But with the invasion of contemporary organizational culture and customs the importance of emotional intelligence is taking roots to nurse leadership. Leadership is the adjective unique to innovation and organizational dynamics, the following paper tends to shed light on the importance of emotional intelligence in nursing leadership.
Importance of Leadership for an Organization
The term…
References
L Benze, J.G. (1987). Presidential Power and Management Techniques: The Carter and Reagan Administrations in Historical Perspective. New York: Greenwood Press.
Brown, N.W. (2004). Psychoeducational Groups: Process and Practice (2nd ed.). New York: Brunner-Routledge.
Clark, C.C. (2003). Group Leadership Skills (4th ed.). New York: Springer.
Delgado, M. (2002). New Frontiers for Youth Development in the Twenty-First Century: Revitalizing & Broadening Youth Development. New York: Columbia University Press.
Emotional Intelligence
Traditionally, human intelligence has been judged by the ability to process information and retain the knowledge of those lessons. People take I.Q. (intelligence quotient) tests in order to find out how smart they are without taking into consideration the idea that perhaps there are other ways of determining how smart a person really is. There are other intelligences besides that of the intellect which can be just as important in finding out how effective a person will be in a position of supervision in the working world. Of particular importance is a person's emotional intelligence. This is the way someone reacts emotionally to a stimulus, whether positive or negative. Personal qualities, such as emotional intelligence, are what truly determine how well a person will function in a supervisory position. Every one of a person's experiences will shape his or her emotional intelligence, which is the ability to utilize…
Works Cited:
Goleman, Daniel (1998). Working with Emotional Intelligence.
Early studies have shown that people are able to actually infer another's disposition (particularly dominance and affiliation) (Cote & Hideg 2010) just by displays of emotion.
All else equal people who display anger or disgust are perceived to be high in dominance and low in affiliation, those who display happiness are thought to be high on both traits, and those who display fear or sadness are believed to be low on both traits. In the domain of conflict management, negotiators who display happiness are believed to be satisfied with the current state of affairs (Cote & Hideg 2010).
Weaknesses: The article claims that research has suggested that people are especially attuned to identify information about emotions in their environments -- probably because these cues have evolutionary significance (Cote & Hideg 2010). However, the article does not go into great detail about why people are more likely to identify information in…
References:
Cote, S. & Hideg, I. (2010). "The ability to influence others via emotional displays: a new dimensions of emotional intelligence." Organizational psychology review. Sage Publications.
Salovey, P. & Mayer, J. (1990). "Emotional intelligence." Imagination, cognition, and personality,9(3), 185-211.
Comstock incorporated a flexible, creative culture into the formerly restrained one at GE. To do so she must have garnered information from firms in various industries. Deciding what worked and what didn't, Comstock was able to introduce her new ideas to an old firm intelligently. Her prior work with Proctor & Gamble, FedEx, and 3M offered Comstock a wealth of information and experience from which to draw her plan for GE. Approaching organizational culture as an anthropologist enables generic benchmarking to become meaningful. The only way to invoke the radical changes in GE's corporate environment is to benchmark with firms of similar size, regardless of their areas of specialization. The ways large firms address their human resource and productivity needs are often stable across industries. Noting what GE must do to foster growth and innovation, Comstock and her team can make sure that GE remains competitive and at the forefront…
References
Brady, D. (2005). The transformer: Beth Comstock. Business Week. Aug 1, 2005.
Emotional Intelligence and Communication
The notion of emotional intelligence has been studied for long in the quest to understand human emotional behavior. Emotional Intelligence (EI) is said to be capacity, ability or skill to identify and asses and manage as well ones emotions, others' or that of a group. It is also one of the best ideas that ever happened to the business world as it adds efficiency in operations by boosting the understanding of the managers' self and those of his staff (Ace the case, 2010).
EI is tethered on the emotional empathy and attention to recognizing other moods of an individual and the management of the mood or control over emotions (Psychological Consult, 2011), which helps in understanding behavior of individuals.
Interpersonal communication involves sending and receiving information between two or more people with an aim of achieving the desired effect on the receiving party or parties.
There…
References
Ace the case, (2010). Glossary. http://www.acethecase.com/site/1438552/page/875389
Psychological Consult, (2011). Glossary. Retrieved March 13, 2011 from www.psychological-consult.com/resources/glossary.html
Self Growth, (2011). Definition: Interpersonal Communication. Retrieved March 13, 2011 from http://www.selfgrowth.com/articles/Definition_Interpersonal_Communication.html
Visual Emotion, (2011). Kinesics Training - Uncover Hidden Messages. Retrieved March 13,
These factors were used to develop the Emotional Intelligence portion of the study. The study encompassed all four of these skill areas, placing equal weight on all four factors.
Assumptions and Limitations
As with any survey-based study, there are several assumptions and limiting factors that may effect the results obtained. Self-reporting surveys can be criticized for their inability to measure the honesty of the test subject. It is assumed that the test subject will answer the questions in a way that reflect their true feelings. It is assumed that they are not making a conscious effort to give the researcher the answer that they want to hear, thus creating biased results.
This research design will attempt to measure the effect of emotional intelligence on the success of a smoking cessation program for adolescents. The success of any smoking cessation program depends on the internal motivation of the person and their…
References
Cadman C, & Brewer J. (2001). Emotional intelligence: a vital prerequisite for recruitment in nursing. J Nurs Manag 9: 321
Chassin, L., Presson, C., Rose, J., Sherman, S., and Prose, J. (2002). Parental Smoking Cessation and Adolescent Smoking. Journal of Pediatric Psychology. 27 (5), 485-496.
Day, a., Therrien, D. & Carroll, S. (2005). Predicting psychological health: assessing the incremental validity of emotional intelligence beyond personality, Type a behaviour, and daily hassles. 19 (6), 519-536
Depape, AM., Hakim-Larson, J., Voelker, S., Stewart, P., and Jackson, D. (2006). Self-Talk and Emotional Intelligence in University Students.
Particularly given the increasing emphasis on teamwork in the workplace, emotional compatibility has become a significant factor of consideration for employers in many hiring decisions. "Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions" (Cherry 2013). However, in contrast to the scripted nature of emotional labor, EI requires that the employee have autonomous control over their emotions and can use their interpersonal skills in a creative and dynamic fashion. "The perception of emotion, the ability reason using emotions, the ability to understand emotion and the ability to manage emotions" are all part of EI (Cherry 2013). Even an engineer can benefit from a high degree of EI when working with other engineers on a team-based project. Similarly, a service employee with a high degree of EI is more beneficial for the company than one following a script, given that she or he can respond to immediate…
Works Cited
Cherry, K. "What is emotional intelligence?" About.com. [27 Jun 2013]
http://psychology.about.com/od/personalitydevelopment/a/emotionalintell.htm
Resnikoff, N. "How companies force emotional labor on low wage service workers." MSNBC.
1 Feb 2013. [27 Jun 2013] http://tv.msnbc.com/2013/02/01/how-companies-force-emotional-labor-on-low-wage-service-workers/
As a result, these interactions must also be carefully managed, using the doctrine of observation and interaction. Again, special attention must be paid to their unique characteristics, as these will drive responses.
