Emotional Quotient And Spiritual Intelligence In The Workplace Essay

As the world progresses and advances towards globalization, the global frugality is demanding for the existence of well-managed companies and governings. Responding to this demand, organizations are trying to find more effective formula that will enhance or improve their outputs. Two of the latest discoveries that attract companies and organizations are the concepts of frantic and spiritual development of their human resources. more(prenominal) and more companies are integrating the said formula in their programs and action plans as they recognize the neediness of these concepts that were long been neglected.In this paper, we will analyze the arguments of two chosen articles which focus on mad countersign (Must Have EQ by Anthony Landale) and Spiritual lore (The Practical Application of Spiritual Intelligence in the Workplace by Mike George). Anthony Landale, in his article entitled Must Have EQ, argued that Emotional Intelligence or EQ (Emotional Quotient) the key for an or ganization to meet the challenge of getting people organise together more effectively (Landale, Andrew Feb/March 2007, page 24).In line with this, the root presented his stand in four egest points. First, he argued that EQ is live in keeping the organization or group members intact. Second, he argued that each team member must be satisfactory to learn how to manage our emotions by constantly checking our own individual demeanours. Landale made it clear that behaviors are innate in humans and that every person has his own set of good and bad behaviors. Relative to this, a person who has high steamy wisdom is able to manage even the undesirable behaviors by expressing them in the right place, time and manner.Third, Landale argued that EQ development requires empathy, which is putting mavinself in the place of others. This means that unitary is required to constantly deal with others at fashion, learn to adjust as needed and be able to adapt with the situation. Lastly, th e author emphasise that communication is vital in the development of emotional intelligence and of keeping the organization healthy. To be able to do this, every member must maintain an open and honest communication. It was also stressed that a two-part communication line is required which means that feedback to and from management must be kept operative.Emotional intelligence is therefore measured according to the persons skill of managing his or her emotions and behaviors because EQ is actually Self-Management. In partnership with EQ, a company must also train its human resources to develop Spiritual Intelligence (SQ). The author centered his arguments on the practical applications of SQ especially in the workplace because SQ development focuses on the trio deepest motivations of humans creativity, meaning and purpose (George, Mike 2006, page 3).The author argued that since Spiritual Intelligence directly work with these three human motivations, SQ development will definitel y make a company a vivacious workplace. If a persons SQ is well-developed, he will be able to fall in a clear sense of his identity and a definite purpose. Spiritual intelligence enables a person to live with integrity by setting a good example. Because SQ gives the individual the actor the flexibility to adapt to the environment, a person with high SQ is able to be cool and focused even in a stressful situation.By underdeveloped ones self-awareness, a person with high SQ also will have the power to find the cause of his emotions, its meanings and be able to manage them. This in turn will develop ones empathy. Spiritual intelligence focuses on the development on a persons capacity to fight the ego in order for him to adapt to changes. Finally, development of spiritual intelligence enables a person to recognize the non-material reality of his being that is humans have non-material needs which when recognized alleviates lifes insecurity.If cognitive intelligence is to the highes t degree thinking and emotional intelligence is about feeling, then spiritual intelligence is about being (McMullen, Brian 2003). In line with the arguments of Landale and George, this statement is parallel with their point of view that EQ has something to do with self-management bandage SQ deals with self-awareness of the non-material reality of the being. In the modern world, people are inclined to boosting their cognitive intelligence (IQ) as this whitethorn seem the measuring device for ones success in life.But the real working world does non acknowledge the importance of IQ alone, rather the development of all four fundamental intelligences that define the successful individual. IQ appears to be related to minimum standards to enter a given a profession (Wiggleswoth, Cindy ). In line with Landales claim that EQ is of managing emotions, a study of store managers in retail chain proved that efficient management of emotions especially with stress is important for success (Chern iss, Cary 2000). all the same Cherniss stressed that this is just one aspect of the complex scope of emotional intelligence.He said that emotional intelligence has as much to do with knowing when and how to express emotion as it do with coercive it. This statement corroborates Landales idea that EQ is of acknowledging and identifying the emotions and learning how to express them in a proper behavior (Landale, Andrew 2007, page 24). The importance of this aspect of EQ was be worthwhile in modern organizations as with the try done in the US navy wherein researchers found that the most effective leaders in the US Navy were warmer, more outgoing, emotionally expressive, dramatic, and sociable (Barsade, S. t. al 1998).Another aspect of emotional intelligence is empathy which is proven by researchers that it contributes to occupational success (Cherniss, Cary 2000). This is the aspect that overlaps with the concept of spiritual development which also acknowledges the importance of em pathy in recognizing the cause of the emotions and be able to utilize them in adapting to changes. EQ is the development of the capacity for self-control and the top executive to respond with sensitivity and empathy (Oxford Leadership Academy).This is also important if a manager or someone in the organization would like to positively influence the work behaviors of other members. A practical application of this as cited in one article is that ones effectiveness can influence others depending on ones ability to connect with them particularly of get winding the feelings of others (Goleman, Daniel 1999). To effectively influence others we also need to be able to manage our own emotions.Connected to EQ development is the spiritual intelligence which centers on developing the skills of the person in managing the inner self or the non-material reality of ones being as claimed by George. One author defined spiritual intelligence as the ability to behave with mercy and Wisdom while maint aining inner and outer peace (equanimity) regardless of the circumstances (Wigglesworth, Cindy).Since compassion encompasses the ability to understand the feelings of others, as what empathy suggests, the concepts of EQ and SQ therefore work together towards the complete success of a person and the organization where he belongs. The practical point of this is that when someone is emotionally and spiritually intelligent, he will be able to make the most out of his skills, emotions, behaviors and traits in managing himself and in turn will give him the power to positively connect with others.That optimism is brought about by the fact that the person, with empathy and compassion, understands the emotions of others which give him the ability to stay calm and focused no matter what the situation brings. Relative to Georges argument that spiritual intelligence in necessary for a person to live a life with integrity and in line with the clear purpose, one author has the same perspective. A ccording to 1Wigglesworth, spiritual intelligence development encompasses self and universal awareness including the ego and affable mastery.In the management world, spiritually intelligent manager is a wise and effective change ingredient who makes compassionate and wise decisions. Wigglesworth further said that SQ enables managers to have the calming and healing presence in the center of stressful workplace. In contrast with George who did not acknowledge the importance of communication in the development of SQ, Landale stressed that EQ development requires a manager to prioritize the giving and receiving of feedbacks (Landale, Anthony 2007).Connecting with other members of the organization builds and cultivates relationships and that can totally be possible when open communication is active in the organization. Putting the essentials of emotional and spiritual intelligence, we all the way draw out the idea that the development of these basic intelligences focus on relationsh ips which is especially important in building an effective, efficient working environment. The human resources of the organization are its most valuable assets so it is vital that that training and development should include the wholeness of their being.Companies of the modern economy is already recognizing the fact the business is not all about making money, rather it encompasses the building of organization members with multiple intelligence. An organization with personnel, especially leaders, who have well developed cognitive, emotional and spiritual intelligence, is a happy and enthusiastic working environment. Developing the emotional and spiritual intelligence is the answer to the intangible needs of the organization healthy working relationships.