THE EFFECT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL PRODUCTIVITY “A STUDY OF SELECTED SERVICING ORGANIZATIONS IN PORT HARCOURT METROPOLIS”
ATTENTION:
BEFORE YOU READ THE
PROJECT WORK, PLEASE READ THE INFORMATION BELOW. THANK YOU!
TO GET THE FULL
PROJECT FOR THE TOPIC BELOW PLEASE CALL:
08068231953,
08168759420
TO GET MORE PROJECT
TOPICS IN YOUR DEPARTMENT, PLEASE VISIT:
THE
EFFECT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL PRODUCTIVITY “A STUDY OF
SELECTED SERVICING ORGANIZATIONS IN PORT HARCOURT METROPOLIS”
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Emotional
intelligence is being smart with feelings. It requires tuning emotional data,
making sense of that data, and integrating it into your decision making.
Emotional intelligence is a new field of interest for individuals,
organizations and the government. It is an art and process of being smart with
feeling that will result into quality decision making. Over decades ago,
especially in Nigeria, we never saw the importance of deeply understanding
emotional make-up of ourselves talk less of others because it a difficult thing
to do. People are divorced because they cannot manage their emotions. People
quit their jobs for emotional reasons; they don’t like their boss, they don’t
feel appreciated.
In
corporations, teams and individuals fight internal wars because they cannot
manage their emotions, they lack emphatic skills, and they lack team skills and
group orientation.
When
employees do not bring out their best, the reasons are simply emotional because
they fear management, they feel lonely and isolated, and they feel stressed and
exhausted. Employees resist change for emotional reasons, because they feel
uncertain about their future and they do not trust management.
Organizations
lose customers for emotional reasons. Customers leave because they are
dissatisfied with the attitude exhibited by staff on handling their complaints.
Organizations recruit the wrong people because their focus in more on
professional skills rather than emotional and social skills of those they
employ.
Business
organization suffer big losses and most of them die because they focus on hard
factors and bottom line results and forget the soft factors “people” and the
emotions of those who create the results.
Understanding
the importance of emotions in our everyday life could be the most difficult
thing to do because emotions are attached to our everyday life so closely and
routinely. It would be probably organizations are made up all sorts of
individuals.
We
have in one way or the other experienced how emotions can be challenging and
delightful. The trick here is to be smart with feelings and emotional
intelligence (EI) is the essential ingredient to do so; a learnable set of
practical life skills that make a tremendous different at the work place.
The
basic principle of Emotional Intelligence is that caring relationship is the
foundation of all genuine learning. Emotional intelligence provides the bedrock
for the development of a large number of competencies that have helped people
perform more effectively. Emotional intelligence has emerged as a set of
skills, learning and understanding it, is considered to be the most effective
means to enhance skills related to Emotional Intelligence.
The
most distant roots of Emotional Intelligence can be traced back to Darwin’s early work on the
importance of emotional expression for survival second adaption. In the 1900s,
even though traditional definitions of Intelligence
emphasized cognitive aspects such as memory and Problem-Solving several influential researchers in the
intelligence field of study had begun to recognize the importance of the
non-cognitive aspects. For instance, as early as 1920, E.L. Thorndike
used the term Social Intelligence
to describe the skill of understanding and managing other people.
Similarly,
in 1940 David Wechsler
described the influence of non-intellective factors on intelligence behaviour,
and further argued that our models of intelligence would not be complete until
we can adequately describe these factors. In 1983, Howard Gardner’s Frames of
Mind. The Theory of Multiple
Intelligence introduced the idea of
Multiple Intelligence which includes both Interpersonal Intelligence (the capacity to understand the
intentions, motivations and desires of other people) and Intrapersonal Intelligence (the capacity to understand oneself, to
appreciate one’s feelings, fears and motivations). In Gardner’s view,
traditional types of intelligence, such as IQ, fail to fully explain cognitive
ability. Thus, even though the names given to the concept varied, there was a
common belief that traditional definitions of intelligence are lacking in
ability to fully explain performance outcomes.
The
first use of the term “Emotional Intelligence” is usually attributed to Wayne
Payne’s doctoral thesis, a study of emotion:
Developing emotional intelligence from 1985. However, prior to this, the term
“emotional intelligence” had appeared in Leuner (1966). Greenspan (1989) also put forward an EI model, followed by
Dr. Peter Salovey of Yale and Dr. John Mayer of the University of Hampshire
(1990), and Daniel Goleman (1995).