Conclusion
Emotional intelligence has been defined by Daniel Goleman (2003) as the ability to manage one's emotions and the emotions of others. Surgery is a very stressful point in the life of the patient and in the lives of the patient's family. The role of the nurse anesthetist goes beyond merely providing anesthesia. The role can be explained as providing comfort. hile part of that comfort is delivered to the patient's body with the anesthesia, the mental comfort aspect is equally important. Having a patient mentally ready for the procedure also makes the procedure less risky.
The nurse anesthetist therefore plays a critical role in ensuring the success of the procedure. This vision is executed through careful use…
Works Cited:
Goleman, D., Boyatzis, R. & McKee, A. (2002) Primal leadership: Learning to lead with emotional intelligence. Boston: Harvard Business School Press.
Reginella, M. (1953). The anesthetist and the patient. American Journal of Nursing. Vol 53 (8) 984-986.
Wall, B. (2008). Working relationships: Using emotional intelligence to enhance your effectiveness with others. Mountain View, CA: Davies-Black Publishing.
Goleman, D. (2002). Working with emotional intelligence. Retrieved April 25, 2010 from http://totalinteraction.com.au/Articles/Working%20With%20Emotional%20Intelligence.pdf
1. Being Aware of Emotions
Because the counselor’s work depends on emotionally connecting with others, it is important to maintain strict vigilance of one’s own emotions, particularly emotions that correspond to those expressed by clients. Learning to read emotional cues in self and others is an essential emotional intelligence strategy I will incorporate into my work. Starting with myself, being aware of emotions means first tuning into the body. Emotions manifest first as physiological responses to some type of trigger—triggers that include our own thoughts. Instead of labeling the physiological response prematurely, I can simply notice that response for what it is and reframe it with clear intent to unpack what the response represents and how I can manage that response effectively.
When working with others, I can pay attention to both verbal and nonverbal communication cues. Being aware of myself and others helps build my confidence as a professional,…
Emotional Intelligence and Social Awareness
Under the self-awareness competency, the score was 22 out of 25, the positive outlook was 18, self-control was null, and adaptability was 14 while empathy was 13. From the results, it is evident that I need to work more on my self-control competencies, flexibility and empathy competencies of emotional intelligence. Self-control is achievable if one gets to resist those gratifications that come with technology and other interruptions (McKee, 2015). Therefore, this will facilitate an individual to take care of their mind and body, which is related to the self-control capacity. I can achieve this if I am mindful of the thoughts and feelings of other people.
In adaptability competency, it is essential to understand why change is hardly embraced despite the benefits associated with it. Therefore, I will need to get out of my comfort zone thereby strengthening my resilience. Empathic will require me to…
References
Goleman, D., Boyatzis, R. E., & McKee, A. (2001). Primal leadership: The hidden driver of great performance. Harvard Business Review. Retrieved from https://hbr.org/2001/12/primal-leadership-the-hidden-driver-of-great-performance/ar/1
McKee, A. (2015). Quiz yourself: Do you lead with emotional intelligence? Harvard Business Review. Retrieved from https://hbr.org/2015/06/quiz-yourself-do-you-lead-with-emotional-intelligence
A literature review is an essential part of the research process and scientific method. According to the USC Libraries (2017), a literature review serves several functions, including synthesizing prior research and also showing how a proposed or current new research fits into the existing body of evidence on the topic. Reviews of literature can be chapters or sections in a research report or dissertation; alternatively they can be stand-alone research that entails meta-analyses of large numbers of studies evaluated systematically for their contributions to science. One of the most important areas of social science research in the last few decades has been on the subject of emotional intelligence. Since the introduction of the term emotional intelligence in 1990, the topic has been integrated into many different areas of practical application, most notably in the field of leadership. In “Emotional Intelligence and Leadership,” McClesky (2012) offer a systematic review of literature…
References
Karimi, L., Leggat, S.G., Donohue, L, et al. (2014). Emotional rescue. Journal of Nursing 70(1): 176-186.
McClesky, J. (2012). Emotional intelligence and leadership. International Journal of Organizational Analysis 22(1): 76-93.
USC Libraries (n.d.). The literature review. Retrieved online: http://libguides.usc.edu/writingguide/literaturereview
LeadershipStrategiestoImproveBusinessPerformanceIntroductionInunderstandinghowtouseleadershipstrategiestoimprovebusinessperformance,thisliteraturereviewfocusesontheconceptofemotionalintelligence(EI)andusesthetheoriesofGolemanandSaloveyandMayertoframethereview.ThesetheoriesexplainhowEIcanbethoughtofasessentialtoleadershipandasaskillcomprisedofparticularabilities.Fromthatstandpoint,thereviewcovershowEIcanbeusedtoimprovebusinessperformance,howdirectiveandsupportiveleadershipcontributetoleadershipdevelopment,leadershipstrategiesandstyles,talentacquisition,transformationalandinspirationalleadershipinrelationtoEI,andstrategiestoimproveleadershipfromabusinessperspective.TheoreticalFrameworkGolemansEITheoryGolemans(2021)theoryofEIisthatitistheabilitytoidentify,evaluateandcontrolnotonlyonesownemotionsbutalsothoseofothersorevenofwholegroups.Inhisapproach,EIandsocialintelligenceareinextricablylinked:onecannotbeproperlyutilizedwithouttheother.Moreover,EIistheessentialelementofleadershipinGolemanstheoreticalmodel:itobligesonetousecriticalthinkingwhenitcomestohowemotiongovernsonesownactionsandtheactionsofothers;anditrequiresonetomonitorconstantlythisgovernancesoastobeabletoguideeffectivelyonesthinkingandonesactions(Shaffer,2020).Criticalthinkingisneededsothattheleadercanparseouttherelevantemotionsandsignalsanddeterminewhicharemostmeaningfulandwhy.Thisinturnenablestheleadertomakedecisionsandtakeactionbasedontheemotionalcuesthathehasidentifiedandinterpreted.Fromthispoint,theleaderthenmustusethisinformationtoshapehowhethinksandactssoastofacilitatetheachievementofthegoalsthathehassetforhimselfandthegroup.GolemanstheoryofEIishelpfulforshowingwhyEImustbeapplied.SaloveyandMayersEItheoryishelpfulforshowingwhatitmeanstohaveEI.SaloveyandMayersEITheoryInthetheoryofEIputforwardbySaloveyandMayer,inorderforonetopossessEIhemusthavefourdistinctabilities:theabilitytoperceive,understandanditeratetheemotionsonefeelsandtheemotionsothersfeel;theabilitytouseemotionssoastoassistinonesthinking;theabilitytounderstandemotions,thelanguageofemotions,andthesignalsofemotions;andtheabilitytomanageemotionssoastoaccomplishonesgoals(Ugoani,2020).ThistheoreticalmodelexplainsthatEIisasetofabilitiesthatproduceintotaltheconceptknownasEIintheindividual.Thissetofabilitiesbeginswithperception,empathyandcommunication:withoutthesethreeelements,theleaderisunabletodiscernemotion,cannotunderstandoridentifywithit,andisatalosswhenitcomestoexplainingit.Thus,perception,empathyandcommunicationarethebedrockqualitiesforonewithoraimingtohaveEI.Usingemotionstofacilitateonesthinkingisalsopartofthenecessarysetofabilities:itreferstohowonecansupportcognitiveprocesseswithfeelingsthathelptodrivethem.Itisanespeciallyimportantaspectofmotivationandself-actualization(Gopinath,2020).Understandingemotions,emotionallanguageandsignalsisalsopartofthatskillsetanditisrequiredinorderforonetobeabletotakethenextstepsofmanagingemotions.Ifonedoesnotunderstandhowemotionsarecues,onewillnotbeabletoguideothersorevenoneselfonthepathofpositivethinkingbasedonthefeelingsandsignsthatoneorothersaredisplaying.ApproachingPerformancewithanEIFrameworkTheEIframeworkapplied,usingthetheoriesofGolemanandSaloveyandMayer,allowsonetoseewhatEIisandhowitisapplied:itistheprocessofidentifying,assessingandcontrollingemotionssoastopreventnegativefeelingsfromunderminingprogressandsoastopromotepositivefeelingsandsupporttoenhanceperformance.Toapplythisconcept,onemusthaveaskillsetthatisrootedinperception,understandingandcommunication.ToapplyEIinaworkplacesetting,aleaderhastobeempatheticandengaged.Healsohastobeabletomonitor,interpretandmanagehisownfeelingsaswellasthefeelingsofhisworkers.EIinRelationtoImprovingBusinessPerformanceEIisessentialinimprovingbusinessperformancebecauseasGoleman(2021)notesitistheessenceofleadership,andleadershipiswhatdrivesperformance.However,intheIndianstudyconductedbyVarshneyandVarshney(2020)itwasshownthatEIplaysanimportantroleinenhancingthetaskperformance,adaptiveperformance,andcontextualperformanceofasmallbusinesssworkforce.However,itwasalsofoundthatworkersshouldhaveadegreeofagilitysothattheycanrespondwithflexibilityanddexteritytoanysituationsthatmightarisethatcallforanalterationinresponsiveness.InacountrylikeIndia,thisinformationcanbehelpful,butIndiaisalsoanationwithitsownuniquecharacteristicsandculture,whichsuggeststhatthestudyisnotnecessarilyastudythathasahighdegreeofgeneralizeability.ForresearchersexaminingEIsrelationtoimprovingbusinessperformanceinIndia,thestudymaybehelpful,butculturaldifferencesmakeitlessrelevantinanationliketheUSorevenanationlikeChina.Culturaldifferenceshavetobeconsideredinthiscasetoshowthatthefindingsmaynotpertaintoallenvironments.Emotionalexhaustioncanberelatedtoperformance,asshowninthestudybyParkandKim(2021),wholookatthetollofusingemotionsintheworkplaceaspartofonesjobinthehotelindustryinAsia.Becausethehotelindustryissimilarinternationally,thestudyhasmoreapplicabilitythanthatbyVarshneyandVarshney(2020).ParkandKim(2021)conductedasurveyofemployeesfromadozenfive-starhotelsinSeoulandconcludedthatemotionshavetobemaintainedandrejuvenatedorelsetheywillbecomeexhausted,whichinturnimpactsanemployeeslevelofjobsatisfactionandperformance.EIcanthereforebeusedbyleaderstoidentifyemotionalexhaustionandtakeactiontoreplenishtheemotionalwell-beingofworkerssoastomaintainbusinessperformance.LeadershipDevelopment:DirectiveLeadershipandSupportiveLeadershipLeadershipdevelopmentcantaketwodistinctandoppositeforms:directiveorsupportiveleadership.Directiveleadershipfocusesongivingordersandtellingotherswhattodo.Itisexplicitanddirectandtheleaderassumesallthedecision-making;mostoftenitisassociatedwithauthoritativeleadership.Supportiveleadershipistheopposite:insteadoforderingothers,theleaderlistenstoothers,andencouragesthemtotakethestepsthattheythinkwillberight.Itismorefocusedonempoweringothersandisoftenassociatedwithservantleadership.GocenandSen(2021)validatedtheidentifiablecharacteristicsofsupportiveleadershipofservantleadersusingamultinationalsampleofteachers.Theyconcludedthatinthebusinessworldaswellasinanyothersector,supportiveleadershipcanbeassociatedwithkeybehaviors,perceptionsandattitudesdemonstratedbytheleadertowardsfollowers.Thesignificanceofthisstudyisthatitdemonstratesonimportantaspectofleadershipdevelopmentthatisoftenlackinginleadershipstudiesthatis,howtoidentifythekeyattributesthataleadershouldpossessandapplyinordertofosterleadershipskillsinothers.Indeed,thisapproachiswhatismissinginthestudybyVarshneyandVarshney(2020).Whiledirectiveleadershipmayseemlikeanobviouschoiceforsomeleaderswhoareunawareofanyotherpossibleapproachtoleadership,thestudybyGocenandSen(2021)ishelpfulinshowingthatsupportiveleadershipisnotonlyapossibleapproachbutalsoonethatiswell-understoodbecausetheattributesneededforitsimplementationhavebeenobservedanddocumented.Supportiveleadershipcanthusbeusedaspartofaneffectiveleadershipstrategytocultivateotherleaderswhowillfacilitateandenhancebusinessperformance.LeadershipStrategiesLeadershipstrategiesthathelptoenhancebusinessperformancehavebeenidentifiedasbeingassociatedwiththosesameattributesobservedinsupportiveleadership:speakingfromtheheart,listening,empatheticcommunicationandinteraction,empoweringothers,personalauthenticity,andclarityofcommunicationandpurpose.AsTirmiziandTirmizi(2020)show,thequalitiesofservantleadershipareuniversalandcanbefoundacrosscultures,whichsupportsthegeneralizeabilityofthefindingsofthestudybyParkandKim(2021)aswellasGocenandSen(2021).Thekeypointinthisbodyofliteratureisthatsupportiveleadershipplaysaninstrumentalroleinthefosteringofeffectiveleadershipstrategiesthatcanbeusedtoenhancebusinessperformance.Leadershipstrategiesshouldthusbeformulatedwiththeattributesofsupportiveleadershipinmind,accordingtothissameresearch(Tirmizi&Tirmizi,2020;Gocen&Sen,2021).Withtherightleadershipattributes,astrategyofempowermentandself-actualizationcanbeengenderedonethatisrootedinthedevelopmentofintrinsicmotivation.Self-motivatedworkers,supportedbyleaders,canbecomethemosteffectiveandefficientworkers,andcansupporttheperformanceofthebusinessthroughtheirindustriousandcommittedapplicationoftheirowntalentsandskillstothedailyoperations.Strategyisthusimplicitlylinkedtoleadershipstyle.LeadershipStyleTherearemanyleadershipstylestransactional,democratic,transformational,servant,authoritative,andsoon.Eachhasitsownstrengthsandweaknesseswithrespecttodifferentcontexts.Whencoachingaleadershipstyle,itisimportanttoaskwhatthegoalsandobjectivesoftheleaderaresothattherightstylecanthen…
