Effect of Workforce Emotional Intelligence in an Organisation
CHAPTER ONE
AIMS AND OBJECTIVES OF THE STUDY
The major aim of the study is to examine the effect of workforce emotional intelligence in an organization. Other specific objectives of the study are;
- To examine the influence of emotional intelligence on organizational commitment among employees.
- To examine the level of emphasis placed on emotional intelligence in Nigerian corporate organization.
- To recommend ways of improving the emotional intelligence of Nigerian workforce in other to improve organizational growth.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Concept of emotional intelligence
Emotional intelligence is the ability of understanding our emotion and others, in order to have more efficient relations between two parties involved. According to Bahdor et al (2011), Emotional intelligence consists of major characteristics like emotional awareness, motivation, capacity to manage anger, intuition, emotional respond to others emotions and reactions. These competencies involved meaningful sets of values. Concept and skills together with cognitive has been contemplate from the environment conditions are the main elements of emotional intelligence. Emotional intelligence is a recent construct and which brought to light and indeed to the business environment by Goleman, (1998). The study of emotional intelligence outcome from the works of Gardner (1983), and Williams and Sternberg (1988), who proposed broader approaches to understanding intelligence on how to manage it in a work place. Mayer and Salovery (1997) stated that emotional intelligence and included Gardner’s intrapersonal and interpersonal components of the construct. Goleman (1998) took emotional intelligence to a new level by xxiv making it more useful in the organization and by describing it as an important ingredient for successful business careers and as a crucial component for effective group performance. These people and indeed many others have attempted to explain the concept of emotional intelligence. Mayer and Salovery (1997), who introduced emotional intelligence saw it as a form of intelligence that involves the ability to monitor individual’s and others’ feelings and emotions, to discriminate among them and to validate this necessary information gathered to guide one’s thinking and actions. However, these authors then changed their view of emotional intelligence, and described emotional intelligence as the ability to integrate emotions, perceive emotions to facilitate thought, understand emotions and to regulate emotions to promote personal growth. To them, emotional intelligence involves the ability to appraise, express emotions, and perceive accurately, the ability to access and generate feelings when they facilitate thought, the ability to understand emotions to promote emotional and intellectual growth. These authors provided a model which comprises of four abilities; perception, assimilation, understanding, and regulation of emotions. Emotional perception is the ability to perceive emotions on self and also on objects, art, stories, music, and other stimulus. Emotional perception consist the ability to differentiate between honest and dishonest expressions of emotions. The assimilation of emotions is the ability to generate, use and feel emotions as necessary to communicate feelings. Emotional assimilation is the ability to differentiate the emotions individual feel and to identify those that are influencing their thought processes. Emotional understanding is the ability to understand emotions, information, how emotions combine and shift across time, and the ability to appreciate emotional meanings.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effect of workforce emotional intelligence in an organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of effect of workforce emotional intelligence in an organization
Summary
This study was on effect of workforce emotional intelligence in an organization. Three objectives were raised which included: To examine the influence of emotional intelligence on organizational commitment among employees, to examine the level of emphasis placed on emotional intelligence in Nigerian corporate organization and to recommend ways of improving the emotional intelligence of Nigerian workforce in other to improve organizational growth. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Elemaz Hotel in Lagos. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
These results could contribute to positive social change by enhancing the manager employee relationship. The study will help donors, educationalists, social activists, and public policy reformers by discussing issues and directions in which administrators and staff, employers, and employees may enhance their personal and professional ties. The previous literature focused on improving IT competencies by addressing the importance of emotional intelligence on management competencies. As the participants communicate and function directly with their managers every day, the study has shown that they view the interaction with their managers more professionally and stronger. The literature survey did not contain this information. This awareness may help establish a path for all parties to be considerably more harmonious when the managers and the employers realize the importance of this relationship. Professionals of human resources could particularly benefit from this research by learning to employ, recruit, and train qualified managers in a more organizationally effective way. Understanding the partnership with workers and their possible beneficial results will help identify opportunities to boost efficiency, minimize company churn, and attract talented personnel.
Recommendation
Self-awareness skills of leaders should be encouraged to improve subordinates’ work attitude.
Social awareness skills of leaders should be maintained to make the subordinates’ participate effectively towards the attainment of organizational goals and objectives. So as to be aware of their strengths and weaknesses, reflective, learning from experience and open to candid feedback.
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