Emotional Intelligence is defined as "a set of abilities (verbal and non-verbal) that enable a person to generate, recognize, express, understand and evaluate their own and others' emotions in order to guide thinking and action and successfully cope with environmental demands and pressures." (Birks, 368-369) But the authors also state that there is a fundamental problem of trying to quantify, or measure, EI
Therefore, it is beyond doubt that we exercise our emotional intelligence on our daily basis. Similarly, emotional intelligence enables us to behave in accordance with the desired social rules and regulations (Goleman, Boyatzis, & McKee, 2002)
In addition, cultural change is evidenced by the fact that technological adoption seen in the current century has changed cultural perspectives of different societies across the globe. People of the 18th century relied heavily of autocracy while those of the current society rely heavily on democracy (Macleod, 2004)
Individuals can be classified as the talent smart (90% emotional intelligent), low performers (80%), and poor performers (below 70%). Irrespective of the emotional intelligence level, human beings use their emotional intelligence in their daily lives to execute as expected (Matthews, Zeidner & Roberts, 2002)
For example, scholars consider factors such as ability to be stable, effort, or internal cause, thereby, it qualification as locus of stability. Dimension of controllability focuses on contrasting the causes an individual can have control over them such as efficacy and skills (Stewart, 2006)
Moreover, we exercise our emotional intelligence when we read and understand social cues. Our demonstration to read and understand the social cues is evidenced by our abilities to interpret physical, emotional, and verbal expressions of other people (Zelen, 1991)
Initiating or managing change. Team-building capability (Akers & Porter, 2004, p
95+) It is difficult to fathom, then, why educators continue to focus on IQ testing and enhancement and ignore EQ. The "Mozart effect," the increase in intellectual; ability after listening to the composer's work, was even cited by the governor of Georgia to support a 1998 budget request of enough money to give a cassette or CD of classical music to every child born in the state (Casse 1998, p
As long ago as 1967, pioneered the concept of intelligence as a multifaceted construct. His Structure of Intellect Model included one hundred and twenty different types of intelligence; although none were specifically about EI, the model "could support the inclusion of what subsequent writers propose as a new type of intelligence -- the ability to process affective information"(Pfeiffer 2004 p
"Studies with twins have shown us that our satisfaction on the job may be at least 30% attributable to genetic factors. This finding is intriguing because it seems to be related to 'intrinsic job satisfaction' -- questions of challenge or achievement -- rather than 'extrinsic' factors such as work conditions or supervision" (Segal 1999, p
Examples include Jill Barad, who resigned from Mattel with $50 million after 37 months. In addition, there are "the intangible costs of a tarnished organizational image, interrupted patterns of revenue and income, and the invisible yet deleterious effects upon the motivation and morale of key people" (Swiercz & Ezzedeen 2004 p
An interesting study on empowerment shows that the benefits of empowerment are most effective for employees with low levels of industry knowledge and experience, perhaps encouraging them to take more ownership. Contrary to what might be expected, experienced and knowledgeable employees stand little to benefit from empowerment programs -- perhaps they already feel empowered (Ahearne, Mathieu & Rapp, 2005)
Senior management, if it wants to empower the workforce, has to let go of the process a little bit -- if there is fear of empowered employees the process will not flow naturally and will ultimately never really get off the ground, especially where there has not been a culture of empowerment before. One of the keys to empowerment is that the organization needs to reduce structural distance, because that distance emphasizes a lack of empowerment, so again one of the biggest challenges is with the existing leadership being willing to let go of power in order that employees might take on bigger roles (Avolio, et al
There are several different questions that arise with the issue of empowerment. First, it has to be approached the right way -- it is sometimes implemented in a top down fashion, which of course is antithetical to fostering strong leadership capabilities with from within -- leadership cannot be handed to people (Quinn & Spreitzer, 1997)
Though the situation was ultimately resolved satisfactorily, a more objective decision would have resolved things faster, and a higher level of emotional intelligence would perhaps have enabled me to make this effective and objective decision even with the emotional attachment I felt. John's model of reflection, through its phases of identifying the influencing factors, determining alternative courses of action, learning, describing, and finally reflecting on the event, identifies many concepts worthy of reflection stemming form this incident (Johns, 2009; Johns & Joiner, 2002)
Though the situation was ultimately resolved satisfactorily, a more objective decision would have resolved things faster, and a higher level of emotional intelligence would perhaps have enabled me to make this effective and objective decision even with the emotional attachment I felt. John's model of reflection, through its phases of identifying the influencing factors, determining alternative courses of action, learning, describing, and finally reflecting on the event, identifies many concepts worthy of reflection stemming form this incident (Johns, 2009; Johns & Joiner, 2002)
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)
Transformational leaders according to Daft and Lane (2009) have a unique ability to bring about both change and transformation. This they do by not only recognizing the concerns and needs of followers but also by helping them find new and unique solutions to problems (Daft, Kendrick, and Vershinina, 2010)
Transformational leaders according to Daft and Lane (2009) have a unique ability to bring about both change and transformation. This they do by not only recognizing the concerns and needs of followers but also by helping them find new and unique solutions to problems (Daft, Kendrick, and Vershinina, 2010)