ReferencesDu Plessis, M., Waglay, M., & Becker, J. R. (2020). The role of emotional intelligenceand autonomy in transformational leadership: A leader member exchange perspective.SA Journal of Industrial Psychology,46(1), 1-12.Fontaine, R., & Nasir, Z. W. (2020). Inspiring Muslim Employees: DivineSpeech.International Journal of Advanced Research in Islamic and Humanities,2(2), 18-26.Gocen, A., & Sen, S. (2021). A validation of servant leadership scale on multinationalsample.Psychological Reports,124(2), 752-770.Goleman, D. (2021).Leadership: The power of emotional intelligence. More Than SoundLLC.Gopinath, R. (2020). Prominence of Self-Actualization in Organization.InternationalJournal of Advanced Science and Technology,29(3), 11591-11602.Karlsen, J. T., & Berg, M. E. (2020). Coaching leadership style: a learning process.International Journal of Knowledge and Learning,13(4), 356-368.Krn, H., & Sllei, B. (2021). The Role of Emotional Intelligence in OrganizationalPerformance.Periodica Polytechnica Social and Management Sciences,29(1), 1-9.Park, K. H., & Kim, D. K. (2021). Understanding the relationships among emotionalexhaustion, job satisfaction, and emotional intelligence of hotel front desk employees.Asia Pacific Journal of Tourism Research,26(5), 504-515.Shaffer, G. L. (2020). Emotional Intelligence: An Introduction. InEmotional Intelligenceand Critical Thinking for Library Leaders. Emerald Publishing Limited.Tirmizi, S. A., & Tirmizi, S. N. (2020). Is Servant Leadership Universally Relevant? AStudy Across Cultures and Sectors.International Leadership Journal,12(3).Tseng, Y. F. (2020). Becoming global talent? Taiwanese white-collar migrants in Japan.Journal of Ethnic and Migration Studies, 1-17.Ugoani, J. (2020). Salovey-Mayer Emotional Intelligence Model for Dealing withProblems in Procurement Management.American Journal of Marketing Research,6(3), 28-36.Varshney, D., & Varshney, N. K. (2020). Workforce agility and its links to emotionalintelligence and workforce performance: A study of small entrepreneurial firms in India.Global Business and Organizational Excellence,39(5), 35-45.
The idea that common sense and emotional intelligence are the same thing, however, is a very common misconception. Common sense is a thought process that can generally be taught and learned through experience, while emotional intelligence is something that individuals are born with, and the degree of emotional intelligence that a person possesses will affect much of what he or she does in life, especially within the area of leadership (Samra-Fredericks, 2004). This is due to the fact that individuals with higher emotional intelligence are able to relate to others better overall than those that have lower levels of emotional intelligence.
ibliography
George, J.M. (2000). Emotions and leadership: The role of emotional intelligence. Human Relations, 53(8), 1027-1055.
Hein, S. (2005). Introduction to emotional intelligence. Retrieved at http://eqi.org/history.htm#Potential%20EI%20vs.%20Actual%20EI%20Skills%20(EI%20vs%20EQ)
Samra-Fredericks, D. (2004). Managerial elites making rhetorical and linguistic 'moves' for a moving (emotional) display. Human Relations, 57(9), 1103-1143.
Simpson, P. & French,…
Bibliography
George, J.M. (2000). Emotions and leadership: The role of emotional intelligence. Human Relations, 53(8), 1027-1055.
Hein, S. (2005). Introduction to emotional intelligence. Retrieved at http://eqi.org/history.htm#Potential%20EI%20vs.%20Actual%20EI%20Skills%20 (EI%20vs%20EQ)
Samra-Fredericks, D. (2004). Managerial elites making rhetorical and linguistic 'moves' for a moving (emotional) display. Human Relations, 57(9), 1103-1143.
Simpson, P. & French, R. (2006). Negative capability and the capacity to think in the present moment: Some implications for leadership practice. Leadership, 2(2), 245-255
Intelligence and emotional intelligence are, nevertheless, compelling topics for discussion and research. Impacting the psychology of an individual, intelligence affects communication style and the ability to deal with conflict. Solving problems creatively depends on intelligence, and even the ability to deal with stress might also be related to emotional intelligence (Hein 2005). All types of intelligence affect learning styles, learning aptitude, personal interests, and even memory. Emotional intelligence can become what is commonly known as "street smarts," the intelligence that enables individuals to manage social relationships regardless of their ability to solve math problems.
eferences
BBC (2004). "Hot Topics: Intelligence." etrieved Feb 12, 2007 at http://www.bbc.co.uk/science/hottopics/intelligence/index.shtml
Hein, S. (2005). "Definition of Emotional Intelligence." etrieved Feb 12, 2007 at http://eqi.org/eidefs.htm
Huitt, W. (2002). Intelligence. Educational Psychology Interactive. Valdosta, GA: Valdosta State University. etrieved Feb 12, 2007 at http://chiron.valdosta.edu/whuitt/col/cogsys/intell.html.
Machek, G. (2003). The ole of Standardized Intelligence Measures in Testing for Giftedness.…
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BBC (2004). "Hot Topics: Intelligence." Retrieved Feb 12, 2007 at http://www.bbc.co.uk/science/hottopics/intelligence/index.shtml
Hein, S. (2005). "Definition of Emotional Intelligence." Retrieved Feb 12, 2007 at http://eqi.org/eidefs.htm
Huitt, W. (2002). Intelligence. Educational Psychology Interactive. Valdosta, GA: Valdosta State University. Retrieved Feb 12, 2007 at http://chiron.valdosta.edu/whuitt/col/cogsys/intell.html .
Machek, G. (2003). The Role of Standardized Intelligence Measures in Testing for Giftedness. Human Intelligence. Retrieved Feb 12, 2007 at http://www.indiana.edu/~intell/giftednessTesting.shtml
I truly take an interest in what other people have to say, so this helps them to feel respected because they can tell I am not just going through the motions. I tend to live by the principle of the golden rule, that is, 'do unto others as you would have them do unto you.' I believe that great leadership is based on this principle, both in attitude and in action.
Helping Others Solve Problems
"A problem is the difference between your current and desired conditions." Therefore solving a problem means closing this gap by aligning where you want to be with where you are. Leaders are in a position to help other people move from point a to point B. In an effective and efficient manner. Unfortunately, some leaders find it difficult to find a balance between helping too much and helping too little. According to the article "Problem…
Works Cited
Calano, James and Selzman, Jeff. "Move from Management to Leadership" Newsweek, 145.14 (2006): 45-48
Dubrin, Andrew J. Coaching and Mentoring Skills, 2005
Stein, S.J. And Book, H.E. The EQ Edge: Emotional Intelligence and Your Success, 2006
Weidenkiller, Keith. "The Right Stuff? Able Leadership is the Best Practice." Film International Journal, 110.2 (2007): 23
62).
Being dismissed coldly by a partner can be a bit like having a partner die, haram writes on page 62. And when you go through the grief of losing a sweetheart who has been with you for years, "being present in the emotion is the best way forward" even though it "just doesn't feel" right at the time.
