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Vol.04,Special Issue 07, (RAISMR-2019) November 2019, Available Online: www.ajeee.co.in/index.php/AJEEE

A REVIEW ON EMOTIONAL INTELLIGENCE AND ITS RELATIONSHIP TO WORKPLACE PERFORMANCE

Dr. Unmekha Tare¹, Mr. Danish Khan²

1Assistant Professor of Commerce, SICA College, Indore

2Research Scholar, School of Commerce, Devi Ahilya University, Indore

Abstract:- From the past years as emotional intelligence was introduced to the academic, it started gaining its significance to the organizations and understands how they can use it effectively and efficiently for enhancing the quality of human resources in various organizations. The main intention of this paper is to study the impact of emotional intelligence and its relationship to workplace performance. If the employees and managers be acquainted with their own emotion and are able to effectively manage them, then they can be more productive to the organization and can perform their task in more efficient manner. The determinants of Emotional Intelligence like Self Awareness, Self Management and Social Awareness were considered to analyze the effectiveness of Emotional intelligence of the employees. In order to improve the performance in workplace it is necessary to develop Emotional Intelligence competencies in individuals. The emotional intelligence is also important for organizational productivity and its effectiveness. It was finally found that, it is the employee’s own emotional competencies that lead to the organizational commitment and job satisfaction. The conclusions of the research discussed were with reference to the previous findings.

Keywords:- Emotional Intelligence, Employees Performance, Workplace Relationship.

1. INTRODUCTION

In an every organization Emotional Intelligence (EI) plays a very imperative role while utilizing successfully the skills of a manager by top level executives. It also shows the ability to understand and read others in societal context (Prati, Douglas, Ferris, Ammeter, &

Buckley, 2003). Salovey and Mayer (1990) has defined EI as "the subset of social intelligence that involves the ability to monitor one's own and other's feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions" (p. 189).

Kannaiah (2015) Stated in his study that if a manager has high EI, then he/she is able to convey his/her emotions in a well manner, and also recognize the emotions of those he/she works with in a workplace, which resulting in enhancing work performance and relationships. Further he also stated that EI doesn’t mean about being soft! It is a way of being smart differently - and having this quality to make use of his/her emotions to help them make different smart choices in the moment and also have more effectual control over themselves which result their positive impact on others.

For achieving the immense success of an employee the EI plays a very significant role and while performing the jobs in a very competitive business world the EI should also be nurtured and exercise by employees in every levels of the organization (Laxmi at al, 2018).

1.1 Problem of the Statement

1. How EI significantly impact on employee’s job performance?

2. How a manager in a can use the EI to build healthy relationship in an organization to convert their skills & emotions into performance?

1.2 Objective of the Study

This study is to find out the role of EI on Employees Performance at work place and the objectives of this study are below:-

1. To determine need& Significance of EI and their impact on employees performance at Workplace.

2. To study the basic elements & determinants of the EI for the enhancement of organizational effectiveness through employee performance.

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1.3 Research Methodology

Research try to summaries all the key features related to the study of each conceptual and empirical article in, respectively. While reviewing conceptual article, researcher examined the theoretical and literature based as well as researcher try to capture and understanding of how the emotional intelligence and its relationship to work performance contribute to the knowledge about opportunity concept.

A qualitative research method is adopted in the study using review of literature method. In this research study the variables are divided into dimensions as self awareness, self regulation, motivation &self regard, empathy, social skills, self actualization, assertiveness, flexibility & impulse control, commitment, optimism, compassion, job performance.

To answer the problem of the statement researcher carried out a comprehensive systematic literature review. This method involved detailed examination of each paper which included in study with considering their abstract finding and conclusions, to this way researcher highlighted the major trend of Emotional Intelligence and outcomes from the existing literature which provides direction for the future research.

2. REVIEW OF LITERATURE

Rai (2014), concluded in their study that EI improves with the increasing age of a person and as well as their experience. Study shows that there is a direct and positive impact of EI in the performance of an employees in workplace, in organizational effectiveness and also affect their ability to perform any task or understandings others emotions.

Arora (2017) stated that EI is the most potential and powerful mace which helps to enhance our self awareness, self control, social skills, motivation and empathy and all of these help us to become a good manager. An emotionally intelligent organization always has productive, motivated and efficient employees. They are always committed towards their goals. This study also found that EI plays a very important role in becoming successful leader.