As
a result of the growing acknowledgement of professional on the importance and
relevance of emotions of work outcomes, the research on the topic continued to
gain momentum, but it wasn’t until the publication of Daniel Goleman’s best
seller Emotional Intelligence: Why it
can matter More Than IQ that the term became widely popularized. Namely Gibbs’
1995 Time magazine EI. Thereafter, articles on EI began to appear with increasing
frequency across a wide range of academic and other outlets such as
organizations.
Emotional
intelligence and social skills are necessary for managers, supervisors and
staff who desire to be effective in the workplace. Emotional intelligence as
viewed by Goleman (1995) is more important than IQ in predicting success in
life often times the challenge is that many people fear change: they may have
fixed ideas about how the world operates (the business world).
For
too long, organization has focused solely on the management processes of
planning, staffing, directing, controlling although these process are very
important but there is need to effectively understand Emotional Intelligence as
it has to do with competency in perceiving oneself and others. It can be
characterized as having abilities such as being able to motivate one and
persist in the face of frustrations; to control impulse and delay
gratification; to regulate one’s moods and keep distress from swamping the
ability to think; to empathize and to hope (Goleman, 1995).
The
key element of all aspects of emotional intelligence is learning how to be
emotionally intelligent is not simply an issue for management alone but is
should benefits all members of the organization because they enhance
interpersonal relationship skills; in their moods, temperaments, motivations
and intentions, as well as truly understanding one’s own range of emotions.
The
organization and its environment operate in a ‘real world” workforce in this
century should be focused on new definitions of leadership, team building
strategies, and self-management, which are all aspects of emotional
intelligence. Emotionally intelligent employees create a healthier and more
productive workforce. Employers should enable employees realize their full
potential because when individual gain self-realization, they are better able
to contribute to the organization and to the growth of others in that same
organization.
Today’s
organization is faced with an increasingly diverse surge in technologies and
expanding opportunities and as such understanding of one’s self and others will
positively affect the growth of any organization.
Emotions
can be positive and negative. Positive emotions are a part of everyday life so
also is negative emotions. Sometimes certain positive emotions are experienced
more intensely than the other; at other times, it may not be appropriate or
even adaptively useful to feel adaptively useful to feel positive emotions at
all. What accounts for knowing when positive emotions are appropriate and when
they are not and how to utilize them in one’s life is the focal point of this
study.
Through
experience of positive emotions, people transform themselves, become more
creative, knowledgeable, socially, integrated and healthy individuals.
According to the framework of Emotional Intelligence, one must be competent at
understanding his/her emotions both positive and negative, be able to process
emotional information accurately and efficiently, and have the insight to
skillfully use one’s emotions to solve problems, make plans, and achieve in
one’s life (Salovey & Mayer, 1998-90).
Emotional
intelligence requires that we learn to acknowledge and understanding feelings
in ourselves and others and that we appropriately respond to them, creatively
applying the energy of the emotions to our daily life, work and relationship.
Emotional intelligence is demonstrated by tolerance, empathy and compassion for
others; the ability to verbalize feelings accurately and with integrity; and
the resilience to bounce back from emotional upsets. It is the ability to be a
deeply feeling, authentic human being, no matter what life brings, no matter
what challenges and opportunities we face.
In
this rapidly changing world, organizations must be well versed in many skills
to help them adjust to the changes taking place in the world and to produce
more; meeting the challenges of the external and internal environment skills
such as honesty, integrity, teamwork, friendliness, dedication, effort, caring
initiative, sense of humour, patience, responsibility to organization,
flexibility, problem, solving, curiosity, courage, creativity, emotional
intelligence, etc. are necessary for productivity in any business organization.
Thus
organization cannot hope to achieve long term growth and survival if they
neglect the people issues. Organization that will succeed in this era will be
those who consistently focus on their human capital and know the importance of
“Putting People First”. Their actions are emotionally intelligent.
1.2 STATEMENT OF THE PROBLEM
Managers
need to manifest their vision through the alignment of individual and team
behaviour in an emotionally intelligent climate of low conflict and open
engagement. This will enhance the synergy to achieve maximum productivity. If
only management will improve employee and team cooperation, then productivity
will increase drastically. Increase productivity is achieved thus:
Collaboration
Identification
and alignment of organizational values with a common vision in the workplace,
collaboration helps individuals work together to maximize productivity that
will benefit the whole organization.
Communication
Communication
skill helps to produce meaningful engagement and bring new enthusiasm to
efforts. This readily translates into enhanced performance/productivity.
Diversity
Tap
into the amazing variety of skills, knowledge, perspectives, learning styles,
relationship, and visions that each individual can contribute, integrate and
strength organizational productivity.
Reflection
Individuals
need to dialogue, listen, and reflect on their work processes to reinforce what
is already working and improve on what isn’t working yet.