Conclusion
Emotional intelligence can be implemented into any situation, especially a situation where death is involved. and, as this paper pointed out through the literature, emotional intelligence helps the sufferer understand why it is necessary to "cry…scream or get angry" when the shock of sudden loss hits. In the end, the emotionally intelligent person will be thankful that he or she did not ignore the emotions. hether or not omens appear in dreams, when the loved one is near death, the steps that are taken to deal effectively with the situation…
Works Cited
Berta, Peter. (2007). Omens. Encyclopedia of Death and Dying. Retrieved March 1, 2011, from http://www.deathreference.com/nu-pu/omens.html.
Goleman, Daniel. (1998). Working with Emotional Intelligence. New York: Random House
Digital, Inc.
McBride, Patricia, and Maitland, Susan. (2001). The EI Advantage: Putting Emotional
Emotional Intelligence and Virtual Teams
There are many articles discussing emotional intelligence in teams, and a couple that are specific to virtual teams. Key to understanding the role that emotional intelligence plays on virtual teams is knowing the differences between virtual teams and normal work teams, and knowing how emotional intelligence might affect a normal team, then being able to extrapolate how the differences might affect things.
Jordan and Troth (2004) discuss the role that emotional intelligence plays in problem solving. They found that emotional intelligence is positively indicated with team performance and problem solving. Their study was in-person, so they were able to observe participants directly, and they were able to accurately compare subjects because everybody was given the same problem to solve. The study is valuable because it clearly establishes the link between emotional intelligence and team performance.
Feyerhem and Rice (2002) broke down the different components of…
Emotional intelligence, in contrast to intellectual intelligence, concerns self-awareness, feelings and emotions, and relationships. One measure of emotional intelligence is self-management, which is the ability to manage one's emotions in healthy ways, control impulsive feelings and behaviors, follow through on commitments, and adapt to changes. I feel strongly that I have demonstrated a high level of achievement with three of these. However, I do need to make improvements in my ability to handle my emotions in healthy ways.
People frequently comment on my ability to remain calm. When there is a paper due for class or an upcoming exam, I do not appear to be worried. I keep up with assignments, I do not skip class, and I take really good notes. I have one friend who likes to tell people he forgot to study or that he fell asleep over his books. When he inevitably does well on a…
Works Cited
Are OBEs some kind of hallucination http://www.psywww.com/asc/obe/faq/obe21.html
Alternative Therapy
http://www.webct.com/dispatcher?PATH=service/ViewContent&contentI=11820&VERSION=1&FUNCTION=GetPath&SERVERIP=192.168.2.118&COURSEI=PSC150WWJM&COURSETITLE=General%20PsychologyJM%a&ISCIPLINE_0=79&BOOKTITLE_0=Psychology&BOOKTITLE_1=Taking%20Sides%2C&SOURCE=homepage
Sleep Medicine Home Page: http://www.webct.com/dispatcher?PATH=service/ViewContent&contentI=11820&VERSION=1&FUNCTION=GetPath&SERVERIP=192.168.2.118&COURSEI=PSC150WWJM&COURSETITLE=General%20PsychologyJM%a&ISCIPLINE_0=79&BOOKTITLE_0=Psychology&BOOKTITLE_1=Taking%20Sides%2C&SOURCE=homepage
ream Control Techniques through Hypnosis
http://www.hyptalk.com/lucid_dream.htm
Hypnosis in Psychotherapy and Psychosomatic Medicine.
Medical Journal of Islamic Academy of Sciences. Volume 11, No.2
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Betchley, Lee C. Ht. "The hypnotic benefits of lucid dreaming." http://hypnoticworld.com/Articles/lucid_dreaming.asp
ream Central's Unique Method of ream Analysis
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Dream Central's Unique Method of Dream Analysis
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Quantitative proposal: The use of Emotional Intelligence in targeted Virtual team sales
With the globalization, the world has become a global village through the facilitation of the ever changing and improving information technology. Just like nations and global companies, disciplines are no longer independent but relate with each other in order to both impact on the performance of human existence, as well as remain relevant in the contemporary society. It is on this premises that this proposal looks at the possibility of having psychology of Emotional Intelligence (EI) facilitating global sales of latest gadgets manufactured in the US across the world.
Hypothesis
Using emotional intelligence as a marketing tool towards targeted virtual teams in Asia can be as effective as one on one sales strategies used in marketing of luxurious electronic devices.
Research questions
1. Is there difference in emotional intelligence among the female and male youth living in Asian…
Although the content of the article is positioned for management Harmon very effectively presents the reader with a historical perspective on the concept of emotional intelligence and explains to the reader that this particular psychological trait begins in infancy. She concludes the historical presentation with the thought that emotional intelligence is clearly based on well-developed communication patterns through out a person's lifetime. In other words, emotional intelligence is not bio-neurological trait, rather that which is learned through effective communication - a life-long process.
Harmon carries her thesis over to management style by informing the reader that all too often managers pride themselves on possessing a level of knowledge that employees do not have and are, therefore, reluctant to accept the idea that emotional intelligence is a way in which to coach, mentor, and guide employees with respect to performing better. Harmon goes on to report that emotional intelligence is extremely…
Works Cited
Patricia, Harmon. "Emotional Intelligence: Another Management Fad, or a Skill of Leverage?"
Center for Quality of
.....leadership outlines a number of different hypotheses regarding leadership style that have emerged over the years. At the intersection of traits and more progressive views of leadership style is the idea that emotional intelligence is a significant contributor to leadership success. Similarly, it has become leadership orthodoxy that transformational leaders are more successful than transactional ones. Given that transformational leadership requires the leader to inspire and motivate followers, and that a high degree of emotional intelligence would reasonably be thought to aid in this, the hypothesis can be formed that leaders with emotional intelligence are more likely to be transformational leaders, and more successful ones as well.
Several studies have explored the link between emotional intelligence and the transformational leadership style. Quader (2011) notes that emotional leadership can be subdivided into five different areas. Of these, three are more associated with transactional leadership: self-awareness, self-motivation and emotional mentoring). As such,…
Graduate Employability
Once each student graduates from the various colleges and training institutions, it is their expectations that they will be able to either get gainful employment that is equivalent to their academic and training levels and one that is sustainable. If the graduates will not be able to get the gainful employment, then it is hoped that they should be able to create employment as the contemporary trends are. There are however some other intervening factors that can help in achieving this, some of them are the emotional intelligence of that particular graduate or job seeker and the academic achievement of that particular candidate. These three factors, employability, emotional intelligence and the academic achievement interact in specific manner to shape the ultimate quality of employability of a given candidate. They have a symbiotic relationship particularly in the current competitive environment where education and innovation has influenced change and in…
Emotional Intelligence
Read the case study-Finding the Emotional Intelligence
hat are the differences between leaders and managers? Can anyone be a leader? hich would you prefer to work for and why?
Leaders are typically thought to be more visionary, inspiring, and often humble while managers are frequently assumed to be more administrative and organized. Each role has value to the organization and can move the organization towards the achievement of its strategic goals in the right circumstances. Management is aimed at monitoring, controlling, and motivating employees through economic incentives and other exchange incentives (Bass, 1985).
Share an example from your work or school experience with working through the five stages of team development.
Figure 1-5 Stages (UIC, N.d.)