Narayan T & K (2014), conclude saying that EI is the key to analyze and supervise employees own emotions at workplace. His study shows that employees having high level of emotional competencies are more accurate in their job performance in comparison to the employees having no EI capabilities. It is also found that in an organization job satisfaction leads to enhance employee's social life and organizational productivity. They insist that managers plays a very important role in the organization, they must have emotional competencies to control and manage other emotions in the workplace.

Laxmi and Rao, (2018) conclude that EI is an important variable that create awareness and enhance the performance of both employees and as well as the organization.

The study found that there is a positive relationship between the EI factors and the employee’s performance and have the direct impact on the employees performance at workplace.

Krishnaveni, R., & Deepa, R. (2008), in today’s dynamic organizational working nature which is full of high stress and work pressures among the employees result into the negative impact on the performance of the employees and the organizational effectiveness.

The success of the organization lies upon the individual competencies of the employee’s.

The study shows in this context EI can the effective tool for an organization to overcome these problems and to enhance the competencies of an employee’s.

Timothy Tumer (2006), this study focuses on the relationships between employees’

and manager’s emotional intelligence, employees’ job satisfaction, and employee’s performance of the employees of food service from different locations. As a result they found that employees’ EI has positive relationship with the performance of an employee and the level of job satisfaction. In addition, manager’s EI level had a positive impact on performance and job satisfaction for employees.

2.1 Emotional Intelligence (EI) v/s Employee Performance

Laxmi and Rao, (2018) in their study says that In an every organization by having the ability of emotional intelligence a manager can easily indentify the level of emotional intelligence among their employees and also its impact on the performance of an employee.

The high level of EI acts as an indicator of employee’s promotion in an organization. In organizational practices employee’s performance is an important concept. It acts as the

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central part in the decisions of the majority of employees’ such as compensation, promotion, encouragements and retention of employees.

Performances can be represented in several ways but the most importantly: Task performance and contextual performance. Task performance means the ability and skills of an employee’s that helps them to perform his/her jobs with better efficiency to promote the growth of organization. On the other hand contextual performance means that don't contribute to the assembly technique however, hold up the organizational, emotional and social state of affairs in which objectives of an organisation are perform to enhance best possible performance.

2.2 Relationship between Emotional Intelligence (EI) & Employees Performance Laxmi and Rao, (2018) stated that Emotional intelligence is a term that connects individual’s Emotions and performance in an organization. However the EI of an employee directly and indirectly affect the employee’s performance in the workplace thus, there is a positive relationship between the performance of an employee and organisational commitment, job satisfaction, employee’s intention and retention.

2.3 Determinants and Basic Elements of Emotional Intelligence (EI) Elements Impact (direct/

indirect) Description Source

Self

Awareness Directly Impact the Individual

Performance.

Refers to the ability to recognize own emotions at workplace which include Emotional awareness and Self Confidence. It provides clear perception & high flexibility to maintain healthy relationships.

(Rai, 2014)

(Laxmi and Rao, 2018) (Singh, 2010)

(Mohamad & Jais, 2015)

(Arora, 2017) (Radhika)

(Prati at al, 2003) (Kaur, 2011) Self

Regulation Directly Impact the Individual

Performance.

Also known as Self- Management Refers to the ability to control your own or others emotions in a workplace. This also helps to remain functional.

(Rai, 2014) (Singh, 2010)

(Arora, 2017) (Radhika)

(Prati at al, 2003) (Kaur, 2011) Motivation

&

Self Regard

Depends on the working

environment which directly or indirectly

impacts the

performance of individual.

Refers to the ability to induced self emotions and positive behavior towards the situations by oneself irrespective of other factors.

It comprises of level of commitment, optimism, initiative and drive for achievement. Self regard also builds better work attitude & behavior.

(Rai, 2014)

(Arora, 2017) (Radhika) (Kaur, 2011)

(Laxmi and Rao, 2018)

Empathy As it is the emotional capacity of a person and other person which effect on the basis of inter personal relationships &

Interpersonal Connectivity.

Refers to the ability by which a person can be aware of other person’s emotions, needs and concern. It also helps to understand the people’s emotion.

(Rai, 2014)

(Laxmi and Rao, 2018) (Arora, 2017)

(Radhika) (Kaur, 2011)

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Social Skills As this ability is influenced by the external factors &

environment. These factors do not directly impact the EI.

This ability shows how a person manages their relationship in workplace. It consists of some major capabilities including:

Communication, leadership, conflict management, building bonds & team management.

(Rai, 2014) (Arora, 2017) (Radhika) (Kaur, 2011)

Self

Actualizatio n

It depends on a Persons believe and principles of his/her own.

Having self actualization ability which helps in inspiring and encouraging others in a workplace and also brings more positive experience on the job.

