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Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
Knowing how to suppress and manage one's own feelings is known as emotional intelligence. The ability to control one's emotions and to be able to do this at a high level guarantees one's own ability to serve those in need. Emotional intelligence is performed while performing emotional labor, and without one the other can not be there. [37]
When it comes to hiring intelligent employees, it seems companies prefer people smarts more so than book smarts, a new survey finds. More than 70 percent of employers way they value emotional ...
Emotional intelligence (EI), also known as emotional quotient (EQ), is the ability to perceive, use, understand, manage, and handle emotions.High emotional intelligence includes emotional recognition of emotions of the self and others, using emotional information to guide thinking and behavior, discerning between and labeling of different feelings, and adjusting emotions to adapt to environments.
Emotional intelligence (EI) has been defined as the ability to identify and manage emotional information in oneself and others and focus energy on required behaviors. [84] The factors making up EI include: [72] appraisal and expression of emotion in self; appraisal and recognition of emotions in others; regulation of emotions, and; use of emotions.
Studies suggest that social support can buffer the negative effects of workplace incivility. Individuals who felt emotionally and organizationally socially supported reported fewer negative consequences (less depression and job stress, and higher in job and life satisfaction) of workplace incivility compared to those who felt less supported. [ 4 ]
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
Emotional reasoning is a cognitive process by which an individual concludes that their emotional reaction proves something is true, despite contrary empirical evidence. Emotional reasoning creates an 'emotional truth', which may be in direct conflict with the inverse 'perceptional truth'. [ 1 ]