EQ Domains

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Daniel Goleman is the psychologist and author who did much of the influential pioneer work on EQ in the mid-1990s.

On the EQ matrix, the intersection of the self-target and the perception competency area is the self-perception domain. This domain is vital to mastery of emotions. Self-perception allows you to recognize a feeling while it happens. There are two key competencies under self-perception

  • Reading yourself – Accurately reading your own emotions is a basic aspect of emotional intelligence and helps guide your decision-making process. It underlies all other processing of emotional information.
  • Having self-confidence – Self-confidence comes from an accurate sense of your worth and abilities.

While self-perception enables you to recognize your emotions, the self-management domain gives you the control to master them.

Other self-management competencies are also important

  • Demonstrating integrity is a way to align actions with goals through honesty and dependability.
  • Adapting allows you to be flexible in changing situations or overcoming obstacles.
  • Accomplishing is a competency that provides motivation for continually improving performances and helps you proactively meet opportunities and personal standards.
  • Sustaining optimism allows you to see the positive side of things. Optimism helps keep you motivated and cheerful about the future and your goals.

On the matrix, the domain found at the intersection of the social and perception competency areas is the social perception domain. This domain is also essential for leaders, and it includes two key competencies

  • Awareness of social surroundings can be built through empathizing, which is sensing and taking an interest in other people’s emotions and perceptions.
  • Being able to read the big picture facilitates an understanding of relationship networks, trends, and the politics of larger groups and organizations.

The social skills domain is at the intersection of the social and the skills competency areas. Facilitating is the fundamental competency in this domain. Facilitating is the ability to identify how to meet the needs of others, and to meet those needs.

While this is not an exhaustive list, other competencies in the social skills domain include the following

  • Influencing others to inspire or motivate them through your actions and words, and leading through the use of tactics of persuasion.
  • Developing others to bolster their abilities through the use of feedback, mentoring, and guidance.
  • Cultivating relationships to allow you to confront and resolve disruptive or divisive emotions or issues. When you can genuinely express feelings, you can build rapport and maintain equitable and respectful relationships.
  • Collaborating skills to allow you to get people to cooperate in an equitable way. In this way, you can progress toward mutual goals.

Leaders with high emotional intelligence can enhance the motivation and optimism in a workplace. EQ is important in business because it’s useful for predicting success in the workplace, and it can bring about a positive climate that enhances productivity and adaptability. It’s also important because often how results are obtained can be as important as the results themselves.

Emotional intelligence can be divided into different areas or domains: self-perception, self-management, social perception, and social skills. Different competencies and skills associated with emotional intelligence are grouped under these domains.

Emotional Intelligence & Organisational Commitment

An organisations success or failure can be ascertained by the emotional tone set by the managers and the leaders. Organisational leaders with high emotional intelligence may influence the relationships in the work setting, which may then affect group and individual emotional intelligence and organisational commitments.

Emotional Intelligence & Career Commitment

If an employee is able to correctly manage positive and negative emotions in the workplace and control strong emotional states such as anger that they experience at work then they will have an impact on the relationship that they have with other employees and has the effect of making them more committed to the organisation.

Emotional Intelligence & Job involvement

Many researchers believe that job aptitude has a positive effect on performance and emotional intelligence and individuals have positive relationship between job involvement and job performance.

Emotional Intelligence & Job satisfaction

Emotions in the workplace generally have a target that is, being angry at someone, being proud of an achievement that they are likely to be activated by events in the workplace, are attributable to the job and will effect job satisfaction. That emotion in the workplace is favourably associated with the overall performance in one’s job and satisfaction.

Emotional Intelligence & Altruistic Behaviour

Executives with high level of emotional intelligence would be more eager to cooperate with their fellow colleague, particularly those that are behind in their work schedule. The organisation will benefit from this positive attitude. Work runs efficiently without any interruptions.

Emotional Intelligence & Job performance

To the degree that the work requires interaction among individuals, emotions such as excitement, anger and fear are indispensible in aiding cooperation. Employees, who are intelligent about their emotions, will be more competent and effective in their interactions with the work environment and with their co-workers.

 

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