Assertivene

ss It also has a direct impact on person’s performance at workplace.

Refers to the ability which shows person’s willingness

& firmness about their work. It also encourages the person to work hard.

Flexibility

&

Impulse Control

Both the abilities show the internal ability of a person that’s why it directly impacts on their job.

It shows how a person reacts on any changes in the working environment &

the way he/she adapts them & impulse control ability saves them to make mistakes.

Commitme

nt It has a direct

impact on person’s performance at workplace.

It refers to the personal choices and also determines by the quality of relationship that the persons shares at workplace & their level of commitment for a particular task.

(Singh, 2010)

Optimism It is based in self belief systems which directly

impact the

employee’s performance.

It refers to the person’s approach in his/her life for a positive belief that good things will happens. It develops on the basis of their inheriting character &

past experiences

(Singh, 2010)

Compassio

n It is an active

feeling which is inborn quality of a person which directly affects the person workings.

It refers to the persons feeling and concern about the sufferings of others and their desire to mitigate their sufferings.

(Singh, 2010)

Job

Performanc e

A positive mental health creates an improved working performance at workplace which is depends on the working

environment.

Refers to the behavior that an employee engages at workplace. Other than this it is a person’s productivity in terms of quality and quantity.

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3. EMOTIONAL INTELLIGENCE IN THE WORKPLACE

According to (Arora, 2017), in a business organizations employee’s having high level of EI are able to cooperate with other personals in a better way. In addition to this they are also are good at managing work related stress, managing healthy work relationships, solve conflicts and learn from the past mistakes.

EI ensures organizational success influenced by various personal qualities such as self control and skills in getting all along with others. Employees having high EI qualities are able to work in a better manner in teams and flexible as adjust to any change. No matter how much other qualification the person possesses, if he has no certain emotional qualities, it is unlikely to succeed.

As with the growing business world and many new innovations in the technologies, these EI qualities are becoming more important. Along with hiring the personals with high EI capabilities, it also important to the manager’s cooperating with them and to meet their needs in emotional intelligent ways.

3.1 Emotional Intelligence and Leadership

For being an effective leader in an organization the managers, supervisors and other higher level authorities function properly with the persons working in an organization. Having high level of EI the leaders are able to use their skills to maintain the healthy working environment (Arora, 2017). Goleman, Boyatzis, and McKee (2002) have argued that the most important component of emotional intelligence is leadership effectiveness.

Having the quality of EI helps the managers is broadly two major ways. Leaders motivate their employee’s to work in a team towards the achievement of organizational goals. They also serve up as a transformational influence on team members by challenging their team members to work towards team performance and inspire them to built interpersonal trust and relationships.

George (2000) listed four Basic Abilities of the Emotionally Intelligent Leader:-

1. The first ability is to precisely appraise others' emotions as well as successfully portray his/her owns emotion.

2. The emotional intelligent leader must have familiarity about emotions, which means in various scenarios the leader is able to forecast emotional reactions.

3. The third is the use of own emotions where emotionally intelligent leaders be acquainted with that emotions are helpful in the influence of the behavior of further individuals.

4. For example, a positive emotion facilitates positive thinking; contribute to a healthy working environment (Staw, Sutton & Pelled, 1994; Jones & George, 1998; George, 2000).

5. The fourth feature of emotionally intelligent leaders is management of emotions.

This individuality plays a very important role to begin strong emotional relationships in the organization (Sosik & Megerian, 1999). For the betterment of team, leaders must be able to creates healthy emotional relationships with their team members (Goleman, 1995; Sosik &

Megerian, 1999), and also able to efficiently manage those interpersonal relationships (Sosik & Megerian, 1999; George, 2000). Better the leaders are at managing relationships at workplace using emotion, and better they are able to display effective performance (Goleman, 1998; Sosik & Megerian, 1999; George, 2000; Lewis, 2000).

3.2 The effect of EI in Employee’s Work Performance

Narayan T & K (2014), Stated that organization is the place where interpersonal interactions take place and are very important for the organization. These interactions are related to the various job performances. Emotionally intelligent Managers are those who can make use of their emotions effectively and their interactions with others personals in a more effective approach.

EI is a set of capabilities which plays a vital role in an organization in directing and controlling the emotions of other personals to work properly in an efficient and effective manner. In a modern working environment to manage one’s emotions and tuning there with own emotions requires emotional maturity, stability and sensitivity. Performance of an employee’s directly or indirectly depends on the team they are working with. So better team harmony can be achieve through the effective use of EI.