One of the classes in business I had last semester had a group project. The groups were formed by the professor and many of the people in my group did not know…
Works Cited
Bass, B. (1985). Leadership and performance beyond expectations. New York: Free Press.
i Six Sigma. (N.d.). What is Six Sigma? Retrieved from I Six Sigma: http://www.isixsigma.com/new-to-six-sigma/getting-started/what-six-sigma/
UIC. (N.d.). 4-Stages of Team Development. Retrieved from UIC: https://uic.blackboard.com/bbcswebdav/institution/classes/dhd547/Katie/Week10C-LB-TeamCommunication/Week10C-LB-TeamCommunication4.html
" (2001) Atkins-urnett relates that a "key index of competence in childhood and adolescence" is 'peer competence'. Stated is that: "Relationships with peers, as measured by sociometric indicators are strong indicators of both concurrent and future adaptive functioning." (2001) Longitudinal studies all show that there are similar characteristics "among resilient children: strong sense of competence and self-efficacy, well-liked by peers and adults, reflective rather than impulsive, use of flexible coping strategies, internal locus of control and good intellectual skills" (urnett-Atkins, 2001)
The work of Qualter, Gardner and Whiteley (2007) entitled: "Emotional Intelligence: Review of Research and Educational Implications" states that there is: "...continuing controversy over how to define and measure EI, and how significant the concept of EI is in predicting various aspects of life success. Two predominant perspectives are those adopting an Ability EI and a Trait EI approach." (Qualter, Gardner, and Whiteley, 2007) Emotional Intelligence has been portrayed…
Bibliography
Bar-on, R. (in press). Emotional and Social Intelligence: Insights from the Emotional
Berry, D.J.; Bridges, L.J.; and Zaslow, M.J. (2004) Early Childhood Measures Profiles. Prepared by Child Trends: Washington DC. www.childtrends.org.
Boyatzis, R.E. (1994). Stimulating self-directed learning thought the Managerial Assessment and Development Course, Journal of Management Eduaction,18(3), 304-323.
Chapman, B.P. And Hayslip, B. (2005) Incremental Validity of a Measure of Emotional Intelligence. Journal of Personality Assessment. Vol. 85 No. 2. 2005.
These studies show that while EI is being integrated into the British educational policy, many concrete steps still have to be taken to make full use of EI skills.
Evidence in favor of Emotional Literacy
There is growing scholarly evidence that shows definitive links between higher emotional intelligence (EI) and overall success in life. For instance, ubin (1999) in his study found that students with high EI skills are less likely to indulge in violent and aggressive acts and more likely to be social. Similarly, Ciarrochi, Chan and Chaputi (2000) in their study found that adolescents with high EI skills show empathy and understanding. In the same way, other scholars too have found positive relationships between high EI and disengagement with use of alcohol and tobacco (Trinidad and Johnson, 2002; Trinidad, Unger, Chou and Anderson Johnson, 2004). Furnham and Petrides (2003) found that students with high EI are generally happy…
References
Antidote. 2008. Campaign for Emotional Literacy. Available at http://www.antidote.org.uk
Bastian, V.A., Burns, N.R. And Nettelbeck, T. 2005. Emotional Intelligence Predicts Life Skills, but not as well as Personality and Cognitive Abilities. Personality and Individual Differences, 39, pp. 1135-45.
Ciarrochi, J.V., Chan, a.Y.C. And Caputi, P. 2000. A Critical Evaluation of the Emotional Intelligence Construct. Personality and Individual Differences, 28, pp. 1101-13.
Ciarrochi, J.V., Deane, F.P. And Anderson, S. 2002. Emotional Intelligence Moderates the Relationship Between Stress and Mental Health. Personality and Individual Differences, 32, pp. 197-209.
emotional intelligence" was first used in the academic literature in the early 1990s. In the mid-1990s, emotional intelligence made the pages of mainstream news magazines and bestseller books. According to James Kierstead (1999), "emotional intelligence is an umbrella term that captures a broad collection of individual skills and dispositions usually referred to as soft skills or inter and intra-personal skills," (1). Emotional intelligence has received some attention recently in literature pertaining to human resources, largely because the essence of human resources depends on aspects of emotional intelligence. However, research into the interface between emotional intelligence and leadership has yet to be thoroughly examined. In particular, I would like to postulate a connection between emotional intelligence and leadership, with a research hypothesis stating basically that emotionally intelligent interpersonal traits can be found in all strong leaders regardless of their leadership styles.
2. One of the most exciting topics in the field…
Works Cited
Kierstead, James. (1999). "Human Resource Management Trends and Issues: Emotional Intelligence in the Workplace." Online at .
Statement of the Problem
The relevance of teamwork cannot be overstated in the conduct of today’s business. This is more so the case given the synergy teamwork brings about and its role towards the further enhancement of efficiency and productivity. However, for teams to function optimally and for the benefits of team work to be realized, teams ought to be emotionally intelligent. This is to say that members ought to be aware of not only their behaviors and emotions, but also those of others and how they impact team performance. With virtual teams becoming even more commonplace in a world that has essentially become a global village and where geographical distance no longer hinders the conduct of business, the role emotional intelligence plays in facilitating team cohesion ought to be investigated. This is more so the case given that the virtual nature of teams more often than not triggers trust…
Hum
n Relations
Human Relations in the Marine Corp
During World War II, Army Lieutenant General Patton was visiting a hospital in Sicily. He came upon a soldier named Pvt. Charles Kuhl on 3 August 1943 and upon examining him, there were no physical signs of wounds. The General asked him what was wrong and the private responded, "I guess I can't take it." He was diagnosed with psychoneurosis, battle fatigue. General Patton, enraged, smacked him in the face and called him a coward.[footnoteRef:2] This story shows the importance of Emotional Intelligence training in the military. [2: http://www.americanpress.com/Gen -- Patton-struck-two-soldiers-in-August-1943]
Mrs. Hodgson discusses in her paper, Training Marine Leaders; The New Challenges of the 21st Century Leadership[footnoteRef:3], the evolving concept of Emotional Intelligence skills in the Marines. The military as a whole regardless of branch is run as a machine, the unfortunate truth is that the bare minimum training is…
Emotional Intelligence
Although the recently used term "Emotional Intelligence" is an offshoot of decades of psychological study, much confusion exists on its meaning and application. In addition, the amount of academic studies in this area has been relatively few. Most of the writings have been done in nonscientific ways. The purpose of this thesis would be to conduct a thorough historical overview of the topic and recommendations for further study to see how this measurement tool could best be used in a business setting.
In 1985, graduate student Wayne Leon Payne wrote a doctoral dissertation including the term "emotional intelligence." Five years later, a paper by professors at American University of New Hampshire, State University of New York and Yale University (Mayer, DiPaolo, and Salovey, 1990) clarified the definition of emotional intelligence (EI) as "the accurate appraisal and expression of emotions in oneself and others and the regulation of emotion…
References Cited
Ashkanasy, N.M. (2003). Emotions in organizations: A muhilevel perspective. In F. Dansereau & F.J. Yammarino (Eds.), Research in multilevel issues, vol. 2: Multi-level issues in organizational behavior and strategy, 9-54. Oxford, UK: Elsevier Science.
