Business Communication for Human Resource - myassignmenthelp

Question: Discuss about theBusiness Communication for Human Resource Management. Answer: Introduction Emotional intelligence is the ability which an individual exhibits, to understand and manage other people and own feelings and emotions(Higgs Dulewicz, 2016). A person with high emotional intelligence can channelize thinking and behaviour patterns in a positive manner (Goleman, 2012). Such a parson can also adjust emotions to suit changing needs. Emotional intelligence involves the ability to become aware of emotions; ability to harness emotions through thinking and the ability to manage emotions effectively (Walton, 2012). Emotional intelligence is considered to be a very important trait of effective leadership(Goleman, 2011). Emotional intelligence helps a leader to harness own and workers emotions and it helps them in channelizing emotions to get the best output(Walton, 2012). However, emotional intelligence is also important for effective working in an organisational environment(Goleman, 2011). This essay will throw light on the reasons why emotional intelligence is needed for effective working. Emotional Intelligence is as important for effective working as for effective leadership Emotional intelligence is mostly associated with able leadership(Ashkanasy, et al., 2012). A leader with high emotional intelligence can manage an organisation through understanding and compassion(Ashkanasy, et al., 2012). He can concentrate on the growth of the organisation. Leaders with emotional intelligence can motivate a workforce better and can communicate their vision in a more effective way.(Kreamer, 2011) However, for workers too emotional intelligence is as important as it is for leaders. This is because emotional intelligence leads to better job dynamics and better understanding. Employees are impacted by everyday decisions of the firm like recruitment, transfers, role changes and retrenchment. Employees need to have emotional intelligence to understand and manage the impact of this decision on them(Banfield Kay, 2012). Additionally, employees with higher level of emotional intelligence are able to cooperate in a better way with organisational leaders and their own colleagues(Ashkanasy, et al., 2012). This is because they can judge peoples reaction and act accordingly. Emotional intelligence is needed in both leaders and the workers(Ashkanasy, et al., 2012). If just the leaders have emotional intelligence and the workers lack it, the firm will not be able to manage, as workers will not be able to assess the impact of motivational techniques used by leaders.(Bach Edwards, 2012). Consequent, they will not be able to increase their productivity. Emotional intelligence can help an employee in managing work life stress, solving conflicts and learning from previous experiences(Goleman, 2012). Through a high emotional intelligence the employee can sense the mood and aspirations of others. This cam helps him in reacting to others in an appropriate manner (Goleman, 2011). High level of emotional intelligence may be beneficial to employees in positions which require greater interpersonal skills; like, sales or service delivery(Bach Edwards, 2012). In such job positions workers are constantly interacting with customers, other employees or managers. Such workers need to understand how people react to situations. They also need to have an ability to manage stress caused by continued customer interaction. Therefore, those workers may be successful who have higher emotional intelligence(Ashkanasy, et al., 2012). This is because workers with higher emotional intelligence will be able to understand the emotions of customers and manage their own emotions to bring out the best service efficiency. According to theories of emotional intelligence, success of an employee or leader is dependent on skills like perseverance, self-control and good interpersonal skills(Goleman, 2012). An employee who possesses emotional intelligence will be able to understand others feelings. In turn, he will be able to formulate relationships within the work setting in a more productive manner(Kreamer, 2011). An employee with emotional intelligence will be perceived as understanding and compassionate by others(Goleman, 2011). This will lead to more cooperation in the job roles. Workers with higher level of emotional intelligence are better equipped to work in teams as they are able to handle emotions pertaining to job roles in a better way(Higgs Dulewicz, 2016). A higher emotional intelligence level helps an employee in knowing and controlling emotions. Such employees are able to adjust to change and are more flexible and adaptive(Bach Edwards, 2012). Flexibility and adaptation to change has become very important in the current business scenario as technology and business methods are continuously changing(Bach Edwards, 2012). Therefore, employees who are unable to manage emotions in the changing settings will not be able to manage themselves and their job roles. Lack of emotional intelligence can disrupt an employees career(Bach Edwards, 2012). People with lack of emotional intelligence have a lesser ability to enhance interpersonal relationships(Bach Edwards, 2012). Therefore, such people can be perceived as rude. Such employees are not able to communicate themselves well to both their co-workers and the leadership(Kreamer, 2011). Such workers are not able to cooperate well with leadership even if leader has high emotional intelligence(Kreamer, 2011). Therefore, such workers may not be popular and other workers may not want to work with them It is said that leasers who lack emotional indigence are more volatile(Higgs Dulewicz, 2016). Such leaders cannot control extreme emotions like anger and can indulge in emotional outbursts. This can be very demotivating for employees and destructive for the organisation(Bach Edwards, 2012). Similarly, workers who cannot handle and tap their emotions, tend to be more volatile. Such workers tend to be prone to conflicts and end up being part of fights(Kreamer, 2011). Such conflicts in work place can lead to workplace ineffectiveness and inefficiency. Therefore, emotional intelligence is as important for workers as it is for leaders, as it helps in channelizing the work direction. Conclusion Low emotional intelligence can lead to dysfunctional organisation. It can lead to rigidity in the organisation. Emotional intelligence is needed in workers to manage team roles effectively. Emotional intelligence also helps in improving work relations and interpersonal skills. This leads to better sales and service delivery. Emotional intelligence also helps in creating an environment of cooperation, coordination and cordial work culture. Therefore, emotional intelligence is very important for workplace efficiency. References Ashkanasy, N. M., Hrtel, C. E. Zerbe, W., 2012. Experiencing and Managing Emotions in the Workplace. Bingley: Emerald Group Publishing. Bach, S. Edwards, M., 2012. Managing Human Resources: Human Resource Management in TransitionStephen Bach, Martin Edwards. New Jersey: John Wiley Sons. Banfield, P. Kay, R., 2012. Introduction to Human Resource Management. Oxford: Oxford University Press. Goleman, 2012. Emotional Intelligence: Why It Can Matter More Than IQ. New York: Random House Publishing Group. Goleman, D., 2011. Working With Emotional Intelligence. London: Random House Publishing Group. Higgs, M. Dulewicz, V., 2016. Leading with Emotional Intelligence: Effective Change Implementation in Todays Complex Context. Humburg: Springer. Kreamer, A., 2011. It's Always Personal: Navigating Emotion in the New Workplac. London: Random House Publishing Group. Walton, D., 2012. Introducing Emotional Intelligence: A Practical Guid. London: Icon Books.