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Narayan T & K (2014), also argued that leaders in an organization requires a high level of EI because they constantly need to interact with the customers to increase sales and also with the number of employees to motivates them to work in more productive manner. Leaders with high level of EI are able to understand their employee’s needs and also providing the constructive feedback to them. EI was used in business supports in identifying and understanding the employees’ emotional level and its impact on the performance of an employee.

3.3 EI & its impact on the Work Environment

(Laxmi and Rao, 2018) state that self control on emotions is one of the most important key that directly impact the performance of an employee in an organization. Their research also stated that, the employee having less self control will always the far from the social acknowledgment. In this manner people should be aware of any mistakes in their performances.

Adaptability is the factor which makes the employee to be highly adaptive to any change in the working environment & surroundings. If their level of adaptability is good then they can also survive and overcome even in the hostile environment. In most of the organizations the employee faces the stressful working environment which acts as the hurdle for achieving their jobs targets.

Stress environment includes:-

1. Where employees are unable to complete work in time frame.

2. Incomplete and improper training sessions provided to them for their work.

3. Unsatisfactory working hours

4. Makes impossible for them to make balance between their personal and professional life.

All these events affect the working conditions in an organization. Organizations these days should focus on the ways to improve the working environment to overcome these factors.

Source: (Laxmi and Rao, 2018)

4. EI & ORGANIZATIONAL EFFECTIVENESS

Etzioni & Amitia, (1964) Organizational effectiveness refers to the concept of how much level an organization is able to achieve their objectives efficiently and effectively. According to Richard et al. (2009), Organizational effectiveness includes the both organizational performance as a whole and individual performance. The management of personals in an effective manner in teams results in greater organizational effectiveness and higher level of

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performance (Rai, 2014). Rai, (2014) in his study also stated that there are four accesses to the organizational effectiveness.

These are:-

1. Goal Accomplishment: this is the most widely used criteria for organizational effectiveness.

2. Resource acquisition: focusing the output rather than inputs and managing resources.

3. Internal Process: refers to the smooth & healthy working systems.

4. Strategic constituencies’ satisfaction: referred as the important criteria of organizational; effectiveness through the satisfaction of interested parties.

According to (Kaur, 2011) the number of areas influenced by EI in organizational effectiveness:-

Employee’s Recritment and retention Development of Talent

Teamwork

Employee Commitment, Morale &

Health Innovation Productivity Sales

Revenues

Quality of Service Customer loyalty Clients Outcomes Source: (Kaur, 2011)

The influence of the EI starts with the process of Recruitment and retention of personal.

Emotionally intelligent leaders plays a very important role in organizational effectiveness through the kinds of commitment and cooperation.

5. RESEARCH FINDINGS

1. There is a positive relationship between the emotional intelligence and performance of employees at workplace.

2. Emotionally Intelligent and efficient organizations can be made up of various strategies, self awareness and management tools also through the efficient leaderships skills having high level of EI.

3. It is also found that organization with the high EI level easily understands their employee’s need which leads to achievement of organizational objectives.

4. Smooth and healthy working environment plays a significant role on the performance and behavior of an employee at workplace.

Hence the emotionally intelligent employees & managers have a positive impact on their workplace performance and these employees can perform in well manner in the organisation. They are more emotionally constant and they are also able to express their emotions. For performing well in an organization one need to have good emotional skills.

6. CONCLUSIONS AND SUGGESTIONS

Based on the findings of the study emotional intelligence has positive impact on employee’s performance and from the above study we can conclude that Emotional Intelligence play a vital role for managing and understanding the emotions of our own and others at workplace.

These studies shows that high level of emotionally intelligent employee performs well in comparison to the low level of emotional intelligent employees because high EI employee are able to conceives their emotions which leads to improved working. As an organization which is emotionally intelligent are able to understand their employees.

For the development of emotional intelligence competencies the organizations should pay attention to the following conclusions/ suggestions are stated below:-

1. Organizations to run successfully are able to manage their interpersonal relationships through understanding the need of their employee’s and satisfy them.

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2. Right from the starting while performing the process of recruitment the organizations should opt the various techniques of identifying the employee’s emotions.

3. Having the better recruitment system the organization should focus on selecting the personals on the basis of their emotional skills not only from the technical skills &

qualifications.

4. The organization on the other hand should train their Human Resource department to provide special training to the employees to manage their own emotions and convert them into skills.

5. Initiative should be taken by the management and the team leaders regarding the up gradation of roles and responsibilities after studying their emotional state.

6. Regular monitoring measures and improved methodologies should be taken by the organizations to understand their employee’s emotions.

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