Bar-On, R. (1997). The Bar-On Emotional Quotient Inventory (EQ-i): A test of emotional intelligence. Toronto: Multi-Health Systems.
Cadman C, Brewer J (2001) Emotional intelligence: a vital prerequisite for recruitment in nursing. Journal of Nursing Management. 9(6), 321-324.
Cherniss, C. And Adler, M. (2000). Promoting Emotional Intelligence in organizations. Alexandria, Virginia: ASTD.
Emotional Intelligence
I actually have an issue with the idea of "empowering followers to take a more active role in leadership." The entire point is that people do not exist in a dichotomous world of leaders vs. followers, but instead live a world governed by complex relationships. Organizations' find leadership throughout, even when the leadership relationship is not formalized. This is first year leadership stuff -- there are many types of leadership - formal leadership, referential leadership, expert leadership, charismatic leadership and more. These different types of leadership exist throughout the organization so it is not a matter of "followers" taking a leadership role, it is a matter of recognizing that the company is full of leaders.
Ogawa and Bossert (1995) note that "leadership flows through the networks of roles that comprise organizations," so there are opportunities for leadership to emerge at any number of points within the organization. This…
References
Ahearne, M., Mathieu, J. & Rapp, A. (2005). To empower or not to empower your sales force? Journal of Applied Psychology. Vol. 90 (5) 945-955.
Avolio, B., Zhu, W., Koh, W. & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structure distance. Journal of Organizational Behavior. Vol. 25 (2004) 951-968.
DiLiello, T., Houghton, J. (2006). Maximizing organizational leadership capacity for the future: Toward a model of self-leadership, innovation and creativity. Journal of Managerial Psychology. Vol. 21 (4) 319-337
Ogawa, R. & Bossert, S. (1995). Leadership as an organizational quality. Educational Administration Quarterly. Vol. 31 (2) 224-243.
Emotional intelligence is what makes people effective in social situations, or in any situation requiring self-control or calm responses to stress. In fact, a large component of what people used to call "street smarts" is related to emotional intelligence, because emotional intelligence refers to the ability to read other people, read situations, and react in ways that are conducive to desirable results. Emotional intelligence is easily as important as intellectual intelligence in predicting overall success and happiness. Depending on one's career field, emotional intelligence may even be more important than intellectual intelligence or "book smarts." For example, in fields like sales or public relations, emotional intelligence is going to be far more useful than the intelligence measured by IQ. Emotional intelligence is an essential component in my self-development because the lack of emotional intelligence impedes my ability to achieve personal and career goals.
As a self-development goal, emotional intelligence is…
Emotional Intelligence (EI) is very important in leadership. It enables a leader to understand and communicate with his followers in a way that is empathetic, supportive and non-abrasive. It can be considered one of the most effective tools of a leader because it helps to create an atmosphere of trust, companionship, and teamwork. As Mandell and Pherwani (2003) point out the Intelligence Quotient is not just a matter of remembering facts or solving problems -- when it comes to leadership, one of the most needed elements of intelligence is how one a leader can relate to others -- and that takes Emotional Intelligence. However, defining EI and understanding what it means among diverse persons -- whether diverse in gender or in culture/nationality -- presents some difficulty. This paper will discuss the relation of EI to Leadership Styles according to research that has been conducted in the field.
As Quader (2011)…
Emotional Intelligence is the aptitude of an individual to be aware of their personal emotions and those of others surrounding them. Emotional intelligence is also referred to as Emotional Quotient (EQ). The knowledge of one’s emotional intelligence is important in that the information obtained from the knowledge can be used to influence thinking towards a given direction. It is also vital for it provides for the opportunity to be able to improve on one's behavior in order to adjust to an environmental or in order to achieve any set intentions.
Moreover, Emotional intelligence can define the performance of an individual academically, just as can be Intelligence Quotient since they are very closely linked. Emotions of an individual can affect the performance of individuals even at the workplace. Thus, it is key for an employer of a leader to ensure that they have the ability to discern the emotions of their…
Emotional Intelligence (EQ) Impacts Business Today
The article discusses how emotional intelligence (EQ) impacts business today in light of its increased use in the modern business environment. The discussion begins with an evaluation of the concept of emotional intelligence and the reasons it was introduced by Daniel Goleman in 1998. This is followed by an evaluation of the difference between emotional intelligence and intelligence quotient and the use of the concept of emotional intelligence in business today. The last two sections examine the effect of the use of emotional intelligence on business today and the reason for the increased demand for employees with high emotional intelligence.
Companies once believed that hiring individuals with high Intelligence Quotients (IQs) was a reflection of a sound recruiting strategy until the concept of Emotional Intelligence (EQ) emerged. Emotional Intelligence introduces a new way of looking at the root cause of the successes and failures…
References:
Chastukhina, N. (2002). On the Role of Emotional Intelligence in Organizations. Retrieved November 29, 2013, from http://www.osra.org/2002/chastukhina.pdf
Goleman, D. (2004, January). What Makes a Leader? Best of HBR 1998. Harvard Business
Review.
Maddocks, J. (2013, August 6). IQ vs. EQ in the Digital Age is Emotional Intelligence More
Emotional Intelligence and the Role it Plays in Project Portfolio Management
One of the most important and essential qualities of leadership needed in today's multigenerational business world is Emotional Intelligence (EI). EI is a "people smart" type of intelligence -- it enables an individual to read a person and provide the right kind of emotional feedback and/or responses to that person's needs. Leaders who demonstrate strong emotional intelligence are able to improve project performance because they focus on the individuals within a team rather than simply or exclusively on goals and procedures (Cacamis & Asmar, 2014). EI allows one to be person-centered, oriented towards responding to emotional cues that the other is consciously or unconsciously displaying in their words, behavior, body language, and communications. Effective use of EI can help organizations to promote a stronger workplace culture, stronger teams, and stronger performance overall (Den, Deanne & Belschak, 2012). In a…
Different leaders espouse differing styles of leadership. The managers in various organizations benefit from diverse approaches comprising transformational leadership, transactional leadership, enigmatic leadership, dictatorial leadership or visionary leadership (Esfahani and Soflu, 2011). In the contemporary, there is increased consideration regarding the role that quality relationships play in the workplace and how they can profit the organization. Emotional intelligence is delineated as the subsection of social intelligence that takes into account the capability of an individual to monitor his or her own feelings and emotions as well as those of others, to distinguish amidst them and to utilize this information for guiding the individual's thoughts and actions (Hunt and Fitzgerald, 2013). In other words, emotional intelligence is the power of rational, coherent response and comprehending a sequence of emotions and belief that the managers with high social intelligence, through the assistance of ideal self-assurance and inherent control center have high capability…
These leaders are aware of their emotions and the effects they have on others. Understanding one's emotions is the starting point for an effective self-management and management of others. In addition to this, an effective leader should be aware of its limitations, its strengths, and its capabilities. These competencies are in strong correlation with social competencies, which help leaders understand the behavior of their subordinates, their clients, and to better perceive relationships within the organization.