As
management students, practitioner and employees who have had opportunity to be
in business organization, it becomes clearer every day to us that the business
world in Nigeria is not as intelligent emotionally when compared with her
contemporaries out there e.g. we find out the norm in our local business world
as dishonesty, rudeness, uncooperative, and impulsiveness. Management and
employees are not sensitive to the feelings of others. Rudimental values of
respect, honesty, kindness, and lawfulness are gone. We lack emotional skills:
impulses are bad to control where and when it would be adaptive to do so; we
act out our feelings without awareness of the feelings. We lack personal
organizational and basic organization citizenship skills (obligations to other
members of the organization, interpersonal skills).
1.3 PURPOSE OF THE STUDY
Productivity
is an act of adding value in the activities performed at all levels of
management in the organization, i.e. ensuring that all activities in the
organization are worthwhile and produce more value than cost. Poor productivity
damages relationship among team players because the lack of desired results
often leads to negative emotions, moods and reactions: frustration, blame,
conflict (internal wars). Management at all level should concentrate more on
most valued asset “people” and how to effectively manage them rather than
laying so much emphasis on system, technology etc.
There
is need for the right type of values and attitude for the survival of
individual in organizations which will at the end of the day result in
productivity i.e.
v Training
of the mind in the understanding the world around;
v The
acquisition of appropriate skills, abilities and competences both mental and
physical as equipment for the individual to live in and contribute to the
productivity of the business organization and its environ;
v Shared
responsibility for the common good of the society, respect for the dignity of
labour (Adewole, 1988; Eshier & Ntukidem, 2003).
Based
on the above, the researcher intends to breach the gap existing between job
satisfaction and productivity, understanding of one’s self and others by
enhancing and fostering emotional intelligence.
1.4 RESEARCH QUESTION
Success
used to be measured by what we knew or how smart we were but today; it is how
we handle ourselves and our relationships. In relation to the issues raised
under the statement of the problem and various questions beclouding the mind
the or the researcher, there are questions which have been raised here. The
intention of the researcher is to X-ray the foundation of the elucidated issues
and if possible proffer solutions to them. The following are question to be
considered in this work.
1. Is
emotional intelligence of paramount importance to an organization?
2. Does
emotional intelligence enhance individual productivity?
3. Can
managers effectively use emotional intelligent data in decision making?
4. Does
an organization where emotional intelligent is practiced produce more than
those without?
5. What
factors militate against organizational productivity?
6. How is
emotional intelligence recognized?
1.5 RESEARCH HYPOTHESIS
H01:
There is no significant difference between emotional intelligence and
organizational productivity.
H02:
There will be no significant relationship between emotional intelligence and
organizational productivity.
1.6 SIGNIFICANCE OF THE STUDY
The
significance of the study arose from organization’s inability to understand the
emotional swings of staff and how to manage such changes to enhance
productivity; research shows that for jobs of all kinds, emotional intelligence
is twice as importance as IQ plus technical skills. Emotional intelligence is
more than 85% of what sets star performs from the average. The higher the level
of a job’s complexity and authority, the greater the impact of outstanding
performance on the bottom line. Top managers can add or destroy huge economic value
and the higher the level, the higher the leverage so the higher the impact. We
are talking about “hard” results such as improved profitability from higher
productivity, increased sales and lowered costs as well as “softer” results as
increased morale and motivation, greater cooperation, lower turnover and loss
of talent.
It
believed that this study will provide adequate background information on the
effect of emotional intelligence on organizational productivity. It will also
be of immense benefit to all team players in organizations; it will be an eye
opener to organizational to make emotional intelligence a part of
organizational activities and where necessary, train staff on it. Lastly, it
will be of help to students, individuals who may want to know more on the
effect of emotional intelligence on organizational productivity.
1.7 SCOPE OF THE STUDY
The
scope of the study covers an ICT organization CINFORES. The variable studied
was the effect of emotional intelligence on organizational productivity,
helping organization to be more sensitive to its member’s emotional needs.
1.8 DEFINITION OF TERMS
Emotion
In
this model, emotion refers to a feeling state (including physiological response
and cognitions) that conveys information about relationships. For example,
happiness is a feeling state that also conveys information about relationship
typically, that one would like to join with others. Similarly, fear is a
feeling state that corresponds to a relationship the urge to flee others.
Intelligence
In
this model, intelligence refers to the capacity to reason validly about
information.
Productivity
Productivity
is the average output produced by input (s), a combination of human and capital
resource (known as Total Factor productivity).
AFFILIATE LINKS:
Comments
Post a Comment