As the universe progresses and progresss towards globalisation. the planetary economic system is demanding for the being of well-managed companies and organisations. Reacting to this demand. organisations are seeking to happen more effectual expression that will heighten or better their end products. Two of the latest finds that attract companies and organisations are the constructs of emotional and religious development of their human resources. More and more companies are incorporating the said expression in their plans and action programs as they recognize the demand of these constructs that were long been neglected.
In this paper. we will analyse the statements of two chosen articles which focus on Emotional Intelligence ( Must Have EQ by Anthony Landale ) and Religious Intelligence ( 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 organisation to run into the challenge of acquiring people work together more efficaciously ( Landale. Andrew Feb/March 2007. page 24 ) .
In line with this. the writer presented his base in four clear points. First. he argued that EQ is critical in maintaining the organisation or squad members integral. Second. he argued that each squad member must be able to larn how to pull off our emotions by invariably look intoing our ain single behaviours. Landale made it clear that behaviours are unconditioned in worlds and that every individual has his ain set of good and bad behaviours. Relative to this. a individual who has high emotional intelligence is able to pull off even the unwanted behaviours by showing them in the right topographic point. clip and mode.
Third. Landale argued that EQ development requires empathy. which is seting oneself in the topographic point of others. This means that one is required to constantly trade with others at work. larn to set as needed and be able to accommodate with the state of affairs. Last. the writer stressed that communicating is critical in the development of emotional intelligence and of maintaining the organisation healthy. To be able to make this. every member must keep an unfastened and honest communicating. It was besides stressed that a bipartisan communicating line is required which means that feedback to and from direction must be kept working.
Emotional intelligence is hence measured harmonizing to the person’s accomplishment of pull offing his or her emotions and behaviours because EQ is really “Self-Management. ” In partnership with EQ. a company must besides develop its human resources to develop Religious Intelligence ( SQ ) . The writer centered his statements on the practical applications of SQ particularly in the workplace because SQ development focuses on the three deepest motives of worlds: creativeness. significance and intent ( George. Mike 2006. page 3 ) .
The writer argued that since Spiritual Intelligence straight work with these three human motives. SQ development will decidedly do a company a vivacious workplace. If a person’s SQ is well-developed. he will be able to hold a clear sense of his individuality and a definite intent. Religious intelligence enables a individual to populate with unity by puting a good illustration. Because SQ gives the person the power the flexibleness to accommodate to the environment. a individual with high SQ is able to be cool and focused even in a nerve-racking state of affairs.
By developing one’s self-awareness. a individual with high SQ besides will hold the power to happen the cause of his emotions. its significances and be able to pull off them. This in bend will develop one’s empathy. Religious intelligence focal points on the development on a person’s ability to contend the self-importance in order for him to accommodate to alterations. Finally. development of religious intelligence enables a individual to acknowledge the non-material world of his being that is worlds have non-material demands which when recognized alleviates life’s insecurity.
If cognitive intelligence is about believing and emotional intelligence is about experiencing. so religious intelligence is about being” ( McMullen. Brian 2003 ) . In line with the statements of Landale and George. this statement is parallel with their point of position that EQ has something to make with self-management while SQ trades with self-awareness of the non-material world of the being. In the modern universe. people are inclined to hiking their cognitive intelligence ( IQ ) as this may look the measurement device for one’s success in life.
But the existent on the job universe does non admit the importance of IQ entirely. instead the development of all four basic intelligences that define the successful person. “IQ appears to be related to minimal criterions to come in a given a profession” ( Wiggleswoth. Cindy ) . In line with Landale’s claim that EQ is of pull offing emotions. a survey of shop directors in retail concatenation proved that efficient direction of emotions particularly with emphasis is of import for success ( Cherniss. Cary 2000 ) . However Cherniss stressed that this is merely one facet of the complex range of emotional intelligence.
He said that “emotional intelligence has every bit much to make with cognizing when and how to show emotion as it do with commanding it. ” This statement corroborates Landale’s thought that EQ is of admiting and placing the emotions and larning how to show them in a proper behaviour ( Landale. Andrew 2007. page 24 ) . The importance of this facet of EQ was proven worthwhile in modern organisations as with the experiment done in the US navy wherein research workers found that “the most effectual leaders in the US Navy were warmer. more outgoing. emotionally expressive. dramatic. and sociable” ( Barsade. S. t. al 1998 ) .
Another facet of emotional intelligence is empathy which is proven by research workers that it contributes to occupational success ( Cherniss. Cary 2000 ) . This is the facet that overlaps with the construct of religious development which besides acknowledges the importance of empathy in acknowledging the cause of the emotions and be able to use them in accommodating to alterations. “EQ is the development of the capacity for self-denial and the ability to react with sensitiveness and empathy” ( Oxford Leadership Academy ) .
This is besides of import if a director or person in the organisation would wish to positively act upon the work behaviours of other members. A practical application of this as cited in one article is that one’s effectivity can act upon others depending on one’s ability to link with them peculiarly of understanding the feelings of others ( Goleman. Daniel 1999 ) . To efficaciously act upon others we besides need to be able to pull off our ain emotions.
Connected to EQ development is the religious intelligence which centres on developing the accomplishments of the individual in pull offing the inner ego or the non-material world of one’s being as claimed by George. One writer defined religious intelligence as “the ability to act with Compassion and Wisdom while keeping inner and outer peace ( composure ) regardless of the circumstances” ( Wigglesworth. Cindy ) .
Since compassion encompasses the ability to understand the feelings of others. as what empathy suggests. the constructs of EQ and SQ hence work together towards the complete success of a individual and the organisation where he belongs. The practical point of this is that when person is emotionally and spiritually intelligent. he will be able to do the most out of his accomplishments. emotions. behaviours and traits in pull offing himself and in bend will give him the power to positively link with others.
That optimism is brought approximately by the fact that the individual. with empathy and compassion. understands the emotions of others which give him the ability to remain unagitated and focused no affair what the state of affairs brings. Relative to George’s statement that religious intelligence in necessary for a individual to populate a life with unity and in line with the clear intent. one writer has the same position. Harmonizing to 1Wigglesworth. religious intelligence development encompasses self and cosmopolitan consciousness including the self-importance and societal command.
In the direction universe. spiritually intelligent director is a “wise and effectual alteration agent” who makes compassionate and wise determinations. Wigglesworth farther said that SQ enables directors to hold the appeasement and mending presence in the thick of nerve-racking workplace. In contrast with George who did non admit the importance of communicating in the development of SQ. Landale stressed that EQ development requires a director to “prioritize the giving and receiving of feedbacks” ( Landale. Anthony 2007 ) .
Connecting with other members of the organisation physiques and cultivates relationships and that can merely be possible when unfastened communicating is active in the organisation. Puting the necessities of emotional and religious intelligence. we clearly draw out the thought that the development of these basic intelligences focus on relationships which is particularly of import in constructing an effectual. efficient working environment. The human resources of the organisation are its most valuable assets so it is critical that that preparation and development should include the integrity of their being.
Companies of the modern economic system is already acknowledging the fact the concern is non all about doing money. instead it encompasses the edifice of organisation members with multiple intelligence. An organisation with forces. particularly leaders. who have good developed cognitive. emotional and religious intelligence. is a happy and enthusiastic working environment. Developing the emotional and religious intelligence is the reply to the intangible demands of the organisation: healthy working relationships.