In order to effectively manage its employees, the leader must first be able to understand them. This is where EI intervenes. An effective leader should not only use its EI competence for managing people, but also for promoting EI among them and encouraging them to develop their Emotional Intelligence skills. Employees with developed EI skills develop better relationships with their colleagues, their bosses, or their subordinates, are more pleased with their jobs and the overall…
Reference List
Mayer, J.D. (1999). Emotional Intelligence Information. Retrieved October 16, 2007 at http://www.unh.edu /emotional_intelligence/ei%20What%20is%20EI/ei%20definition.htm.
Emotional Intelligence (1998). Retrieved October 16, 2007 at http://www.funderstanding.com/eq.cfm .
Rock, Michael (2006). The 90% Factor EQ (Emotional Intelligence) and the New Workplace. CanadaOne online. Retrieved October 17, 2007 at http://www.canadaone.com/magazine/eq050198.html .
Childs, Roy (2004). Emotional Intelligence and Leadership. Team Technology. Retrieved October 17, 2004 at http://www.teamtechnology.co.uk/emotional-intelligence.html .
Attribution Theory and Emotional Intelligence
Attribution theory
Attribution theory is a theory that focuses on creating an understanding of the ways in which people interpret events and the relationship of the events to their thinking and behaviors. The theory was proposed by Heider (1958), Weiner (1972 and 1986), and Weiner (1074). Attribution theory takes into assuption that individuals try to understand why people behave the way they do (attribute causes of events to behaviors). It also creates an understanding of behavior of individuals using three-stage processes that are considered to build the strength of the attribution. Among the processes include the fact that an individual should perceive or see their behavior, individuals should believe that their behaviors were due their intentional circumstances. Finally, individuals should determine whether they believe somebody else forced them to perform or engage in that behavior.
The relationship between these factors creates a web of causation…
References
Goleman, D., Boyatzis, R.E., & McKee, A. (2002). Primal leadership: realizing the power of emotional intelligence. Boston, Mass.: Harvard Business School Press.
Inglehart, R., & Norris, P. (2003). Rising tide: gender equality and cultural change around the world. Cambridge, UK: Cambridge University Press.
Macleod, D.V. (2004). Tourism, globalisation, and cultural change an island community perspective. Clevedon: Channel View Publications.
Matthews, G., Zeidner, M., & Roberts, R.D. (2002). Emotional intelligence science and myth. Cambridge, Mass.: MIT Press.
In recent years, many researchers have been attracted by the topic of emotional intelligence (EI) and leadership style. Their interest in the area is based on claims that effective leadership style and Emotional Intelligence are linked. Therefore, the purpose of this research is to examine the relationship between Emotional Intelligence and leadership style giving emphasis to transformational in organizations and countries by incorporating the concept of organizational culture. The future existence of agencies has been determined primarily by their ability to adapt to continuous change. As such, the study also looks into unveiling the actual role of gender in determining leadership style and Emotional Intelligence as effective areas of organizational behavior. In concluding the research, the study looks at limitations and gives recommendations for further studies in this field.
Emotional intelligence has been defined as the ability to monitor one's own and others' feelings and emotions because it is a…
Leadership Style and Emotional Intelligence
In today's competitive world, it is the professional organizations that lay the foundation of much of the social structure. Today's corporate and professional offices are considered important venues for an interactive growth sphere. Thus, the aspects of emotional intelligence (E1), leadership style and gender are now surfacing as really important aspects to understand the overall associative quality and nature of these workplace relationships and how these can be advantageous to the companies that pay attention to their quality (Quader, 2011). We now see a rising interest in how leadership can have an influence on emotional intelligence and vice versa. Especially in the past 2 decades, we see more research and findings being dedicated to the subject matter and so far more results and conclusions are coming to the surface. Quader (2011) in his recent study also highlights how emotional intelligence affects gender differences in the…
Collaboration and co-operation - working with others towards a shared goal.
Team abilities - creating group synergy in pursuing collective goals.
Influence: - exerting effective tactics for persuasion.
Leadership: exciting and guiding individuals and groups (Emotional Intelligence Competencies, 2005).
The focus of my Individual Development Plan is to work on increasing my leadership skills. Leadership skills are important in both the academic world as well as in the business world. Those people who have strong leadership skills tend to be very successful at whatever they do. I really want to work hard at improving my skills so that I can be seen as a strong leader in everything that I do. The first thing that I need to do in developing my plan is to pick the specific things that I want to work on and then come up with an action plan on how to go about working on…
References
Emotional Intelligence Competencies. (2005). Retrieved February 6, 2010, from Potentials
Unliminted Web site: http://kartikvyas.com/articles5.html
How to Write a Great Individual Development Plan (IDP). (2008). Retrieved February 5, 2010,
from Web site: http://www.greatleadershipbydan.com/2008/11/how-to-write-great-individual.html
The role of leaders in the present-day service-oriented organizations entails inspiring and motivating subordinates, promoting positive work-related attitudes, and developing a feel of both importance and involvement in and with subordinates. The aforementioned modern leadership tasks place novel demands on programs designed to teach people requisite skills and transform them into leaders. There are also increased demands on companies engaged in choosing leaders, to identify key leadership skills in the candidate pool. Consequently, researchers have focused on examining the fundamental characteristics and performance of successful leaders who effectively assume the mentioned modern leadership responsibilities, to determine leadership training and selection conditions for recruiting and developing efficient corporate leaders. Emotional intelligence, defined as a collection of skills, partly indicating an individual's effectiveness in tackling personal as well as others' emotions, is one of the variables (that have recently become popular) identified as a prospective fundamental leadership trait (Palmer et al. 2001).…
" Often, conflicts arise when the individual wants two conflicting things: for example, I have occasionally wanted a long-term committed relationship at the same time as I have wanted to date different people. Avoidance-avoidance conflict is almost the opposite. Using a similar example, I have sometimes not wanted to be alone but simultaneously did not want to deal with being in a committed relationship. Approach-avoidance conflict can perhaps be best explained when I want something that is expensive: I want the item badly but I do not want to have to pay for it or work longer hours in order to pay for it.
orks Cited
Conflict." From Mastering Human Relations 3rd Edition, a Falikowski, 2002. Online at http://webhome.idirect.com/~kehamilt/ipsyconf.html.
Constructive Suggestions Regarding Motivation." Virginia Tech. Online at http://www.ucc.vt.edu/stdysk/motivate.html.
Davidson, et. al. "Emotion: Journal Description." APA Online. Online at http://www.apa.org/journals/emo/description.html.
Goleman, Daniel. "Test Your Emotional IQ." Utne. November-December 1005. Online at…
Works Cited
Conflict." From Mastering Human Relations 3rd Edition, a Falikowski, 2002. Online at http://webhome.idirect.com/~kehamilt/ipsyconf.html .
Constructive Suggestions Regarding Motivation." Virginia Tech. Online at http://www.ucc.vt.edu/stdysk/motivate.html .
Davidson, et. al. "Emotion: Journal Description." APA Online. Online at http://www.apa.org/journals/emo/description.html.
Goleman, Daniel. "Test Your Emotional IQ." Utne. November-December 1005. Online at http://www.utne.com/interact/test_iq.html .